Does anyone know that? Last year was 90% per my boss's boss
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When I was laid off on Dec 2020, I was told it was very difficult to recover from a PIP. Funny thing is that I was never PIPed, and had a good review for 2020. But what do I know?
make sure to schedule useless 1:1 mentoring sessions with individuals in management to avoid a PiP in your future
@2fjt+1dQndBU7
The idea that the intent of the oversized PIP is to improve performance is arguably the dirtiest lie that EM management has ever tried to push.
You completely pretend to ignore that the PIP has been blown up to almost three time its normal size exactly in 2020, the most catastrophic year on record for EM and the year of the first major layoff in 28 years. Apparently, by coincidence the company started caring about improving employee performance just this year, but decided that training is off the table but an inflated PIP is just right.
You pretend to ignore that the oversized PIP has ensnared a lot of highly respected but also highly paid technical workers, something completely unprecedented and totally unwarranted by actual performance.
You pretend to ignore that the oversized PIP will continue, although after a major layoff and two fat PIPs it will affect people who just two years ago were solid middle third, according to our own flawless ranking. The company is simply manufacturing “low performers” to eliminate experienced high-paid workers while also ruining the career of many young people just to hide age discrimination.
Do you really believe anybody who doesn’t have a vested interest believes this drivel ?
Intent of PIP is to help employees improve their performance, but whether the program achieves its intent depends on whether employees actually stay after PIP. Asked the CLT in a global forum about the retention numbers after PIP after they boasted 90% PIP pass rates - they had no clue (didn't matter, choose your metric, choose your reality) - tells you a lot about "care" for employees.
With high number of people leaving the company, they will give 100% pass rate to the PIP...what a waste of time going through ranking session and demotivate almost of your workforce population...performance issue need to be address when employees didn't do their job or break the rules, and not waiting once a year for it to be addressed...
If it is good for the organization, then it doesn't take a rocket scientist to figure out the truth - not good for the employees. The "organization" cares most for its shareholders, not employees.
PiP is good for you they said. It will enhance the organization
90% pass rate - what happened to them afterwards? Most was laid-off in Dec 2020. Management didn't lie - they just chose not to tell the whole truth.
Management Calculation for those that passed PIP equals (Employees that passed PIP) / (Employees that Opted for PIP) * 100
Employee Calculation for those that passed PIP equals (Employees that passed PIP ) / (Employees that opted for PIL + Employees that opted for PIP + Employees that opted for early retirement) * 100
Which calculation do you believe?
I wonder how many of those who had passed pip ended up getting laid off later?
The PIP passing rate is not just manipulated (excludes PIL and forced retirement) but also perfectly useless. As a former PIP you are forever tarnished, dead meat waiting to be thrown out, choice target for the next layoff or PIP.
The success rate of PIP program is not about its passing rate but about labelling them as NSI. (Everyone will know that they NEED SIGNIFICANT IMPROVEMENT) and most will leave in their own accord.
Brilliance of Darren Woods and team! Kudos to them!
Sorry my comment below was for last year, I see you are asking for 2021.
60% choose PIL, 40% choose PIP. PIP pass rate is 90%. Per the ridiculous video they put out stating PIP is good for you.
The pass rate would only apply to those that chose to try. I know of several people that took the PIL because they felt wrongly assessed. They were begged to stay but did not. Seems many regretted losses with groups forced to PIP 8% even though nobody underperforming.
Is your boss’ boss TG? Pretty sure she was the one who stated that during the training this year we all were supposed to take prior to the performance assessment process.