Last year, my SLS told me, I was placed in PIP. When I’ve done above and beyond my base R&R but what he did not tell me was, theres a heated discussion during the PA that went into a voting and I got marginalized because people don’t know me. LL, suck thumb, I have to live with this “shame” and black mark on me. I have colleagues whom does cr-p works, took MCs and urgent leaves gotten excellent and another one messed up got CL promoted.
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Too bad, you were lazy and stayed for another year. What do you think will happen? Do you think you can have increment again?! Wait long long, you are the ones we will sp-t on during ranking!
Similarly, as a technician. All my previous and current supervisors were all promoted because they took advantages of such accepted corrupted work practices. My social schema for most supervisors was someone focusing on networking (not working), giving technician false hope, which allow them to continue to leech on you. In my opinion, resources used on V&V should be apply on thorough review on the quality and credibility of supervisors. Effort spent on V&V/OCVM technicians do not bring tangible value to the organisation although I agreed on this concept. Nonetheless, company should focus on driving monetary target as their priority. Having all these scam bag running the team only lead to higher attrition and losing good employees in a long run (whether leaving, uncooperative, negative or drop in work standard). What left are those employees within their own clan or naive individual living in false hope.
Any negative employee surely had their own worthy point of view to improve this. HR should not ask supervisor how to PIP that technician which only bring further damage to the company. Instead, let hear from the technician as well.
Late is better than never - organisation should collect these useful data to drive improvement and moral of employee which in turn improve financially.