Try ranking your team and meeting the forced distribution. Who will you PIP? Does the person deserve a PIP? Too bad if no because you have to meet the distribution anyway no matter what. Fun to be a supervisor isn’t it?
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Yep. Agree. Toss the NREs under the bus, save some others and let the NREs turn RE PIP soon enough. They've had their day.
@1ost - please improve your reading comprehension skills. "Fail to see problem.." ...get rid of NREs. We agree Duh.
@1pda+1frc0X0x You fail to see the problem with paying people who negatively impact morale and productivity? The two NREs should have been cut years ago and still deserve to be. Tell them to retire or be let go. It’s dead weight. To be clear, we have another NRE who is awesome, in that top group. Not all NREs are bad, just these two specifically are. And the younger guy also should go.
If you’re going to pay people to do nothing, then what’s the incentive to do something? You’re being paid to do a job. If you can’t do that job, then you didn’t earn the money.
My team’s situation was very easy, as are most teams. I’m saying ranking your team is pretty easy, and all teams absolutely have people at the bottom who need to go. Nearly every team I interacted with that was the case.
@1puy - I fail to see the problem in your example. 18 people and two were NRE. Toss them into the NSI slot and you have 10%. Your whole group should have been protected
Honestly before I quit I could have very easily done it for my group. We had 18 people before a few quit at the same time as me, and they would gain productivity cutting 3 people. The top 4 people covered maybe 60% of the work, especially the hard stuff, flawlessly. The rest, except the bottom 3, could cover the rest of the work pretty well (I was part of this “rest”). Occasional bump in the road, but they were small mistakes and learned quick. Those 3 that could have been cut took up everyone’s time by having to be trained, repeatedly taught things, finding busy work for them, slowing down others because of shadowing, making things political for no reason, etc. Two of them escaped being considered for PIP and avoided being fired during the layoffs because they were NRE. Such bu-----t. The other had flirted with PIP every year eligible, I think this year he will get it. He was initially given a bit of leeway for being a young employee, but now it’s obvious he hasn’t progressed really since graduating 4 years ago.
Nearly every team (with a few exceptions) that I interacted with had a few people that you always went to for help, and there were a few people on the team who you knew to avoid. If you can’t identify anyone on your team who really is putting in either substandard effort or just has a different skill set than what’s required or is only working on the low priority work, then maybe it’s you. If you’re a team less than like 6 sure you could all be good. But once you start looking at the large teams, which most teams are, I don’t understand how people can with a straight face say everyone is good. We do not recruit top talent, we don’t train talent well, how on earth do you think everyone is good?
OP, if it’s so hard to be a supervisor, then just don’t be one, instead of complaining here.
Hard to believe anybody wants to be a supervisor unless they explicitly like eating you-know-what and then forcing their subordinates to do the same.
I still remember my slimy former supervisor trying to make us buy, two years ago, that the new ranking is not forced ranking anymore and that five rank groups of 20% each are not quintiles, just because HR said so.
Anyone actually try do it for your group? Not as easy as people pretend it is. No matter what supervisors do someone has to be PIPd and NI.
@pil+1frc0X0x What did you want them to say? At the end of the day I see it like a breakup with a girlfriend. No matter what you say they aren’t going to feel good about it. There isn’t some magic explanation that will make it all better.
@mcg+1frc0X0x DP May have an exception to PIP but you still have to NI 20% correct?
@znb+1frc0X0x No matter how justified a low ranking is people don’t receive it well. Justified in the sense of someone has to be put on PIP due to forced process not in the sense they actually aren’t a good employee.
@wed+1frc0X0x Saying no to an assignment usually ends in being PIPd
When I was moved from top 20 to bottom 20 last year, my supervisor read the script and that was it. You want sympathy? Sorry not sorry.
Unflushable?! I resemble that remark!
Easy Peasy. For a group of 10, PIP the white male boomer, presto got 10% with no risk of discrimination lawsuit as HR will ensure it doesn’t look like age discrimination. If you only had one and PIP’d him last year, go for the next white male, even better if he is less than 39 years old, no chance of discrimination at all and prevent another person from any chance of getting the pension. Add to your EADS for next year the money you saved XOM. Winning!
All the unflushable, retired in place are gone from my team. It’s only us, four, and the supervisor. My guess is, she’s next. She hasn’t done well for a while in terms of self promotion and her job is pretty superfluous.
If things were logical, there should be a consolidation of all these small kingdoms before putting geoscience (or what’s left) in the basement, so it would made sense to PIP all those supervisors that had squeezed by.
But this place never makes sense and UIS continues to be the place where careers come to die anyways, so who knows.
As a Supervisor of Development Planners, my group gets an exception to do 0% PIPs.
Guess another group like SSHE will have to do 16% PIPing to meet The 8% target corp wide.
Just another reason my group is called DP.
All of my team are very good, with varied strong points, very few weaknesses.
None need improvement.
Guess I have to use the EM standard of PIPing the Retirement Eligible.
If that does not get to 8%, I will PIP the ones that have the most restrictions on mobility.
You can do it! Just don't forget that when your employee getting thrown under the bottom bucket bus wants an intelligent explanation, that is the moment you have a choice to either be a total sycophantic a-h0le or a true objective manager. You can repeat the script you were handed and if you do, that employee will hate your f n guts fir life. If you provide a carefully worded objective view on the situation, including an honest assessment of the work performed you will maintain the relationship with your employee, but, now you are exposed to performing your blind obedience to your management. Good luck and F U.
This doesn't sound like a call for empathy for supervisors.
Just natural fact.
EM 'managers' are groomed to a degree, but for the most part have existing narcissistic and sycophantic tendencies prior to hire.
Must let that flower bloom.
Water it with your tears.
This post gets no sympathy. It sounds like you feel bad for yourself, not your employees.
No one held a g-n to your head. You signed up for it and you knew that forced ranking was part of the deal. Prior to 2020 it had been a long while since layoffs but that was always part of the deal in oil and gas. You can just say no to the job and get ranked lower and no RSU like us worker bees.