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Ask HN: Advice for Imminent Pip?

9 points by giantg2 ↗ HN
What advice do you have for a midlevel dev who might get PIP'd?

The market is crap, so I can't easily move out of the company, although I am looking. I'm also looking internally, but there are no dev jobs posted at my level internally (in a tech divison of over 5k!).

My manager says the department head wants to PIP me. The reason is supposedly that my throughput is too low and inconsistent (stories completed per sprint). However, a quick JIRA analysis shows I have completed roughly the same number of points as another dev at my level on my team. I have valid reasons for the inconsistency and it's common for others on the team to be inconsistent too - stories often hit major issues with the environment, confounding existing bugs, or even missing/incorrect requirements. It's not uncommon for our team bug fix/rework stories to consume 20-25% of our sprint capacity.

I also have a disability. So I tend to ask for help when I hit bigger issues, especially when there is no documentation. I was told this is being viewed negatively as a lack of independence even though I requested accommodations including more coaching. Others ask for help but maybe not as often. Those people have also been here longer than me and seem to ask other people more like a personal favor than an open question to the team.

So I'm screwed - PIP = department head wants me fired. Not sure what I can do. I know the best thing to do is leave, but there aren't any options for that currently.

16 comments

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ungreased0675
There are always options. The tech market is tough right now, but less so for coders. You could also get a job in a completely different field. Or you could figure out how to stay at your current position. There are always options.
giantg2
I've been looking at other coder jobs and also thinking about switching industries. It would be a shame to waste over a decade of experience, MSIS, and multiple certs just because the tech market is tight and I'll lose out to non-disabled people 99 times out of 100 (I don't code screen well).
palata
> The reason is supposedly that my throughput is too low and inconsistent (stories completed per sprint).

Spend some work hours optimizing for the metrics that the managers measure. The goal is not to make a good job, it's to optimize your metrics (i.e. screw the system). The more points you get, the less work you have to do.

Make smaller stories, smaller tasks, overestimate the tasks, quickly contact the manager whenever a task is looking like it has been under-estimated and ask them to act on it (e.g. by splitting the task or modifying the estimate).

And don't feel bad about it: your manager optimizes for their metrics as well. The goal is not to make a good product, it is to optimize the metrics that people who feel clever put in place. If your company ever realizes that employees abuse the metrics, the solution will be to fire managers, and that's not you.

At the same time, actively look for another job.

giantg2
The thing is, they don't have a metric for me to hit. For example, my throughput is the same as the other midlevel dev on the team who is doing well. If it was the metric, I'd be hitting it already (at least according to the only indicator I have for what that metric might be - the other dev doing well).

Some sprints I'll close multiple stories because they don't have impediments. Then I hit sprints where my stories all carry over (yes, I'll have multiple open to fill the downtime, otherwise I'll get even more scrutiny). So my average is good, but my consistency isn't, and is basically beyond my control.

sircastor
> The thing is, they don't have a metric for me to hit.

Get this is writing. An email outlining specifically where you’re coming up short and the metric that works address it. Print that out in duplicate and keep a copy in a safe spot. If they can’t provide a metric you lay that at their feet and point out that you’re averaging out the same as others. If they do provide hard metrics, meet those (or evaluate if they’re trying to give you an impossible task)

Don’t accept this as defeat. I was once notified that if I didn’t shape up I’d be put on a pip. I fixed it, and confirmed with my manager and project lead that everyone was happy. I was with that company for another couple of years.

That said, assume that they are gunning for you and collect as much evidence as possible that counters what they’re saying. If they want to fire you, that’s their choice, but if you can refute what they’re saying and what they’ve asked you to do with evidence, you’re building a strong case for whatever your severance is going to be.

Start looking for a job now. Work both ends of the situation.

Good luck. I hope everything works out in spades for you.

cranberryturkey
i got put on a pip because i raised my voice at our tech lead who didn't know what an "api" was. they promoted her to tech lead instead of dev manager. I made it through, but I eventually got fired 6 months later.

Just keep working maybe communicate more when you close something...I don't know if you sail at all but right before you turn the boat where the boom swings across the stern you're supposed to yell "COMING ABOUT!!!!!" just do that. "INCOMING PULL REQUEST!!!!" anytime you do anything in all major slack channels.

BUt yeah you probably will need to get another job sooner or later.

giantg2
Yeah, we do teams channel PR notifications already. My tech lead is good, but green. I think maybe some room for improvement comments from them (or another senior member) are being weaponized by the department head. I suppose I could disclose my disability to them for sympathy. But that also seems inappropriately policial to me, and could just be used against me anyways.
paulcole
If you’re in the US, contact HR and tell them that you’d like to request reasonable accommodations for a documented ADA-covered disability. Do it soon before you get any formal performance warnings or put on the PIP.

Will buy you some time at least.

giantg2
I already did. They told me to work with my manager on them. Seem like they aren't willing to do anything. One of the accommodations was for more coaching, but they still hold it against me when I ask questions.
paulcole
Force them to approve or deny. Drag your feet on documentation. Ask for outlandish things. Threaten to bring a lawyer into it. If it’s a big conservative company it’ll take months or longer to figure out how to put you on a PIP let alone fire you once you start talking about your ADA protections. But claiming disability as soon as you get a PIP is worth a lot less — very common tactic.
giantg2
I mean, I've already submitted the request. They told me to work with my manager on accommodations, so that's approval enough. Just the fact that I disclosed my disability and requested any accommodations means the interactive process has initiated. So I should be covered under ADA - I did talk to an employment lawyer. They said it's really odd the way the my company is handling it and it looks like I'm being targeted.
9659
Don't waste your time comparing your productivity with others. What you think or what the real facts are do not matter. This train has left the station.

Focus on getting off the train.

throwaway30986
I would recommend that you try and get as much information ahead of time as you can. How long is the PIP process? For the size of your company, I would guess about 30 days. What are the motives of the department head? PIPs can be a formality for letting someone go, but not always. Try and gauge if the department head has already made up their mind and if your manager will be in your corner. Use your gut to determine how you want to spend the duration of your PIP, will you phone it in and use your energy to look for another job, or will you use it to try and secure your current position. When the conversations with HR start, there will be a process of defining what your performance problems are and what the process will be to try and improve your performance. Get your need for more coaching on the actual plan in writing.
askafriend
If you're on PIP, you need to start looking for a different job. The company's perception of you is already too far gone by the time you're officially on PIP.
iamleppert
Call a lawyer right away, and start gathering any evidence you can find on the company for a lawsuit. Once you file the lawsuit, you'll be in a good position to negotiate a lucrative deal for yourself.