Put

I work in a large tech company, currently on work visa, not in the US. I received a FAIL rating in my perf review despite hitting over 100% of my targets. The feedback was largely behavioral: ownership, presence in meetings, proactivity etc. My manager acknowledged my talent, my track record, and that my scope is structurally harder than comparable peers. But still gave me the "I." I've now been put on a 90-day PIP starting next week. No MSA or severance was offered upfront, though a colleague in a similar situation was given a choice between a 30-day PIP and MSA. If I negotiate MSA now: potentially 6 months severance plus gratuity. Clean exit, mutual separation language on record. The only issue, I'm not sure when will I find a job again due to the market situation. I'll have to figure out visa issue fast as well. I've been eyeing a few more roles internally in the company with one active conversation and I might lose access to that? I'm not sure. I've been looking for a job for long btw. Passive applying every two three days. Haven't found anything yet. I do agree that I've been stuck in this role way past my prime. If I fail the PIP after 90 days: termination for cause, 30 days notice pay, gratuity only. And 90 days of stress getting there. I had a pre-PIP call with HR. They confirmed that MSA vs PIP is decided at the very beginning, and once you're inside the PIP, MSA is off the table. But I was never personally offered a pip vs MSA?. End of a failed PIP is termination. My manager recommended PIP because he strongly believes my performance can be improved. I think it is a threatening tactic because my relationship wasn't the best with them but can also be seriously a ploy for paper trail of termination I have no clue... The door is emotionally closed for me. I'm already actively job searching and have been for a while but to no success yet. I don't believe the PIP targets, which I haven't seen yet, will be truly objective given the behavioral nature of the feedback. I have years of strong performance reviews, multiple promotions, and stellar peer feedback before this cycle. I have one window to ask for MSA: before kickoff meeting, before I sign the PIP document. If I ask, they will almost certainly read it as me not being committed to the PIP. If I don't ask, I lose the option permanently and the only exit will be at the end of a failed PIP is termination with no severance. should I go severance route or PIP route? severance: i think I will still need to negotiate right? if I get the full severance that I have some run way but have never been in such a position. and will have to find a job fast. company perks are nice, manager and team sucks. I also close the door of any internal moves. pip route is 50-50. I don't know if I can trust my manager. he may be actually looking to see improvement or it's just paper trail to fire me I really don't know. Is asking for MSA at that stage a negotiating position, or does it just accelerate a termination outcome? Any advice from people who've been through something similar, on either side of the table, would be genuinely appreciated. Yoe: 9