I don't know of one person who was put on PIP who didn't deserve it in some way. I doubt that my team and department are the exceptions in the company. Most likely, people who are put on PIP are hiding the reasons and pretending it's this big conspiracy to get rid of them. Frankly, I'm not worried about being PIPed in the least.
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Every Executive that endorsed the hiring binge of 2018-2019 should have been PIP’d including DW.
Instead, those Execs awarded millions for the staff ramp up idea, then awarded millions for the plan to we-ponize PIP then awarded millions for executing the Lay Off.
Amazing company that rewards people for a terrible idea then rewards same people for efforts to remedy their own bad idea.
I get it. Some have grown complacent and let things slide. Hence the PIP. Others, no explanation given. Former wonderboy. Well liked. Not into politics-just good, exciting projects. Reach a high level, nothing interesting given-project wise, plus Covid weirdness. Then bam-off you go. Dizzying.
OP, you are totally right about one thing. As a manager and first-class corporate boot li_cker, you have absolutely no reason to worry about being PIPed. Sponsored parasites are exempt by definition.
23 years. Let go. CL 29.
I have seen a DH personally target 2 people that he did not like and have them PIP’d. No relation to their performance, just he personally hated them.
One was so good that the Project immediately brought him back contract through the EPC company.
Many times people get PIP’d based on personal vendettas unrelated to performance.
EM prides itself on integrity but allows Managers and Executives to manipulate the ranking based on factors unrelated to performance.
DWW should have been PIP’d but was instead given additional stock for cutting heads after over hiring in the first place. Yes there are ppl here that should be PIP’d. The majority of the ppl I know that were PIP’d should not have been.
Are you serious man!!!
Really!!
I have lost my words!!!!
There you are again!
The EM defender. The EM warrior.
This guy always finds something positive to say about EM and something dismissive to say about those who express any struggle, dissent, disagreement, or frustration about how things are going in EM.
In every post there's the Annandale guy, and there is this guy, the EM crusader.
I came to love the Annandale guy, who can't empathize with his frustration, who is probably amplified by the smaller size and less business impact of that unit.
Now, this dude, the EM defender, crusader, warrior, I just don't know what to make of him. Does he get a kick out of dismissing everyone? Does he enjoys getting dozen of downvotes in his provocations? Does he work for HR or Government and Public affairs? Has he been so badly brainwashed that he actually believes what he's saying?
Anyways, let's just ignore this brownie and move on.
OP -
I know of two people who were PIPd around 2007-2008. They both definitely needed help. I had over a decade with the company at the time and it was the first time that 2 people didn't pass the PIP (that I knew of). Before that and years after I did not hear anymore about PIP.
Flash forward to summer of 2020 and it was DOZENS of people that I knew that were PIPd. DOZENS and I had worked with them for years. Only 1 maybe 2 out of that group should have been PIPd before 2020. The rest were really smart, hard working people. So NO - I don't think it is an exaggeration.
I do think that karma will give you a kick on the ar-e when you least expect it. Most of us have encountered that boss that you just don't jive with and no matter what you do, nothing can save you in rankings. Or, maybe a colleague smarter than you that doesn't like your attitude and they decide to teach you a lesson. I've seen that before. Just give it time... I actually think your post sounds like a troll talking.
@OP, the fact that you said “some” is tacit acknowledgment that the core issue is real for some others (perhaps most?).
The fact is that the company has we-ponized PIP process to reduce labor costs and fire employees who are performing well in their jobs. Many of whom were long-serving loyal employees who should have been treated with fairness and respect.
@OP you are nothing but a shill (AKA sponsored Beeyatch) with zero credibility.
Hey @OP+1iWtFtU3 - you must be a paid corporate spammer. The reason behind the current ranking and pip process is SOLELY to eliminate employees cheaply. If the staffing reductions were considered "layoffs" - the termination benefits would be better due to legal requirements. Instead the CEO realized he could play the existing PIP process as "business as usual" and claim all the reductions are due to poor performance. This is well documented. Except of course it's not business as usual - the PIP process was never used this aggressively and over this many rank cycles. Very good people are being fired all so the CEO can get his big stock grants. Would love to see some legal action on this.
You must work in a bubble then. Mandatory buckets imply there will be people who don’t deserve it but will get it because HR said they needed 5%
Is the OP an XOM employee or are they in some XOM island that is shielded from what goes on elsewhere in the company?
I have seen many people Pipped or encouraged to retire so that buckets were filled. We ran off people that we couldn’t afford to lose and then hired replacements that weren’t as qualified as the person that was pipped.
You must not know many other people.
The tacit assumption by HR for now is that all PIP and attrition are good and the skill assessments and gaps can always be rectified later. Just get it done and we'll worry about morale later.
I was PIP’d because I hit 55. 20 years of hard work and loyalty and high ranking till I hit 50. OP - you know better.
I know one very respected SME PIP’d and 2 absolutely great employees PIP’d.
One of those employees was brought back contract as soon as possible because he was so good.
One of them got a great job at another company and poached many other good EM employees!
OP, Your comment reminds me of a conversation I had with a VP when he couldn’t understand how the ranking system de-incentivizes collaboration and innovation. He said he has never heard of anyone holding back ideas or worried about speaking up and possibly “failing” with an untested idea.
I asked him if he had ever been ranked anywhere but at the very top. He said he hadn’t. I then said, “With all due respect, as a VP and having never been in anything but the very top, how could you know if people are holding back or how it feels to be in the other 90%? They are operating in a very different environment than you”
I also mentioned that it’s impossible to know the full effect of the ranking system on employees or how much our company has lost due to the stifling of their own employees. If only we could apply KPIs to this and measure this in lost $
Studies have shown it stifles creativity, innovation, and collaboration, but that fact never seems to matter to higher management. Through the years this indifference has cost us dearly - especially the last few years.
Yes, the problem is back to the need to reduce headcount. Another way to look at it is that most people PIPed were already on the HR sh!t list, even if their local work content was good. No win situation
The last few assessments I’ve been on… we’ve pip’d a total of probably 20… and only 1 was one we actually wanted to.
The other were hugely demoralized and missed decent pay raises due to a stupid system.
Haha good one . I don't believe you are actually the d bag you are pretending to be