HR does not help. The manager is after me, on purpose. Do I have any tactical options here? Or, should I just leave? I feel like I am being set up and that I have zero chances of being successful under this manager and with such HR support. I kind of feel it's futile to resist and that I should not even be trying but wanted to see what other Honeywell folks thought about this.
Thanks...
Every hour you work get's charged to a project and is deducted from the available funds for that project. It does not matter if you get paid OT or not. only band two technician or the like, get paid for hours over 40. which is why Tech's are not asked to work OT unless there is an emergency, as it is an expense paid out to those employees. If you are band three and above you can be worked like a rented mule, as your are expected to put in professional OT until the job is done or.. funny which professionals give their labor away, and I have yet to be treated as a professional by this company.
Im not sure how the accounting works when you say the project cost X dollars but the paid out expenses are only X-Y (Y=free time of employees)..?
This has been the situation for at least the past 10 years, maybe longer, surprised this not more well known.
How can the budget be exhausted if we don't get paid for OT? I understand that's what the bean counters say since accounting rules are so messed up.
I've had some of my peers tell me they use a Round Robin approach, everybody will eventually get a PIP and will successfully come off of it. This year focus will be on EEI under achievers. Leadership was offering some weasel words to use around EEI earlier in the year. so the PIP didn't look like it was for lack of extra labor hours, but would some how be tied to lack of commitment to the team, missed customer deliveries or missed acceleration of milestones.
funny thing is I'm hearing that mandatory EEI is being eliminated from some groups as their budgets are now exhausted for the year. seemed like that was an easy outcome to predict.
Reply to 5kzr. Thats what my old boss, now retired, told me at Aero in torrance. They don't want to deal with any lawsuits especially if you have a record of good reviews in the past. The process seems more of a game here since the vast majority of PIP'ers are "Reformed" and return to acceptable work habits.
Yep, I’ve been selected again this dubious “honor”. Thirty years of decent reviews and then I get a new a--hole after busting it!
Question to -3ixi: They’ll lay you off with a severance if you’re on a PIP? I thought that they just can your a-- and you’re out the door toot sweet! If there is a severance involved, I’ll GLADLY go!!!
All areas are required to rate employees from best to worst. The worst may still be a great employee, however there must be someone placed on a PIP. Most that I've seen make it through. If you don't make it you are laid off. If you have enough years you'll get paid for some period of time. I would get 26 weeks. I'm looking to retire soon, I'd jump for joy to be put on a PIP and would do everything to be sure I was laid off at the end.
Honeywell is totally committed to the foolish idea of pitting employees against each other for the sole purpose of maximizing the number of hours they spend at work. As a result they are building a soulless monolith of worker drones that sit in their cubes reading trade magazines and whose greatest joy in life is wearing a Hawaiian shirt on Fridays.
If you are on a PIP and there are no real performance issues, it's undoubtedly because you are not playing their game as well as your fellow co-workers. You might want to ask yourself if you really want to work in a place that cares less about your family and outside interests than they do about meeting some truly meaningless metric, a place where experience and creativity take a back seat to the number of free overtime hours they're convinced they're wringing out of you.
Some people are surprisingly happy to work in such a place. Others are trapped and unfortunately have to play the game. I never was PIPed, but I saw the writing on the wall and was lucky to be able to get out. IMO they're past the point of no return and this company has a dismal future.
When are you going to learn that the company has become a $hi!hole and make a decision to leave? Anyone with a brain cell who stays has no one to blame but themselves.
Lots of jobs out there at better companies. Leave. Plus Honeywell does not want any employees in the US.
why does this continue to be a topic? This subject has been rehashed every few months.
I'm not which is sadder the fact that their is a F'ked employee review system that demands a set amount of failure,
That after at least two years of posting on the subject, people are still not aware the rating system that is used against them.
YES managers put people in the outer block for bogus reasons. This has relatively nothing to do with performance (well if you are F'k up and then its easy) but has to do with a forced allocation of below standard employees. For example if you have a team of High performers and you compare them to each other there will always be one slightly weaker than the others and BAM you now have your outer block.
Before the Trolls come out and say well it the spineless manager(s) fault, for not fighting the machine.
I can tell you from my personal experience the words of advice I was given by my director "yea well its tough, its tough.... but got to do it or it will be done for you..... and you by the way are now in the outer block for not doing the things required of your job"
so what is my choice, fight the machine and have my self go into the outer block.... nope not going to loose my job.
just working the exit plan and to the future for better opportunities and happiness.
good luck!
A leaving manager recently told me that he was required to put someone on a PIP each review cycle. It is a common practice for screwing people out of raises and/or MIPS. No one was ever fired in our group because of it.
I say don't quit, unless you've only been @ HON for 2 years or so. Stick it out and let them 'terminate your employment' so you can get a severance package. But spruce up your resume now.
Not a valid reason? Is there grey showing on the top of your head? That is the most valid reason there is, by HON standards. Am I wrong?
@ote Maybe this was correct a few years back but not anymore. Being on PIP = its over. Need to find new job. OP should start looking and leaving as soon as convenient. Don't wait till they kick you out.
If you do consider leaving, remember that your 401k match for the year depends on you still being employed in December
You are assuming that the PIP is leading to a termination or possible RIF action. I would not make that assumption. PIPs are generally based on an allocated need for an organization to have a certain number in the outer block. Most of the people on a PIP come off of it successfully something around 96% (in general because they did not need to be on PIP, but allocation forced it) the other percentage of people just threw up their arms and left to find other opportunities.
If per Vj0chZI-cra, it is your plan to milk it as long as you can and then try to get this a severance package? Well that is a viable plan as well.
The biggest thing at this point, is to not let your pride drive you quick or Poorly planned out actions. I know my first instinct to just leave imeadiatly.
Just take a little time and work a exit plan.
I have one, most likely at the first of the year or job offer whichever arrives first.
Good luck
Plan to leave.
Meanwhile ask your manager for help "communicating".
Get in writing a suggestion to record your meeting interactions for reflection.
Record everything. Never mention it again inside Honeywell.
If they can record conversations in the White House you can too..
Meanwhile seek counsel with a labor lawyer.
Your goal is to get evidence of age discrimination... which is very easy as that is rampant in Honeywell.
Also collect as much recorded evidence of the mandate (EEI) to work uncompensated overtime.
Try to get the PIP time frame set to 6 months.. you now have 5 months to get a job.
again... get a lawyer and sign nothing without them present.
You may or may not lose your opportunity to get a severance package if you leave.
If you can hang on or have no place to go, I'd stick it out.
There is a lenghty thread on this - started about 3 months ago - see the responses:
https://www.thelayoff.com/t/TLvBKKR
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