问HN：请帮我应对荷兰一家远程初创公司的绩效改进计划（PIP）
嘿，HN社区，
我现在处于一个困难的境地，希望能得到一些外部的观点，特别是那些有过创业公司政治或欧盟/荷兰劳动法经验的人。
我是一名高级工程师，曾在美国的大型科技公司工作。几个月前，我在一家位于欧洲的小型（大约150人）、完全远程的科技创业公司找到了工作。虽然薪水在欧盟算是不错，但与我在美国的薪水相比，确实大幅下降。我选择这份工作的主要原因是为了获得签证并在欧洲工作，而这个项目（人工智能相关）看起来非常令人兴奋。
这段时间的经历非常混乱。自我加入以来，项目一直处于“原型开发”阶段，产品方向至少已经转变了4-5次。作为主要的前端开发人员，我一直在不断构建和重构，以跟上进度。虽然压力很大，但我认为我们在取得良好的进展。
最近，情况发生了急剧变化。我的经理是新上任的管理者，我直接向他汇报工作，他给我下达了正式的绩效改进计划（PIP）。这让我感到非常震惊，因为这是他第一次给我任何正式的管理反馈。我们从未进行过一次一对一的交流。PIP中提到的理由都是一些主观的东西，比如“代码质量”和“资历”。
让我感到不对劲的是，他们所指的“混乱”代码实际上是我们在不断转变和“快速行动”文化下的直接结果。我的经理自己的PR也引入了关键的bug，我不得不加班修复。感觉这不是一个真正的绩效问题，更像是他们需要一个替罪羊，因为项目面临压力。
现在事情正在升级。我最近被排除在一个关键项目的Slack频道之外，该频道用于分享发布反馈。而且我刚收到一封自动邮件，要求我签署一份将我的薪水削减近20%的合同修正案。
我知道我的合同（永久性，荷兰）给予我很强的保护，我已经开始向人力资源部门反击程序上的缺陷，这似乎有效。我正在记录一切。
我想向HN社区请教的问题是：
1) 对于那些经历过类似创业公司PIP情况的人，这里真正的最终目标是什么？这是一个真正的“改善”尝试，还是仅仅是将我管理出去的第一步？
2) 有什么建议可以帮助我应对与一个我觉得在积极试图削弱我的经理一起工作的日常情感消耗，同时仍需在PR上保持“专业”和合作？
3) 他们是在试图施压让我辞职或接受一个低得离谱的和解提议（VSO）吗？
4) 我努力保持战略思维而不被情绪左右，但当感觉被不尊重时，这很困难。
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!