Managers were told this week to identify people that report to them that are easy termination targets other than PIP - insubordination, frequent tardiness, etc.
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I got PIP'd for being late to a meeting.
I reported a manager for workplace malpractice, he revenged on me and I was NSI’ed as a result of his action. He dozed off as I presented monthly updates to him and he turned it around instead, stating that I did not collaborate with him.
Such is the toxic workplace when HR play deaf ears to employee grievances .
This explains A LOT.
I guess they will let a few pass and make up for it with terminations?
@fgf+16Tq6Gcz Amen! A similar thing happened to me. It involved a meeting that went way overtime (and this was 5 years ago). I had to leave for a doctor's appointment. Left quietly. Manager knew I had to leave, but said that the others at the meeting started packing up after I left and it made him feel like he lost control of the group. He stormed into my office the next morning, slammed the door (before the open office), and yelled, "don't you ever f***ing do that to me again!!" He was transferred out in May, but did ranking for this last period ending 03/31/20. Sure enough, I was NSI'd. The chicken $#!t would not handle my Zoom feedback. The new supervisor said she didn't have much information, and that she is just the messenger. She was told that I skipped all important meetings and I would raise my voice to my manager, threatening him. This was absolutely false! I was awestruck! I couldn't believe it. It became clear to me how big some managers egos are. He made sure to kick me to the curb on his way out.
@1ydq You are a complete lie. Everyone knows this is completely true and totally in line with “company culture.”
This is a complete and utter lie
@fgf+16Tq6Gcz..perfect description of the craziness with managers. Who talks to grown a** adults that eat? Ordering someone to attend all meeting? This is not the military and grown ups can disagree. Don’t ever speak to me in such a degrading and demeaning manner. What an a** of a manager but so typical! XOM is an alternate reality that no one outside will understand.
It’s this kind of stuff that should go to the WSJ. It’s this stuff that makes ExxonMobil “special” compared to all the other oil companies who have layoffs. Maybe we should all revolt and demand a proper layoff... who would ever think a “layoff” would be the high road?
When you think this company won’t go any lower or get even shadier, it proves us all wrong. Since the employees are not trusted we should all get fired or laid off and everybody can move on. These types of actions just make everything worse. I just want to see an executive or VP quitting for having to put employees through this kinda BS... but probably nobody will.
All the above. Upstream, downstream, and midstream.
@uni+16Tq6Gcz - you ain't kidding! 3 years ago, I got into an argument with my manager because I excused myself from a "Safety & Controls" meeting (which replaced our monthly "Section" meeting). Here's the story (if you're interested):
After the meeting was over, he came to me and demanded to know why I had left early. I told him that when I left, the meeting was 10 minutes into an agenda item (how to make training videos for a sample management software tool) that bore no relevance to my job and neither did any of the remaining items on the agenda - so I decided to return to my desk and get on with my work. My manager tried to rip me a new one, telling me how rude and disrespectful I was to the people who had spent a lot of time preparing their presentations for the meeting, and how I was setting a bad example to others.
I countered by saying that wasn't my intent, but that I very much doubted that anyone would see me as setting an example - besides, other people had arrived late or left early in previous meetings. Also, I told him that I really didn't think people should be spending a lot of time on presentations for these "section-only" meetings and that it seemed that there were always 2 or 3 agenda items that could have been handled by an e-mail sent to the whole section with the direction to ask the sender directly if anyone had any questions.
My manager argued against this, saying that it was important to have these face-to-face presentations and discussions within the group. So then I asked why it was that our section's meetings always lasted 2 hours (and sometimes agenda items needed to be postponed), when other - similar - section's meetings (covering exactly the same topics) lasted only 60-90 minutes, and in fact, I knew that 2 of those managers were aiming to have their meetings last a maximum 60 minutes. Surely this meant that there was a more efficient way to run the meeting and that the meeting facilitators could do a better job of moderating discussions?
Rather than asking me to come up with a plan of how to achieve this, my manager went ballistic - ending the discussion by telling me that I would attend every future meeting and stay for the entire duration of the meeting, or he would initiate insubordination proceedings. I subsequently went to our HR contact about this, who told me that (i) our department did not have a procedure for handling insubordination, (ii) my argument with my manager did not sound like "insubordination" anyway, and (iii) at 2 hours, he thought that our meetings were too long and that we really should aim for closer to 60-70 minutes.
Here's the kicker though ... 6 months later, after a reorganization and a relocation, I was still under the same manager, but in order to respect everyone's valuable time, our section meetings were now going to run to 60 minutes) and did so for the next 2 years! How did we achieve this? By relying on e-mails rather than presentations for some items, dropping some "standard agenda items" completely, and severely limiting discussion on the remaining topics!
I have written in another thread that the only thing worse than telling your manager that they're wrong is later being proved that you were correct. No wonder I was earmarked for NSI and PIP.
Which company? Upstream, downstream, or other?
It's sad that supervisors and managers only stick to a "script" or "talking points" given to them by HR. It's nearly impossible to have a real conversation these days. HR tells them the exact words to say. When your supervisor gives you feedback, if you are simply told "thank you for your contributions," this means you are definitely bottom 3rd, not adding value, likely to be NSI'ed. Once again, HR directs them to phrase feedback in a way where the employee is clueless they are actually getting 9!55ed on when the employee thinks it means "great job!"
@rbn+16Tq6Gcz, they’re doing what they’re told, and it came from the top.
That employee who adjusts their work hours to fit in daily yoga in the morning will be in for a real shock come November. But that employee who is absent to volunteer for any United Way activity advertised will be your next supervisor.
"insubordination" is open to interpretation. An employee who politely disagrees with their manager in a group discussion could fall into this category. Many actions can be twisted to appear insubordinate.
It’s gonna be a bloody holiday season...
I’m a manager and the higher ups have been hinting at this since February / March so nothing new here. Not sure when they plan to use this intel but I have been taking notes of all of my direct reports. Just need to ride out 2 more years...
These managers on here should not do that. Will only sink your career, DW is captain on titanic so get your lifeboat ready
The sad part about this is, once again, supervisor/manager will leave the employee clueless that this is really a trap. They will promote flexibility verbally to the group. Really, behind the scenes, they are finding creative ways to document a fabricated "fireable offense". Anything to kick the employee out as cheaply as possible and tarnishing that employee's professional credibility.
Company trying to terminate with cause so that employee off the books immediately and no unemployment. No PIP or 3 month severance option. Just in time for the holiday season! This company will do anything to avoid calling this a lay off.
@gln+16Tq6Gcz This was also used in May to target employees for bad morale, lack of teamplaying and collaboration.
I’m a manager and we were told that the “flexibly” given to employees in coming back to the campus between now and Nov 1st is one of the things to used against employee. Easy bait.
If that’s true it’s a target rich environment, particularly at the campus lol
Well this will be easy.
Am a manager.
How do you know this?