> One underlying problem with these PIP type programs at FAANG seems to be that they have very high barriers to entry in the interview process, and then act like 30% of the company is underperforming and subject to an annual 6% cull.
FWIW, when I was a manager at a FAANG, the numbers were closer to:
Underperforming: ~12%
Meeting or Exceeding: ~80%
Better than exceeding: ~8%
As for my own anecdata, for the roughly 100 person cohort where I was part of performance management, there would be 1-3 people each cycle that were in the "cull" bracket. That said, people with a couple consecutive cycles of not meeting expectations were likely to be put on a PIP. I managed 4 people in that group, and all were able to successfully exit the PIP.
All that said, every company and even org within a company have their own goals, targets, processes, and flows, and my experience was pre-COVID, so I'm also sure that any needle movement has been in the direction of harsher evaluations.
FWIW, when I was a manager at a FAANG, the numbers were closer to:
As for my own anecdata, for the roughly 100 person cohort where I was part of performance management, there would be 1-3 people each cycle that were in the "cull" bracket. That said, people with a couple consecutive cycles of not meeting expectations were likely to be put on a PIP. I managed 4 people in that group, and all were able to successfully exit the PIP.All that said, every company and even org within a company have their own goals, targets, processes, and flows, and my experience was pre-COVID, so I'm also sure that any needle movement has been in the direction of harsher evaluations.