What Role Does Amazon'S Mysterious "Performance Enhancement Plan" Play?

Since last year, the media has interviewed more than 100 Amason (former) employees, disclosing Amason's crush on the working hours of employees and the rank and yank.

In mid November, Amazon finally said publicly that it wanted to revise its "hunger game" evaluation process. An Amazon spokeswoman told Business Insider that Amazon is about to launch a new brand in 2017.

"It will be greatly simplified, focusing on employee strengths rather than shortcomings."

However, some employees who are overburdened can't wait for the company's commitment.

In 2015, there was a discussion about Amazon PIP on Reddit. A netizen said he had successfully passed the test of PIP and worked in Amazon till now.

He did not think that PIP had any influence on his career reputation, but for himself, the biggest consequence of this incident was that he lost trust in the management of the company: "I am basically skeptical about what management has told me. I know it is unfair to them. My present manager is excellent, but basically my trust in them has disappeared.

This is really a pity, but after experiencing what I have experienced, it is really hard to plate.

A post posted on the Chinese Student Forum "one mu three points" revealed the identity of the employee and the reasons for his suicide: he entered Amazon in the middle of this year, but he was threatened by the line manager for PIP for three months, and the manager also threatened other members to give him a bad assessment.

They compete against each other in a cruel environment.

According to local media reports in Seattle, on the morning of November 28th, a Amason employee jumped out of Amason's office building at the junction of Ninth Avenue North and Thomas street, after sending emails to hundreds of colleagues including CEO Jeff Bezos.

The building is about four stories tall. The man fell on the balcony at 20 feet (about 6 meters) and has been sent to the harbour view medical center of University of Washington.

The contents of the mail were not announced.

An anonymous informant told reporters that the employee was asked to participate in the employee improvement plan after he asked to change the Department.

In Amazon, if employees fail to improve their performance in the plan, they will be at risk of being dismissed.

A post on the "one acre of three acres" of the Chinese Student Forum revealed the identity of the employee and the reasons for his suicide: he entered Amazon in the middle of this year, but he was threatened by the line manager for PIP for three months, and the manager also threatened other members to give him a bad assessment. According to the end of the Amazon assessment system, employees need to grade each other and compete against each other in a cruel environment.

What is PIP? The full name of PIP is "

"(Performance Improvement Plans), when managers think that employees are not performing well, they may ask employees to participate.

The purpose of the plan is to provide training for employees whose performance can not keep pace with the rapid development of Amazon. However, many Amazon employees point out that receiving PIP notification basically means that you don't have much time in Amazon.

"PIP is used to dismiss employees.

Once you enter PIP, you can be sure that you will be forced to leave in less than three months.

A former Amazon employee told Gawker.

According to her, when employees are asked to sign the PIP agreement, they can not discuss this matter with their colleagues. If they are found by the manager, they will be dismissed directly for breach of the confidentiality agreement.

Before entering PIP, underperforming employees often accept Coaching Plan for about 2 months. Even if they make minor mistakes during that time, they will be sent to PIP by the manager.

In addition, although the observation period is nickname "guidance plan", employees will not accept any guidance or training.

The column "Tai Ge lab" agrees with the saying that "PIP is the precursor of dismissal", and even the unfair treatment of employees is Amazon's performance appraisal system.

"In Amazon, although there is an overall performance evaluation program within the whole company, there are different standards and dimensions in performance evaluation.

When review is not available, every employee needs to send request (request) to colleagues who have worked together in a project, asking them to write review for themselves. These review may be positive evaluation or negative evaluation (you have no idea at all).

After that, these review will be sent to your manager.

Then, the unscientific part comes: your manager can selectively report these review.

That is to say, at both the staff level and the manager level, it is possible to use the loopholes of the system to exclude colleagues who they do not like. The former may deliberately lower the ranks of others in order not to be eliminated by the end, and the latter may choose to filter positive evaluations because they do not like an employee, and only report negative evaluations.

When signing the PIP agreement, the icy degree of the terms of the agreement undoubtedly hurts the eyes of many Amazon employees.

For your performance below standard, this is the ultimate performance improvement plan.

Before that, we have consulted you and warned you about your performance.

Your job prospects are at risk. This is the last warning.

Your later employment relationship depends on whether you can achieve the following goals.

It is entirely your responsibility to raise your performance to an acceptable level.

A copy of this document will enter your personal file.

If you fail to achieve the above expectations, your employment relationship will be terminated.

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