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?
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Even if you pass the PIP, the goal is to set you up to receive no raises and no promotions for the next 2 to 5 years. Congratulations to management for retaining your skills for the next two years and avoiding any merit raises.
The long term goal is to reduce global salaries from CL-28/-29 work to less than CL-27 work to lower the global salary curves.
Even with great feedback you can be piped. The supervisors and managers are cowards. I was told I had a great year and my accomplishments were great. My supervisor said they would be able to represent me successfully. This was in April and tge ranking was in June. I was told that I was nsi in July and told the supervisor how can it be. She told me there were stronger candidates above me. I think she did not even fight for me as she had other favorites she was promoting. The favorites were her trusted spies. I was never in her inner circle and an outsider. My deficiencies were time management and communication. I passed the pip in 2021 but retired two years later. I never got another raise and my ranking was always needs improvement. So beware what they tell you.
Did you get great feedback from supervisor and feeling like you accomplished a lot this year? You're getting PIP'd. Did you phone it in all year doing the bare minimum? Outstanding with distinction.
@OP indeed. They need to collect evidence to use it against you.
Just had a light bulb moment. I was dropped to NSI a few years ago, with zero forewarning. I've always wondered what the heck happened that I would drop so fast. Sure I had turned 50 that year, but I had always been a solid good to very good employee. Before they rejigged the ranking, I had spent more than 15 years in the top third.
However, earlier that year (March time frame), I got pulled into a discussion with some younger female employees who were distraught over a toxic work environment and misogynistic behavior from their peers. I brought it up to a couple managers and the next thing you know: NSI.
Lesson learned? Don't even elude to the potential of there being anything that remotely resembles a toxic work environment to anyone. Nothing to see here, people. WAEM!
It is funny how toxicity is the new norm at exxon. Leaders are chosen because they can push employees out. I left because of the toxic workplace. The supervisor and all the other team members were against me. Everyone I asked for help ignored me and avoided me. I thought I was the only one but several other of my friends at exxon are experiencing the same treatment. Exxon is using fear against it's employees. They tried with me but I was already rich when I came to this hellosh place. I only made 5 years at exxon before I was nsied and took the pil. If you dont make allies or have protection you are finished. All the allies I had retired and I was left to the new young ones.
They target one person from the very beginning of each cycle. It’s a musical‑chairs game: to save their own, they start collecting “written evidence” against the chosen target. The target is usually excluded from those email chains, so the narrative is built without them even knowing. Sometimes a manager hints that you’re the cycle’s target, but not always.
Documentation doesn’t save you because you’re not the one in power, but it’s your choice whether to keep it or not. HR already knows the story and doesn’t even bother responding to your communications. We have this one principal in our team who spends 90% of his time doing exactly this every cycle, and he also makes sure to sabotage the talented IC so he can protect OWD for himself. Each section has to follow the distribution, more or less, and he plays the game to secure his spot.
You are definitely being setup. Even if you document everything the odds are against you. I went through the same thing and the manager did not even acknowledge the toxic supervisor. Hr was no help as well and took the side of the piper. Make plans and have an exit plan just in case. I went through the same thing and the outcome was bad.
@OP good luck with the PIP
If you believe that your tasks are being scrutinized to put you on a PIP, print out all emails that you send and receive regarding the "perceived" documentation and keep them as a matter of record.
Also, send emails to your program leader(s) and cc: the manager(s) documenting all of your weekly or biweekly accomplishments so that you also have a written paper trail on everything that you were asked to complete and document the date(s) when the task(s) were completed.
Written documentation will go a long way in letting management know that they are going to have to be very diligent about PIP'ing you.
This is a classic keep your friends close but keep your enemies closer. If you see people with masks and fake nice attitude are safe in this corrupt system. In interview they say we love your openness and honesty but be careful that's just for the interview... The amount of lies and dishonesty I've seen here is just remarkable.
We’re all being set up for PIP. You’ve just moved up in the queue.
Something like this happened for my teammate. His manager forced him to put certain names for KOF. Every simple mistake was magnified. Because a senior member of the team who was close to the manager didnt like the guy. Why? Because he brough in new methods and tools to the team. Trust your gut feeling