{ "media_type": "text", "post_content": "HR set up phone call for tomorrow morning to discuss performance. Layoff / PIP / chance to defend myself? 7 reviews, 4 great ones, 3 have some polar opposite comments. Those instances... (Continued)", "post_id": "5750c1a470131113008d0376", "reply_count": 30, "vote_count": 3, "bowl_id": "552d1d24dc1c586b09d2d051", "bowl_name": "Consulting" }

HR set up phone call for tomorrow morning to discuss performance. Layoff / PIP / chance to defend myself? 7 reviews, 4 great ones, 3 have some polar opposite comments. Those instances... (Continued)

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It's a PIP meeting. You probably got slotted to 2 in the calibration. Sounds like they're giving you a chance to discuss your side, but you'll most definitely walk out with a PIP. Good news is that you and your CC will walk through the PIP and you have a good shot at staying if you meet the goals. Risk has too much work to lay anyone off, they're chronically understaffed in many regions, this worked to your favor.

Your counselor should be able to talk you up to a 3 with good feedback, but a lot of times they don't fight for their people enough, the people consultant can reach out to your sm or partner to discuss and possibly avoid any pip

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What is pip?

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Those instances were one off and still made it into my formal reviews. Tips?

FWIW, counselor said that it's their understanding that this is to get my perspective on the documented reviews in the performance review portal.

EY seems to have a little more heart than PwC, D, or ACN so honestly, sounds like a possible PIP. But I don't think EY's the type of firm who would fire you without a PIP. Could be wrong though

PwC1, they've laid off people who weren't on PIPs. Friends said that to be laid off, HR needs to be present in person and can't do it over phone, so not sure whether to be hopeful and what to expect.

What group are you part of?

EY1, Risk

Any 2 puts you in pip, if we don't think a pip will work out for an employee, separation will be next step but the people consultant will do it in person

@EY3 is that a steadfast rule? Does a 2 automatically require a PIP?

Multiple reviews say that I exceeded expectations, does it still warrant a PIP? The timeline shows an upward curve with a slight dip towards the end (when they locked reviews and started round tables)

Thanks EY3, appreciate that input. Prepping now with points on how my performance curve has been growing upward this year.

Also, a pip is not the kiss of death at the staff/ low senior ranks, at the manager / sen mgr level you're done

I got laid off today and it happened over the phone. My RP scheduled a call for just the two of us, I dialed in and found out HR was also on the call. Def not done in person

Performance Improvement Plan

How was your utilization, proposal work, practice dev, and volunteering this year?

95%, received bravo award, OTJ coaching appreciation recognitions, volunteering outside the office with local organization and conducted a drive in the office as well. Performance on one project directly led to more work being sold.

Effective util - 101%

Not laid off or put on a PIP. They gave me a warning letter stating they need me immediately improve in areas like proactive communication regarding delays in deliverables and coming in before 8:30 AM every morning (In the last two months, I've been coming in between 9/9:30, but they want me to be online during regular working hours). The call was really stern. I owned up to the slip ups and tried to explain why those happened and brought up the great positives in my reviews, but HR wouldn't take any of that and focused only on the negative aspects. They're going to be watching me closely and any other slip up in the future, it's bye bye for me. I'm bummed that this may affect my promotion going into round tables in the next few weeks.

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