Please only reply if you are on a PIP. There are plenty of other topics to comment on if you aren’t.
Its the midway point today. Anyone change their mind? What signals are you getting from your supervisor?
I’ve been getting positive feedback and haven’t had any negative comments verbally or in writing. 3 of the 5 tasked I’ve been given are complete and multiple managers have praised my effort.
I’m hoping this is an indication it’s going well and I’m in the track to pass.
@buqn+16Xhfaip - thank you for your insightful post.
Did they lay you off a week after you complete PIP or were you still in your PIP process?
What I understand (at least in US), if you are terminated during the PIP period or at the end of it, there is no severance. You pretty much leave with nothing.
To @buqn+16Xhfaip (PIP at IOL). Thanks for sharing your PIP experience. Great summary. I wish more of the comments on this site were of the same quality as your post, instead some of the the snarky, useless and uninformed comments some people (especially trolls) are making. I hope you find something better outside XOM which makes you happy. Put XOM behind you. I have.
Don't know why all yall have false hope. You WILL be gone end of November. There is zero hope to pass.
Hi Guys,
I got laid of after my PIP (Imperial Oil Canada) with 2 months salary and signing a release form or only 15 days salary if I don't sign a release form. I was a experienced hire 2 years ago.
In my PIP, some terms were:
My last discussion with my supervisor seemed fine, he recognized that they were pleased with my relationship development with the operations.
2 Points were specified
7 days later I was laid off in early September.
Don't really know what happened, no specifics given.
Just info for all you other PIP folks, hope you will have more success. Stay focused and positive, Exxon is not the end all and be all though I did like this organization more than some of the other producers.
I also just heard that another 2 year experienced hire in Calgary within our discipline lost his job too. Maybe relatively new hires were being targeted to reduce layoff expenses. Leaked documents were suggesting that Exxon changed the NSI to 8% in April from 3% to artificially reduce headcount with lower separation costs. There is a business insider article where the policy was being scrutinized.
byit+16Xhfaip. If you want to make it through I hope you do. I do want to point out ( having been a supervisor and am a long term employee). It is NEVER just the supervisors decision. Ever. You should take that comment from you supervisor very skeptically
Almost Oct and I’m still here. No indication from my supervisor that I’m not doing well. She did say it’s looking positive and her last review with HR they said it’s her decision so I’m hopeful I’ve made it through.
Get over yourself.
I would ask them if they belief that executing your PIP perfectly will save your job. If not, ask them to help you upgrade the PIP so that you have a chance.
@1hxb+16Xhfaip If you have the documents, take a photo and upload them and post a link.
I’ve only seen the photos of the screen shots posted here in the past of the age issue and then the original hr document explaining the new process
My opinion is there is probably going to be mixed results. I hope the effort I’m putting in is recognized and they see the value I bring. If not I’ve been working a plan B and will always keep it ready as we go into the next few years.
Look up any sites functional plan on the intranet. The PIP program is the way the company is going to meet its aggressive headcount targets.
Plus, many supervisors and managers on here have publicly stated that there is no passing PIP.
I too am getting positive feedback but so what? I was getting positive feedback while being dumped in the NSI bucket. My supervisor just doesn't have the guts to open an honest discussion - a weakling, a yes-woman like many of those we promote. Everything is hunky-dory, until she goes in the ranking meeting and gets steamrolled and then comes back with the usual "I fought hard for you, but ...". Thankfully my plan B is falling into place. Make sure yours is too.
@1sad+16Xhfaip so where is your proof?
Why didnt you just create a thread that stated you wanted false hope instead?
OP here. Thanks for reading and not keeping this to pip only folks. So far 3 responses from those on a pip. Thank you for your candor.
PIP in '20 is essentially a way to cut costs on giving severance as well as remove employees the company does not deem useful nor want to keep on their teams. I wouldn't hold my breath that there is a way to pass PIP especially since the company is ALSO looking into additional staffing reductions via HW3, TMTS, and the next round of PIP contestants next year.
Exxonmobil so far has not laid off/let go near as many people as competitors have so far. I would wager we will see more aggressive layoffs in the near future to be closer to competitor numbers.
You are in for a rude awakening...
Remember - it's not enough to meet all of your goals and objectives. Now you have to jump out of the NSI group, over the NI group and land in the "Good" group. Not only that, but you have to convince at least 2 levels of managers, Law and HR that you can stay in the "Good" group for 5 years. With the bottom 8-10% being slated for PIP/PIL/Termination another 2-3 times over the next 12-18 months, I don't see how anyone is going to be able to achieve that.
Lastly, the despicable manipulation of the ranking system in this round should remove any faith or trust that you had previously that your future ranking will be based on contribution, accomplishments or technical ability.
Tbh, the documentation exercise isn't going to amount to anything. Nearly all large companies play this PIP game (Tesla, Amazon, Microsoft, etc.). There are nowhere near the lawsuits you would hope from this.
If the pip moves document it in writing print it all out. If they change the game get counsel and change the game on them.
There was a target number each department has to reach to lay off. If you do keep your job, someone else will need to be let go. It is possible, being EM that they over reached their target and can keep some of the PIP employees.
All PIPs will end in termination, don't have any faith nor hope. They will tell you you are doing well and on day 90 they will say, you did good but it was not enough. Bye now, c u later. They are dishonest, ruthless creeps.
I’m still 50/50 whether to keep going or not. I’ve gotten generally good vibes from my sup so far, but he’s been mostly noncommittal. Of course, if another round is just coming in Nov anyway then it doesn’t give me a whole lot of hope even if I did pass PIP.
I was getting positive feedback from my supervisor until last week (good progress, pleased with quality of work and behaviors demonstrated). I'd finished 3 out of 4 of my PIP projects and was meeting all of the behavioral goals.
Then last week, my supervisor started talking about quantity of work and that I haven't been doing enough work (but he hasn't actually given me more projects that I can work on to increase my quantity of work). As expected from all of the warnings posted on other threads, my PIP goals are becoming a moving target that will always be just out of my reach.
Feeling that all PIP'd employees will be gone in November
Commenter probably responded to wrong post. There was a post, now deleted, calling for more d–g screening at EM.
Are you sure you aren't on d–gs now? How is your comment anywhere near relevant to OP's question.
I don't do d–gs, including alcohol or tabacoo, but even I think this is the dumbest suggestion ever. I care a lot about the skills and value a coworker brings to the team, but I care zero about what they do with their personal life outside of work.