HN 用户提问：请帮我应对荷兰一家远程初创公司的 PIP（绩效改进计划）
4 分•作者: msoad•5 个月前
嘿，HN，
我目前处境艰难，需要一些来自外界的视角，特别是那些经历过创业公司政治斗争或欧盟/荷兰劳动法的人的经验。
我是一名资深工程师，此前在美国的大型科技公司工作过。几个月前，我在一家位于欧洲的小型（约 150 人）全远程科技初创公司找到了一份工作。薪水在欧盟算不错，但肯定比我在美国的薪水低很多。我跳槽的主要原因是想获得签证并在欧洲工作，而且这个项目（人工智能）看起来确实很令人兴奋。
这段经历一直很混乱。该项目一直处于“原型设计”阶段，自从我加入以来，产品方向至少改变了 4-5 次。作为主要的前端开发人员，我一直在构建和重构，以跟上进度。压力很大，但我认为我们取得了不错的进展。
最近，情况急转直下。我的经理（刚开始做管理，我直接向他汇报）给我开了一份正式的 PIP（绩效改进计划）。这让我非常震惊，因为这实际上是他第一次给我任何正式的管理反馈。我们从未进行过一对一的沟通。PIP 中列出的理由是主观的，例如“代码质量”和“资历”。
让我觉得不对劲的是，他们指出的“混乱”代码是不断调整和我们一直在其中工作的“快速行动”文化的直接结果。我的经理自己的 PR（代码合并请求）引入了关键错误，我不得不加班修复。这感觉更像是他们需要一个替罪羊，因为项目面临压力，而不是真正的工作表现问题。
现在事情正在升级。我最近被排除在一个关键的项目 Slack 频道之外，该频道用于分享发布反馈。而且我刚刚收到一封自动邮件，要求我签署一份合同修正案，将我的薪水削减近 20%。
我知道我的合同（永久合同，荷兰）为我提供了强有力的保护，我已经开始就 HR 的程序性缺陷提出异议，这似乎正在起作用。我正在记录一切。
我向 HN 社区提出的问题是：
1) 对于那些经历过类似初创公司 PIP 情况的人来说，这里的真正结局是什么？这真的是试图“改进”我，还是仅仅是让我离开的第一步？
2) 对于那些感觉经理正在积极试图破坏你，但仍然需要在 PR 上保持“专业”和协作的人，有什么关于如何处理日常情绪消耗的建议吗？
3) 他们是想逼我辞职，还是接受一个低价的离职协议（VSO）？
4) 我正在努力保持战略性，不要情绪化，但当你觉得自己受到不尊重时，这很难。
任何建议或分享的经验都将非常有帮助。谢谢！
查看原文
Hey HN,<p>I'm in a tough spot and could use some outside perspective, especially from anyone who's navigated startup politics or EU/Dutch employment law.<p>I'm a senior engineer with a background at bigger tech companies in the US. A few months ago, I took a job at a small-ish (around 150 people), fully remote tech startup based in Europe. The pay is good for the EU, though definitely a big step down from my US salary. The main reason for the move was to get a visa and work in Europe, and the project (AI stuff) seemed really exciting.<p>It's been a chaotic ride. The project has been in a constant "prototyping" phase, with the product direction pivoting at least 4-5 times since I joined. As the main frontend dev, I've been building and refactoring constantly to keep up. It's been high-pressure, but I thought we were making good progress.<p>Recently, things took a sharp turn. My manager, who is new to management and I report directly to, put me on a formal PIP. This was a total shock, as it was literally the first time he'd ever given me any formal managerial feedback. We've never had a single 1-on-1. The reasons cited in the PIP are subjective things like "code quality" and "seniority."<p>The part that feels off is that the "messy" code they're pointing to is a direct result of the constant pivots and the "move fast" culture we've all been working in. My manager's own PRs have introduced critical bugs that I've had to stay late to fix. It feels less like a real performance issue and more like they needed a scapegoat because the project is under pressure.<p>Now things are escalating. I was recently excluded from a key project Slack channel where launch feedback was being shared. And I just got an automated email asking me to sign a contract amendment that cuts my salary by nearly 20%.<p>I know my contract (permanent, Dutch) gives me strong protections, and I've started pushing back on the procedural flaws with HR, which seems to be working. I'm documenting everything.<p>My question for the HN community is:<p>1) For those who've been in a similar startup PIP situation, what's the real end game here? Is this a genuine attempt to "improve" me, or is it just the first step in managing me out?<p>2) Any advice on how to handle the day-to-day emotional drain of working with a manager who you feel is actively trying to undermine you, while still needing to be "professional" and collaborative on PRs?<p>3) Are they trying to pressure me into quitting or accepting a lowball settlement offer (VSO)?<p>4) I'm trying to stay strategic and not get emotional, but it's tough when you feel like you're being disrespected.<p>Any advice or shared experiences would be incredibly helpful. Thanks!