#pip

PIP isn't about improvement. Performance improvement plans aren't for helping you. They're either to save money or get revenge. That's all. If you are on PIP, don't expect to still be employed once it's done.

New vocabulary word. PIP-tired. Forced into retirement by NSI after decades of contributing at a high level.

Seems like EMTEC is planning to increase the PIP % across all of its organizations this year. All the made up LCS roles are being reassigned back into research, Done with stories used to justify CL upgrades . At the same time, we are seeing significant redundancy across research functions, and there is heavy hiring within BTC on computational modeling, RTO, and data science groups.

Here is what I don’t understand. All reps and managers come on here to complain knowing that with this regime nothing is going to change. Look at the East same d-mb VP and same d-mb senior directors. They are a click. They hire people that will not rat them out or people that will not question their poor leadership. None of them have 1 leadership bone in their bodies. Ask any of them about their plan to lead their teams. It’s all calls and pips and write ups. The funny part is she said on the all managers call you need to inspire your reps. Bit.. you can’t inspire your yourself. If there is any real leadership they would all be gone now. I’ll keep this job till I find something else or better yet I hope I get riffed.

I got fired for coffee badging. And I know I'm not alone. Cheaper to fire us than lay us off. Not even any sort of reprimand or PIP. They just went straight to "You're fired!"

Anyone had success getting out of PIP? Or once you are on it, you are done?

We’re all getting hit with the same weekly barrage. This isn’t shared responsibility, they’re offloading theirs onto us. The nonstop AI push is conditioning so no one pushes back when the PIPs start, because PIPs are cheaper than severances. Meanwhile ROI looks great and the shareholder buybacks keep flowing, so leadership acts like everything is fine. As long as the numbers stay green, the people doing the work don’t matter.

I’m about to get put on a “corrective action plan” over my AI sentiment score. Does anyone know what that even means? I don’t see anything on the Schweb about it. My accounts seem to like me a lot so getting put on a PIP over the AI giving me a bad score is really leaving me in a state of confusion

It's in the air. You see it in how people walk, how they talk, how they avoid eye contact with certain managers. Everyone is afraid. Afraid of being next. Afraid of speaking up. Afraid of a bad review that could lead to a PIP that could lead to being walked out. That's the culture at Exxon.

Is PIP something that can happen, or do you simply get fired, no chance to improve, if you messed up?

Rumour mill to confirmed that managers M2/M3 are being asked to drop to IC level. Rumor from my M5 level buddy is that the plan is to PIP these folks quickly and work them out without severance. The belief is that most won't be able to show value as IC4/5 if they have been managers for a few years quickly. Saves the company a boatload on severance costs. Also a downgrade might help a few quit themselves again saving seperation costs. The later is already happening in some offices.

Or do you get the whole thing to "improve," no matter what?

Is this a sign they're ramping up attrition, or am I just seeing isolated cases?

Any kind of severance or at least unemployment?

I dont think I will make it.

If someone is on a PIP and gets laid-off today, do they get severance? Cobra?

It's a torture device that ends one way - you getting shown the door. PIPs have been used as an excuse to purge people for years, now they're just cranking it up. My advice is to play along, put zero effort into "improving," and spend every ounce of energy job hunting. XOM isn't the greatest company on earth. There are plenty of better places, smaller ones, often, that actually value their people.

Just curious if EM executives set the same PIP targets for people that get paid full salaries vs people that get paid 1/10 salaries.
It seems the bar is set much lower for the 1/10 salary group. The person in America making corrections to BTC work products seems to get a lower ranking and more likely PIP’d than the engineers that made the potentially catastrophic errors in BTC.

How do you waste $ when your revenue is declining and customers are leaving?

Hire an alarm call center salesman who claimed to be a “CEO”, make him the “CMO” and give him $ to spend like a drunken sailor.

ML claims to have been a CMO at Wells Fargo at the time they didn’t have an enterprise CMO. Liar and manipulative beyond words.

He runs a cash spending engine and assigns people to the PIP line if you even dare question a business decision.

Lacrozza will be one of the biggest reasons USB will collapse. MC leaders laugh at him and yet don’t know jack.

Gunjan doesn’t have the guts to fix it.

What a joke. And yeah let’s sponsor the NFL - that’s going to be how we fix our pathetic market position.

I’ve noticed a lot of posts from employees who are feeling anxious, especially those with longer tenure. But if you look at the RTO and data science groups, most of the people who ended up on PIPs were actually under 40.
When a manager isn’t technical, they often rely heavily on the more experienced people in the team. Those employees frequently position themselves as “mentors” or “coaches” to younger staff — sometimes as a way to stay relevant. The reality is that in the age of AI and rapidly evolving tools, not everyone keeps their skills current, and performance gaps can show up. In some cases, that wrong team dynamic ends up putting younger employees at a disadvantage.
A big part of the issue is XOM’s structural design. Opportunities aren’t distributed evenly, and we end up having some people doing tasks for years.

Long story short...I expect to be NSI this year. Can anyone share the blueprint for dragging this out as long as possible before I am severed?

I joined this company 20 years ago and it is no longer the company I joined.

When DWW says people are the most important asset, he is not lying but he is not painting the whole picture. He needs to add the qualifier that people are a necessary asset and thus that makes them important because the company can not run without them. However, that doesn't mean he cares about the people as individuals with emotions and actual lives outside of work. When DWW says people are the most important asset he says it in the same way Egyptian Pharoahs said it while constructing the pyramids or how cotton plantation owners said it about their slave populations. DWW says it the same way Scrooge McDuck says it about his money. People, like overall wealth is important to him, the individual pennies and dollars are not - those are interchangeable.

I highly recommend employees under 40 look for new opportunities now. I recommend employees 55+ retire now rather than be shown the door via PIP. I recommend new hires do not join this company unless you are willing to give up your soul.

The promise of a 30 year career at this company is no longer true. It has truly become a job. There is no sense of family, no sense of being a technology company, no sense of fulfillment beyond a paycheck.

Hope you had time to digest this week’s news you can use newsletter.

What can I say that would resonate with you on moves we’ve made this week on change in our policies?

Would you take PIL when we NSI you because you don’t want to be living under constant pressure that you are more NSI away from being pushed out? Or would you still try PIP.
NRE coasters, what are you thinking ? Are you finally going to focus on your main job rather than building alternative career as a “Coach”

Would anyone that has been though it like to share what the PIP process is like? Im wondering if it might just be a blessing in disguise, because right now I get dozens of random, vague requests coming from all directions. And it’s always up to me to figure it out. If I do get chosen to be the “lucky one” to go on a PIP, does that mean I will be receiving clear, defined expectations? Will I have one focused agenda and that’s it? Is it confidential or can I openly tell my coworkers to leave me alone so I can focus on my PIP? Will my success, my ability to complete the goal be dependent on others cooperating, or will I be able to work independently on this so-called objective?
Will the supervisor somehow be allowed or prohibited from making the usual vague, random requests, changing the goalposts, and assigning work that depends on a bunch of other people who may or may not cooperate. Just curious how this really works and if anyone can shed some light or give some examples from their experience with PIPs.

Does anyone know of Citi giving people 4’s, then putting them on a pip, then failing them, and (not) laying them off - but firing them to not pay severance?

Any of my fellow non complaints get put on pip or reprimanded today? Didn't hear from management today not sure if that's good or bad haha.

Have they gave managers orders to place employees on PIP for 0 days in office?

Imagine this scenario. You get PIP’d, then work hard to pass it. Bring up your ranking the next 3 years. Think you’re in a good spot. Then in year 5 some manager says, “we need to cut headcount, find anyone that’s been PIP’d once in the last 4 years and we’ll knock them out this year with a PIP.” All the hard work wasted. Just another lever for the company to pull when they want to accelerate the headcount reductions.

Bumping this up for visibility. Found at @b2+1knpqre16.

If an IBM employee is put on a PIP - say for example - Seller not making their quota (assuming nothing else was a problem), and the employee is terminated as a result of the PIP, will IBM fight unemployment pay? I have received conflicting information. One person was adamant that the only ways to not be able to claim unemployment are 1) the employee quit on their own 2) insubordination.

What happens when you go on these plans? Metrics are ridiculous. Being faulted over something that is not in your control.

My manager has been putting me on a performance improvement plan since the last quarter. There are seven people in our group, and I feel like I was being singled out compared to others. I have been with the company for 17 years and, for the last 16 years, I consistently met performance expectations every year. However, in the most recent middle and year-end reviews, I was marked as not meeting expectations, which feels inconsistent and surprising.

Additionally, there have been significant changes in the team, including the introduction of more offshore resources, which has impacted the overall team structure and workload distribution.

There is also another person in my team who has had performance issues and took leave last month, Overall, this job has felt very draining on people, especially recently.

Today, I was terminated from my position. I feel it’s time for me to reset, reflect, and carefully think about my next steps and career direction. Wishing everyone the best moving forward.

Are these normally delivered with a formal letter from hr with a stated action by date, or just a written action plan from your manger?

Nielsen has always run on fear. Intimidation is standard. And the PIP is their favorite tool. You have to leave your dignity at the door to work here.

Lately I've seen more and more people getting put on PIP, most with zero prior performance issues.

Any kind of severance or at least unemployment?

I got bad rating of DNM expectations. Am I gonna get fired with no severance or PIP or silent fire.

I am with the bank for 5 years and do not want to lose severance
Any help will be helpful for looking for jobs elsewhere.

I was placed on a PIP does anyone have any good advice on how to get through this successfully.
How many other people were placed on PIP’s in the last few months?
Is this a tactic to eliminate people from the workforce without doing a RIF?

Legacy discover employee hoping to be pip’d out so I can return to my country

Just want to get a package and not quit.

Q1 is over already, when do pips usually come?

This site is loaded with comments of actual and observed layoff behaviors. Check the new and active discussions if you are new to this site. BNY does not announce layoffs since their goal is to circumvent federal and state WARN Act notification requirements and to avoid employer payments to State Unemploument Insurance (sUI) in the event layoffs are publicized. BNY is very unusual and would never admit to layoffs. Instead layoffs are referred to as strategic realignments. They are continuous, systematic and calculated to support cost reduction and location target goals, eliminating experienced workers without severance, sending non-client facing jobs offshore. BNY also “we-ponizes” RTO policies and uses mandatory performance rating targets and forced below expectation ratings to expunge workers using PIPs. To add insult to injury, the company now has flatter or-a, changed the VP/SVP/Director pay structures, capped annual wage and merit increases (with 0 to 2 percent increases being the norm), created labor pipelines with state colleges and universities to maximize state and local tax credits, closed real estate holdings, increased the number of days required in office, and accelerated the reduction of all work from home associates. While these behaviors are not technically considered layoffs, they are designed to promote voluntary attrition. This company has created a place where there is a toxic culture and no psychological safety for anyone to speak up. Senior leadership and EC is highly scripted and does not promote an environment of openness, trust and transparency. Sure there are posts on LinkedIn from EC and chapped lips supporters singing praises, but that’s mostly to protect their positions and personal brands on social media as “hands on leaders” or “emerging leader wannabees.” Again, if you are new to this site, suggest you read through the comments to learn more about the layoff topics and comment history. The picture very clearly describes what’s going on here. The EC goes out of their way to create false optics of rainbows and unicorns. This site is for truth telling in a psychologically safe environment that the EC has intentionally, consistently failed to develop and maintain.

This deserves its own thread. OP: @ar+1kmt70t6q

Is PIP a death sentence at Chevron? Is there a point in trying to beat it?

Anyone on a PIP will be gone by no later than March 31st. Anyone receiving a FY25 employee review lower than "Successfully Meets Expectations" will also be gone.