Thread regarding Honeywell International Inc. layoffs

10-15% PIPn each year. They need legal support to demonstrate they gave an opportunity to improve as well as have some evidence of a wrong doing, even if made from the smallest thing like being late to meetings a few times, I'm case they get sued. It's cya for companies. Most do it.

HI uses PIPs as a cost savings strategy. 5% must be piped per year as a minimum

Thanks for posting the article. I thought it contained some good information.

Here's your defense

1) Always have a good employment attorney in your closed network.

2) Document every interaction (verbosely with date-timestamps) with your manager and her/his peers—to include micro-aggression, tone (intonation), demeaning language, non-verbal gestures, banging the desk, slamming the desk, yelling, screaming, condescending/put-down language.

3) Do not accept fault or guilt for any action or reaction that is not directly linked to you. If you cannot control it then to put it plainly—'you cannot control it'—not your problem and the organization needs to provide the backing and support.

4) Document every escalation for issues that you are unable to handle at your level. It sounds like nagging but you need the ammunition when the situation arises.

5) Make sure to document every unfavorable incident and to get your manager's 'opinion' documented in writing so that the severity is clearly established and to prevent the manager from transforming the incident into an emergency crisis.

6) If your manager makes it an emergency crisis then do document that reaction and ensure you are not being targeted and discriminated for being 'white', 'black', 'person of color' or for your gender or beliefs.

7) Mostly, it is due to the fact that your manager thinks you are uncontrollable and hence they wish to 'dominate and subdue you' emotionally to make them feel like they are in control. This is toxic and weak leadership style.

8) If the manager does not have an agenda or well-outlined meeting plan, then document that because they cannot claim that you are ineffective and inefficient while they themselves violate the very claim.

9) Document every time your manager tries to shsssh you, silence you or tries to cut your speech. It means they do not respect your opinion and enjoy parading your honor in front of their peers. Document the presence of all those peers as well to because they are complicit in encouraging that behavior as well as providing the 'material support' for such a behavior. Their inability to correct your manager's behavior is equally at fault as that of the main offender—your manager.

10) If your manager cannot bring the best out of you then that manager is ineffective, useless and inefficient in delivering the value that is your potential. Hence, they are unable to create an environment that helps you realize your potential.

11) Lack of clarity, lack of clear directives, guidance and framework is an indication of weak management.

13) Lack of appreciation and bonus, lack of indication of specific improvement which are quantitative with reference to an established standard is a clear indication of promises not kept and a violation of your employment agreement. Either you met the objective that requires a bonus pay or you did not due to a performance issue. It cannot be a hyper-state where you met the objective but do not qualify for a bonus!

14) Always record your manager's conversations with your e-device. It is important to have those files!

15) Never agree to overtime, weekend tasks and anything that is not compensated within the regular work hours that form your employment agreement. Your tacit agreement is purely voluntary and you may decline that at any time. Don't let yourself be used and abused for no compensation.

16) Don't hesitate to file a lawsuit. Laws and systems exist for a reason. It is to be used by YOU. When you hesitate, you end up emboldening their abusive behavior. Make sure you build up your savings and buffer so that you can walk out with pride when the iron is hot. As an at-will employee, you do NOT need to give any two week notice. Just walk away if you are not being respected—as simple as that!

17) Fight fire with MORE FIRE. Being kind, humble, docile, tolerant and quiet will NOT assist your cause in any way. In fact, it simply invigorates your abuser to push you more and extract more yield without pay to increase company profits that will not be shared with you because in their minds, you are the S—ER. Show them who is the real S—ER!

18) Never trust your manager, their colleagues or your peers because they will DO ANYTHING to keep their pay while stepping on your pay. Ignore this advice and you will find yourself on the losing side of the balance.

Good luck, stay focused and remember you own your mind, emotions and behavior—no one else does. Being collaborative is different from being an obedient servant. You get to choose whether you are a a collaborative contributor or an obedient slave. Your choice and behavior decides how you will be treated!

When you're unable to post something useful or substantive, just cut/paste with no comment.

Were you this useful before you were RIF'd?