Asking for a friend. He completed the informal interview for another internal team. Feedback is all good, but that team’s manager insisted on talking to his manager before the offer. Before the managers talk, he gave his manager a heads up. The next day his manager put him to pip, so that he can’t do internal transfer anymore, and will help the manager meet the pip quota. Nothing wrong with his performance as everyone who collaborated with him gave positive feedback. I know pip has an appeal process, but that’s after the pip program, and the purpose is to prove that you did complete the pip program well. How’s before the pip program? Is there an approach to complain that the pip is wrong?
Get HR involved and start interviewing
Sounds like your friend was in Focus before. The asinine thing is that an employee isn't required to be notified when they're in Focus.
He can’t be put into pivot without being in focus for a while (4-8 weeks) atleast. So it’s probably too late for your friend. There is no process to appeal before the pivot. He can only accept the pivot plan or take severance and leave immediately
No official document to sign yet, no option presented yet. He shouldn’t had been in Focus as he was a top performer. Can the manager skip focus and put someone in pip directly? Or maybe this is focus and not pip? His manager only said he needs to improve performance and can’t switch team. Never said the word focus or pip.
This is focus not pivot. To start pivot, he needs to receive a form to sign to either leave or try to deliver work to pass it.
You might be using the terms wrong (I’m going to assume this). Your friend was put into FOCUS after he told his manager. There is hope here, and he could go to his HRBP (first) and ethics line (second) to claim retaliation. It is an unwritten rule that you never ever disclose to your existing manager that you are even interviewing with another team, BEFORE clicking the Apply button. Also, you shouldn’t click the Apply button before having a verbal yes from the hiring team (informal loop complete). Seeing as he didn’t do this, it will be harder to prove retaliation. But he’s got a shot if he has done an internal informal loop with the hiring team (documented by calendar entries!).
Did the same, got placed on focus 2 days before start date after it was negotiated by hiring manager and current manager (I suspect foul play from my SKIP tbh). Was told by my SKIP I'm on track to leave focus about 1 month after (despite literally nothing changing about my work output except I was more angry the entire time)......... great now any new internal hiring will see I was on a focus so real big help jackass
You seem to be using the wrong term as PIP follows Focus in Amazon. The manager can place the victim in Focus at will and it can be backdated by 2 weeks without issue. Focus blocks all internal transfers without SVP (used to be VP) approval in both the current and hiring Org and a written case and approval made in each Org for every level from manager all the way up to the SVP for this exemption…… in short the process exists because there must be a process but it is deliberately impossible. Regretted Attrition (RA) is an employee transferring or resigning before they can be placed in Focus and is demerit points for the manager. UnRegretted Attrition (URA) is and employee leaving for any reason through the Focus->Pivot/PIP process and counts as brownie points for the manager with Skip level since there is mandatory quota of URA exits to be met. URA exit is an automatic Do Not Rehire flag in the Amazon employee record. There used to be an appeal process for Pivot/PIP entry but it was too successful so HR moved the appeal to after a PIP fail and constrained the appeal to only considering if the victim did successfully meet all the PIP targets and timelines. There is no appeal for Focus entry, as it’s based upon the subjective assessment of the manager and can use Amazon LEadershio Principles such as ‘earns trust’ ‘deep dive’ ‘disagree and commit’ etc etc…. and the Skip and HR drones will approve the Focus entry because it helps meet the mandatory URA exit quota. Right now Amazon (known infamously as the PIP Factory) are in a very aggressive attrition mode and have used both waves of layoffs and high PIP counts to achieve this - I would say that PIP escape chances are low low low. Recommendation is to hit up the external interview circuit heavily and get a history with the medic discussing the ‘unbearable stress and mental anguish’ which is being suffered…. so that medic is ready to sign off FMLA forms when required. Eventually Focus ends and a Pivot doc is presented with a 5 day decision window to choose between Tier 1 severance exit or (more Frugal) PIP tortured exit. This is where the victim would request FMLA paid leave of 12 weeks through the DLS team which pauses Pivot decision window and is job protected leave. Upon return the Pivot decision window resumes. https://paidleave.wa.gov/ By the time FMLA is finished the victim should have mentally recovered and have another job offer from a more employe-centric company (that’s all of them) ready to roll - so take the Tier 1 severance and bounce!
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You can't move to PIP (Pivot) without first going through Focus. Focus entries can be expedited though and also block internal transfers.