I would like to know according to which logic is increasing the PIP target from 5% to 10% good from a business standpoint?
I’m pretty sure I get PIP’d just for some very personal reason and my manager’s animosity, and I found a new job in less than a month. A lot of people I know who got PIP'd have also very quickly found much better jobs.
The only thing that is still not clear to me is whether there is a justifiable reason for the increased target from a business perspective and how will all this reflect on HON? I absolutely agree with someone who said that an increased target doesn’t make sense even from a business standpoint.
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PIP target applies in EU as well. Same rules.
Pip is a tool used to filter people when reducing force.
DM governments are warning that taxes are going up. Honeywell will be aggressively reducing DM staff to avoid the need for repatriation of overseas profits.
Simple as that. Votes count.
Taxes up — jobs down.
I am looking for a GS position.
Considering how hard it is to successfully exit a PIP, it makes sense as a way of creatively reducing headcount while instilling fear in the folks that remain. The more interesting question is if this PIP target only applies to US-based employees.
None of this nine block, find under-performers quota, Pip stuff makes any sense from any standpoint. Management guru's like Deming and Drucker are spinning in their graves -- they would roundly condemn this evil and cruel treatment of employees. The only mystery is how this company manages to stay in business, the way they horribly treat their employees. Honeywell is an abomination.
Well, look at it this way, from Moneyhell's perspective RIFing you for "performance issues" simply opens the door for them to "Hire India!" because we all know how hard it is to find good workers in this backward old USA.