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Hey, I am looking for Operation/ Audit role for USA company. Can any one help me here. Currently working with MNC whos base is managing client books of accounts, esp for USA clients. Also, have a good grasp on SALT(State and Local Taxes) for these (Sales Tax, local tax, business tax). Please DM me. Happy to work remotely or need be immigrate but would required visa support. Accenture Deloitte KPMG Google EY PwC CohnReznick Tata Consultancy Infosys Wipro Cognizant Microsoft Adobe Walmart Cisco
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Hi Fishes,
I recently got an offer for Cyber security advisory at PwC India . They gave a 20% hike on the current amount. Thing is that l, the technical interview told me that it is not a software/coding type of position and asked me multiple times if I was interested to do that. Is that a red flag?
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You threatened someone’s job and made this about you? 🤣🤣🤣🤣🤣
If you know they just need a break like you did, why not meet them half way, and try support them?
This would be funny if wasn’t so on point.
Before a PIP is ever introduced, the question should be: did this person receive the support they needed to succeed? That includes clear expectations, proper training, and consistent coaching. Without that foundation, a PIP risks setting someone up for failure rather than improvement.
At its best, a PIP should be a structured opportunity for growth, not a signal of exit. It should create clarity, rebuild alignment, and give the individual a fair path to improve.
Using a PIP as an exit strategy without genuine effort undermines trust and reflects more on leadership than the individual. We are all human, and strong organizations lead with accountability, but also with fairness and intention.
A PIP is always a tool for structured dismissal. You can’t dress it up as anything else.
Did you properly guide the person from when they were hired to now in helping them grow? Did you let them know during monthly one on ones, or if you don't have those, during a meeting that they are not meeting goals? Did you offer any support in helping them meet their goals?
Yea, I got Pipped by the man who made himself my active manager a month prior, then he hit me up with a PIP, then, used a time sheet error on my part to 'let me go,' then said, "I'll let HR do the rest." My HR didn't even try to help me, they just let it happen. I'm still digesting this crap.
Either you have what it takes or you don't. If you are feeling guilty about it, then you are in the wrong position. I hope the PIP came from someone higher then you on the food chain, because they suck for the person getting the PIP. Think about what the person is going through. You have just ruined their life. Did they really deserve a PIP or better management. Please take a look in the mirror and evaluate yourself.
Not knowing the whole story but a PIP should always be a considered a last option, especially if your working with juniors. Juniors needs guidance and patience's if you can provide that maybe your not ready to lead.
The answer to that question is almost 100% of the time, No!
Do they at least know they are performing poorly? It can be difficult if you can't clearly explain why they are being put on a PIP. If you can explain it, then it should be a straight-forward discussion. As the lead, you need to be discussing their performance with them regularly and highlight when they are heading in the wrong direction. If you aren't doing that, then they will think the PIP is personal and you are begging for a massive headache with HR involved. Keep your documentation and stay consistent with everyone on the team.
Having done it for years, I can say it never gets better. I want a PIP to always be a good faith effort to help someone to improve, and to be honest, they are a TON of work for the manager, so they should be used in cases where they're absolutely worth the time and effort. Maybe it'd help to think of it as an opportunity for the employee to consider whether they want to put in more work or consider another career? It's really up to them - but ideally before the PIP is delivered, they have been given enough feedback to know that they're not meeting expectations, so it's not a surprise.
I was recently put on PIP, and i understood the process. However, I was told the day before my younger brother killed himself, which was before the holidays. I just needed more time to process and grieve, but that didn’t matter. I Just needed more time. And when I asked for it, I was denied.
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I am sorry for your profound loss PM3. Of course, the company had no idea, nor would they care. I care. That is an enormous weight to carry, but you will carry it well, because that's what we do and that's who we are. The working folk of this world make miraculous things happen with shoestrings and bubblegum and the bosses take the credit. You're worthy of better and your company, or former, will be the lesser because they didn't care. I wish well for you and a hug across the miles.☮️💙
You just said you put them on a formal path to exit so you know what you’re doing.
Sugar coating it all you like but you plan to get rid. Your choice so get over it.
I’m sure the person feels way worse than you.
hope you lose more sleep on your bad decision making
If you feel that the employee has "the wetware" and intrinsic motivation to fill the role, make it your mission to help them succeed. If the employee doesn't have the initiative and wetware, your doing them a favor (and you should see it from that angle) by moving them out. Nobody will be happy in a role in which they cannot or will not succeed. Good luck.
A well developed PIP is simply a clarification of expectations and a plan to meet them. If you approach this as a coaching plan rather than an exit plan, it can be a gift to the employee. Often the employee needs the PIP not because s/he lacks ability, but. because you as the manager have not done a good job communicating expectations.
What I have seen is that PIP is a way to remove people from the company. Once on a PIP - you can't fight them to keep your job. In the past - people had regular reviews or managers would talk to you about what you need to do a better job. Companies with PIPs don't do that any longer from what I have seen and heard.
Very true
I had the same situation back in a leading juice company in Nigeria.....all because I was not like by the supply chain director...the people that placed me on PIP are supposed to be the ones in PIP. Today I believe I am doing better than these people. Sometimes especially in Nigeria,you are placed on PIP when your progress irritates their spirit. Coca Cola finally sold the company last year.
If they are not stressed about it they are probably planning to leave. A couple times I've had people who were on the path to PIP (first gave them lots of actionable feedback and helped them set specific goals that were ignored, etc.) it was because they were checked out and interviewing elsewhere. They stop showing up to meetings that aren't required and canceling 1:1s. Both times the person left on their own right before the PIP became official. Even so it is always the hardest part of managing people, but I've also seen the damage it can do to a team when you let a low performer go on for too long -- other teammates get frustrated, burnt out from having to pick up the slack, and it affects morale across the board.
Did they do something wrong? Like steal?
And was it directed from higher up?
There are Professionals and there are those who are Professional.
Dont be a Professional. You will be distrusted and the same will happen to you.
Hard conversations are part of leadership. When you have invested the time to coach someone, given them every opportunity to succeed, and they are still not engaged, a PIP becomes the right step. A PIP is not a path out when it is built for success. It needs clear outcomes, timelines, and regular check ins. When you lead them through that structure and they still do not engage, it shifts from a coaching issue to an HR concern.
It'd be nice to hear they are mid-interviewing stage and are expecting an offer. Would be nice to sit back for 30d and leave at the end of the PIP, lol.
Tech1, I know the feeling. I still get the sting from a layoff in 2023 that has caused the last 3-4 years of instability in my career. It's funnier too to know how it worked out for them and it was a bad experience for everyone, lol.
But I'm leaving tech soon all together as soon as I can.
depends on circumstances. PIP is supposed to help people, but often it's used as a tool to get people to quit their job. If this worker is struggling and needs help, then the PIP could be a good thing. If this worker is worthless and would be better off gone, then this is the necessary step to document before firing. As far as delivering bad news, I've had to riff people before. Drop all the hints, tell them what they need to do to prepare for the worst. Encourage getting certifications. Riffing people is the worst experience ever as a manager. After six years in management, I decided I will not go back down that road.