Would anyone that has been though it like to share what the PIP process is like? Im wondering if it might just be a blessing in disguise, because right now I get dozens of random, vague requests coming from all directions. And it’s always up to me to figure it out. If I do get chosen to be the “lucky one” to go on a PIP, does that mean I will be receiving clear, defined expectations? Will I have one focused agenda and that’s it? Is it confidential or can I openly tell my coworkers to leave me alone so I can focus on my PIP? Will my success, my ability to complete the goal be dependent on others cooperating, or will I be able to work independently on this so-called objective?
Will the supervisor somehow be allowed or prohibited from making the usual vague, random requests, changing the goalposts, and assigning work that depends on a bunch of other people who may or may not cooperate. Just curious how this really works and if anyone can shed some light or give some examples from their experience with PIPs.
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@p3
I’ve seen a couple of cases where people went on medical leave while they were in a PIP, and they ended up failing the PIP. Whether it was retaliation or not really I do not know (depends on the manager), but for anything involving medical leave you should check goto/HR. Look up the section on short‑term disability. My understanding is that the maximum continuous leave depends on your years of service and XOM policy (I think its max 6 months back to back in a year), and sick days you’ve already taken count against your short‑term disability entitlement.
Wishing you the best with your surgery and a smooth recovery.
@k0 sorry one other question. Does going on medical leave cause retaliation. The reason I would go is because I've been putting off surgery until after retirement but with the prospect of being fired one year before RE, I want to use my medical benefits while I still have them. It's not to avoid to PIP task(s).
@OP I wanted to take the PIL. My manger convinced me it's doable and easy to pass for me...At the end of 3 months they had access to all my work documented and kicked me out t. That simple.
@ee can you go on medical leave after the PIP list is provided or at somepoint mid PIP, then come back and still get 90 more days to complete.?
E, E, NSI, E, O progression. My PIP plan considered of taking a 10 min LinkedIn learning. Riveting BTW. I passed. Still p!ssed about it.
@OP Typical fake post. Dead giveaway is using the phrase "blessing in disguise". Been used in many, many posts, probably from the same mom's basement living bro. Haha.
@ee I mean, I’m from HC10 and already told last year that I’d get layoff this year. Not from the US. Would like to ask if my layoff package would be impacted if PIP
@e7 ExxonMobil doesn’t do traditional layoffs. Instead, employees who fall into the NSI category enter the PIP process.
If it’s your first NSI in the last five years, you’re given a choice:
- Go through the PIP, or
- Choose the PIL option, which keeps you technically employed but requires returning all company property. With PIL, you receive three months of salary as severance.
At any point during the PIP, you can switch to the PIL option and receive whatever portion of the PIL payout remains.
There is also a mid‑PIP feedback meeting where they tell you how your PIP is progressing.
this is quite specific, but does anyone know of experiences of people who were laid off and got retrenchment package while they are mid way through PIP? HC10 layoff here, trying to see how to make it out with my package
@ct Accountability only flows downward. The people who set direction, approve hires, define standards, and shape the team do so without consequences. That’s why they make the big money. Their job is to sit in ranking meetings passing judgment on the team, not themselves. It’s a hard job. We should feel sorry for them. I mean, maintaining the narrative all day must take effort. Then again, maybe not.
You're definitely not lucky to get a PIP, you have a target on your back even if you survive the PIP. Your supervisor is the one who should be PIPed, at least for unprofessional communication. Start looking now for a new job and leave the place that does not appreciate your work.
A really good friend of mine, who was also very technically sound, was PIPed. He was shocked because during his PDS review meeting the manager kept saying “excellent job” and giving him kudos. Then in July (PA communication), the manager suddenly switched to being super firm and read the scripted line: “It shouldn’t be a surprise to you…” Apparently that’s the part they have to say (HR protocol) — that you’ve already been told and coached that your performance has been poor — and then they add that “relative to your peers, you didn't perform well." He took the PIL after keeping them in limbo for two weeks.
@cn Are supervisors typically upfront with the PIP victim about their intentions and the real reasons for the low ranking, or are they instructed to just read you an HR-scripted tale, leaving you in tears full of despair and humiliation, then casually wrap up with, “Oh, it looks like I’m late for my next meeting. Please refer to the MLRP documentation if you need anything else. Bye.”
Are people in management ladder (L4,L3,L2,L1) and STP (principal, sr. principal and chief) safe from being PIP? So many people in management doing admin jobs
PIP process can vary.
You are in new group and old group PIPd you. Likely new supervisor will help you pass.
You remain under supervisor that PIPd you. If you were PIPd just to meet false target, supervisor might help you pass.
You remain under supervisor that PIPd you for personal reasons such as intimidated because you know more and are a threat, supervisor will go through motions and fail you no matter what.
Here is the process; “no thanks, I’ll take the PIL. taking my education and experience elsewhere. Ciao.”
@ae this is a really good question. I'm also in that type of role, am in the previously NRE age bracket and could easily see myself bumped in 6 months despite always having been comfortably in the top half of ranking in over 25 years with the company.
@ak LMFAO. You made my year bro!
I put my employee on PIP
When I PIP you PIP we PIP
Pips used to be passable in the past. I remember those who passed it easily and those who failed no matter what they did. Pips have been increasingly more difficult to pass in the past few years. One wonderful vice president said make the pip pass rate less than 10 percent. A pip now means find a new job because exxon doesn't want you. The hipos and favorites will never be piped so they are safe but the rest are sacrificed.
@ae As many people have said, the GoTo/MRPL process is extremely vague. In practice, management can assign tasks that are unrealistic, change the goals mid‑stream, or bring in other “experts” to evaluate your work. You also need to understand that HR is aligned with management throughout this process — so it becomes you against HR, management, and any colleagues they involve.
Believe me, you do not want to go through this. Even if you somehow make it through, you’re essentially marked as PIP material going forward.
How hard or how easy it is will depend on whether or not your supervisor/manager wants to keep you. If they want to keep you, as long as you put in a decent effort, you’ll be fine. If they want to get rid of you, expect that the bar will be arbitrarily high.
Either way, don’t expect to more clarity on what you should be doing or protected time to focus on passing the PIP. If your work currently depends on others, your work during the PIP will also depend on others.
@a3 I haven’t worked in operations, it is mostly been in roles where the work is inherently ambiguous and requires coordination across multiple teams.
That’s exactly why I’m asking. In practice, a lot of the work is subjective and depends on influencing others or navigating loosely defined objectives. So when I read MLRP descriptions about “defined plans,” “clear expectations,” and “measurable goals,” it sounds very concrete, almost straightforward. Hence my question is: does it actually work that way in reality?
Are the goals truly specific and within the individual’s control, or do they still involve broader, more abstract expectations with multiple dependencies?
goto/mlrp
they want you gone
they are creating a paper trail to fire you without a lawsuit
and perhaps severance pay
https://www.thelayoff.com/t/1kjrv6zke
https://www.thelayoff.com/t/1wcvUrbK,
There are many discussions on this topic across TheLayoff (for example, links above). People often mention that employees are technically not allowed to disclose their ranking, but people talk. But be careful if your manager is documenting everything against you, they will also document that.
From what I've heard/seen in my 26 years with company, the outcome of a PIP is often predetermined. I’ve seen cases where people completed 110% of the tasks in their PIP and were still terminated. I’ve also seen the opposite: people who never received a formal PIP document, continued their normal 1:1s, and then suddenly received an email from HR saying they had “passed.”
In the same team and the same time I have seen the manager making PIP process he-l for one employee and treated the other one on PIP as golden child and even nominating them for a reward.
If those are your challenges, I don't think a PIP if your friend, even if mgmt says the PIP is designed to help you. What you describe above are normal challenges in corporate roles. Did you happen to come from an operations background where you were more used to very clearly defined tasks?