There was just a call for all people leaders informing that the format for stip will now EXCLUDE individual performance. That’s right, successful performers will receive the exact same bonus as high performers.
But don’t worry, we have the stellar program, they say.
With all due respect, an “All Star” ecard, or a $200 cash gift, will not clothe, house and feed my family for the year!!!
Ummm the people making the decision to move away from individual performance in STIP are a lot older than the “participation trophy” generation so guess again.
Performance doesn’t matter? What else would you expect from a generation that received “Participation trophies”!?!
Socialism at its finest. Everyone equal. Don’t want to offend anyone.
Here are Enbridge all individual employees are treated equally and fairly.
Right?
Unless you are E600 or higher.
Uh oh, it looks like somebody’s been doing some anti communist propaganda reading… We can’t have that.
All animals are equal, but some animals are more equal than others.
Agree on all notes up there , and its sad that only certain people get to do temp roles, projects, and so on and be rewarded for it and others picking up slaks to finish their jobs and get zero for it,...
It's not just projects, LP dishes out bonuses too and ELT looks out for their favorites and HR supporters
I heard from several managers and directors today who spoke about how great the new calculation was going to be. What I couldn’t help but think during their explanation was that managers and above will continue to have their individual performance count in their STIP. If it’s good for the goose why not for the gander? Furthermore, I noticed that for 510 and below 2.5% of my calculation is based on DEI targets…if I’m a 500 or below I’m not hiring people. How in the he-l can I affect DEI hiring practices if I don’t hire people? And the cherry on top is that managers and above have DEI scores that figure into their scorecard at 2.1%. What kind of lunacy is that?
Bonuses awarded after projects? For what, being over budget and not completed within the deadline? Just when I thought I couldn’t hate projects anymore.
There are other ways to be compensated besides stellars, bonuses are given throughout the year after the completion of a successful project or aquistion... these often far exceed STIP. I think departments may look at allocating some budget to reward staff. Of course it won't always be fair and is always hush hush and approved by HR.
I’m not usually that positive but I liked this change. The old system was a frustrating game that really didn’t incentivize. There were only so many 4s and 5s available to each team. And even those had to be normalized by committee. At least this is honest. Good old profit sharing with a small nod to not ki-ling anyone/thing or clicking on strange emails.
Are you making minimum wage at Enbridge to only get an extra $500 before taxes as a high performer or are you even a high performer? It’s thousand of dollars different.
Not that I support “the man” but did you ever do the math on the STIP bump you get from being a high performer? It’s like an extra 500 before tax.
This could be a blessing in disguise. the scorecard has always been stacked in a way to ensure VPs get fat bonuses, and with the new structure, us plebs can just ride their coat tails. No need to work for a 4/5 when you can coast on the VP scorecard gravy train.
This is one way to save money and channel it into more dividends! I’m curious what does the IPLE guy think about this?
message is being rolled out to people leaders this week. mass email coming out tomorrow
Well, at least people leaders and managers will no longer be able to reward their friends/family undeserved bonuses.
Have you seen some of the organization charts in workday? It’s like looking at someone’s family tree on ancestry.com or a high school year book …. One old boys club moves on and another moves in to replace.
When is the plan to communicate this to rank and file?
new here. thanks for the heads up!
It's death by a thousand cuts for this organization.
We've seen staff cuts in 2016, 2020, and soon 2024. While changes and exits are sometimes needed, I don't believe that ours are a sign of a healthy growing organization. And now targeting high performers is the exact opposite of what this organization needs, further eroding morale. It was Enbridge's benefits and culture that made people want to work here despite it being an oil and gas company. Take the positive aspects away and why would any young person want a career here? Certainly contractors are not the answer - has anyone tried to get a PO or an invoice paid? Its a maze of SNOW requests plagued with ineptitude and delay.
Look at our stock price, its been flat for the last 10 years. Yes we pay a large dividend, but dividends aren't free money, they lower the share price when they're paid. Enbridge has been a horrible investment especially when you factor in inflation. Just holding the S&P would have given you a gain of 80% over the last 5 years. Enbridge has grown just 3% in that time (not accounting for dividend reinvestment). Monies used for dividends could instead be used to invest in our business or in employees. And we are in need of investment, especially as the world accelerates its adoption of low carbon solutions. The investments we make in Power or the GDS Sustain team are a pittance.
As far as leadership goes, does anyone think those in charge have the will or skill to steward Enbridge toward the mid-century mark? Gretzky said we should 'skate to where the puck is going', yet Enbridge execs are skating blindfolded, too caught up in Calgary/Houston oil exec groupthink. Again, the share price speaks volumes.
Much is made today of 'elites' in our society but the real parasites of our age are the executive class. They enable the slow erosion of living standards across the developed world, as todays announcement shows, all in an effort to squeeze another dollar for the next quarterly report. The ultimate hamster wheel.
Our lack of dynamism and creativity, our inability to scale back bureaucracy, our fetish for dividend growth have caused Enbridge to fall behind. In 2100 people will look back and say that Enbridge was a company of the 20th Century, not the 21st. The Next 75... could be our last.
At Enbridge, everyone will be equal. It’s WE not I, we are One Enbridge!!! High performers will be awarded generously through special projects and assignments 🤣🤣🤣.
HAHA SU-K IT KEENERS. LETS GO AVERAGE JOE
Supervisors can only award stellar of $200 or less……
I was told we can never achieve higher than 1x on individual performance on our team, even though I've been told I am high performer.
Stip isn't ever guaranteed. If you're depending on it to "feed, clothe, feed and house" your family for a year you need to get a better paying job.
Do the math. The individual portion of the formula is the smallest portion. It's not making a huge difference.
If you're only getting $200 for stellar, did you really make THAT big of a difference? Others get thousands.
It’s not just stellar that will be used to reward high performers. Also special projects and temporary assignments.
You can’t make this up.
I heard the same thing. It’s insane that anybody thinks that’s a good idea. We might as well be working in communist China with that mindset. If this is the path forward nobody worth a damn will put forth ANY additional effort beyond bare minimum to not get fired. And if that happens the company is going to suffer big time. High performance as a value indeed. What a joke.