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And dfs employees are being thrown under the bus and calibrating to below strong.
This is to fill up the pip quota in order to save Cof employees.
Managers in dfs are new to this process so they can’t adequately defend their employees.
Anyone else having a different experience?
In my experience, not many.
My site is pushing hard on metrics for client facing phone roles in brokerage. They are putting any below the national average on key metrics like CPH on an “unofficial” PIP. So, lots of people getting put on a PIP.
I’m hearing from other site leaders this is a strategy to push reps up or out, documenting everything and focusing more on tenured reps.
Anyone else affected by this or seen this play out before?
We barely have layoffs anymore. Yes, there are PIPs, but if you're good and a high-performer, you have nothing to be worried about. Frankly, I've never felt safer here than I do right now.
I used to think that once I got a job at EM, I could stop looking and just settle in. I don't think that anymore. I've seen too many people blindsided by layoffs or PIPs, people who thought they were safe. Now I keep my resume updated and I browse listings even when I'm not actively searching. You never know when you'll need to move fast, and having a head start makes all the difference.
I am put on a PIP. The second line manager is according to the HR message the evaluator. First line manager is supposed to support.
First line manager creates hard to achieves goals.
The normal thing would be that the second line manager gets his own opinion. However 1st says he is in charge and I have not directly reached out to 2nd line.
How others have experienced it.
DXC is too morally bankrupt to actually do a layoff where they would have to pay severance packages. Instead HR goes around trying to find low performers on the sales team ( which is basically the whole company) and they put them on PIPs. Even if you make the PIP. They then put you on a new one. Constantly moving the goal post. They also lie on the documentation. These people are bottom of the barrel sc-mbags
Why ExxonMobil’s PIP Process Is Controversial
ExxonMobil’s Performance Improvement Plan (PIP) is controversial because it is widely perceived — and in some cases documented — as a performance-based exit mechanism rather than a purely developmental tool.
1. Official stance vs. employee perception
The company publicly says PIPs are meant to help underperforming employees improve and return to full performance Help from HR. However, internal discussions, employee forums, and media reports suggest that many PIPs are effectively “severance offers” for employees in the “Needs Significant Improvement” (NSI) category The Retirement Group+1. This is especially true when Exxon expands the NSI group to reduce headcount without using the word “layoff” Help from HR.
2. Timing and context
PIP-related workforce changes often occur during periods of financial stress or industry downturns, such as after oil price crashes or company losses Help from HR. In those situations, employees interpret PIPs as part of a broader cost-cutting or restructuring effort, not just individual performance issues.
3. Subjectivity and fairness concerns
Employees report that PIPs can be influenced by supervisor bias, peer feedback, and narrative alignment rather than objective performance metrics TheLayoff.com+1. Some describe it as a “tryout” where you must prove yourself quickly, and if you fail, your job is on the line LinkedIn. This creates anxiety and uncertainty, especially when the criteria are not clearly defined in writing LinkedIn.
4. Career impact
Even if you pass a PIP, some former employees say career trajectories can still be negatively affected Reddit. Others leave while on PIP to pursue better opportunities, citing the process as a sign that their role or future at Exxon is uncertain.
5. Pension and benefits considerations
While Exxon offers strong retirement benefits, employees note that pension vesting is long-term (often 40+ months) and 401(k) vesting is shorter (3 years) Reddit. This means the financial security of staying on PIP can be uncertain, adding to the perception that it’s a high-risk period.
In short: The controversy stems from the gap between ExxonMobil’s public description of PIPs as a development tool and the reality for many employees — that they are a performance-based exit route. This perception is reinforced by timing, subjectivity in evaluation, and the career and financial risks involved.
I submitted a few names for KOFS, and my manager emailed me saying he didn’t approve the names I chose and that I needed to replace them with the names he wanted. During the PDS review session, he kept emphasizing the “improvement” sections. Even when six KOFS said I communicated effectively, he focused on the one person who said otherwise. Bottom line: I feel like I’m being targeted for a PIP. I’ve read posts where people mentioned coaching, training, and scorecards, but I’m not clear on how the process actually works. Is it just you and your manager or other people get also involved?
Can someone explain what really happens? Is it just between you and your manager, or do other people get involved in the process as well?
Not many employees can pass Performance Improvement Plan, and they can be out the sooner than employees given a 60 day layoff notice.
Absolutely fascinating data and insights into the gluttonous IBM executive insider trading going back to 1994. Many of the execs are granted tens of thousands of shares of IBM stock and then immediaely sell them for millions of dollars.
https://www.barchart.com/stocks/quotes/IBM/insider-trades?orderBy=amount&orderDir=desc
For example the guy who destroyed IBM when he came in like a king 4-1-93 G Man Gerstner sold $350,000,000 (!) in IBM stock he was awared as grants in just 3 yrs 1998-2001!!!
Perhaps someone much better with data analytics can play with this site and come back and show us to absolute greed these people have done as they cut the IBM US population by 75% +/-. STUNNING!!!!!!!!!!!!!!!!!!!!!!!
Another example IBM Vice Chairman Gary Cohn (typical slimy Wall St guy and invisible at IBM for the last 5 yrs, 25 yrs @ Goldman Sachs) seems to have been given and then quickly sold $66,000,000 of IBM stock in 5 yrs!
And of course our beloved and humble CEO Arvind...please find a chair...he seems to have amassed (ie awarded himself) 658,000 IBM shares...At closing price of $300....that is $197,000,000!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!
Corporate environments today are not the stable, lifelong paths they once claimed to be. So often we see people changing assignments, leaving the company, being put on PIPs, or facing layoffs. Stop repeating corporate talking points “At ExxonMobil, we hire for careers. ”Instead let employees build adaptable skills and navigate change effectively. This brain washing needs to stop
PIP/NSI these obvious choices ASAP:
Your fellow worker who does nothing but attends meetings.
Your colleague who is addicted to International Business Travel and spent most of their time looking for and scheming for their next company paid unwarranted business trip.
Your acquaintance who have schemed to get lucrative ex-pat assignments one after another and only live for that extra cash and perks.
Coworkers who worked the LCS fraud.
Coworker was upset that her boss was escalating an informal warning she received last month to a formal warning. I asked her if that’s a PIP and she said she was told that there are no PIP’s. Is this true? Is she sc--wed? She said her manager told her to meet with her more frequently to discuss anything. She said manager seems to be supportive of legitimately helping and actually wanted her to take over some work from another coworker.
Seems to me that this may be their due diligence to letting her go, but why have her take over more work if they want to let her go?
My manager, who can't stand me for some reason, has been working overtime to find faults with my work, so I'm guessing there's a PIP in my future. In my last company, PIP meant you might as well leave right away. Is it the same here? Should I start looking for something else right away?
As many know bp rolled pips out again last year as a more underhanded way to get rid of employees vs doing restructuring every year. 😂
Unfortunately as many employees feared, there is now mounting multi-employee evidence building that PIPS are being used purely to retaliate for protected whistleblower and medical leave activity.
We have become aware of multiple employees facing the exact same treatment after reporting compliance concerns or taking protected leave.
This is not only highly unethical this is illegal.
A class action lawsuit is forming and we are looking for additional current or prior employees who may want their case to be included.
This seems to be a recurring theme with TR and it’s not a good look… This seems to be especially prevalent among Thomson Reuters employees in Minnesota.
https://www.reddit.com/r/minnesota/s/LMkqKVMUf6
I guess I should start packing my bags?
I mean sure, surface level they su-k. They load you up with impossible metrics to meet, MORE work, and basically make your job impossible. Most half smart people know it's a way for HR to get rid of you... without firing you.
BUT, a PIP is typically at minimum 3 months and sometimes even 6 months. That's 3-6 months of PAYCHECKS, Insurance, etc... Take advantage of that and spend 95% of your time looking for and applying to new jobs on dells dime. The thing with PIP's is that they can be extended so long as their is progress being made. So the key is to work and at least TRY to improve but, don't put too much effort into it also.
A PIP is a fantastic package tbh. Far better than what you'd get if you were laid off. Also, if you do find a new job within the PIP time period, you can quit dell and that PIP doesn't get recorded by HR. It basically never existed. PIP's are recorded ONLY if you pass it, or fail it and are then terminated.
Source: Have been PIP'd before.
OP: @gv+1ks2vwndd
This deserved its own thread.
Meta's problems cant be solved by current leadership. Its time for Priscilla Chan to step down as CEO.
Most of us hold meta stock either directly or indirectly. This stock will go the way of cisco, ebay, yahoo if changes are not made and soon!
Nepotism has largely captured large swath of the company. Performance reviews no longer mater in those orgs. pip's are unheard of especially If you share the same ethnicity as your manager - you are often safer than safe. You enjoy large refreshes, fast easy promotions and high performance ratings. In this org, credit often belongs to someone else that cant speak your mother language.
For those not in the protected class. Wondering why they were let go despite exceeded expectations rating. You know why! Do you joke in the same language at lunch with your metamates ? This probably always felt off. You will never be in their tribe. You will never be one of them. Your manager can put you on pip and not think twice. Because you just don't feel like a team player -- because you can't joke with them at lunch.
Innovation is largely dead at meta. the company has been captured by a protected class due to nepotism of low performers that will never ever be pip'd. They are bleeding the company dry both of treasure and IP to give to mother country. Just simply running out the clock waiting for their green card in hopes the latter comes first.
Literally can’t sleep at night. I joined XOM last March and didnt have the MAC one, so it’s my first ranking experience. From what I’m seeing in posts here and hearing in the office, people seem surprised by being PIPed and say the outcomes are predetermined. Is that actually how it works? Do most people experience the same thing?
I was rated on performance segment (Top/Core/Low) at the last performance review 2/2026 and informed today my manager I was put on a PIP following HR email.
Does a manager choose to put on on a PIP or his/her choice?
Sales is only doing outbound calls with an automated dialer now…. Don’t know where incoming calls are going to…..Just voicemail after voicemail being left to sign up for VHI Lite internet. Are we trying to get a whole team to just quit at one time? Is that how we fix the return to office attitude? Are sales calls now going to the Philippines with horrible customer service? New PIP process will be epic by the end of them month if this is how it’s gonna be from now on. SMH.
You don't have to share personal details that would compromise your identity but after being placed on one myself, and deciding to quit soon after; I always felt it was unwarranted, unexpected, and retaliatory (but not enough to form a fuss over it and pursue any type of action after I left). After dedicating so much time (including lots of overtime and weekends; and going above and beyond with above average annual reviews), I always felt it was never about performance but something else but hard to prove. Hence why PIPs are always the tool for companies to use to get rid of someone.
Anyone else care to share if you feel comfy?
Has anyone else noticed that for the past 2 years we have been making LESS money.
It appears that our we-ponized ranking system is definitely paying dividends.
A few more people in the PIP aught to do it. Let’s go ahead and run off our most experienced personnel and outsource overseas.
To the board…..keep up the great work. Y’all all deserve bonuses.
Inflation-adjusted profits (millions USD, in April 2026 dollars):
• Q1 2026 (ended Mar 31): $4,183 → ~$4,220 (minimal adjustment)
• Q4 2025: $6,501 → ~$6,630
• Q3 2025: $7,548 → ~$7,720
• Q2 2025: $7,082 → ~$7,280
• Q1 2025: $7,713 → ~$7,980
• Q4 2024: $7,610 → ~$7,950
• Q3 2024: $8,610 → ~$9,050
• Q2 2024: $9,240 → ~$9,750
What does the pay package look like if one elects PIL instead of PIP?
If one does PIP and doesn’t pass, what does the pay package look like?
I raised some concerns about my work environment and a toxic leader who isn't even my direct manager. Now I'm noticing that my tasks are being scrutinized more closely, and I'm worried that they might be building a case to put me on a performance improvement plan. How can I tell if that's what's happening?
Corporate Translator: Getting PIP'd
https://www.facebook.com/reel/1684089596264458
In April, my PDS review was great. The meeting went well, and my manager even asked me to join him for lunch. He told me I had a great year. Two weeks later, they had the ranking meeting in May, and after that I noticed he was avoiding me in the aisles, around the kitchen area… everywhere.
For the PA communication meeting, he sent me an email saying he had come down with a cold and would be WFH. Then, on a zoom call, he told me I was in the PIP category and read some HR formalities. I was shocked. And then he said the infamous sentence: “It shouldn’t be a surprise to you…”
After two weeks, I told him I would do the PIP — and how stupid I was not picking up the clues that the real result was my termination, even before writing the PIP document.
Anyway, the whole three months he tried so hard to hide from me and barely communicated. He documented things like “he came at 9 AM and left at 3 PM,” “he was chatting loudly in the neighborhood area disturbing others,” “he worked from home more than 5 days in the last 4 weeks”… such a pity.
I finished every single thing in the document, and I even started some initiative ideas for a project. But I was out by end of 90 days.
I used to believe that if I worked hard and stayed loyal, my manager would protect me. Then I got put on a PIP after my manager promised me I was safe. They don't have your back. They have their own back. Never forget that.
In my experience unless you have someone higher-up actively advocating for you, this is often Cisco's legal way of pushing you out - the goals are usually vague enough that they can later say, u just didn’t meet expectations. Thanks for playing and now fu-k off.
If you genuinely believe it’s nonsense, start saving copies of anything that supports your performance such are emails, annual reviews, awards, praise from mgrs, anything showing you were doing well. once you’re let go, you will lose access to all of it, and things will become hard to find if you decde to challenge it legally. Also, if u end up using unemployment check whether your state offers a training or careerchange program near the end of your benefits. U usually only get to use it once so choose carefully. I used it as a stepping stone into a new career. Larned a lot at Cisco but it was an ugly divorce for me.
Is the Performance Harassment Cycle affectionately known as PIP administered fairly and equitably at XOM?
Is PIP used as a method to legally remove dead wood 🪵 or is employed to stifle, marginalize and sabotage employees that are competent and valuable to the organization?
When (time frame) will PIP manifest itself as declining oil production as has been evidenced recently in onshore assets?
If we do not accept pip?
Is it less than the layoffs from February?
One of my teammates is on one right now, and he knows he’s as good as gone, with nothing to show for it. At least with a layoff, you get severance.
They will refuse to give severance. Will rather just PIP for some lies. Watch out!
Once you're on it, you already know how it ends. I really hope no one is fooling themselves into thinking they can fight it.
Looking for honest input from folks who’ve been through this.
I recently moved into a new individual contributor (IC) role. The onboarding/training has been very limited, and I’m still working to understand expectations and what “good” looks like.
A few complicating factors:
The scope of the role turned out to be significantly broader than expected (wasn’t fully visible upfront).
Deliverables and success criteria are somewhat ambiguous.
My current manager is still getting up to speed on the role as well.
Given that I already passed this year’s ranking and landed above NSI:
How quickly can someone realistically be put on a PIP after moving into a new IC role?
Is there typically a ramp-up period in situations like this, or can it happen fairly quickly if performance isn’t there?
In practice, how much do unclear scope / limited training factor into these decisions?
ExxonMobil’s MLRP is a performance‑ranking system that forces a fixed percentage of employees into the lowest category (“NSI”), often triggering PIP or separation options. It functions as a structured mechanism for performance management but has been widely criticized for effectively enabling layoffs under the guise of evaluation.
What the MLRP System Is
ExxonMobil’s Management and Leadership Review Process (MLRP) is an annual performance‑ranking system that categorizes employees into tiers. A key feature is the mandatory minimum percentage of employees placed into the lowest tier, Needs Significant Improvement (NSI). In 2020, ExxonMobil increased the required NSI share from 3% to 8%, expanding the number of employees exposed to performance‑based consequences.
Employees placed in NSI may be:
Forced to resign,
Placed on a Performance Improvement Plan (PIP), or
Given a Performance Improvement Leave (PIL)—a 3‑month paid separation option with benefits and outplacement services.
How the System Works in Practice
Forced distribution
Managers must rank employees relative to peers, ensuring a fixed percentage fall into NSI. This is not purely performance‑driven; it is quota‑driven. Employees report that even strong performers can be pushed into NSI to meet the quota.
Consequences for NSI employees
According to internal details shared by employees:
All NSI employees are subject to PIP or PIL.
Employees 40+ years old get 21 days to decide between PIP or PIL; those under 40 get 7 days.
All PIP/PIL programs must begin by September 1, with an off‑payroll date of December 1 for PIL.
Why the System Is Controversial
Employees and analysts argue that MLRP functions as a layoff mechanism, especially during downturns, despite ExxonMobil publicly stating it does not use the system to reduce headcount.
Reported concerns include:
Opaque criteria and limited feedback before being ranked low.
Morale damage, as employees feel they must “play the game” rather than focus on meaningful work.
Disproportionate impact on older or higher‑cost employees, aligning with broader cost‑cutting and offshoring strategies.
Summary Table
Aspect What It Means
Purpose Annual performance ranking and talent management
Key Feature Mandatory % of employees placed in NSI (raised to 8%)
Outcomes for NSI PIP, PIL, or forced resignation
Employee Concerns Quota‑driven cuts, morale issues, perceived covert layoffs
Company Position Claims system is for performance improvement, not layoffs
If you want, I can also break down PIP vs. PIL, explain how to navigate the system, or compare MLRP to other oil‑industry ranking systems.