If you're pi---d about getting pip'd think about how very low performers in the south American gbc can't even be fired. Even if they are given the pip they are protected by their government. They are literally unshakable from the company. Every local knows this so they accept the pip and keep hanging on the te-t.
Their low quality BS jobs are more stable than those high performers that bring actual value to the table.
I think if I was argentine I'd be more pi---d that pip slugs have the same job as me without performing at all.
If you're an argentine performer you have the same security as an argentine non performer and there is nothing that can be done about it.
Maybe if exxon could cut the dead weight they could increase the frequency of the current 30% raises every 6 months.
OP is correct. It's happening in my team.
@hsp+1cnKqr2j - inflation is the government’s fault. Not keeping up with people’s wages so that they can continue to live is Exxon’s fault. Don’t be a troll.
sorry, but what is CSI/benchmark?
Who's fault is the local inflation? Exxon's or the Argentine government?
OP has no clue. Argentina GBC can’t even hang onto talent in the base case because they aren’t keeping salaries up with hyper inflation in the local economy. Never mind the PIPs.
I think we should be fair on how we treat our fellows. There are many high performers in the GBCs just like there are here in the US. The assumption that only “BS” work is done in there is exactly what management wants you to believe in order to give you a sense of perpetuity of your role in here. Reality check: almost any job is a candidate for remote locations. If you think you have seen it all in terms of what can be done from a GBC, wait until CSI/benchmark is announced later this year.