Think about this, how many PIPs do you know in the last 12 months that were given to people who were bad performers? Now think about how many made you do a double-take because they made absolutely no sense at all? They're now just using PIPs to get rid of people they want gone, performance is no longer a factor.
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I was driving a rental car when a tractor trailer driver, who was initially behind me and going faster, changed lanes into me and totaled the car. The driver absolutely admitted that it was 100% his fault and that I did what I could to avoid the accident with limited space available to me. I dutifully reported the accident because that was policy.
First response from safety manager: "Why the he-l did you report this? It's going to affect our safety performance objectives!"
Second response: I was sent for a dr-g and alcohol screening where I was forced to strip na--d before giving a ur--e sample.
Third response: An investigation was conducted where it was finally concluded that it was a non-preventable accident on my part. Not for lack of trying on management's part, they really really really tried to find some way to make me responsible.
At JPR time I lost my 2% safety compliance PIP because someone else had an accident and I was the unfortunate victim. My manager seemed very pleased that I was losing that PIP. His reasoning that just being involved in an auto accident, regardless of circumstance, justified the loss of PIP.
@1xha+1ebQZtvJ...
exactly the same sort of process with the lower paid staff in manufacturing this year with the longggg overdue performance related salary increase. A 50% limit of staff entitled to the increase per department was plucked out of thin air with criteria set in place to be met....well over 50% of people met the criteria so further unobtainable targets were added.....eliminating the majority of MFG staff of the massivley underwhelming 2% increase.
When I worked for SLB, I had to 'negotiate' for every 1/2 point. My manager told me that attaining >17% was unattainable 'as per Upper Management' so that you will be 'incentivized to do better next year'. Every year, a painful & cruel process. It was like being a baseball player and hitting .407 with 40 HRs and 135 RBIs, 'well, you struck out too much and we didn't win the World Series so there goes 2%, better luck next year'.
When I left and went to work for an Operator, BO-M easily was awarded 20% based on easily attainable goals. Management didn't conspire to withhold bonus percentages.