Engineering Advice You Didn't Ask For S01E03 - How do you know you are going to get fired?
Apr 5, 2022
The hosts dive into the red flags of poor performance and the often daunting PIP process. They discuss the low success rates of Performance Improvement Plans and how early interventions can prevent escalation. Insights on the emotional toll of layoffs and signs to watch for are shared, alongside tips for managing behavioral issues and reassigning talents effectively. The conversation reveals the fine balance between operational needs and team dynamics while highlighting how reputation can impact your career long-term.
AI Snips
Chapters
Books
Transcript
Episode notes
Paper Trail Predicts Severe Performance Action
- Micromanagement and overly detailed meeting notes often signal managers building a paper trail toward firing.
- Mitra says increased documentation and specific agendas usually means a PIP or termination is imminent.
Adjust Timelines By Seniority And Company Needs
- Give junior engineers more time to improve, but tighten timelines for senior staff when performance lags.
- Thiago recommends three months minimum for action, and up to a year for juniors depending on company context.
Treat A PIP As A Signal To Exit
- If you receive a PIP, treat it as a cue to start interviewing and negotiate an exit package.
- Louie argues staying on a PIP rarely restores reputation or career momentum.
