https://www.forbes.com/sites/elanagross/2020/07/24/exxonmobil-reportedly-changed-its-employee-review-process-to-increase-performance-related-job-cuts/
11 replies (most recent on top)
Yes there is a PIP process for CL 29
In a "fair" universe, getting rid of recent hires is the least bad. "Last in - first out".
It would be more honest though to do it not via PIPs, that's just evil !
Do you really believe 8% number they give out? Could be 20 % on younger folks. 2% on managers.
The younger employees are extra incremental hires for the dead future projects. Xom cannot handle the Human Resources well at all.
@urx your argument may be true for older employees but how would you justify the fact that the company is also getting rid of 2 yr employees when they haven’t gotten the opportunity to really see their worth and skills yet. Wasn’t that the whole point of waiting to rank new hires for a couple years in the first place? The only logical explanation to me is they had too many bodies and just needed to do anything they could to get them off the payroll.
They did not change the ranking system “because” of the current economic conditions. They did it to get rid of the “stickiness” of rankings where less than top employees kept being ranked well. They would have had a “performance based” layoff with or without the new system, and personally I’m glad they put it in place so that they could (at least in some cases) get rid of people that deserved it that would be harder to target due to their historical “middle third/top third” ranking.
@qhc why would you invest your 401k in the company you work for? That's enron stupid..
This is what was given to me a few days ago, and I am getting the hell out of there. They were a great company for years, but this is sick.
Is there any sort of PIP process for CL29+?
Wow - succinct summary of the actions, with hints of the system. My 401K not Enron yet, but...
Hah
"employees who need significant improvement are given a plan and opportunities to improve their performance."
Wasn't even given a choice to improve performance. Choices were resign and get 3 months pay or resign without pay. Most other newer employees who were cut got the same two choices. Only people who have been with the company longer are given the third option of a PIP (Performance Improvement Plan) and the chances you'll be deemed "improved" enough to keep your job in that option is slim to none. It's basically a death sentence.