#performancemanagement

Just confirmed on C15 level in a meeting, so unless you guys want to be on a PIP better adhere to it because your manager will land in hot water for it, and there is nothing managers hate more than taking responsibility for their employees.

I did not write the questions, I just passed it through a LLM to categorize - the original posts are here @OP+1m2fy22jr

Performance Ranking |---

• Why were protections against dramatic ranking changes removed?
• Why were NRE protections removed?
• Can employees now move from the top quintile to the bottom in one year?
• Is relative ranking being used to reduce headcount?
• How can employees challenge a ranking they believe is unfair?

Employee Surveys

• If surveys are anonymous and voluntary, why can managers identify who has not completed them?
• What survey participation data can managers, HR, or EMIT see?
• How does leadership validate claims that engagement is improving?
• Why was the 2026 survey skipped?
• Will leadership publish more detailed survey results?

Morale and Retention

• Why are so many employees leaving?
• What is the current voluntary attrition rate?
• Which groups are seeing the most attrition?
• What is leadership doing to retain experienced employees?
• What are the biggest employee concerns leadership is hearing?

Workload and Efficiency

• How much more work are remaining employees doing after headcount reductions?
• When does "doing more with less" become unsustainable?
• What work will AI and automation actually eliminate?
• Will AI productivity gains reduce employee workload?
• How does leadership measure burnout?

Management and Overhead

• Does the company have too many managers, advisors, and chiefs?
• What is the manager-to-employee ratio today versus five years ago?
• Has management headcount fallen as much as individual-contributor headcount?
• Is the company planning to reduce management layers?

Offshoring

• What determines which jobs are moved to lower-cost countries?
• How much more work is expected to move offshore?
• Which functions are most likely to be affected?
• How is leadership measuring the impact on quality, morale, and institutional knowledge?

Layoffs and Headcount

• Should employees expect more workforce reductions in 2026 or 2027?
• Does the company have specific headcount reduction targets?
• How much of the reduction is layoffs versus attrition, retirements, and performance exits?

Compensation

• With strong oil prices and profitability, should employees expect higher compensation?
• Will there be a cost-of-living adjustment?
• Has employee compensation kept pace with inflation?
• If productivity per employee is increasing, how are employees benefiting?

Pension and Benefits

• Is the company considering changes to the pension?
• When would employees be notified of pension changes?
• What is the long-term plan for the pension?
• Will current employees keep their existing pension benefits?

Leadership

• Why did Kathy Mikells resign as CFO?
• Does the CFO transition change the company's cost or restructuring strategy?

It's here again. Within weeks the stack rankings for year end 2026 begins. Never sign a PIP let them fire you. But the wicked things is the firings will only lead to a computer outage and/or an OCC MRA or Consent Order because there's no left to keep the Capone from crashing. Wishing all the worst things for Capone management.

Is there any reliable statistic on how many employees choose PIL versus a PIP, how many eligible employees actually retire, what percentage of PIPs HR allows to pass, and how many employees leave the company even after "passing" a PIP?

If people are eventually going to g to be laid off for any number of ridiculous reasons. Shouldn’t every exiting person get on record .. the question and answer as to why others like TK or BE still keep their jobs when they are a does not meet. I mean if there is an increase in the numbers of do’s called mediocre people then that means mediocre results. And who sits at the top of the mediocre organization? What do any of us have to lose.

I’m new to the company, and I’ve already had two project managers tell me they’ve been told they have “VP potential.” One has only been here three years. I’m trying to understand how anyone can be identified that early, and realistically, how many VP roles ExxonMobil even needs. Based on what I’ve read and with the current low CLS structure and retirements, it doesn’t seem possible.

hey everybody, so I know a friend who walks dogs with a person that has a casual friend that they get coffee with sometimes who once went on vacation with somebody but they’re now friends who knows someone who became a VP at fidelity and they were talking about P shares. They said the P shares cash-in in June, but that was very confusing. How do they award shares in December and then they cash-in in June most all the other shares cash in on a yearly basis and payout in March, can someone help me understand that?

please, sarcastic, off-topic, humorous responses only

I’m in sales at OT everyone is heads down in PTEP SFDC spending all day filing out stupid fields. It’s so cumbersome….. Q1 is a mess anyone agree ?

No bonus, deferred RSU vesting, pension, low probability of surviving 10-year annual pip = Base is all you get

Welcome PIPs!

Again, PIP season is coming. 5 of my team mates on PIPs yesterday.

That's insane...

How often are they given out? Throughout the year or is there a specific period when they put people on them and the rest of the year is safe?

Management knows what’s coming in Q4.

Complete the training. Hit the KPIs. Spend the budget. Build the pipeline. Check every box.

Because the game is already rigged.

The goal isn’t necessarily to offer severance. It’s to build the paper trail, stack the performance issues, and performance-manage employees right out the door.

10, 20, 30+ years of service?

Thanks for your contributions. Now feck off.

No severance. No payout. No real recognition.

Just a carefully documented performance process designed to get you out the door as cheaply as possible.

And then we’re expected to believe that a demoralised, exhausted workforce can somehow deliver record profits.

How does that work?

What’s the maximum number of years a manager can stay in their role? I remember my first manager telling me it’s usually around three years, since company doesn't want the same person ranking the same batch of employees over and over for too long.

I have coworkers saying they received their ranking and were put on NSI for multiple categories and good on a few. They said they only have to meet their goals for two months for the NSI categories. I thought it was 6 months to meet all the goals and I didn’t know you could get NSI in only certain categories, I thought you were ranked NSI or you weren’t. This is for hourly employees. Does anyone have any incite on how the process works now?

You get moved often, and when you do you will run into a crazy i secure manager who just thrives on power and is absolutely incompetent. they ill see your rise and out of envy tank your ranking — this was not possible or allowed in previous ranking system. an important check to not let people move too much at the whim of a crazy manager. why is this even allowed? is our HR crazy? the amount of talent we lose actively and passively because of this is not worth whatever this process is going for. please do the right thing, do the human thing — EM managers are not trained or capable of running fair talent management processes, protect the employees.

There are people that install, provision and maintain the telephone network and then there are 7 levels of people that measure the pace of that work being done and talk about it on conference calls all day. Each level getting a bigger bonus than the last all based on the work of the lowest level employees output. I know that’s a bit oversimplified but really it’s pretty close.

Stack ranking is generally considered ineffective and destructive for long-term organizational success, though it remains popular for short-term cost-cutting and forced attrition.

Why does PayPal still do this? It cripples your organization. Any organization still stack ranking deserves their ultimate fate, fading away to oblivion!

most teams understaffed, then on top of that MLRP PIP and insulting feedback from those who know nothing about the subject matter every year, depressing campus environment, constant turning employees against eachother all for 1-2 % hikes, what is the point? who is actually doing any work? is any work needed? then constant quitting of people, constant hiring, no stability, manager changes ,role changes org changes , staffing process change, polaris change, this change that change — how are we all just pretending this is normal? where are the human leader voices?

Yes, management will be evaluating people on compliance with RTO in days and hours in the office but they are also going to be assessing people on other factors. High on the list is how you work with other employees. One item specifically identified is respect for others. An example given to managers is the widespread negativity toward others based on age - especially all the references to dinosaurs, fossils and A0s. Be forewarned.

Adding myself to the list: Sudden PIP after years of being rated "exceeds", getting bonuses, equity grants, etc. Demographics-wise, caucasian, over 60.

If this happens to you (and it could, even if you don't think so!), do NOT take it personally. It is not a reflection on you, your value as a person, or your potential.

Presumably in a month or so, we will discover what life as an ex-IBM'er is like...

Forced distribution ranking is such a bad idea. Why does Exxon insist on keeping it? They are willing to follow the advice of consultants on other things why not this? Is it because they know it is corrupt but they benefit from it? Are they afraid under a modern system they wouldn’t be the high performers any longer?

Why do all internal websites now take ages to load?

As thankful as I am to be employed, the nightmare here never ends. It isn’t the work itself that is stressful, it’s the culture. There’s too little focus on competence and too much focus on sycophancy. Some senior “leaders” know nothing, don’t listen and make baseless, bullsh-t decisions (ahem Lise). I don’t know how people with zero technical acumen can make technical decisions. Furthermore, they are too bull-headed and busy kissing ELT a** to even take practical, technical advice. Additionally, they are trying to manage people out; even employees who have been high-performing are getting slammed across the board, pretty much out of nowhere. If ever there was a toxic environment, this is it!

Verizon needs to focus on the quality of people not the friendships they have outside of work. The entire DMV needs a major shake up and they need to replace the entire leadership staff starting with Thompson. He loves to hire his friends and then over looks there sh---y performance. If you’re not a Clark County boy you’re treated differently, not trusted and quite frankly not liked.

Are they a thing?

Getting fired is now like a subscription service with multiple cancellation tiers.

“Layoff” if they’re feeling honest.

“Restructuring” if they’re feeling corporate.

“Performance management” if they want you to blame yourself.

“Voluntary separation” if they want you to fire yourself.

“Attrition” if they want to pretend nobody actually did anything.

“Role elimination” if they want to make it sound like your job died peacefully in its sleep.

“Strategic realignment” if they want you to believe your career simply took a wrong turn.

“Workforce optimization” if they want to imply the workforce was somehow the problem.

“Doing more with less” if they want to give you three jobs and one salary.

“Organizational simplification” if they want fewer people doing twice the work.

At this point, the only thing being optimized is the dictionary definition of unemployment.

They don’t need an HR department anymore.

They need a thesaurus with a severance budget.

Noone is safe

https://www.linkedin.com/posts/professional-genius_strategy-founders-corporateculture-activity-7452045773720125441-FtZa

I have never seen anything official announcing that a PIP process would be enforced on the lowest ranked 5% in the new performance system.

Where did this all come from ? … or is it all rumour mill ?

To ensure fair and objective decisions, review system/login data for attendance, leave, WFH, and actual work activity. Use verified records and job impact rather than assumptions or personal relationships.

I am starting to think they are just cycling all the non sponsored people through NI and NSI now. Is that the game they are playing?

If you are not sponsored the day is coming for you to be dropped in the rankings for no reason. You’ve been warned. When it happens it happens fast.

I have seen the exact same behavior labeled as passion and excused resulting in OWD label and then another person with no issue but some backstabbing feedback claiming the person gets upset being put in NSI for much less to nonexistent behavior.

What you do or do not do is meaningless. They will spin it to get the outcome they want.

I received several formal recognition letters and awards from management and then somehow dropped all the way to NI a place I have never been even close to. Manager couldn’t explain any reasons why.

More and more supervisors are admitting in feedback sessions that the ranking system is broken and assessment outcomes make no sense.

I get it. Posting on linkedin about their promotions is a source of pride for them. About 8% get promoted and 15% get put on a PIP to be fired. The next round of calibrations for end of year 2026 those same people will have to fight again just to not be on the bottom 15%. What a nightmare.

https://www.linkedin.com/posts/cruzcorral_pip-corporatehumor-work-activity-7434656145543409664-9dID?utm_medium=ios_app&rcm=ACoAACDWavgB0LGL5W2TtBE3pepi5Q5gBI1-dF8&utm_source=social_share_video_v2&utm_campaign=copy_link

What could lead to it? Will he fight or quit?

What tactics Cisco managers use before putting IC on PIP? PIP cause is very subjective.

Is this distribution valid for all teams?
O – 20%
E – 20%
VG – 20%
G – 20%
NI – 20% (includes NSI at 5% or8%)