Any truth to this?
28 replies (most recent on top)
8%? It's more like 80%!
Management have been studying and planning to shift resources to low cost centers for a few years. I bet the revamp of the assessment process was done to facilitate their plan. Just like PIPs are good for us, the ability to make big swings from year to year allows them to crater retirement eligible people who were previously strong performers. Same for anyone in a role they want to offshore. I know a few NRE employees that experienced big performance assessment drops in 2020 (top third to good or needs improvement) and they fear they will be forced to retire at 55 with zero severance. Even as a mid-to-late career employee like myself, I constantly worry about being let go. The layoff already eliminated our NI and most of the Good. Will 2020’s Very Good performers now be NI, just because they weren’t given any meaningful work or were moved from job to job as people left? People were just starting to feel safe again, but now the angst is back. It’s been a struggle for most to continue showing up for work each day, much less performing at our potential. If management really wanted to save this company, they should not have any NSI this year and just let people heal. Plenty of folks my age and younger are going to leave as soon as the market picks up anyway. You can bet I am looking.
The only truth is Jesus yo
ID: @1zmd+1a0srFgK
Thanks for the response!
@nfs+1a0srFgK
One was on me. They kicked their feet up all year, and made mistake after mistake. The second one gets interesting. They transferred into my group, and got thrown under the bus by their old group. I’m surprised that one hasn’t sued the company. Lesson learned on that one, don’t transfer to another group where the timeline allows for your prior organization to feed you to the sharks.
For perspective, consider the groups hit hard by layoffs such as Global Projects and HR.
For example, the HR VP whacked about 43% of U.S. HR employees through NSI (8%) and layoffs (35%) in 2020. Assuming relative performance ratings weighed heavily in those lay off decisions, roughly all the 2020 Goods/NI/NSIs and about half of the Very Goods in HR are now gone.
This means the 2021 NI/NSI buckets will be filled by the remaining Very Goods from 2020 and many rated Excellent last year.
Outsourcing of work to lower cost countries continues and the U.S. workforce reductions (at minimum, via NSI) will continue.
I find it funny they’re actually spending time this year providing us with the numbers on PIP, especially after last year it was so securely hidden till later.
Where was this survey they kept citing? I definitely don't remember a survey.
Yes, take a look at the HR site under assessments it’s all there, 8% MLRP although it mentions exceptions. Clearly upper management still want the cheaper option to take out another layer of staff to contribute to the structural savings. Remember DW promised Wall Street another $3B of savings
Why did you put people under PIP to begin with? Was that decision made above your pay grade?
Every statistic shown in that video was a multiple of 10. Some very significant rounding to tell their version of the story has to have happened.
I think the vast majority of people who passed PIP did not make it past the involuntary. Do we really think an appreciable amount of those people are still around? To me, the vast majority of people this round will be prior NI and Good
Do NOT believe anything that comes out of the HR VP, TGs mouth or any of the HR Advisors. They are liars and lieing to people while disguising layoffs by PIP'ing and firing good employees. TG is liar and untrustworthy. She follows DWs orders, and HR employees follows her orders and that unquestionably. Pathetic and lame leadership, a sh– show basically.
Don’t forget, back to back NSI means no PIP option. I expect they will rely heavily on that.
Of course the pass rate was that high. It’s because people like me passed their PIPs purposefully because the layoff was coming. Why should I be the bad guy for their c-appy relative system? That being said, my PIP’s did some serious work for 3 months. I guess Exxon got what they wanted in the end.
Great comments. No one should believe the revisionist history and propaganda. They think we are gullible pawns. HR people are not that bright so don’t sink to their level.
The truth:
Those labeled NSI in 2020 either took the PIL and left (largest group), “failed” the PIP and was fired, passed the PIP and then was laid off, or survived the PIP and layoffs (smallest group).
None of the few 2020 NSI survivors should feel warm and fuzzy about their job security in the near term. They will be on the chopping block this summer.
@pjl. What an awesome response. I tend to agree with your post. What is the feeling on NRE employees. They seem to be sitting better than RE people. I’ve been told those within 3 years of RE (NRE) are more protected than an RE, again, fear of lawsuits. Thoughts?
I’m sure there are many ways to manipulate the numbers so it would look like 90% passed the PIP, which is meant to suggest that it wasn’t a thinly veiled layoff without severance package. The key target of the whole process are Retirement Eligible employees, who are expensive and can’t be layed off for fear of lawsuits. If an RE is put in the NSI, takes the PIP and fails to pass, if that means fired for cause with pension loss obviously none would enter the PSI and would retire instead. Even if failing the PIP does not mean forfeiting the pension for an RE, what’s the point of working like crazy and stressing for three months when the writing is obviously on the wall ? Either way, REs who are put in NSI most likely will not go for the PIP so they will not count in HR’s statistics of passed/fail.
As other people have already stated on this site, EM never before used the MLRP to target highly experienced people. The number used to be about 3%/year and the target were employees with less than 5-8 years service who were considered not to be “a good fit for the company”, whatever hat means. These new, oversized PIPs are something very different, targeting people payed at higher levels. Of course, they can’t target exclusively REs, that would be immediately flagged, so they keep the proportion at about 30%, to have plausible deniability for age discrimination.
What percentage took PIL vs PIP last year? If 90% really passed, very few must have taken PIP.
This is going down as one of HR’s greatest hits ever. If you didn’t know, there’s a video telling us that everything we have seen and experienced during the MLRP last summer, as well as what we will see and experience this summer, is just our imagination. The “reality” is that the whole oversized PIP in 2020 had nothing to do with personnel reduction; it was just a process beneficial to the employees, meant to make us stronger and more performant, and 90% of those affected passed the PIP ! The fact that this oversized PIP occurred in a catastrophic year for the company, when we also had the first massive layoff in 28 years is just a irrelevant coincidence ! All the problems that the company is confronted with stem from inadequate performance of the rank and file, and the management took advantage of an otherwise uneventful year to run this energizing exercise !
Forget about your colleagues and friends who just “disappeared” from the radar or were forced to retire early last year; they were just an illusion. And when you will end up without a job in the fall, know that it’s either a mirage or because you didn’t want to be brave, take the PIP and be one of the guaranteed 90% “winners” who got fortified and refreshed by this wonderful exercise put together by our daring leaders.
The Soviets were just pathetic amateurs; here’s the real thing.
Possible but unlikely
Unless there are credible rumors of another involuntary after the PIP season, if you are selected for PIP, take the PIL. This process is designed to weed people out, not keep you. Don't go through the pain of trying to get past it when your performance was good in the first place. Take the 3 months to find a new job, as this company no longer values what you bring!
If true, that means another 1200 employees U.S. kicked to the curb.
A “Good” employee in 2020 is called horse p...p in 2021 and terminated.
Just think what joys await in 2022!!!! Winning!!!
The "few exceptions" will undoubtedly include the offshore business centers. Definitely no PIPing going on there.
Loved the spin they put in that video on PIP being a process to benefit you, as an employee. That's right, a PIP.... classically known to be the most stressful 3 months of your entire career. Don't worry folks, 90% passed last year! And then what % went on to get laid off a month later?
Yep. There’s a link to the propaganda video about it on the intranet main page
There’s “few exceptions” though. Don’t hold your breath for them.
Yes. Completely true. May the odds be ever in your favor.