What kind of heartless people came up with a 5% target for PIP? The entire workforce is traumatized by 2 years of pandemic, dealing with personal/ financial worries on top of clocking in insane amount of overtime to do 3 people’s jobs. I am here because I don’t want to let my team down. But I will not sacrifice my mental health.
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I’ve been with the company for many years and I’ve seen some pretty sh;;ty things done to some hardworking and incredibly sharp individuals, but what has gone on the past few years has been especially jarring. It’s traumatizing to be subjected to their ever changing, asinine performance appraisals, but if you generally give a damn about people, it’s incredibly traumatizing to see what is happening to your fellow co-workers. The talent we are undervaluing and flippantly discarding will bite EM in the a$$ sooner than later.
For every winner there is a loser!
I have seen several losers win in this system. Some absolute shitheads in top quintile protected by senior managers in ranking meetings.
PowerPoint ability valued more than actions that save millions of dollars.
The system is not inherently terrible, but the politics destroys the true value of the system and causes many to give up and leave the company.
The same politics protects id--ts that made huge mistakes and moves them upwards to make huge mistakes.
@geb+1gavs0lS
yes, performance is relative but it’s too simple to say if I don’t like this system then I’m a co---e. Do better. There must be a system to identify the next Presidents, SVPs and VPs by screening for the skills and qualities needed for those particular jobs. But to screen everybody against the standard of ‘are you the next CEO’ and diminish their contribution if they’re skilled in OTHER very valuable parts of the corporation is a disservice. And to the other poster, yes, I’m leaving as a result. The job market is very good out there.
So are our hiring practices that bad that we’ve had a 20-30% staffing reduction including 8% PIPs with an archaic force ranking system.
Performance is relative but…. many managers have been PIP. Are you saying that we have no dead weight at the management level? What’s the PIP % in India, Malaysia and other low costs centers? They don’t have any relative poor performance in these countries. Could it be more about commoditization of jobs and making them portable globally.
The is no transparency or shared sacrifice across the organization and why so many people are packing it up and leaving.
If you don’t like it here, the door is wide open, the market is so hot and your experience will certainly be appreciated elsewhere.
Performance is relative!
It is an arms race, for every winner there will be losers and things don't end up well for them. This is especially true for any capitalist economy, produce or perish. This is not the USSR.
And for winning that arms race, employees get a high compensation compared to other employers, and in return are expected to constantly prove themselves. it is true everywhere, FAANG for instance as well as Tesla which is very cut throat too.
If you ran a business, that is what you will expect of your employees or expect to fall behind. That is how the world works generally.
You will have many many people who do their job perfectly well fall to NI or NSI but for the ego of Dallas who will not undo what they know is wrong and are breaking the culture to pieces. Its not even about the 5%. Its about the end of having a long term place of employment and growth to becoming a short term temp agency where people create work to pad their PDS and tear down non-hipo coworkers who thankfully do exactly what they’re supposed to be doing. Terrible. But please, by all means have a survey.