PIPs proceed layoffs. Leadership sets targets to provide a baseline for who can go.
survey .. how many folks on PIP?
I am not. At least 5 people i know have been told it is in progress. Seems focused on one department.
16 replies (most recent on top)
I wonder if MM got a PIp ( executive PIP) for leaving how many millions of backlog on the table from the lack of planning during the Olathe and other transitions?
@5vta Agreed. You would think that IF they had managed the RIFs intelligently the poor performers would all be gone. Hasn't happened in years past, didn't this time, won't in the future. But, managers do what they have to do to stay employed. They know it's not right but can't fight it. That is why some managers volunteer for a RIF or just move on.
Bumping the PIP target to 10% after a year of 20% layoffs is pure terrorism. What poor performers are left? How can this be justified? Management are cowards for not not speaking up against this abuse.
PIPs often target the older more senior contributors. Band 4 technical contributors often fall into the notorious 9 BLOCK ELBOW making then likely candidates for a PIP. After I received my second PIP I quietly submitted my retirement into corporate HR. 2 weeks before my retirement I notified my manager and local HR. My manager was s—ing wind and looked like he was having a panic attack when I told him. It felt so liberating to walk out of that dreadful place and put an end to the pain that is Honeywell.
The PIP % has been raised to 10% this year for PMT. This is purely punishment for not making an unrealistic AOP.
PIPs were mandated every year by corporate and the ALT for the "bottom" 5%, whether an employee deserved it or not. Any manager who didn't toe the line could be subject to the same thing the following year. I saw many solid performers who were subjected to PIPs, often because the ALT member either didn't like them, or as one person was told "it's your turn." Just an excuse to not give raises, and for some, their bonus. Glad to be away from that toxicity.
In my 14+ years in CLW Space we had half the time with no raises - have the time with a MAX available raise of 2%. In that time I took one for the team TWICE. Even challenged the 2nd one with HR - obviously to no avail. Until the 9 block goes away it will always be unfair to the individual contributors.
I was with this company for over 30 years and during that time I traveled around the world, often alone, working with customers, and representing the company.. I never had a bad review from any customer, and was always rated at the top for my technical knowledge and skills. The problem was that I was a remote worker for many of those years, and it's what happens in the hallways and meeting rooms of the head-shed that damns you, not your job performance or subject matter knowledge. If one of your manager's peers hears a negative rumor (unsubstantiated) about you then that will get you screwed during the "totem polling" sessions where they "rack & stack" everyone. Of course there must be "decimation," where 1 in every 10 to be dumped into the dungeon of the "elbow" and receive their PIP. These practices originated at GE, and while the infamous Jack Welch drove the GE Ship of State into its watery abyss, he was quite fond of saying, "Someone last year was in the bottom 10% of their peers." Many big companies tried this 9-Block/PIP "fad" and ditched it because it was stupid, unfair, and didn't motivate anyone, except to leave. But, as always, leave it to Honeywell to stick with stupid.
The HR gestapo will tell you that they don't "totem poll," but even HON managers admit they do. It's entirely wrong, as it goes back to the miserable days of "matrix management" when, no matter how hard you worked for your 2 to 5 managers, you'd never be better than average with any of them. If you busted a$$ for one he might give you an "A" , while others would give you a "C", "D", or "F". Of course, HR will always take the "F" and throw out the "A".
Mark my words: At Honeywell you're only one new manager away from being RIF'd.
A PIP Does NOT come before a layoff. Every HPD season, there is a target number of people to put on PIPS. The last few years the number for our GBE has been 5%.. 5% of the ppl must be put a a PIPs. This means that 5% of our GBE will not get a merit increase. This is the MOS every manager is aware of this.
If there is a layoff, there is no need for any poor performance paper work, anyone is at risk. But I am sure those that have performance issues would be 1st out the door.
How about YOU do something to help your coworkers, and quit. Loser.
Is there a layoff news somewhere? If don’t have one, do something useful like help out your co workers
@1fde is right. But I've only seen PIPs issued after our Performance Reviews at end of Feb. I received one and gave a couple when i used to be a mgr. In all cases, the PIP was justification for the poor block rating. It's an unfair and punitive system.
The PIP is an easy way to insure you don't get a merit or incentive.....hey more cost savings!!!! Make no mistake (this coming from a former Director) HW has no desire to improve your performance, just like the 9 block, they force the curve to ensure they meet elbow % requirements. They will tell you they don't do this, but they absolutely do. The only exception here....top leaders are pretty much exempt and they still get their payouts for performance of the company, but the folks that do the real work are left out due to block ratings.
Come on folks.....PIP or no PIP you are still a target for RIF. HW does not need a paper trail to send you packing, you all should know that by now.
Well, what department?
I hope I am