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"Houston We Have a Problem" XOM PIP Reallity

EM PIP in reality can be driven by statistics, internal politics, bias, or interpersonal conflicts not your performance. So many people end up on a PIP for reasons that have nothing to do with their actual work. Some examples I have seen in past years/teams:

  • He was put on a PIP after questioning unethical practices used by senior team members and suggesting better methods. They felt threatened and collectively turned against him.
  • She was sharp, social, and highly capable. Her manager recognized her potential and gave her additional responsibilities, which triggered jealousy among other women on the team who then ganged up on her.
  • He was new to the group, and instead of helping him integrate, they isolated him, refused to let him blend in, and targeted him for bottom ranking.
  • She consistently helped others develop, but instead of being recognized, her peers sabotaged her work because she was naïve and overly friendly.
    How PIP Practices Often Work in Reality:
    In many organizations, the outcome of a PIP is predetermined long before the process officially begins.
  • Some employees receive only a few formality emails and “pass” without any real process.
  • Some endure a three‑month ordeal that feels like a continuous interview, filled with pressure, bullying, and harassment—only to be told they “failed.”
  • Employees targeted for removal often face hostility, humiliation, and impossible expectations, and at the end they’re given vague statements like “We don’t think you’re a good fit.”
  • Some people have their PIP extended because of medical leave or mental‑health‑related disability leave, only to return and be failed anyway—or receive a letter saying their disability benefits are ending and they will be terminated if they cannot return...
    Bottom line if you are not PIPed soley for statistics choose PIL....Up to you
#Employees #Company #PIP #SeniorTitle

Sabre at a Crossroads

Sabre just issued an 8K outlining its limited-duration shareholder rights plan (basically telling Wall Street they have a short term 'poison pill' strategy) following the accumulation of a significant amount of stock by Constellation Software. Sabre's travel customers now not only have to worry about whether Sabre can deliver the products they need, but whether they will even have ownership stability since the stock started to be traded at The Dollar Store. I don't know about you, but Sabre has probably run out of runway to repair the balance sheet in time to invest in any credible product development that can compete with PROS, Accelya, or FLYR's PSS alternative's in the PSS arena. What do you think?

#Shareholder #WallStreet #Company

Retirements, hmmm

Odd that people are announcing retirements that haven’t discussed it before… I had my job eliminated and was given the choice to say if I was retiring or not. I responded with “just tell people what you did” rather than deal with colleagues congratulating me on retirement when it is really a termination. Is this a company tactic to make them look better?

#Company #Culture #Layoff #Retirement #Termination

30/70 employee ratio

I just got out of a meeting where my VP made it pretty clear that by end of this year, he wants a 30:70 employee ratio between USA and HIH. There was another thread here talking about this, but seems to have been deleted (I didn't know layoff.com deleted threads).

We are given a timeline now to make this happen and get our ratios aligned to this goal. I wonder how long before our turn to have our job be offshored.

#Company #EmployeeRelations #Layoff #Offshoring #WorkforceReduction

Walgreens Cuts Hundreds of Jobs

Hundreds of layoffs are coming to Walgreens. The Deerfield-based company called this a difficult decision. The company aims to simplify its organization and improve service. Reports indicate 469 jobs will be eliminated in Illinois. Another 159 positions will be cut in Texas.

https://www.nbcchicago.com/news/local/deerfield-based-walgreens-to-layoff-hundreds-in-difficult-decision-report/3902007/

#Company #Illinois #Job #JobSecurity #Layoffs

“Reclassification”

I don’t know how Macy’s “reclassifying” some people’s positions affects store employees, but everyone who was hired as a “flex position” for corporate side of things has to return to office 4 days a week. They’re doing construction of the office floors at Herald Square in NYC, but what are they changing exactly? They’re adding assigned desks and taking away conference rooms. Have a meeting you need to attend and there’s no meeting rooms available? Their advice was to just go walk through the store and take your meeting.
They’re offering 0 incentive for employees that can completely do their jobs remotely to return to the office 8 hours a day 4 days a week. They want us to “cowork in a creative environment” while being surrounded by beige walls, desks/cubes with no privacy, fighting over meeting rooms just so they can justify having all of that space and its cost.
Snacks? Better coffee? Maybe some other colors than red and beige and white and black? Nope! But come into the office because we are watching you!
They also do not consider the amount of employees they have working there that do not live within NYC. Have wages raised? No, but the cost of transportation sure has from the Long Island railroad to NJ transit to the MTA subway and bus fares.
I don’t know that this company is gonna last much longer. They really only have the 100th year of the parade this year going for them.

#Company #Culture #Layoffs #Office #WorkFromAnywhere

Do you want to be laid off?

Sometimes it feels like people are rooting for layoffs with the way they keep predicting them. Every other post tries to guess the date, as if saying it enough will make it happen. When something is official, we will hear about it. Until then, maybe stop tempting fate.

#Company #Culture #Layoff #LayoffRumor #LookingToLeave

Are all the US and NI workers being quiet fired?

Is the company effectively “quiet firing” its U.S. and Northern Ireland employees so they can just put more engineers and customer serivce people in India? Top performers are receiving only 1.5–3% merit increases, denied PTO, benefits appear to be shrinking, leadership feedback feels limited and unconstructive, and training and skills development programs seem to be declining in quality. Unless someone has specialized AI expertise, it can feel like the goal is to push people out or pressure them into working longer hours than they’re paid for. Meanwhile, TW continues to repeat phrases like “we’re all in this together,” like we are still in the heart of COVID. This environment feels even more challenging than during the pandemic. Customer service is in the toliet with AI and all the Indian offshoring. Hire 4x the middle managment to get in the way of being productive at work. I'm just glad I have other options other than this blue toilet. However, I know that everyone is not as fortunate esp in the Orange Tu-d's America. Be the CEO of your own career bc this place does not value you.

#CEO #Firing #Company #USA #MeritIncrease

Medical LOA

Writing my “ambitious” goals this past week had me feeling 1000% unqualified and diminished in my job. Like they are asking us to figure out how to make an 8 day work week.
Which got me thinking, how many medical LOAs do you think the bank will see this year? Mental health reasons? I have to believe this number will rise this year based on the mental health downfall many are feeling from all of the impossible pressure. And if that number does in fact rise, what does it take for someone to take notice and take action? (And I don’t mean internal leadership.) I mean an external intervention. Does anyone watch those sorts of claims against a company?

#Job #Leadership #Claims #Company

Verizon is dying

I just talked to TMobile about switching and they were less than what I am paying at Verizon even after the employee discount and they are giving away new phones and they have a 2 year upgrade pipeline. Verizon's network coverage seems to have gone to sh-t.

I don't think even Dan the Hatchet Man can save this sinking ship.

#Company #Leadership #Environment #Employees

Desperate VPs looking for for ways to get you fired

I was in a call the other day.
She starts to ask how we can use ai to make our tools better. Offering suggestions that have already been solved last year. Literally doesn't know anything.

Worse is I looked her up and she has no direct reports. I asked around and apparently they gave all her reports to some poor schmuck and her role now is to literally look for ai opportunities wherever they are.

That's it, that's her job. $175k a year to for someone with no ai experience, no software experience, no hand on experience to do nothing except look for ways to justify more layoffs

This is a joke right...

#AI #Company #JobSecurity #Layoffs #Leadership

"Job Hugging" Is Undermining Workplace Outcomes: New MetLife Study

Look MetLife, here's the deal. I do the job you asked, you pay me.

You DON'T get my soul!

Quoted from MetLife announcement: "56% of employees are staying put out of necessity as financial and job pressures escalate

NEW YORK, N.Y., February 18, 2026 — Amid persistent job market volatility and financial pressures, new MetLife data shows that while employee loyalty is rising, it may be for the wrong reasons. The latest findings from MetLife’s 2026 Employee Benefit Trends Study reveal that while 77% of employees intend to stay1 with their current employer, 56% are staying out of necessity rather than genuine commitment.

This comes as financial confidence among employees has fallen to its lowest level since 2012 and 31% say a primary reason for staying is that the uncertain job market makes it too risky to leave—reinforcing need based retention and putting business performance at risk.

The Cost of Loyalty Without Commitment

The consequences of this dynamic are significant, with only 18% of employees saying they plan to stay with their employer because they truly want to. Employees who stay out of necessity experience much weaker outcomes: only 50% are actively engaged in their work and they are 54% less likely to be holistically healthy, resulting in higher risks of absenteeism and lower productivity.

“As employees cling to their jobs for security, retention alone can give employers a false sense of stability—even as wellbeing, engagement, and productivity quietly erode,” said Todd Katz, Head of U.S. Group Benefits at MetLife. “This puts renewed pressure on employers to strengthen their cultures, leadership and benefits in ways that foster real connection and true commitment.”

Connection: The Strongest Driver of Outcomes

MetLife’s study reveals connection—including feeling seen, valued, and supported at work—is now the strongest predictor of employee wellbeing, engagement, and commitment. When employees feel connected at work, they are:

3x more likely to be holistically healthy
2x more likely to be engaged
3x more likely to stay because they want to, not because they need to

Together, these findings show that connection is what separates surface-level stability from a workforce that is resilient, productive and built to perform under pressure. Without it, outcomes stall, and loyalty weakens.

Creating the Conditions for True Connection

Connection grows when employees feel a sense of belonging at work, are supported in their professional growth and are recognized for their contributions—experiences often shaped by leaders, workplace culture, and benefits that reinforce support beyond compensation alone, according to the study’s qualitative findings.

“Forging genuine commitment begins when employees feel seen, supported, and valued, not just retained,” Katz added. “Benefits that adapt to employees’ needs—and are clearly communicated—reinforce trust, strengthen connection, and help organizations move beyond transactional loyalty toward more meaningful, sustainable outcomes.”

About MetLife’s Employee Benefit Trends Study & Methodology

MetLife’s U.S. Employee Benefit Trends Study (EBTS) is a leading source of insights into workplace trends, employee expectations, and employer strategies. MetLife’s 2026 EBTS is based on two quantitative studies, conducted in October 2025, including surveys of 2,480 HR decision-makers and leaders, and 2,541 full-time employees from organizations of various industries and sizes. Respondents are aged 21+ and nationally representative of the full-time U.S. workforce in terms of demographics, job roles, and firmographics. New to the 24th EBTS, MetLife used cultural insights and semiotics to explore shifting habits, motivations, and feelings among workers. The research is collected in partnership with STRAT7, a global strategy, insight, and planning consultancy."

#Company #Report