I’ve been completing all my responsibilities yet at the Forte meeting I was told I was needs improvement. I used metrics to show I was one of the top performers on my team and my supervisor refused to talk about it saying we had to meet with his supervisor together to go into specifics. They did say I’ve been improving but had to submit their rating for me last year.
I was told late last year that they wanted me to start a few more projects to get promoted but it was never said that I wasn’t hitting the bar. I now know that conversation was when I was put into Focus. I mentioned how I help my co-workers all the time since everyone on our team is new to Amazon and my supervisor seemed to laugh at me.
Does anyone have any referrals they could give?
#amazon #pip #devlist #referral
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comments
Amazon stealthy Dev List / Focus / Coaching comes before Pivot entry for PIP... but your Amazon manager is not obliged to tell you that you are on Focus unless directly asked and many/most will lie or obfuscate when the question is posed. The Amazon manager has a mandatory URA exit quota to meet and the best way to do that is secretly building the evidence files / doc trails against reports whilst they are unwary!
Lets just be clear... if you sock up like a vacuuum to your manager and skip and make it out of Focus then you have a target on your back. Its on the Amazon permanent record and internal hiring managers will not be interested and your comp prospects are hit and promo and you are now top of the list for recycling back into Focus or directly into PIP... do not pass Go do not collect $200..... only collect severance.
... and PTSD - also collect PTSD
The ones who make it out of Focus get URA tagged again mega fast because their manager knows for darn sure that they are now a flight risk and interviewing externally... flight risk becomes RA and regretted attrition is manager demerit points not URA quota brownie points.
(Internal Mantra to keep on loop when dealing with your Amazon / AWS manager is "the lying liar lieth and still they lie their lies" which can help frame and guard your level of communication.)
You need to forget about all work for Amazon except giving the appearance of doing bare minimum - start coasting that skit banana funded work right now!! Concentrate fully on interview prep and lining up external interviews with employers or if you are on visa then only visa sponsoring employers.
Lets assume that you are in USA and have one year of penitude / servitude completed with Amazon / AWS so then you are eligible for paid FMLA leave..... this is a well trodden path (its Amazon so there are plenty of medics who will sign off around the WA HQ) so you will have no problems.
You do NOT WAIT for PIP but you start now whilst in Focus and your approach should be:
1) Dev List / Focus / Coaching which is the stealth tracking period where your manager does not need to even inform you that they are working against you and coercing your colleagues and others for anything negative (only the negative) against you and measuring you up for a PIP to the head.... you are also blocked from internal transfer without unobtainable VP override.
2) During the above get your medic to listen to your droning about the stress and mental anguish that Amazon / AWS is placing you under... also ask if they can sign off or refer you to a therapist who can do so urgently as the stress is ubearable (use the phrase unbearable stress and anguish and specifically also say that you need some weeks away from it under FMLA)... FMLA evidence flag is set...
3) Amazon manager presents you with Pivot document and you have 5 days to choose Tier 1 severance or take PIP plan.... BANG this is where you submit FMLA into the DLS portal before the 5 days decision period is expired (DLS team need a day or so to respond to you so get this rolling at the start of the Amazon Pivot decision window) and then go on leave. Your backstabbing Amazon / AWS manager and HR cannot intervene if you do this as it is a separate team and *federal* mandated leave. The whole decison window for Pivot / PIP is now mandatorily paused beyond their control.... if it was within their control then they would of course be trying to sink you at every opportunity - its Amazon!
4) Get FMLA paperwork completed by the medic who you have already lined up and prepped earlier and submit that supporting material into the DLS team.
5) Tear through your interview preparation and job hunting networking to hiring companies and dont even consider one hour of work for Amazon... extend FMLA through renewal with the medic up to 12 weeks and throw in caring for family member as that is FMLA allowable too if your family are stressed that you are stressed.... so now you have taken 16 weeks of paid FMLA leave on Amazon's frugal dime.
6) Burn through any paid PTO and sick days before returning to work too as only unused vacation time will be cashed out upon exit.
7) Accept the job offer from a better employer (there are so many compared to Amazon / AWS that if you throw a rock then you will hit upon one), which you undoubtedly will already have received by this time.
8) If you are on a visa then get the visa transfer process rolling under premium processing by the new employer.
9) Return to Amazon / AWS and take the maximum Tier 1 severance option instead of PIP, since every step after not taking that decision reduces the exit payout from frugal Amazon severely.
10) Cash the Tier 1 severance from Amazon and the sign on bonus from your new visa sponsoring employer and roll around on the floor surrounded by hundred dollar bills.
11) Return to Blind and tell the community all about it..... not forgetting to add your new TC tax to the post!!!
Bonus level...
12) Rock it like a superstar and position yourself onto hiring panels in your new employer and never ever let an ex-Amazon/AWS manager get through..... your new colleagues will thank you. :-D
Fifty percent of new hires gone within a year and average tenure only eighteen months.... hence the RSU vest after two years and tiny low 401K match from third year. Most folks will not see a big chunk of that TC (Frugality Leadership Principle).
Rule 1 = Avoid Amazon / AWS
Rule 2 = Avoid any companies which hire ex Amazon / AWS managers
Rule 3 = Follow Rule 1 and In your next company join the hiring panels to keep Rule 2 enforced
It is the way...... and in dealing with Amazon it is a very common well travelled way... happy trails.
You are welcome……
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