Misc.

PIPs at Cruise

Volkswagen Pknhtfxz
6d

How commonly are employees put on perf improvement plans at Cruise? Heard the whole annual cash bonus part of new comp plan depends on you not being put on pip. Is it as common as 20%? Doesn’t that affect the culture and create a lot of pressure?

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  • Homeaway ppMg64
    If you are worried about PIP even before joining, maybe you should stay where you are.

    Being put on PIP means that the company is covering legal basis to fire you. The intent is not for you to improve since your leadership should have already have communicated your lack of performance and their expectations.

    PIP is usually the final step, so if you go on PIP, getting your bonus should be the last thing on your mind
    6d3
    • Paychex ReKz02
      This 100. Read a different way, OPs q is "can I slack off so hard that I might get PIPd but still keep my TC?"
      6d
    • Mesosphere Onesie
      I don’t think putting on PIP has much to do with Slacking. Sometimes, you can’t just adjust to the culture of the company allowing your to perform at 100 percent potential.
      6d
    • Volkswagen Pknhtfxz
      OP
      Please see the next thread; its not so simple if a fixed %age Has-to-go even if they perform great.
      6d
  • Cruise Automation FtPw08
    It is a valid concern with stacked ranking, you can end up on a PIP because of politics. OP - it is normal to get “OT” or “On Target” in the reviews. I don’t know anybody on a PIP in my group. If anything, people who deserve to be on a PIP tend to fly under the radar and coast along.
    6d4
    • Volkswagen Pknhtfxz
      OP
      Thanks, the only thing I fear is if this stacked ranking applied to each team, eg, every team HAS to get rid of 15% people every year? If so, this kind of system would ruin the team dynamics in a high performing team at the very least. If it has to be this way, it should be company wide (absolute scale) but then no manager would allow their team to take a bigger hit than any other team. I was hoping this fixed percentage be less than 5%.
      6d
    • Cruise Automation FtPw08
      I have heard mixed feedback. What I learned from my manager was that 80% of the people were pushed to be “On Target”. Of the remaining, he was encouraged to put half on a promotion track and the rest on the PIP track. However, he was supposedly able to push back successfully and nobody on his team was put on a PIP. This is just what he told me, no idea if that’s the truth or not. I can say that I don’t know of anybody on a PIP in my friend circle (assuming that everybody is being honest).
      6d
    • Volkswagen Pknhtfxz
      OP
      Which broad org are you in? Have you observed people spending >60hrs because of this system?
      6d
    • Cruise Automation FtPw08
      Infra. No, work life balance is decent in my group.
      6d
  • Cruise Automation zjejennd
    20% is way too high. Our pip rate is in the single digits. You can also survive pip here. I know of people who of successfully completed their pip. There is a lot of pressure here but not from pip.

    Some good pressure comes from moving extremely fast as a company. everyone is working extremely hard on a problem no one knows exactly how to solve. You don’t need to pull long hours (generally) but the hours you do put in will be expected to be productive. If you’re looking for a place where you can slack off cruise is probably not the fit for you but in my experience everyone believes in the mission so most people are willing to give a bit more effort compared to a job where you are just pulling a paycheck.
    6d1
    • Volkswagen Pknhtfxz
      OP
      This sounds much better. Also hearing a lot of people think the company yearly goals are unrealistically aggressive, what’s the perception on that?
      6d
  • Cruise Automation / Engqmdk39fk$
    The company goals are really aggressive. I think the general sentiment is that they are unrealistic.
    4d0

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