Thread regarding Honeywell International Inc. layoffs

Employees should be able to PIP bad managers !

@2rdm I know of a few folks who got rifed while on a pip.
They got their severance just like everyone else.
The only person that I know who lost out on a pip is a guy that walked out when he was told he was on a pip. A month later there was a rif and he surely would have been included.
Cost him 12 weeks pay.

Forget about it. After my first PIP I was given improvement goals that we basically what my yearly goals were already. Very achievable. Clearly the PIP was half-hearted and was simply filling a management quota. My second PIP came about 9 months before I had planned to retire. This was good news! Here I come 6 months severance pay. Oh wait, the boss says they aren't letting people go after a second PIP. Rats! A PIP that barks, but it can't bite. Face it, as long as you are doing your job and get along with everyone, your PIP will be a quota filler and nothing more. Does Honeywell executive management understand that such action only makes a otherwise good employee go south? Do they understand human emotions?

Funny about PIPs! I had rave reviews excellent pay increase! Then new manager comes aboard and decided he felt I should be doing more. No warning, and I got my first PIP! My first and last! Left Honeywell! He was left high and dry!
Keep your chin up! There are some good managers, but not a lot!
Good luck and stay safe

If you fail to live up to your PIP plan, is severance always provided? Just curious about a potential exit plan.

Got PIP'd because I applied for position internally but was deemed to "valuable" to be let go to another position. Only way to keep me here was to disqualify me with that PIP. Started looking for a job outside of Honeywell right after that.

I once saw a top performing technician get PIP'ed to prevent him from leaving a shorthanded department. There is no leadership at Honeywell... only managers that have consumed the koolaid of non-value added foolishness that bolsters the stock price. Never doubt for one minute that the CEO is interested in anyting but that stock price for his compensation. The best performance improvement you can have is to volunteer for the next round of RIF's or get out to a company that really does value its people. The venomous environment created by Bid D, Mad Dog, and the rest of the yes-women and yes-men is the reason that the place is slowly circling the toilet bowl. No amount of paid propaganda for awards on ethics and innovation can change that reality.

My experience is that they usually warn you at your mid-year, so when they PIP you they have it documented that they "warned you" and you did not improve after the warning. But this is not always the case. One time I was blindsided after a good mid-year because my manager retired and was no longer "protected". Another time I was "warned" and then had weekly meetings with my manager so I could "improve". But it was a done deal when I was warned, and the weekly meetings were completely bogus. Once they warn you, the only way out is if someone else really screws up, and they PIP him instead of you to make the quota.

I did manage to wiggle out of a PIP warning once by formally documenting all the great things I did that year, so instead of PIPing me, they PIPed my boss.

I went 35 years with great reviews, and my trouble started when my hair turned grey. I wiggled out the first time, but they got me the next year. I was "excused" the next year. Then I changed jobs, and my new senior manager (good guy who hated PIPs) warned me when I was hired that I was fresh meat in the department, and there was a good chance that I would be PIPed my first year in the PIP rotation. And I was.

The objective is the degradation and humiliation of the employee, with the hope that they will leave on their own. There is no real concern about performance here.

My experience is that they usually warn you at your mid-year, so when they PIP you they have it documented that they "warned you" and you did not improve after the warning. But this is not always the case. One time I was blindsided after a good mid-year because my manager retired and was no longer "protected". Another time I was "warned" and then had weekly meetings with my manager so I could "improve". But it was a done deal when I was warned, and the weekly meetings were completely bogus. Once they warn you, the only way out is if someone else really screws up, and they PIP him instead of you to make the quota.

I did manage to wiggle out of a PIP warning once by formally documenting all the great things I did that year, so instead of PIPing me, they PIPed my boss.

My experience is that they usually warn you at your mid-year, so when they PIP you they have it documented that they "warned you" and you did not improve after they warning. But this is not always the case. One time I was blindsided after a good mid-year because my manager retired and was no longer "protected". Another time I was "warned" and then had weekly meetings with my manager so I could "improve". But it was a done deal when I was warned, and the weekly meetings were completely bogus.

Managers are not interested in helping someone improve their performance prior to a PIP.
That would take that person out of the pool available for a PIP making the choice more difficult.

Most of what passes for management in organisations like this are failures and mediocrities. Why then seek their counsel on how to improve yourself?

Just take it with a smile. Noone, not even HR, will remember in 2 years. But if you cause a fuss, out you go.