Twits Know: Google Quietly Laying Off Engineers
blog.searchenginewatch.com
blog.searchenginewatch.com
The employee is asked to sign a document that admits they are underperforming, with the promise that they can turn the situation around through their own efforts. In practice, the PIP is used to provide an evidence trail to fire someone.
PIP is not the same thing as being laid off. In a layoff, you sometimes can get your boss to sign a letter that states this was NOT termination due to poor performance.
You lose either way.
It's emotional blackmail. I was told, in black and white, that I sucked and I was holding everyone back. For anyone with any self-doubt or need for social approval, a statement like that will feel like a ton of bricks. But then they offer a path to redemption: sign a document, then complete these tasks, and all will be well again. Since I have a programmer's ego I feel I can code my way out of any situation. So I signed.
And I did so knowing full well that I was doing something against my interests. But oddly, at the time, that didn't matter as much to me as redeeming myself in other people's eyes.
If this ever happens to you, the thing to recognize is that at that moment, the company is no longer your friend (if it ever was) and from now on, every dealing with you is probably going to be backhanded. Loyalty and pride in accomplishment are suddenly bad traits for you to indulge in.
The best option may be to sign and slack off while you job-hunt. Or, if you are quick to realize that there is no way out, to offer to go away, in exchange for a decent amount of severance.
Either way, I was foolish to sign without getting a lawyer to examine the document first.
If the company is large enough, they'll almost always be willing to pay you something (4-6 weeks salary is fairly standard) to go away quietly. Your best bet is to negotiate some kind of exit package while simultaneously looking for new employment. If you're good at it you can dovetail them so that your employment record is seamless. Your employer may even be willing to give you time off to interview. (Remember, they want you to leave.)
The chances of making a comeback after being put on a PIP are slim. It's a HR formality that's essentially a prelude to termination, to protect the company from potential litigation. I don't have hard numbers, but I'd estimate that 75%+ of employees placed on a PIP will either leave or be terminated within 3 months.
Lastly, a PIP doesn't mean you're a bad person. In fact, it may not even be a reflection of your performance. Sometimes personality and budget issues play a large role. American companies don't have many options when cutting staff, and they often default to this one when they don't want "layoff" headlines. I'm not defending it (it's a sucky practice), but see it for what it is, try not to take it personally, and get the hell out before things get really bad.
Interesting. So I guess you think it is plausible that Google would be mass-PIPping rather than announce layoffs.
Another tactic to get rid of people is to simply take away all their important work. They aren't advancing in the company, and they are losing status in the team. Many people will just quit, or make a lateral move to some other team. The latter option might have been open to me.
One time, in an evaluation, the first thing my boss said was "if I were to ask your colleagues right now, you would be fired". I was stunned. I thought I had been doing good work and got on well with everyone.
Later I discovered that this wasn't actually true; it's a tactic they teach in whatever management training course this company sent their people on, to keep the staff off balance. Yeah, that company isn't around anymore.
You can get on well with your cow-orkers and enjoy interacting with people at work but you CANNOT be friends with anyone you report to or who reports to you. Eventually they will have to screw you or you will have to screw them. That's just the way companies work.
Can't disagree more. If you're clueless about everything outside your job responsibilities, then I could see how that's true, but if you're at least moderately engaged with those you report to, you can certainly have friendships.
Nobody looks to screw anyone over - constantly ask hard and honest questions - if your boss says "if I were to ask your colleagues right now, you would be fired", ask "do you think it's something we can work out, or should we talk about my leaving the company?"
Be honest with your superiors, and demand they be honest with you.
Up until that point I had thought my manager and I were friends; he did me a great service early in my career by revealing the truth about how organizations operate.
Well, establishing a relationship of respect and power is part of management, but there's absolutely no reason one needs to be a dick to do that.
Up until that point I had thought my manager and I were friends
That sucks, sorry to hear it. Maybe it's a sign of the times (I've only been in the industry about a year), or just the managers I've been fortunate to work under, but in my experience, coders always get more respect than to be bullshitted like that. It all comes down to money, I think:
If the company pays you less money than the wealth you generate, and provides good enough benefits/environment, you're playing a win/win game where everyone's happy. Yes, there are times when your interests diverge - your manager has a budget to minimize and you have a family to support, but those are exceptions to the rule.
I had a tendency of coming in fashionably late at my job. Like 945/10am/1015am/1030am. It was very inconsistent and laissez faire attitude 'i don't care when i show up'. To the point where my boss was like we want you to be consistently on time - because they actually do worry if sometime bad happened (e.g. accident) if you're not there. And my boss was like if you don't start coming in consistently - we're going to have to put you on a performance plan. And he was like - "you don't want to be put on a performance plan". He explained how it would basically track when I got in every day and graph it and median/max had to be within a certain range. If you go outside the variance, you basically are terminated. I started coming in consistently from then on. And realized how bad it looked when I would schlep in at post-930 (not just for me, but for my boss and our team.
Problem solved.
I was in this sort of situation too.
I know it sounds bad to say "I solved my personal problem by quitting", but I think in my case it was justified, and that sometimes it's a very good idea.
I never came in after 10:30, which is not all that late, especially considering I left at around 7 and did plenty of work at home. I added a ton of modern infrastructure to their application. I wrote documentation on everything. I introduced unit testing. I did weekly training classes for the other developers. I helped anyone that had any problem. (I also wrote code!)
I never even got a "thanks" for this. Instead, I got lectures about not being a "team player". (Apparently a "team player" is someone who warms their chair early in the morning, not someone who goes out of his way to help the other team members.)
Anyway, I just wanted to provide some contrast here. Sometimes it's in your best interest to be a good little employee and do whatever your superiors tell you. Other times, it's best to tell them to fuck off and die.
(And for the record, the job I got after that one is my current job. Nobody has had this conversation with me, and I love them as a result :)
If a company had a legal right to fire me whenever they wanted, and I had a mortgage or family, I wouldn't work for them unless they agreed to waive that right and give me several months notice (or severance).
"At-will employment is a doctrine of American law that defines an employment relationship in which either party can break the relationship with no liability, provided there was no express contract for a definite term governing the employment relationship and that the employer does not belong to a collective bargain (i.e. a union)."
This is the default employment relationship in the US. Most states, in particular California, have implied contract or good faith exceptions to this, where an employee has more protection, but the law is different in every state, and if you do not have an explicit contract, you should probably operate under the assumption that your company can terminate you at any time, without cause.
In Italy, companies, not the government, form the social safety net, because it's nearly impossible to fire people. This has created a huge mess - people are afraid to change jobs, people work for years doing stuff they're not good at or don't like, companies can't hire young people... It's a bad solution.
In general I think "at will" employment is a net win, but it's certainly not a friendly system.
I've experienced both sides of at-will employment (being "released to industry" because of a lack of funds and leaving a company for a clearly better job), and am happy to live with both. A savings account is protection against a company terminating my employment without notice.
The original Goog model just wasn't scalable, and now they have to completely re-engineer the company. It won't be easy.
I suspect some of these might be obvious to people close to Google but I'm intensely curious.
There was a time when if you were not from Stanford you didn't stand a snowball's chance in hell of getting hired. Obviously as Google grew this requirement flew out the window, but they are still extremely biased against people from "lesser" colleges, even ones who have impressive portfolios and experience. In my experience academics is one of the poorest indicators of actual work performance you can use.
Note that this isn't sour grapes :P Google recruits heavily from my college (lucky me?), but I generally dislike companies that assign too much weight to academics. This includes NVidia, which enforces a strict minimum-GPA requirement on all hires, but I digress.
During my interview my interviewer seemed to really have a problem because I wasn't a die-hard Google fanatic. At the time I had a Gmail account that was idle most of the time, I didn't do the Google home page bit (my google experiences are strictly vanilla), and outside of Google Maps my interaction with G-products are relatively limited. He didn't seem to take that so well.
I ask because if you applied for a Sysadmin (or somesuch) position, I can see your lack of usage of Google products as fairly irrelevant. But if you were going for some sort of product development post, I can see why your interviewer might be somewhat uninterested in you.
In 'good' times employers can get quite a backlash from doing this, in 'bad' times nobody complains and those that get to keep their jobs will work harder to avoid being 'axed' because of the crisis.
Oldest trick in the book, I've seen this happen at a bank where I worked in the gray past.
It would not surprise me one bit if employers would exaggerate the situation in order to push through even more layoffs.
I have even heard that there are new hiring rules, that engineers now have to have X years of experience doing Y before they can be hired. Which is totally anti-old-school-Google; they would hire the greenest college kid if s/he seemed brilliant and industrious. This suggests that they now believe they have a systemic hiring problem. Or, that brilliance is now not as important as experience. Either way, it suggests that Google is changing.
I couldn't care less about identifying him though... he's not a friend, he's more like a former enemy-co-worker. ;) We struggled to fire him for months and then when we heard he got hired at Google you could have knocked us over with a feather.
It's just a job someone will find now may not be a job on their terms.
You don't have to be that awesome... generally, if you can create more wealth for a company than they pay you, you can get a job there.
Same news, posted 2 hours earlier.