Can anyone explain why employees are still being required to complete their PDS even though they’re already being laid off in 2026? HR is saying it’s mandatory if an employee doesn’t yet have an official termination date. Honestly, what’s the point of going through this process when performance results won’t matter anymore—unless IOL just wants to rank these employees at the bottom to boost the ratings of those who are staying.
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@m6
That what the system was designed to do, push certain portion of employees down a d out replacing it with a next batch.
I remember one of the CEOs I believe it was Raymond had said tbat managing personnel is similar to the distillation process, you inject fuel and some rise to the top and other drop to the bottom and out. And he followed the same policy vis a vis employees, some people are removed and new people are injected into the personnel list.
As for the employees, Imperial or ExxonMobil are just one of tbe corporations out there. If they think Imperial/ExxonMobil are not a good fit, they can always look for job opportunities in other sectors or places. ExxonMobil doesn't owe them a job and they don't owe loyalty to ExxonMobil/ Imperial.
As it happens, the oil prices have risen and it is a good to look for other job opportunities, your life shouldn't be tied to ExxonMobil/ Imperial whims.
@12b as someone who recently left, I can assure you that the performance review systems elsewhere typically aren't nearly as bad. Typically more of a bell curve rather than the forced even distribution at IOL that pushes many people into lower categories. No arbitrary PIP %. Base salaries might be similar or lower, but much better variable comp. If you have >5 years before retirement, you can build up a good replacement for a pension by investing those bonuses.
@12b it's called quiet quitting and most people in Imperial have regulated themselves to it. The ones who have always been sh---y at their job were doing it without knowing lol.
@12b But think about all the great opportunities you’re leaving on the table. The comp might be 10-15% lower today, but you will catch up and exceed your Esso pay in < 5 years. Variable compensation (bonuses/RSUs) tends to be better at competitors, so you actually profit from it if you (and the company) are performing well.
Also, some hard questions to ask yourself: - if you’re < 45 years old, do you really see yourself making it to 55 unscathed by the ranking system? If so, what kind of raises can you expect relative to the market?
- commuted value of your pension goes down as interest rates go up. With an inflationary environment upon us, and the BoC potentially raising rates next year, how would that impact your lump sum if you left today vs. a year or two from now.
@12b screenshotting this as my daily affirmation
@12b bang on!
@103 I’m choosing to stay for now because I’ve had many job offers and they all have a smaller compensation package, plus we still get a pension (for now).
I realize that ESSO is now no different than Shell, Suncor or any other O&G major where we can expect regular re-orgs, downsizing, cuts in benefits…. Etc and they all have some version of performance reviews also. So… why would I leave and forfeit pension to have the same experience elsewhere? The days of company loyalty and valuing long-term employees are over. So I might as well take IOL for every dollar it’s worth and maximize my income and pension while I can until I get the boot or a better offer.
Given everything that's going on and more cuts and degradation of quality going forward - those who are choosing to stay, my question is why?? What is your justification?
Some folks feel like they’re immune. Their time will come. And that time may come at the most inconvenient time.
I’ve been preparing for my expiration date since 2020 when I saw a bunch of my colleagues (great employees) let go because the company felt their positions can be offshored. Then every year I’ve seen other colleagues (the ones that tow) get PIPed.
For anyone that chooses to stay, it's gonna continue to get worse. Fewer leadership roles and advancement opportunities in Canada, less visibility, plus the exodus of the previous PIP candidates. Prepare to see your ratings continue to drop.
That required 5-8%nsi will be there next year and all those folks that volunteered to stay because they thought they had a future will be fighting each other for survival.
Pity the ones left behind next year in this brutal system…. But they have choices. This inhumanity only survives because people keep making choices to put up with it because of their own near term benefit. Ultimately a lack of personal integrity which will catch up with many of them in the end. They too will eventually learn they simply do not matter when it’s convenient to the company to liquidate them, no matter how much value they’ve generated.
Think of the employees who are staying. Is it fair to them to be pushed down to the bottom if the employees getting terminated are removed? This change impacted everyone. It's understandable you're frustrated. But next year those employees are going to be f*cked.
Bet they’re going to rank those that are being terminated this year high and force all those that stay to lower levels. Why you might ask…to reduce costs. Don’t have to give raises to high ranked people that are let go in 2026 and then those that stay and ranked lower will get low raises. Ideally put more of those that stay into the NI bucket so it’s easier to terminate them when it happens again in the next 5 years.
From what I have seen the severance from being pip'ed out is the same as for a layoff. Do the minimum and just don't do anything to get fired with cause.
Just do the process and put in minimal effort.
This is just dishonest but we are getting used to the dishonesty and lack of integrity. Doing this will burn especially when Inperial need contractors to come back but won’t be allow because they have unfairly NSI/ Nid them and HR won’t allow non regretted staff to come back as contractors.
Fact: IOL is tanking the ratings of soon‑to‑be ex‑employees to make the remaining employees look better. It’s just more games designed to make people feel degraded - laid off and labeled as poor performers at the same time. Hunger games, indeed!
Yeah, they just need more names to fill out the quota for NI and NSI ratings.