51–60 of 80 posts
Corporate Slack instances are probably not a great place to discuss such things. One could in a pinch fire up one of the ssh chat daemons [1] on an EC2 assuming that most of the employees are familiar with using SSH. There is a demo documented in that git repo. People can ssh under a pseudonym rather than using a real name. The daemon uses private keys to track identity so make a new SSH key specific to that server.…
Earlier quoted context omitted.
Even if you're not in demand, taking a guaranteed higher payout vs risking losing money and time to gamble on a process that is not designed for you to succeed. If you really want to drag privilege into this, if anything it speaks to your own to think that people in tough circumstances have the luxury of turning down money now for vague promises of a possibly better payout later .
> to think that people ... have the luxury of turning down money now for vague promises of a possibly better payout later. Just to point out, it seems to be fairly common for people in some South East Asian cultures to value job stability over pretty much everything else. "It's your job as the breadwinner to provide stability for our family" type of thing. For many of them, there is no way the wife would allow (!) th…
By preparation I mean always be networking, keep my reputation spotless, keep my resume updated, keep my skills current with the market and keep my “career document” updated.
My wife has seen how efficient I am with getting a job six times over the 12 years we have been married.
We were both laid off from the job we worked at when the company folded when we were still dating. I had a contract lined up the following Monday. When that contract was unexpectedly terminated, I had an offer four days later.
This time I had a contract lined up a week before my last day and a full time job three weeks later. The only thing special about me is my network
Amazon had an “anonymous” internal Slack channel where you could discuss pay by using a bot to post on your behalf. It was called #pay-equity and there was another one called #pay-equity-discussion. I’m surprised anyone is crazy enough to try to work through a pip. They give you the choice of trying to work through an impossible, subjective list of requirements or take a severance that’s one month severance for each…
> I’m surprised anyone is crazy enough to try to work through a pip. They give you the choice of trying to work through an impossible, subjective list of requirements Not at Amazon but at a tech company everyone here knows, I was put on a farcical PIP. The requirements were actually reasonable in themselves, and I thought I did a decent job of meeting them. Lo and behold, final day, zoom meeting with boss and HR is t…
I honestly didn’t read the write up or the parts I needed to improve to stay until after I had another job. I didn’t even realize it was part of the documentation.
I skipped right down to the amount of severance, went online to sign the paperwork and started looking for a job the same day.
Fighting to keep a job that doesn’t want you is like fighting to keep a girlfriend.
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Who knows? The only way I would gamble on succeeding or getting half my compensation would be to bye time if I were here on status and the minute I lose my job the clock started ticking and I would have to leave the country. I guess if I were close to my next vesting date I would have tried to hang on.
If the vesting date falls within that period or if you have only been there for 2.5 years or less then hang on. At 3 years you get 2.75 months pay compared to the full 3 months pay. If this is your first year take the pip plus the appeal for the maximum payout.
Amazon had an “anonymous” internal Slack channel where you could discuss pay by using a bot to post on your behalf. It was called #pay-equity and there was another one called #pay-equity-discussion. I’m surprised anyone is crazy enough to try to work through a pip. They give you the choice of trying to work through an impossible, subjective list of requirements or take a severance that’s one month severance for each…
Creator of the new group mentioned here... My opinion is this. PIP is needed. URA projections are needed, but need revised and reformed. The question remains..is how should either be implemented. I think URA metrics should be nothing more than a suggestion of what's likely the case. Example? Say Amazon has 1.5M employees. URA hypothetically set to 6%, Currently, That's 90,000 employees worldwide who would be consider…
There are a lot of managers who would never fire someone for what I’ll call “routine underperformance” (to distinguish from harassment, job abandonment, etc.) If a company thinks some non-trivial percentage of the employee population is likely to be underperforming to the extent they should be fired, they probably should implement a URA target (or “rank and yank” or similar). I’m with you in disliking such policies,…
Earlier quoted context omitted.
> to think that people ... have the luxury of turning down money now for vague promises of a possibly better payout later. Just to point out, it seems to be fairly common for people in some South East Asian cultures to value job stability over pretty much everything else. "It's your job as the breadwinner to provide stability for our family" type of thing. For many of them, there is no way the wife would allow (!) th…
It’s my job to have a job not that job. My “stability” comes from always preparing for my job to be snatched from under me. By preparation I mean always be networking, keep my reputation spotless, keep my resume updated, keep my skills current with the market and keep my “career document” updated. My wife has seen how efficient I am with getting a job six times over the 12 years we have been married. We were both lai…
Amazon had an “anonymous” internal Slack channel where you could discuss pay by using a bot to post on your behalf. It was called #pay-equity and there was another one called #pay-equity-discussion. I’m surprised anyone is crazy enough to try to work through a pip. They give you the choice of trying to work through an impossible, subjective list of requirements or take a severance that’s one month severance for each…
Not everyone has a work authorization to take the next job in 3 weeks.
I kept him abreast of the entire process I went through and the warning signs so he could be ready.
Yes it sucks because no matter how much money he saves and how financially prepared he was, he would have to find another full time job quickly.
I knew worst case I could put my virtual shingle out and do independent AWS consulting. I had a dormant LLC already that I could reactivate, I had a network and other consulting companies fall all over themselves to hire former ProServe consultants.
He was just as good in his specialty as I was in mine.
Another guy got sick of the project and got a job at Netflix in the data department.
Is PIP just an American thing? I don't think they could do it in Europe, right?
Amazon had an “anonymous” internal Slack channel where you could discuss pay by using a bot to post on your behalf. It was called #pay-equity and there was another one called #pay-equity-discussion. I’m surprised anyone is crazy enough to try to work through a pip. They give you the choice of trying to work through an impossible, subjective list of requirements or take a severance that’s one month severance for each…