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Can someone from Google shed some light on the recent posts about PIP quota (at Amazon it’s called URA)? They’re posted by people who are not Googlers. How does it work at Google? I’m interviewing. Not saying I’m getting an offer. I’m just not interested in the stack ranking culture and targeted attrition. 🙏 Amazon mangers and HR, thank you but no thanks. Please spare me the trouble. #google #tech #pip
I really can’t picture a Google where it enforces the kind of pip/forced attrition culture like Amazon or cap 1. The whole philosophy of google is to make their employee relax and comfortable so they can perform, instead of using fear and pressure. Correct me if I was wrong - I just haven’t seen anything that says - once you are in bottom x%, you are out.
Bottom 8% at Google will be put into coaching plans. Guess what happens when your coaching plan fails? It’s the Amazon system lol.
Maybe. But if leadership realize the company is underperforming and trailing in cloud services and some other businesses, they may want to shake the boat.
PiP culture means *forced* attrition. I.e. even if all engineers in an org are top 50% in the company, they still get rid of the bottom x% for “reasons”. This is what Amazon has, and unless Google is implementing that, it doesn’t have “pip culture”, even if it has PiP (which btw exists at practically every company in some form). I’d like to hear if anyone at Google knows more about the details.
Exactly!
Are they actually forcing managers to put a percentage of people in the bottom rung? If not then it’s not like Amazon.
Google does have a PIP process but it’s nothing like Amazon’s. It’s used for its actual purpose, which is to improve performance. Google will only put you on a PIP if you are consistently underperforming as a way to get you back on track. Yes it can be used as a paper trail if they fire you, but often people recover from PIP at Google and come off of it. Google doesn’t weaponize their PIP process to meet quotas or get rid of people they don’t like, unlike Amazon.
Should we really call it pip as in amazon’s pip? The key thing about Amazon’s pip culture is that 1 - each team (maybe at the org level) has to stack rank their employees, so even a team with all super performers, there will be some bottom 10% ppl, and (2) once you you are ranked bottom 10%, the focus/pip process kick in right away and if you don’t make it, you are out. So far, I don’t think I see anything that that says these two things will be enforced at Google.
Yes. I meant Amazon’s PIP. Cap1 does PIP (forced attrition) at the org level so it’s less cutthroat but it still nurtures bad culture.
Amazon PIP is at the org level as well so clearly Cap1 also learned from Amazon. Why would Amazon destroy talented teams? People who need improvement are identified at an org wide meeting called OLR. A talented team will not have anyone PIPed from it if performance metrics are good. This is same meeting that determines performance ratings for comp.