According to Reuters, the company spokesperson declared that “ any positions opened this year due to performance-related dismissals may be refilled, he said”.
In other words, the oversized and repeated PIP had to be implemented because the company identified a significant number of low performers in its ranks and had to get rid of them, even if then it has to hire brand new people for the vacated positions.
Now remember that the company already went trough two iterations of the said PIP process and apparently will continue to do it for another three years. That means that from the get go, in 2020, the company new with infaillible precision that about 30-40% of its employees were sinful low performers, although at 8% a year, many if not most of those who will end in NSI during these five years were well or very well ranked when the process started.
Again, try to fathom the wisdom of the company: in 2019 or 2020 some lazy employees that badly needed to be replaced might have been hiding in the middle third or even higher, but the company will sniff them out by 2025 and replace them. That leaves another question unanswered; if our ranking process is flawless, as proven by the fact that Darren got right on top, then how comes the company has ranked well people that really are despicable low performers ?
Or maybe the EM ranking process is a sinister farce, DW should have been the one PIPed, and the company displays its usual hypocrisy and shamelessness. It’s just that now the game is up, everybody knows it and it has become a symbol of incompetence and putrid, offensive management.
21 replies (most recent on top)
No matter what some arrogant id--ts say on this forum, many NSI’d people ended up there due to politics.
Politics of ranking. Politics of job assignment. Politics of HR significantly changing the rank sequence after the ranking meetings. Politics of which groups had to PIP 8% and which groups got a waiver to PIP 0%.
I’m so EMBARRASSED to be part of EM! SHAME
Lying is part of the EnronMobil culture.
From the message control to upper managers, to make believe objectives and slogans, to shameless greenwashing, to flat out SEC fraud.
They hire liars to find oil, to do tech, and for PR roles. They promote the best liars to planning, supervision and management.
And they train liars to excel at lying on executive roles.
None of what they say can be believed.
🤥
This is too funny. Just opened LinkedIn and the Reuters article on how the Cube became a symbol of corporate failure showed up. Just below that, right on cue, two more selfies with the Cube - people with 10-20 ye.
The claim that “ PIP isn’t performance related dismissals” is the old lie from June 2021. By October 2021 all the quitting has made EM into a public laughingstock and all those selfies have turned the Cube into a symbol of a rotting company, so they had to come with the October lie: anybody who lost their job because of the PIP was such a terrible low performer that they needed to be thrown out and replaced.
But PIP isn’t performance related dismissals if we believe HR… it is to help us improve
Great example of the management’s bipolar disorder. One one hand, the company keeps PIPing us and then insulting us in public, because our ranks are supposedly full of low performers that need to be ferreted out and replaced endlessly.
One the other hand, local management, who actually has something concrete to achieve, keeps telling us how they appreciate and value us and essentially begs us not to quit, while desperately fighting to get promoted to the higher levels, where they will be able to ignore reality.
A bunch of clowns, all of them.
Come on people. Those that got NSI deserved it! I had a good laugh when the boy cried because he was NSI-ed. He thought he was good!?
I am enjoy watching this live performance! Secretly hope he gets booted soon!
Come January,I get my 5th week of vacation. I will take it and run!
War on all employees
First they lie about the PIPs not being about reducing numbers, then they continue to manufacture low performers out of thin air and now they even pretend that the “low performers” were such bad employees that they simply needed to be replaced. By saying that now they confirm it was all about getting rid of people. Nothing is too dirty or too absurd for them.
@tma+1da3Dsft
How quick some people forget…
https://www.bloomberg.com/news/articles/2021-06-21/exxon-prepares-to-cull-u-s-white-collar-ranks-by-as-much-as-10
"Exxon Mobil Corp. is preparing to reduce headcount at its U.S. offices by between 5% and 10% annually for the next three to five years by using its performance-evaluation system to suss out low performers, according to people familiar with the matter."
Subsequently the company denied using the PIP process for personnel reduction (yeah right) but did not deny that the process might extend to five years. So hang on, they’re just getting started.
@tma+1da3Dsft "Intranet"? What rock have you been living under? Even a caveman could have figured this out by now.
Where are you getting this 3 additional years of 8% PIPs? That is not what I recall in terms of target cuts for the next 3 years. Can you remind me what source you are using? If it’s on the intranet, what is a keyword I can search to find the source material?
I've also felt this way about the Company - no shame.
But now I've come to realize it is me.
I work for this Company.
I have no shame.
One thing that really bothers me are all these people that will go for recruiting, intentionally and shamelessly lying to college kids.
They rehire at half the price and a third of competence
So how do they explain the accelerating resignations of HiPos?
The problem is at the level of VPs. If you think front line supervisors buy into this sh-t show you are mistaken.
Whenever our top management comes up with a big snafu, they know that the right follow-up is to add insult to injury for the employees.
Again no one wants to manage. It’s all self preservation or politics. The team has to deal with what the manager should be cleaning up.