Run Forest Run.....Everyday I know someone who is leaving HW for more $s and better benifits here in Phoenix. The people who are left are getting burried with the remaining workload and management is turning down the screws and threatening their employment. If you are not looking for a better job then "shame on you".
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Good people can't in good conscience remain managers. The ones who stay in management ... well, you know the score on those ba$tards. Ensures that only unethical, non-empathetic, politicians remain in charge.
If the company says you have to put someone on the elbow that doesn't deserve it, and is a good employee, then how exactly do you justify it? Easy, you have to LIE! If you would lie to save your own skin and screw an innocent person over, then you ARE a Coward. I thought America was the home of the brave?
Newsflash, you don't get severance if your fired resulting from a PIP or WFH noncompliance.
I concur. HR sat in a 'focus group' with about 20 of us managers and flat out denied there was an elbow quota, but every year first pass reviews were kicked back: add more elbows. It also angers me to see these keyboard jockeys call someone a coward for not refusing to do it. In a department of high performers, who do you think would be the next PIP if they don't comply ? So glad to be out, to be at a job where I am treated like a human being, HW is so twisted and awful anymore.
First of all, the demographics at this company are mainly people over 50, so hence why more older employees get put on a PIP. With that said, I was told I had to put someone on a PIP after I submitted the PDS with most employees in block 5. If anyone thinks we are done with layoffs, they are fools. 2017 will be more of the same.
they forced you to lie about your employees? forced? I think you are a coward. I don't hear men speaking here, only slaves. all they can do is fire you, their ONLY weapon.
that's called a constructive discharge. Sue them for it and for defamation and libel, file a complaint with the EEOC for age discrimination.
Shame on you managers that don't have the courage to speak up to HR and voice your opinions when dictated to have 7-10% of your direct reports on PIP's. You are part of the problem and part of the swamp that needs to be drained.
1irj: "...drive down salaries...". That, and to eliminate medical insurance liabilities. Older people rack up more medical expenses in the form of surgeries and such. Gotta get rid of them for sure, regardless of their contributions. Just a sick corporation run by sick, unethical, heartless people.
I can vouch for all of this. Nothing new. There were two of us in our small group that got thrown in the elbow and gee, both of us were sporting grey hair and both of us with Allied-Signal/Honeywell for over 20 years. I got out in 2012. I guess I wasn't smart enough to finagle a severance package -- I just had had my fill and laid myself off -- I retired. I know it's what they wanted. Been away from HON for several years. Couldn't be happier.
My belief is the strategy behind this HON behavior to drive down salaries. .....
I was a manager for several years and we were forced by HR to have 10% in the low/PIP ratings. Very unethical practice, but that is what the 9 block drives. Results weigh less than behaviors.
Been a manager for the past 5 years. I've never been told to do this at HPD time.
I've had PIPs in the team, but they've been worked through during the year and the person has either left or got through it.
All of these post are true, as a former Honeywell site level manager (Aero), I can say that during our yearly MRR review with the supervisors and managers, our site director told them that they have to 5 to 10 percent of their people in the "elbow". It had to do with bonus initiatives he said regardless of performance. Our HR guy sat their like a toad on log and said nothing. I left and they are both still there creating havoc at the site.
I stepped out of management after a couple of years, largely in part because of the pressure to put people on PIP. I had a great team, none of which deserved to be on the elbow or PIP. I steadfastly refused.
I had a chance to move back into a more hands on position so jumped as fast as I could.
1 year later, after 19 years of being in block 1-2 consistently, at age 57, I was put on PIP. Fabricated reasons which I had proof were false. HR basically told me they did not care.
The stories and threats are true.
Sorry
When was this relayed? I've not had that message come to me. Not one of my team or their team members is in the elbow or on a PIP.
"And if you are 5 on the 9 block you CANNOT be promoted" and HR will not let you even interview. I was put in the elbow ( 60 YO and 35+ years working there) so I contacted a manager I worked with a few years prior about an opening she had and she was like oh hell yes put in for an interview. I did and was scheduled for an interview and HR blocked it using the elbow placement as the reason. She was like I don't care what review his current manager gave him he worked with us for about 8 years and was a VG performer. Look at his reviews from me. HR would not listen.That was about 3 years ago so it was E-Z for me to say I'm outta here as there were no packages being offered to anyone. GLAD I DID!
And if you are 5 on the 9 block you CANNOT be promoted.
Even GE has done away with this archaic philosophy
The original posting on this is true, I was put on a PIP after being a Block 2 & 4 for 20 years. I had seen it coming, based on getting crappy feedback from my site leader, so started looking for a new job, found one in three months and left Honeywell singing my favorite Johnny Paycheck song, "Take this job and shove it!"
This is all a throwback to GE's Jack Welch and his disturbingly warped vision of how to run a business into the ground.
I will wear my PIP as a badge of honor. It would be nice to get a backwards L certificate I could hang in my office, I'll be the envy of my department.
It's pathetic how TRUE this is- and yes, older employees are targeted. You can be in block 1-2 for 20 years and all of sudden put on PIP. You can prove the reasons are bogus, but you will be told no one cares. You can jump through all their hoops, hold your head high even though you know you did nothing but give Honeywell your career to deserve PIP. They won't care. And yes, deserving or not, managers must put 7-10% on outer elbow or PIP. Who will it be this time? You? Or a coworker that everyone admires? Or that hard working engineer that is the go-to for your department? I guarantee you, no one is safe.
This company s---s.
And yes, I write this from experience.
This is standard procedure.
Please put me on a PIP, I'll fail then give me my 26 weeks. We're all happy.
And you can bet everyone put on PIPs will be 55 or older....
Already got my exit strategy, get me on PIP, couldn't care less