Imagine this scenario. You get PIP’d, then work hard to pass it. Bring up your ranking the next 3 years. Think you’re in a good spot. Then in year 5 some manager says, “we need to cut headcount, find anyone that’s been PIP’d once in the last 4 years and we’ll knock them out this year with a PIP.” All the hard work wasted. Just another lever for the company to pull when they want to accelerate the headcount reductions.
Bumping this up for visibility. Found at @b2+1knpqre16.
@at lame post. Who do you think chose the at will scheme? Employees or companies? Also a very US centric post. Some countries have worker protections.
@aq your manager sets your assessment result in the CareerConnect system prior to the meeting. In the meeting they just confirm the supervisor put you in the right category. People rarely live more than a bucket or two from where supervisor assigned them prior to the meeting.
Consistent top performer and string contributor with over 20 years here.
My search just became serious; time to move out! Thanks DW!
I’ll make sure my handover and documentation is robust… hahaha
Commitment requires reciprocity. Each right has an obligation. IF you do not have personal commitment to the company then there no reciprocal commitment from the company. Since all employees know they can resign "at will," then the company has limited incentive to be committed. Thus "at will" employment applies. Your paycheck is truly transactional and you have the ability to say good-bye. The company has the same freedom to say good-bye to you. Adios
your coworkers have far more power over your fate at Exxon than people admit, your manager just signs the paperwork
No matter what I’m happens this year I’m already looking. Hard to stomach the favoritism and coworkers acting like nothing is going on behind the scenes.
This just means this is only transactional. While they say they hire for a career, the assessment system says otherwise. Any stretch assignment, bad project, bad manager, back stabbing politics, personal situation will be huge risks. Already seeing managing the ME crisis, a lot of coordinators more or less competent and very little doers. They have let a lot of the doers go.
The system will eventually come for the high flyer coordinators as well when there will be no one left to blame.
With the pension at risk. Would assume a lot more mid career will seek other options elsewhere when the time is right for them. Good luck developing any kind of deep expertise and experience anywhere.
The bill will come … it always does in our business.
You are fking right!!! Employees will have higher cancer rates!!!!