If you’ve been PIPed after years of being in the middle and/or upper third, what are the reasons stated for your PIP?
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No reasons given. The company line is that it is based on a single year’s performance. Knew this was coming when they removed the 19 point RGP cap in April (after the ranking cycle was completed btw). Amazing that so many “poor performers” were older and/or highly paid employees that somehow were deemed keepers (and in many cases highly ranked) for so many years and all of a sudden, they were scum. Oh, and the comment about needing a sponsor? Now, more than ever, otherwise, supervisors are getting points for chopping heads, and likely saving their jobs based more on that than any other merits.
Yeah, America #1 ... there’s so many Benjamin’s flowing in right now. Hey look, we’re on a lay-off site! QAnon 2020!
I am wondering if, in addition to the historically low performers, the people who challenge management’s bad decisions are the ones who are being PIPed. Anecdotal evidence would suggest this to be the case
As long as the Benjamins are flowing in, he is doing a great job. Got my vote of approval!
My responsibilities included a myriad of tasks that had to be performed each month in addition to researching questions and concerns by coworkers. Most tasks did not have a specific due date, just needed to be completed before month-end. My sup decided to set due dates for each task, even though he was new and did not understand how my days could be tied up with researching issues. Since my focus was on providing premier customer (fellow employees) service, I began missing some of his arbitrary deadlines. Sup believed his unnecessary deadlines were more important than assisting members of our own team. As a result, my performance was deemed to be poor. I was also accused of sending “angry” emails because I chose to use capital letters to emphasize critical information. It was all very petty. When he told me I wasn’t adding any value to the company, even after assuming additional work to clean up a UIA comment so it wouldn’t become an audit issue, I gave a short notice and left with my head held high. Best decision ever!
I wonder how can someone move up in many positions in few yrs? what the heck did the person learn or did the person even gain any experience on the positions. I totally agree with the sponsor thing. every company has that kind of stuff but Exxonmobil is extremely radical on that matter.
They were c-ap to begin with? Resulting in all the bad decisions that led us to the situation today? But I reckoned we are too late in the game to change.. only strategy is double down and continue to hope that Trump will bill us out
high performer = have 'sponsor' ; no 'sponsor' = low performer, no matter what you do.
They are assessing current year performance; Not past year performance. Former high performers need to have consistent high performance. No more Halo's. Supervisors cannot use examples of performance from prior periods. Halo's tended to hurt people who were actually improving from rising up the ranking. "if you are standing still, you are falling behind" If someone with less pay and lower CL can do your job, you do not deserve the ranking or the CL or the salary.
Skills are not as transferable to other positions as others they are downsizing headcount everywhere.
With the high over lately with management, your previous sponsor doesn’t have the pull on your career that they used to.
Probably they think you are too expensive and someone cheaper can do your job , which is not true in most cases