I'm asking for a coworker. You don't go from being the most valuable employee on a team to being put on a PIP within a quarter without some shady business being involved. He has already decided to walk away but I honestly think he should fight it. If this can happen to him, then it means it can literally happen to any of us.
22 replies (most recent on top)
Always fight. Stop rolling over like little female dogs. Don’t go to the EEOC? Great advice from a spineless fool. Stand up for yourself in a professional manner and you will be fine. There needs to be plenty of documentation for someone to be put on a PIP, without this they have nothing to stand on. Unfortunately there are too many out there that have zero fight in them and just give up. This is exactly what they want. There is a reason the company won’t make it public record every time they lose a case, or settle out of court.
@cjdi, refreshing to see that what goes around comes around, at least occasionally, at HON.
Good story, @cjdi+1cnpLqVo. You admit to putting workers on pip, but now that it happened to you it's somehow unfair? You're part of the problem with honeywell. Don't let the door hit your a@# on the way out...Bye Felicia!
I would recommend to GTFO. Talked to other managers who have been here 20+ years. They say don't fight it with Mgr and HR, HR always sided with Mgr unless it is something blatant. I am manager here & have PIP'ed ppl. I got a bad mid year with new manager- despite doing a good job, manager never got any feedback from the VP I worked with this year. No guts to put me on a PIP... Was told I am a Placement Issue and will be fired.
There are corporate quotas to be met..I know I am part of the quota this year, despite thinking I am in a protected class. There is no protected class. Take Care and Good luck, I am looking as well!
Nope, just run away and apply elsewhere as soon as possible. I went from the 2 block to a kick in the pants because my manager was trying to cover her own … it’s not worth playing that game, just go.
Yup. Get an offer at a different company and then ask Honeywell for a raise. Leave for the other company if Honeywell can’t beat the offer.
Winner, winner, chicken dinner, either way.
I did provide objective evidence - emails, etc regarding the basic lies and made up propaganda on my PIP. This was prior to the big Covid RIF in 2020. I can tell you that this director is no longer at HON. I do think that objective evidence of "made up" stories and "obvious lies" had HR shaking. There was a clear EEOC path and I heard that the EEOC PHX office is strong. As a matter of fact, when I sent the 1st email, my HR rep asked me to not include her on any discussions, because she was not longer my rep and she never gave a replacement. Clearly a case of ethics out the window on behalf of a lying director and HR.
2dvc+1cnpLqVo. That's what I figured just wanted an opinion thanks. Still stinks how they treat ppl and put them on PIP when ppl bust ar-e for company well not for Honeyhell but for company they took over in 07. And been around over 100 years thanks Honeywell for wrecking a good company
You won't win the battle. Period.
If you go to the EEOC and HON catches wind ... you'll be a marked man.
The EEOC won't do anything for you. They know HON lawyers are too good.
You'll end up losing your job and HON will make sure you don't do any HON work as a contractor either. Just give it up. Not worth the fight.
Ok opinion on if worth going to EEOC on the firvolous stuff putting people on PIP especially people in the over 50 crowd that's been at company for many years too. We know HR no help here. Yes Honeywell has top lawyers cover thier ar-e but unfair to be treated this way.
Ten years ago I was PIPd. It was total BS, personal animus by my manager. I engaged higher up HR/HR Legal and pushed back hard. Let everyone see the skeletons. Within two weeks my manager was fired. It can be done.
What @1hgo+1cnpLqVo posted in the 2nd paragraph sure rings true to me. I was PIP'd, the year after that I was back in the "safe" box 5, the year after that PIP'd again...sort of. It was a very negative review, but the boss man (a manager) said HR didn't say anything about PIPs that year. Bummer! I was about to turn 62 and was looking forward to leaving with 6 months severance in my pocket. (It's true, they pay severance on PIPs if you sign a form stating that you won't say anything against the company). They knew I was planning to retire, hence, no PIP. Well, thanks to Covid, I got out as a volunteer layoff in early 2020. They had to pay 6 months severance (I had 34 years in) + unemployment benefits. I soaked them for 50 grand. I signed the "no tell" form and stayed quiet until the day after my final severance payment cleared the bank. It was amusing watching my boss tell me how terrible I was...he was looking at the floor and backed himself (in his little chair) into the corner while lying through his teeth. What a pathetic man.
Almost always there is no way to fight it.
Once, after being warned at my mid-year, I was able to dodge being PIPed by bringing up some serious dirt about my senior TM. Then my TM got PIPed instead of me. (to fill the quota) Then they just nailed me the following year. You just can't fight it.
However, once off the PIP, if you are not on the general $hit list, you are "excused" from being PIPed the following year. Take that year to slack off and get some payback.
Good response by all here so far all are correct I'm on PIP now off soon but the stuff they nick pick about to keep you on it or to let you go is unreal. All I have to say watch who you talk to as you think they are buddy buddy with you but they go right behind your back and stab you hard in it as they go right to HR on what thought was adult to adult talk. Also when on your own phones talking they like to listen in and go tell too. Just unreal and sad how soft people are now. So hush is the word say nothing to no one. I will be doing that myself from now on.
- Writing is on the wall especially if you are an employee at will
- Get all of your personal items out of the office if you still report to a rooftop
- Time your finances in order and no big purchases
- Your comp plan is already baked into the Q3 plan for restructuring costs
- Spend 2 hour a day and half a day on weekends planning your exit strategy, i.e. making thoughtful post on LinkedIn, targeting new companies that might be seeking your current skill set
- Brag on your resume as a change agent, hype all accomplishments, let your network know you are "seeking new challenges" and will relocate for the next big gig
- Get certifications, even a HON Six Sigma if you have time, PMP certification, etc.
As others have mentioned, your chances of making meaningful career progress with a PIP on your record in the near-term are slim to none. It also makes you an easy target if there are any layoffs. An excellent time to start letting other companies know you are available (e.g., tell your friends, make sure LinkedIn says you are open, etc.). The best time to look for a new job is when you still have one.
Your delusional there is no "protection", only what you managed to get in writing when you signed your employment contract. If it isn't in writing too bad....you lose.
The "special privileges" for the woke class are non-existent, the tax breaks are there for the company, not the individual. Any job, all jobs should be viewed as temporary stepping stones, you must think like a contractor. Even if you are full employed full time and not hourly. This is because you are just a number, an organo-servo protein destine to feed the MACHINE input. Now get back to work, I want to count those mouse clicks and keyboard hits.
Respect and support his decision to walk. In fact, encourage him to RUN.
You should also seek employment elsewhere... Honeywell is hands down the worst place I've worked in my 20 year career across 4 different companies.
"Thought as a female I’d be better protected." Protected from what? Being subject to Honeywell's toxic corporate culture? Or did you think that being female entitles you to being treated better than males? Pathetic.
If they are a good worker they should walk, cut your loses and do not waste any more time in this toxic environment.
Encourage them to leave without notice preferably at a time when management will miss a goal. Then do something real and contact a union organizer.
Truth. It can happen to anyone. I fought mine, escalated to HR corporate, had enough evidence to prove it was BS. They had transferred me to different manager midyear, and he pulled the trigger. Told me (wink wink) it was ‘my turn’. I was prepared to walk, and in retrospect wish I had, because that PIP stigma continued for years. Lost next years raise, then got caught up in job reclassification (another fixed expense shedding exercise) that eventually reduced and eliminated my MIP. I was able to make several mid-level managers very uncomfortable that they were finally getting caught in the BS-PIP scheme. Didn’t change the final outcome for me. Thought as a female I’d be better protected.
I would recommend to anyone put on a PIP to get out as soon as possible. If I were to get another one today, I would throw them my badge and never look back.