Intuit

Good benefits. Good compensation (if everything goes well). Decent work-life balance (if you are in a good team and have a good manager).

Hidden layoff culture disguised as “Do Not Meet Expectations” (DNME), where managers are asked to provide names arbitrarily.

Managers often select employees based on role redundancy, personal bias, or lack of rapport—not clear performance issues.

After selecting a name, the company retroactively builds a paper trail of “poor performance” over months to justify the decision, rather than addressing real issues upfront.

Performance feedback is vague and inconsistent, lacking a formal PIP process despite repeated mentions of “not meeting expectations.”

No consideration or empathy shown for employees’ personal crises, despite significant variable pay and RSUs tied to retention.

Internal transfer requests are dismissed, even when skills are relevant in other teams and the current role is redundant.

Overall, the process feels like a forced exit under the guise of performance management, leaving employees deeply hurt and stripped of dignity.

• Be transparent and empathetic in handling performance and layoffs; avoid hidden, opaque processes.

• Implement formal, clear PIPs with constructive feedback rather than vague accusations.

• Recognize employee contributions and offer genuine internal transfer opportunities before terminating.

• Consider personal situations and financial impacts when planning exits, especially for employees with significant variable pay and RSUs.

• Foster a culture of respect, fairness, and dignity in all employee interactions, especially during difficult times.