Just got PIP at AWS after 4 months onboarding plan.

Amazon
amazon777

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amazon777
Apr 14 1,014 Comments

Sorry if I am not being clear. I am shocked and highly upset with the lies. I am of with being let go but honestly. So this came as a surprise. Manager was distant to begin with, really terrible. Put me in dev plan after 3 months. Started failing me on my dev plan on purpose. First would Say did great then on Fridays would tell me you didn’t do well. Same happened the week after.

After that manager started being rude lately. Then got PIPed. I have 5 days to accept the offer or go through a 1 month dev plan. And if I fail I get 33% of amount. If I appeal and fail then I get 16% of the amount. I am willing to work but I don’t believe they want to keep me. So don’t want to further crush my confidence. I have 16 plus years work experience.

I can easily get a new job in a few weeks. It’s just that I feel that this is unfair and really angry and upset with the lies.

Want to spread the news that it’s one of the worst places to work in so if you get competing offers use AWS offer to negotiate but stay away.

I have been given 5 days to accept compensation should I wait or leave immediately?

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TOP 1,014 Comments
  • Coupang
    fprX66🇺🇦

    Go to company page Coupang

    fprX66🇺🇦
    Sorry to hear. Sounds like hire to fire. I would accept whatever payout and leave ASAP. They clearly don't intend to keep you.
    Apr 14 26
    • Amazon
      xoxozone

      Go to company page Amazon

      xoxozone
      This is a H2F case, for sure. This is what manager's evidence look like, using all his experience from 4-5 years of tenure, manager creates unrealistic goals in a table with 7-8 points aligned completely with role guidelines, set timelines for 1 wk and 2 wk to each goal. Then do a one to one every week with employee without providing any guidance, assign a old/less performant employee as mentor to help. In each 1-1 meeting point only mistakes and start striking the dates to take a new date. Employee being new will keep accepting new deadlines as they dont have much idea, in 1-2 weeks employee will start feeling that they are not good enough. After manager setup fake urgencies, then manager start feeding them lies, as you are not good enough as others are doing it, and you can do better somewhere else not here. Eventually new employee will get psychologically tired and manager has a evidence with all failed deadlines. Manager also tells employee that you can challenge PIP but it will not give you time to prepare for next job so it is better to start preparing for interviews and managr will not give you any other work for a month.
      Apr 16
    • Amazon - very true! Spot on!

      Be very careful when providing deadlines.
      And always be on the lookout for “fake urgencies” then verify with product/business folk if there fake or not.

      This is why I only join teams that use an Agile methodology.

      Don’t join a team where the manager dumps a large long-term project on you and then asks for timelines!

      Only join teams that have a Jira ticket/sprint-points based approach to projects so that your performance is easily quantifiable each sprint (basically weekly). And your manager is closely invested and responsible for each project because it’s ticket/sprint-points based.
      Apr 16
  • Amazon
    shitposts

    Go to company page Amazon

    shitposts
    You should consider escalating to HR - 4 months from hire to PIP is an insanely short timeframe, and IIRC is not enough time per general policy to establish PIP.
    Apr 14 22
    • Amazon
      pjPa41

      Go to company page Amazon

      pjPa41
      I personally PIPed a guy after 4 months, he was really that bad. I doubt hire for fire of a guy with 16 YOE - college hires are for that, way cheaper to hire. Either he really lowers the bar that bad, or there is expectation mismatch somewhere, or a shitty manager or a shitty team/org. Take the money and find a new job.
      Apr 18
    • Google
      yilongmaa

      Go to company page Google

      yilongmaa
      @pjPa41 that's absolutely crazy ! Onboarding and getting used to the tools in a company itself takes like a month. Google has a 3week GTI program itself. Then u need to spend some more time learning the product itself. Now what deliverable we're u expecting in 4 months dude ?. Can u elaborate here ?
      May 4
  • Amazon
    stonks ⬆️ !

    Go to company page Amazon

    stonks ⬆️ !
    As an SDM i would highly suggest, report to HR, skip and also screw that manager. 3 months is not enough for someone to even collect data points about project given you’d be onboarding. Please escalate and report that manager.
    Apr 14 12
    • Amazon
      derpdoo

      Go to company page Amazon

      derpdoo
      We had an LE on focus get an L10 exception and xfer out. So that is a possibility too
      Apr 16
    • Amazon
      tqXv66

      Go to company page Amazon

      tqXv66
      Yeah totally escalate. I have seen people move out and do well. I have taken up someone in your same state and they did well on my team and got promoted as well. So I would suggest fight it out, buy sometime and make a planb to get out.
      Apr 22
  • eBay / Eng
    nopenote

    Go to company page eBay Eng

    nopenote
    Leave, it sounds like you were hired to PIP
    Apr 14 10
    • Litera Microsystems
      ym1r

      Litera Microsystems

      ym1r
      @Wayfair, if you've ever participated in a calibration session, you'll soon realize how ineffective they are. Often, the manager who can best articulate in favor of their team wins. Imagine the poor souls on a team whose manager either doesn't care, or lacks influence. No matter how good they are, their performance will not be adequately calibrated against the rest of the larger group.
      Apr 15
    • Wayfair / Eng
      BlueCouch

      Go to company page Wayfair Eng

      BlueCouch
      Yes. The implementation of the calibration process sucks. Propose a better approach that will fairly evaluate employee contribution and growth and could get done cheaply enough so it doesn't take a year to evaluate an Year's worth of work. Propose it and escalate it. Make it a thing. Entire large consultancies exist just to figure out better methods of doing this and make millions with any tangible benefits to show for it. I promise you it'll be an awesome thing to fix it with a better system. But i won't buy for a minute that simply removing calibrations for "nothing" is any kind of solution.
      Apr 15
  • Yelp
    NW=181M

    Go to company page Yelp

    NW=181M
    Let this be a wake up call to be all the people who want to join Amazon. Sorry for you, but this is clearly hire to fire quota. Just get the money and gtfo.
    Apr 14 7