In pivot entry -appeal

Can your manager show that you got specific feedback on your need to improve at least twice before your entry into Pivot? For example, was it mentioned in 1:1 or were you put on a dev plan? That's the most important factor. Secondly is there objective data, such as feedback, or missed goals, that shows you did not improve enough in these areas on which you received feedback? Your managers job at the appeal is to show the above is true, while your job is to show that it was a surprise and you never received any coaching on your need to improve or that you did improve AND met all your goals.

I was a manager at Amazon, and never put anyone on pivot, but managed a few people out or off PIP. Its not fun for anyone. The problem with pivot appeals is that while well intentioned, it makes you a toxic commodity internally - no matter how unfair. Our VP forbade accepting pivot transfers (despite basically being free headcount) regardless of circumstances. So in the unlikely event of successfully appealing your comeback from that is unlikely. You are guilty until proven INNOCENT, rather than “well yeah, all that stuff happened, but there were other factors...”. The payout is higher with the upfront buyout vs a failed appeal. Also you can be rehired after two years if you want to come back. The rumor among managers in my area is the appeal almost always fails, and it just makes everyone look bad, and you get less money. If you really want to stay, and you feel you can trust your manager, HRBP and manager’s manager to be fair, take the PIP, gut it out, exit and transfer teams. If you fail, you’re no worse off than a failed appeal. If you succeed, you’ve persevered and learned more about yourself, the leadership principles, and navigating the culture. You’ll get more respect and support either tapping out (its not for everyone) or doubling down and proving them wrong. A good manager will want you to succeed. A bad manager will want you gone, all managers want the problem to go away quickly and drama free. The worst thing about Amazon is that all excuses, or complaints about fairness are reflexively treated as whining and an unwillingness to accept responsibility/accountability or learn from a mistake. Culture trumps policy every time. My suggestion would be to take the red pill (PIP) or the blue pill (Buyout). There aren’t any purple pills.

What did you do to get in this situation? What role?

What the heck is pivot entry?

If you lose the appeal you then get to choose the immediate buyout or to go on PIP. You don’t get the lower payout if you lose appeal and then choose to leave. You only get the lower payout if you choose PIP and fail.

Good advice here: Tips for successfully appealing a Pivot? (Amazon) https://us.teamblind.com/s/LqEPR21F

Pivoted  (Amazon) https://us.teamblind.com/s/ySr3ZUnA

Thanks lot guys. Appreciate the inputs given.

any update from OP？

Hi guys i was successful. Thanks for support. Just focus on your datapoints , there is no need to overthink or prepare. Just collect data on why you feel pivot entry is wrong. Each org is different. Most of generalities will not apply. If you feel you have been pivoted without justification, take an professional approach and face it. My only advise is remove emotions out of it and approach it pragmatically.