Too many good employees who've been carrying the weight of many underperforming employees for years are being put on PIP lately. I see no other explanation but that Honeywell has decided layoffs are too expensive and they've decided to get rid of higher-paid (older) employees through other means, like PIPs. Please, tell me if I'm wrong.
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Yes, this is common practice to put save two years of raise, and MIP.
Quite a savings for the company.
It is simple: Rev - Cost = Income.
Hon cannot grow rev. So it is only Cost cutting. This is typical of leadership who are not innovative, and just trying to squeeze in the wall streat numbers, to meet their target for stock option.
Unless, the leadership, change the culture of short term stock option reward, the Senior leadership will have myopic view of 3 years, get their money and bail out.
In addition, the signficant amount of non-US citizen, are really in for the money, don't care for America. They are rooted and loyal to their country.
Every HPD cycle prompts for a percentage of population for employees to be placed in the lower blocks which is essentially elbowed and subsequently called on for PIPs. I couldn't imagine that MM does not know about this and straight out lied during the townhall when the question was posted. He actually called for it during his time with ISC making sure that each leader had to place an employee on the elbow blocks with the reason that to better differentiate each employee. I could imagine Karen's face when that question was posted and the damage control that will take place during the upcoming HPD when demands from the HR comes knocking for their yearly candidates placed in the lower blocks.
Dar and Mads saying no we have no pip or elbow quotas. Biggest lies in town Halls ever
In my years of Honeywell I have never seen it as bad as it is now. I am a manager and have been recently forced to make decisions that are entirely unethical by my manager. I have knowingly fed s_h_1_t to my guys for the last couple of years on orders from above. They now hate me and it crushes my soul. If I did not young children to support I would be out of this he-l-ho-e, it was once a family now it is the hunger games.
Never seen a company that actively despises its employees more than Honeywell. HR and Management behave more like wardens than managers or leaders. The contempt they have for their subordinates permeates the entire company
Promotion to band 4 cap is real. I was “up for promotion” for 3 years.
When an employee is put on a PIP, they are given the opportunity to complete the PIP. If they don’t complete the PIP successfully, they are then Let go with a severance package equal to a layoff package. The “game” is management determines if you have successfully completed the PIP. So, PIPs are nothing more than stealth layoffs.
Yup. There absolutely is a pip quota. And there is also a cap on promotion to band 4 as well. Cost....
Fudge the PIP stuff which ends up 0% raise, woke stuff, cancel culture, COS boards, Goals, Different Networks, Accelerator, Learning HUB, BMI can go on and on. Just want to go in do the job that was hired for and not worry about all cr-p that was written just getting unreal.
LOL. There has been a PIP quota for YEARS despite what MM said; 2 people I worked with were told it was "their turn." Forced ranking put 10% into elbows and PIPs, not only because Honeywell followed the GE model, but also to distribute the paltry annual increases (in the years we had them) to the 1's and 2's. It wasn't just the "bottom 10%" either. One of my employees, who was a 4, was changed to a 5 by my senior director after he was told by HR that we didn't fit the "curve." Glad to be out of that $h!t show!
The King of PIP with respect to head count reduction is ExxonMobil. Head over to the ExxonMobil layoff folder; scan through this folder to view the on going PIP discussion.
You should hope that PIP is not coming your way; but, be prepared if it does.
Don’t let PIP catch you by surprise.
Good luck. Peace.
You are not wrong, but merely identified the business model to eliminate indirect labor costs. In looking at who is remaining 2 to 3 years later, anticipate seeing the remarkably average still on the payroll who fly under the radar.