Thread regarding Honeywell International Inc. layoffs

Your employer cannot say more than your beginning and end dates of employment and your last title. Honeywell managers are not supposed to comment other than that. You can hire a firm to do an anonymous check of reference but usually the manager doesn’t say much.

Bring out on a pip is not a good sign so I would start looking while trying to fulfill whatever plans or requirements are needed.

If they pip you and you don’t fulfill it, they can fire you with no severance and that may be their goal. Other times, managers need to make a quota of pips and try to spread it around the department.

I do know of people who worked their way off a pip and stayed for a while until they found something else or were riffed for another reason, but it fundamentally crushes your soul. And you can’t opt out to another Hon job for at least a year after your pip.

Sad that work life has become a Hinger Games/Battle Royale against each other when we are trying to supposedly build teams.

Are you older? Make sure you document, document document. Might need it some day

What happens when future employers call HR for reference if you left a PIP behind? Like quitting or getting fired or laid off while on a PIP? Do they just verify dates of employment? Or do they say “terminated for cause” or…??? Anyone know?

I've been a 3-block PIP

It’s Honeywell’s way of screwing you! They expect for you to get down on your knees and like it too.

PIP, PIP Hurrah

It's a horrible, cruel and very foolish system. Who would want to be a manager in such a system? Who would want to be an employee in such a system? Other than forcing employees and managers to dance to the sadistic CEO's whims what does it really accomplish? It is like management is waging a continual war on the people who it depends on to get the work done. Show me anywhere else in the world where this goes on. I had enough and quit / retired years ago. My advice is to do the same ASAP.

@3opq+17bj8Q3U I have been pipped twice over the past 10 years because it was "my turn". My boss actually said that once. It was "my turn" for a raise pass and to pass required a pip. Both times I was block 5 and the supposed reasons for the pips were trivial. I can't say what they were because it would confirm my identity but if I could you would roll your eyes. That's just what Honeywell does.

Mandatory pip and 9 block bottom elbow are without merit and are poor leadership practices. If you're always piping 10%, your company is forever containing bad workers. Not a good sign for a company that "great".

Having been on a PIP and survived can say there is a lot of truth in the comments. 40 pct of personnel PIPed leave the company. Best advice is work through the PIP, but ensure it is understood what the PIP is saying that was below standard. Hard numbers like sales quotas or a measured output are straightforward, Soft goals like improve customer relations, more difficult to capture. The real purpose is to enable the SMART rule that HR applies, Specific, Measurable, Achievable, Relevant and Timely. Not only clearly document this relationship to the goals missed on the PIP. You should also be given the goal of meeting this PIP. This will come in handy if removed from the job, as you could then not only with attorney help show the SMART relationship, but subpoena the HPDs of the personnel that are in your manager's control. Quite lucrative outcome I might add.

I was put on a PIP at Honeywell and worked to improve. But it was a way for Honeywell to lay-off without an issue. They only offer 2 weeks severance for each year of service (not a great severance package)

Unemployment is Arizona is dependent on performance. Go to the Grand Canyon Institute and read the rules on the unemployment PPT. I have a friend who worked at an aero supplier
Received a PIP, then RIF. He did not receive unemployment. Did you sign the PIP? Were the corrective actions correct? You need to document and send to one level up management and your HR rep. Do not sign anything. if you are RIFFED in these circumstances, you would most likely NOT receive any pandemic money in AZ. At this point though, there is no pandemic money coming. After all, we are all hounding the 33 open requisitions at Axon according to Ducey(he stated that they were hiring). No offense to Axon:) Good company!

Ex phoenix manager here.

• If they want to fire you (no severance) for bad performance, it always starts with a PIP to get the paper trail.

• If you think someone is competent for the job, but has a behavior issue, you give them a PIP in the hope it straightened them out.

• HR demands differentiation that follows a bell curve on 9 block ratings. You are always rated relative to your peers. So 10-20% are always in a PIP block. Some managers simply cycle block 5 employees into the PIP blocks to spread the pain. Others, like myself, used it to help normalize salary differences between block 5 employees.

• If there is a planned layoff, people on PIPs are often (but not always) targeted. So timing can matter. But you typically get severance. But if you are on a single point failure list, you can survive a layoff.

If you have a decent manager, ask him if you will receive severance. Also, ask him if HR and his manager OK'd it.

pip means they have already targeted you to be removed, they just need to do it in a way to show they did their due dilligence.

You can recover from a PIP. But Band 4 employees who get PIPed get passed over for a raise in the next performance review cycle, and don't get MIP. Thus, a PIP hurts financially. Since management clawed back the raises for 2020, part of the PIP punishment may have reduced sting.

As far as I’ve heard, you get the same exit as getting RIFd.

I would use the period to get your resume together, finding a job and getting a raise at the new company.

It stays on your record and basically k–ls your progress at Honeywell. Might as well get out.

Flip that PIP!

A guy I worked with walked out when he was put on a PIP. If he stayed around for about 2 months he would have been rif'd and got 26 weeks severance. A PIP is not cause for termination. Don't freak over a PIP. It's no big deal. As said below, it's just your boss meeting a requirement. It's not personal.

First, don't be ashamed. Even dedicated worker bees like me get PIP'd. Twice actually. Not proud of it, but realize it's part of the outdated block system, as stated in someone else's previous response. Both PIPs had reasonable gates to pass through. My second one included initiating a large project which is projected to save the company over $2 million in 5 years. My direct manager was happy with my efforts when the PIP finally expired. However, I was the first one to get RIF'd in the first COVID RIF cycle. I believe my name was at the top of the list, regardless of my PIP results. Don't get fired for cause if you want any future severance and/or unemployment income.

Severence for pip.
If just cause for termination is established then you get no warning and no severence.
If the documentation is not perfect they will buy you with a hold harmless agreement in return for severence.
They do not issue severence out of goodwill.

S— it up and resolve the problem. Meanwhile interview because you are officially bottom of the list for what ever reason.

PIPs are used to eatblish a paper trail as stated above but, it all depends on your manager, they can use it to help you improve your performance or they can use it to get rid of you. I have seen people go through a PIP and not get fired and I have seen it be used to get rid of people.

Your supervisor or manager is required to distribute people in the 9 block as per the specified bell curve. Some lower performers must be put on a PIP. It is not for some lesson or training for you to improve. It is because the supervisor or manager has to check that box. I was put on a PIP from the 4 block and never did anything about it. Some time later i got an email from my manager that stated that I had fulfilled the requirements and I was finished with the PIP. Meanwhile there was a 7.5% RIF at my site. I was not riffed. A year later there was another RIF. I volunteered and was rejected. Others I know were riffed while on a PIP and got the full package. Never have I heard of anyone on a PIP being terminated without severance.

Amazing after all of the RIFs that have happened over the last year(s), there are still performance issues? You would think these would all be done in much for efficient manner and get them done at once, but then again your would not have anything to cut in future Quarters to make the YOY savings, LOL!

Pretty clear the PIPs being generated now are as prior posters have indicated, to set up a paper trail to avoid a discrimination charge.

Completing a PIP successfully is not a guarantee of being excluded for a RIF. In fact it will hang over your head for all future RIFs, I know from experience of being a manager and needing extreme justification of past PIPs in dealing with RIF candidates. As well as watching three friends of mine who magically one day went from Blk 1,2,&4 performance to PIP, to successful completion of PIP, to RIF. there is no pass-Go collect $200.

Good Luck!

so just to confirm if you are on a PIP and do not meet those requirements and let go will you receive severance?

The purpose of a PIP it to fire you; they're not interested in you "getting back on track". At the end of the pip you're out the same day.

Agreed. PIPs exist to provide a paper trail to justify firing you (especially if they're worried about a discrimination lawsuit). Your performance is a moot point at this stage.

A pip is basically a GTFO card. Once you're in the pip the clock is ticking and you should look for a better job. Don't wait to be booted out.

Used to be in leadership and left in June. You will get a severance package regardless if you comply or not comply with the requirements of the PIP. Good luck to you!

Used to be in leadership and left in June. You will get a severance package regardless if you comply or not comply with the requirements of the PIP. Good luck to you!

You will need to do proceed to abide by the guidelines of the PIP to bring your performance back to standard. If you fail to meet the requirements in the PIP then you can be released on that basis. However, if you are RIF'd, that is a whole other situation and you should receive a severance package.

Well... it depends on how you value yourself