Why would a manager put you in “needs improvement” and no salary increase during annual planning but not give you an official performance improvement plan (PIP)?

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I’ve only ever given out PIPs to staff when my partner was considering termination and needed HR documentation for it. So good news, if no PIP the above responses are probably right.

Bigger question, if this environment is toxic, what’s going to change? I’ve definitely stayed under toxic leaders for too long and that’s the biggest mistake I’ve made, especially if they aren’t teaching you.

How can you expect yourself to suddenly excel or even just develop while slowly being poisoned?

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I definitely don’t really expect to. At this point I am staying bc the money is really really good. But I will either transfer internally or leave in the next 3- 6 months

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Does this manager have to stay in balance for ratings across the team (eg, stick to a curved rating system)? If one high performer deserved a better rating, then another person would need a lower rating. But this doesn’t address the lack of PIP.

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No as far as I know there is no requirements for that. But they do have a set budget I think so perhaps not increasing my pay would allow them to give it to someone else they wanted to give it to more? I am also wondering whether it’s meant as a sign to me to look into internal roles since my issue is mainly political problem with a toxic senior leader...if you have a PIP you cannot transfer. Or maybe my boss just actually thinks I am doing a bad job and it would be unfair to give me a standard raise but also doesn’t want to go through the trouble of firing someone or thinks it will be motivating? It is definitely not motivating...

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Sounds like an expectation on the manager to rate on a bell curve without giving said manager resources and/or support to help create a PIP

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You at Amazon? “Needs improvement” performance conversation comes first. Next you’ll work with your manager through coaching and informal performance check-ins on a weekly/biweekly basis, and if it doesn’t improve then they’d move you to a more formal PIP, which is very serious. We don’t come out of the gate with that. You could totally suggest an informal quasi “PIP” that’s just between the two of you so you know what your path to green looks like

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Not at Amazon but at a smaller big tech company. The frustrating thing is I got no negative feedback until about a month before the annual review

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