So it sounds like possibly the PIP percent is going to be higher this year. Heard from a few groups they are really scrutinizing people's "development needs". Anyone hear anything?
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@hs December is salary communications. Each cycle is April to April. So many other reasons to leave raise, job outsourcing, upcoming layoffs...
I have seen a number of LinkedIn posts of employees leaving in February 2026 without 15 years of service and less than 55 years old.
Is there a pre-July 2026 PIP cycle in the 1H2026?
@ef Normally you get the PA results in July and PIP kicks of in August and ends in 3 months
So I have till October ?
@c1 After pandemic it has been always more than 5%
I'll bet you demonstrated incredible improvement on your bootlicking skills, right? 😆
3% to 10% according to the PA training in Career Connect
@a2 You act like the system is more than just a way to fire people without calling it a layoff. It isn’t about improving performance. In my decades with the company I have yet to receive any coaching, recurring feedback, or work goal setting and monitoring. This all exists in paper on the process description but I have never seen it actually happen.
NI + NSI = PIP!!!
Implemented with finance execs and others last year. It worked, and will be expanded this year to lower CLs and other groups. PIP % will be more aggressive across the board ~10-15%. It’s getting brutal folks.
PIP has nothing to do with performance enhancement. Why does XOM keeps being so dishonest?
Giving development needs more weight than accomplishments/strengths is nothing new, especially development opportunities you have been coached on and have not changed/improved.
@OP I know EMTECH is trying to bring down headcount. Even if they do not PIP people, they minimize the raises,...They know how to play this game