Have been given the option to choose between PIP and PIL. But I've had no reason to ever suspect that I would be placed in NSI based on my salary increments and colleagues' feedback. What are the chances of getting the poor performance evaluation rescinded? Is there anything at all that I can do? I do not want to have to choose between PIP or PIL since they seem like 2 roads to the same outcome.
25 replies (most recent on top)
No. You cannot contest NSI. You will be gone by end of October.
@1hkc+16sDF7dD - that’s a very interesting comment, about the overwhelming influence that one senior manager can have on your ranking. Despite having my best ever KO feedback (from 12 different co-workers), the only reason I was given for being in the NSI group was “If someone’s only interaction with you is in Department Meetings and you don’t seem to be interested ....”
That shows what a joke the ranking system is ! It’s supposed to be based on relative contributions to your Department’s (and others) performance - but it can be dominated by a senior manager’s biased and unsubstantiated dislike of you.
@1ona, 100% agree, had similar experience, if you get on the wrong side of a manager, that's all it takes, performance be damned. My immediate supervisor actually kept telling me "... we've got to get you out of here ..." for whatever it was worth
Yes I see where that arrogance is taking you
Down
Down
Down
“We put wfh policies in place but disciplined employees that actually used it.”
This, along with placing employees on PIP for “behavioral” reasons makes our job of purging much easier. If low/non performers like the previous “Mr Technical” poster decides that they were treated unfairly and seeks legal counsel....good luck!
As @1ona+16sDF7dD posted: we have a big ol’ fat file built documenting YOUR poor performance. Sorry! We are XOM. We are the Creme de la Creme, and you don’t have what it takes so please be on your way.
@1yli+16sDF7dD
Definitely! And some were all but told as much! We put wfh policies in place but disciplined employees that actually used it.
"Nothing in my PIP is “technical”. It is looking to be more of an evergreen document, rather than a “legal” (XOM language, not mine) document that I had to sign."
There is no legal requirement for pip in the US laws! It's all back to xom policies and procedures for dealing with "underperformance". Their goal is to put a thick record together so that if you sue, they will claim that you were a lousy employee with the respective documentation that they are building now.
Get the PIP guideline document from the HR, read it carefully, see which bits are not followed. On the other hand, a guideline is not particularly strong set of rules, so the manager can make it up as he goes along for "business" reasons. You can try to push back if your signed PIP is evolving using the HR PIP guidelines, but talking back is not without risks as you probably realize.
It's all a "play pretend" anyways. Do you have any protected class angle at all? Any eeoc claims? If not, sorry to tell you this, but you are a dead man walking ...
I don't know if the ship is sinking, but she has definitely hit the iceberg. Whether she will go down or stay afloat depends on the ability of the captain and his staff. Place your bets...
i heard in AP region, there are people leaving already for certain functions. guess more to come
Another aspect of ExxonMobil management is they are cowards. Many of them do not like to give bad feedback face to face. Maybe it's the American culture of "everyone doing a great job". When I worked for them, first 5 years I was in upper/middle and then slipped to lower third. I could never understand it as I was working harder being more involved and getting better ko feedback every year. However, although my section head and department head thought well of me, I got on the wrong side of a senior manager as I pushed back on a couple of occasions on some frankly ridiculous decisions. That was it! Once I'd crossed that line it was game over! As far as I know, this particular senior manager was very influential in ranking sessions and was around for years ...so I was basically scre#$! Such is the ridiculousness if the system that one person can be so influential because of a personal view, despite all the evidence of good performance. Also, going back to my "cowards" reference above, none of my section heads were willing to help me and stand up for me against the senior manager (no surprise there) and would never tell me why I was being ranked in the lower third when my performance clearly demonstrated I was at least middle and potentially higher. If you don't have senior management on your side...you are really wasting your time. They do not like to hear alternative views or deal with strong personalities. I always thought that was the sign of a healthy organisation, but this is certainly not appreciated at EM.
“Sounds like they plan to document that your technical delivery also started to fall behind!”
Not really sure how that conclusion was drawn.
Nothing in my PIP is “technical”. It is looking to be more of an evergreen document, rather than a “legal” (XOM language, not mine) document that I had to sign.
But it’s cool! This is a very stressful and troubling time that I wish no one was dealing with. It’s shed an eye awaken light on how much I loath corporate politics and the buddy buddy s—_ss culture that is the org I work for. Hopefully we’ll all come out of this smelling like a rose! 🤘
"So, I just completed my second week of PIP. My “objective” tasks have grown considerably since I started it and I’m not sure how because I signed a legal document accepting the plan."
Sounds like they plan to document that your technical delivery also started to fall behind!
Btw, there is also an eeoc angle in the pip, if they are treating you very differently (discriminating), and you are a protected class, was not the point of PIP to create this seemingly "legal" discrimination in the first place? Is there any legitimate business reason for such discrimination?
Does anybody think they got PIP-Ed for not going to work in person back in May at the campus? Well, amongst other reasons. It really did feel like the higher ups wanted people to come regardless of personal circumstances, even if they agreed to let some people work from home with supervisor approval it was seen as “ rebelling” against the norms set in place.
Same thing happened to me. No indication of NSI, excellent KO feedback, told I do great work at a high level of technical expertise.... BUT then given choice of PIL or PIP for deficient communication/collaboration skills
So, I just completed my second week of PIP. My “objective” tasks have grown considerably since I started it and I’m not sure how because I signed a legal document accepting the plan.
Seems to be a complete fallacy just to get rid of someone that pushes back and asks questions, aka “a troublemaker”
If there is a way to have your NSI review rescinded I hope you succeed in doing so!
There's absolutely no hope of negotiation, sad to say.
Any PIP objectives will be undoable.
The PiL is best option - despite the absurd document you're to sign. Holds no legal validity outside Dallas.
Time to move on - your skills are needed elsewhere. Perhaps in a solid constructive industry with a future.
And - speaking of PiL - I must once again post the Public Image, Ltd. description of our XOM situation.
paste to browser: https://www.youtube.com/watch?v=yWTqfq72888
You'll be awright.
Don’t bother. I was in a very similar position to the OP. Great feedback from KO’s, no negatives at all - then shocked to find myself in NSI. You can never argue successfully against your rankling because it’s all confidential, behind closed doors, and it’s all “relative”. I’ve had bosses in the past that told me they thought I should have been ranked higher (than middle third), but there was “nothing they could do”.
Yes, it is possible. Your manager can change that if he or she gets feedback from other managers.
Without any negative feedback, verbal or written, and being dropped multiples quintiles from historic rankings and last year, one might conclude there is an age component to it for us older folks. Get your PIP finalized then file an EEOC Complaint ASAP.
I got a raise and then pip 3 weeks later.
On yeah, talking to the supervisor is most useless. HR is hoping you will buy sup's explanation for NSI, and then ride quietly into the sunset!
The most workable route is via Eeoc - take the pip, and file a charge asap. But you need a protected class angle for this!
They will do nothing because they said no exceptions for any reason, unless it goes to the president level. I tried with no luck - HR recommended I talk to my supervisor ( the one who did the ranking) but that would be pointless. It might be worth it for your own peace of mind if anything else so you have no regrets with the decision you make. Similarly I had excellent KO feedback, and in the pre-assessment meeting in May my supervisor said I did an excellent job overall. Then in July I actually still didn’t get any negative feedback - just that the environment is competitive on a relative basis. I think most of us have been shocked and blindsided by these decisions, but with some self reflection I think some of us have some assumptions on why we were the ones and it might not have anything to do with your actual work.
Speaking to HR is wasting of your time.. they have a specific number that will need to be in the NI/NSI category and “voting” but voters that do not know you exist.. accept the PIL, and move on.. by the way.. HR was in the ranking as well.. so either HR then was not doing their job or your results were blessed by then.. I have a NSI colleague that we do not think deserve it.. but it is what it is.. this ship is sinking anyway..
None.. just accept the PIL and move on.. I heard more projects will be cancelled and more will be let go.. so much for “investing” during the down cycle.. The cost of putting them to a halt will haunt EM further.. clearing someone was ahead of himself when presenting about doubling the earnings.. I’m not sitting here and wait for them to tell me that I need significant improvement.. Survived this round and had been using the time working from home to find better job opportunities.. good luck to all
Unfortunately none that I’m aware of. You maybe able to talk with HR but pretty sure it will be turned down. Are you in the AP region? I’ve heard they just started receiving their notifications based on country laws/regulations.