Performance Improvement Plan Q&A and Videos

I was hired as a mid-level engineer, but I'm performing at the level below it. I had about a year and a half of experience coming into my company but didn't get much from it due to multiple re-orgs. In hindsight, I was a poor hire for my role and have felt this way the entire time. I am not interested in the niche and motivation is a struggle at times. I stayed because the team was really strong and I thought I could focus on the coding and grow technically. That was a mistake.

Fast forward a year and a half later (now), my manager tells me informally that my delivery is ok, but the way I go about my work needs improvement and I'm not growing, so I am performing at a level below. I need a lot of help from other engineers. And that I need fewer comments on my diffs and to do more research on problems because I'm not problem-solving well enough to be at my level. He's completely right. The team is full of high-performers and I know that I'm doing poorly by comparison. But I'm already consistently overworking into the evening and weekends.

I'm also hitting the limit with my mental health. I am putting in effort, but am being told it's not enough. For example, I spend some time understanding X and think I understand it, but teammate questions me in a way that makes me apply that knowledge and I realize my understanding is not so good or I did not think about it that way, so I am ashamed because I have spent a lot of time working on the task, but have failed to deep dive into this part. Or my teammate asks me for my thoughts on how to make something better, but nothing really comes to mind. How do I work on this behavior?

Some other questions:

• Is this a sign to leave my team or company? And the profession? Despite my best efforts, I'm disappointing my team and it's taking a toll.
• I haven't been served a PIP yet, but is this a sign that it's coming?
• Naive take, but is it a bad idea/even possible to ask for a downlevel? The reasoning was that I'd rather keep my job than lose it.
• Any advice?

I am nearing the end of my 6 months probation. My manager feels that I'm going towards an Approaching rating (like Meets Most) rather than a Thriving rating (Meets All). He feels that I lack in contribution to group level engineering discussions and being technically strong enough to mentor other engineers, which he expects from a senior engineer like me.

He keeps going through the growth and development framework and highlights he is concerned I don't meet B3 senior expectations. He increased the frequency of 1:1s to twice a week.

He didn't mention the word PIP but gave me to do a project with a very tight deadline to assess my coding and implementation skills. Now that I'm making good progress in it after a lot of effort, he brought up weaknesses in the engineering direction and discussion points.

My other team members think I am doing ok and my performance isn't too bad, though there are things I can work on.

It sometimes feels like my manager already made up his mind to make me fail probation and is finding weaknesses even if I complete this stressful project.

He even talked about downlevelling if that's a possibility and being asked to leave. He said extension of probation is not possible due to legal reasons.

What do you recommend I do?

This is a serious question involving a friend who met only 3 out of 5 expectations during his mid-year review. He was hired as an IC2 and is about to reach the one-year mark. His team allowed him to approve and merge his own code into production, which resulted in a crash of the application server and AWS environment. This constitutes his first mistake, and someone has contacted the VP in the organization. What potential consequences could he face?

Hi all,

I was put on PIP today. The PIP period is from 01/2024 till end of 01/2024. He said unsatisfactory performance & had to do this to be fair to others in the team. I think I was being benchmarked against others who work on weekends as outlined in my previous question: .

Yesterday I asked my manager for a 1-week remote and 3 weeks PTO (the company has unlimited PTO) from end of January to 3rd week of February. Do you think this was one of the reasons leading to me being PIP during the month of January?

What should I do now? Should I strive to overcome the PIP or should I find a new job? Anyone successfully overcame the PIP? How do I balance PIP and finding new job?

For more information, my 1st-year stock won't be vested till 06/2024 (so 25% of my RSUs won't be vested till end of the 1st year working for them). I think I'm out looking for a new job, but don't want to lose the RSUs.

For the sake of extreme ownership what could I have done better? If you need more info from me I can definitely provide in the threads below.

My TL recently became my TLM at the start of this quarter and we've had communication/expectation issues before. My previous manager indicated through check-ins that I was on track to receive a Significant Impact (SI) rating ("Meets All Expectations") for the last 9 months and now my TLM is hinting that I only meet partial expectations.

The feedback is that I meet my delivery and impact expectations but only with a lot of guidance and help and at my level I need to show more independence.

Even when I ask them what rating they have in mind they don't have a straight answer and it's stressing me out not knowing if it could also be an NI or a PIP in the near future. I'm ashamed because this isn't how I wanted my career to progress at Google and because my friends and family (and team) definitely expected more from me but at this point in the year there isn't much time left.

I'm stressed out of my mind and it doesn't help that I also have anxiety and ADHD that make the situation worse than it actually is due to a recent family issue. The options I see forward are

(1) take the M rating and work harder next year to get promoted

(2) take short-term leave for 1-2 months due to burnout and "freeze" my performance for this year instead of making it worse.

What would you recommend I do?

Hello, I just wanted to get some advice last month I was terminated from my job after being placed on PIP/probation. When I first joined the company I had successfully completed training in React but was put on the team that didn’t use it. When the first review cycle came one of my teammates described my learning as flat and my technical skills as inadequate. There was even a time when I was ignored and tasks were passed over and one where I couldn’t come up with a plan. The junior who they assigned it afterward had the same issue couldn’t find and also didn’t need to come up with a plan but was allowed to work on it. Also, I was given noncoding tasks for a time or generic unit test tickets for functions that didn’t need it.

Eventually, I and the other junior got a task that was basic and miscommunication led to a delay and they complained about us both because of how it took. Then the assignment that sealed my fate was I had to implement a microservice and node API with a unit test in 2 weeks. There was a reference code but we couldn’t ask for help from senior developers. When my manager saw my progress he PIP'ed me and then when saw the demo he was underwhelmed and said I couldn't justify the code had a poor understanding of restful API concepts and my test didn’t meet functional requirements he wrote up the paper to basically have me fired.

My Role is Senior SRE

I received my second performance review and it came in at a -M which means Sometimes meets expectations. This is my first year in big tech and I'm at a loss for words. I worked 12-hour days since I started. The first 6 months I just winged it and did not realize how strategic and crucial these performance reviews were.

So for my second 6 months, I aligned with my team lead and manager. I executed every project they asked me to and even created some projects to help the entire team. I was led to believe I was doing good work. However, this Tuesday I received the news that my rating is again a -M. They said that they did not put me on a PIP because they saw improvement from the last PR.

They told me the reason was that I am one of 3 Sr. Engineers and that two of them are performing more than I am. Since we are rated on a curve I am last. 9 out of my 10, 360 reviews were positive and an M or above. I have a follow-up meeting next week with my manager to discuss my improvement plan. I also set up a call with my manager's manager for a coaching/mentorship call.
Here are my questions.

• I feel like my manager sees others as more proficient than me. Even though other colleagues tell me I am better than the other senior engineers how can I break out of this perception my manager has?
• How can I avoid a PIP? Our next performance review is in 2-3 months due to some changes they made in the yearly PR schedule. I don't think I can make enough changes during that time.
• What should my approach be towards my manager and his manager?
  • I want to be humble but also direct.
  • I feel I am not being treated fairly but I also think the system may be designed this way. I don't want to appear like I am a victim either.
• I fear that I will get a PIP due to my manager's subjective opinion I will lose my job, my apartment, and I will have lost the last 2 years of working myself to the bone. How can I escape being in this state of survival?

Hi folks,

I'm a mid-level engineer at a big tech company in the bay. While at my company, I haven't felt connected with the product, excited about the work I've been doing, or that connected with the team. I was interviewing for an internal transfer -- and I just had verbally accepted the offer. It was supposed to be a transfer to an acquired company I was excited about -- but I found out they just cut budget for the role. The role is to be remote. I'd have to move back home with my parents. I'm open to doing this, but it also comes with a 15% pay decrease, and I'm already out of and not refreshed on rsus. The transfer offer is a 15% reduction in salary.

The last option is I've been working on a side project with some friends to learn building a web-app end-to-end, so I could take some time off, recharge, and potentially work on my own thing. Overall, I'm quite burnt out and feeling tired of my job. Rather than working on large-scale infra, I'd like to get back to my roots (health-related technology). Any thoughts on this decision? I'm a US citizen, so no visa restrictions.

There have been multiple instances since I joined last October with my manager where in, I felt I didn't fit in. I had lots of excitement when I joined in, but since the 1st month, with interactions I have had with him everything went downhill.

I realised that I don't work until there's a fire/my life depends on it (serious deadline). I am literally the pro definition of procrastinator. I have been this person for so many years. Until things get serious, I have never had self motivation to do the hard things. When I want to do hard things, I always have procrastinated, when deadline comes, I try to find existing solutions, only when there's nothing that exists but I have to think and create one and I believe I can do it, I do it!

These things make me worry whether I have the ability to take anything up in this world. When items/issues are discussed during work, others pitch in and talk, and I just listen, and think, how am I not able to come up with these stuffs or be proactive in solving problems.

Is tech not for me?

What should I do now? My PIP is for 1 month. I do think I can survive PIP as this is exactly the fire thing I was talking about above. But I don't think I can provide the consistency they ask for! I am preparing for backend since I found my work in DevOps is mostly Ops and I like learning things than executing. I am not ready for job change for primary reasons like -

1. Don't know what job should I take?
2. Not ready to take DevOps roles with current knowledge I have
3. Not ready yet to clear backend interviews

Has anyone else ever been in my shoes? Not in PIP terms, but if they can relate to the procrastination bit / self motivation. What did you do to solve the problem?

I've been working as a Sr Fullstack Engineer for 2 years at a Series B startup. I've never received negative feedback, actually, I thought everything was fine until last week. My manager told me that I need to improve my Problem-Solving skills and ask better questions, she kind of implies that I'm a candidate for starting a PiP.

I agree that I struggled in the last 2 months (they switched me to a new project where I'm the only engineer and my manager only has 20% of her time for me), it's been super challenging but I'm trying to make it work. That means that I'm putting in more hours than I should frequently, and I'm starting to feel demotivated and depressed.

Honestly, this feedback took me by surprise, as no one told me anything about my performance during the last two months, I thought that even when I was struggling, they were fine with it because it's a new project and I'm basically on my own and no one is there that I can reach out to for help.

• I have ~6 years of experience and I come from a non-traditional background.
• Her feedback is vague, she says that I need to improve my backend skills, but she hasn't told me exactly what's lacking. "backend" is a big word.
• My manager told me that I should think about how to get better and that is on me to come up with an improvement plan. This feels wrong to me, isn't that her job as a manager? how can I create a plan for myself when I don't know what she wants to see from me?

How can I better navigate this? Should I start looking for a new job? I like my job and it would be sad to leave.

What do you think?

thanks.

I’m an E5 at a Big Tech company trying to get to E6. As part of performance reviews, my skip level asked me for feedback on my manager:

• He confessed that he has concerns about my manager’s people management and execution on the team
• My manager’s EngageMe scores are very low and have not increased in the last 3 quarters
• My manager has been at this company for a little over a year

Before this, I had 5 managers in 5 months (my current one being the 5th) as we went through a reorg and a lot of leadership departures. I was hired as an E5 and have been at this company for 3+ years. Every time I get a new manager, they say they want to see consistent E5 performance before they’ll give me an E6 opportunity. I feel that this keeps getting reset due to management churn. Are there strategies to mitigate this? For what it's worth, I got Exceeds in the last performance review.

I need some advice on how to navigate my situation. I have recently joined a staff engineer role and its has been 2 months. My manager mentioned today that I would be put under PIP. He mentioned that there is gap in the expectations.

To give a context, I am the only one person here and everyone else including manager (who is a director) are in different country (in europe), completely different time zone and it has been every hard to get any time from them to discuss anything. I have been left out of important meetings because of the time zone. Now, I am working alone here on a new project independent from others. When I created PRs, they were stuck for ever (sometimes a week or so). I posted in multiple channels, etc. Even sync meeting with team mates sometimes were cancelled because of they were busy and it has been hard. I have raised this with manager but nothing changed. For onboarding, I didn't have a buddy to begin with and manager was my buddy.

I am supposed to talk with HR tomorrow and discuss my options. PIP or mutual termination. I am not sure what should I ask HR and what should I do? Any advice would be greatly helpful.

I have been given the option of a PIP or take a severance fee. I am planning to take the PIP, but if I fail I know I am fired. So when I interview for jobs after my termination, if they ask me why did you leave, am i obligated to bring up my pip?

Manager says that I have not been meeting expectations of my role while my teammates do not agree with his comments.

He writes email after our 1-1 meeting every week with not meeting expectations claiming that I did not deliver on time while another staff engineer on the team told me 1-1 that I have set the example for others in the team with my deliverable.

I have met 1-1 with other senior engineers in the team and all of them have told me that I am clearly meeting the expectation of the role but my manager always seems dissatisfied with what ever task I do. Am I being managed out?

This manager joined the team 6 months ago. The manager who hired me left the company.

What should I do?

Current level - SDE II

Total comp - 240K

Sometimes an engineer might not be performing up to expectations because their manager is unable to provide them clear expectations for their level. If they feel like that's the case in the face of a PIP, what courses of action do they have to push against the PIP?