A company that puts some of its best performers on PIP and puts some of the least knowledgeable and productive employees on a career path to upper management is not a company with a bright future. These kinds of decisions might seem like a good idea at the moment, but give it five years or so. The reckoning is coming.
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People managers get dinged on their performance when staff leave
This is for when staff move internally also even though the company encourages it.
Everyone in Honeywell who is simply a people supervisor or manager gets screwed. At least Honeywell doesn’t discriminate - it’s screws everyone
Yes. Well over 30 years and have always been in a block 2 for the last 15 years. Exceeded all goals last year and not one negative remark on the review but now I am just a plain old block 5. While not in the elbow I asked how does the block rating match what your wrote and I was told well you are one of the seniors in the group and you were only in this job for 10 months out of the 12 so HR made me put you in block 5. What a bunch of B.S. The days of me going above and beyond are over. I am no longer motivated. It has nothing to do with performance. Oh…I spend 10 years as a manager from 2000-2010 and while we had the 9 block then they did not, at least where’s I was working did not FORCE a distribution.
PIP's are used for many reasons. It's all about power and money. PIP's are use in reducing cost so that the management chain bonuses are bigger and this is by no means an exhaustive list:
- To keep a toxic culture of fear and intimidation
- To keep a person from moving to another job within Honeywell
- To keep a person from being promoted
- To keep a person from getting a pay raise
- To put a person in the outer L on a review to make layoff lawsuits less likely
- To get a person to retire sooner than they otherwise would
- To get a person to leave voluntarily and avoid paying severance
@1yqm, what's the point or purpose of PIP? Why do they put managers in that situation?
1cqy, don’t take it personally. Managers cannot have the same person on a PIP twice in a row, or they must be let go. So everyone on the team will eventually be on a PIP so as not to have repeat offenders. It was just your turn this year.
Play along to close out the PIP actions and you will be safe for a few more years. Use that time to find another job at another company.
I am a former manager so I know how it works.
They put me on PIP this year although I met every goals for 2021. It was also the first time I took pain to type tons of details in the HPD results.
Still have no clue why they decided to hammer me this time. Could be because I'm in the unvax club? Or something I said that's not in line with their propaganda? Or just simply telling the truth?
Everyone in the production floor knows the weight of my hard work and contributions to keep the line run smoothly over the years, they don't need to read my HPD report to know that. While in the same time some "smooth talker" that did nothing for the whole year got raised to block 2, and with nice bonus of course.
If they think I will outwork my last year's performance to get off PIP, they're dreaming.
Instead I will re-balance my work-life and have more time with my kids and family, and stop spending 10 - 12 hours a day at HW. It was stupid me I admit. Thanks HW for waking me up.
What are they gonna do? Fire me? LMAO, I don't care.
Trash company run by t@rds from T-bord school of mismanagement. M&M is a bean headed trash talking clown who's opinions are like the unwashed Dalits he loves. Good new people are run away in months. Those who stay are either in some odd medical position which they need medical, are incompetent, or just plane scared to leave. RUN AWAY as fast as your legs can carry you.
'Peter principle' in full effect at Honeywell.
Thank Jack Welch and his ,"10% laggards always exist rule." All this does is destroy trust within a Team of workers and ruins the relationship between supervisors and direct reports. In small teams of highly skilled people, it usually boils down to hallway conversations about who is "good" and who is "grumpy." Human Resources implements these drastic policies because they're responsible for Corporate Spend. Every $ they save the company puts money in their pocket in terms of bonuses. HR has NO, repeat NO stake in the "Value" of the Company, long term.
Had the WWII Koncentration Kamps in Europe had a "Training Manual" for their Administrators, today's Management Consulting Firms would be the first to adopt and sell it to their many Corporate Clients. Inhabitants worked longer and longer without benefit, only given enough to survive, but no more than absolutely necessary... sound familiar yet?
They will regret creating a corporate culture of being "Permanently Temporary," as you get what you pay for. Treat people like they're all temporary and they won't stick around.
The fact that management actually increased the PIP % target in 2021 when 25% of the U.S workforce (and presumably 100% of the poor performers) were already let go was employee abuse at its most sadistic. Any manager who did not vigorously object to that process should be ashamed of themselves. There are definitely sociopaths at the helm of this sinking ship.
This has been going on for a long time and pre dates the current management. Egos run the company and if you don't like playing the game, you can't get ahead.
This is about competition, so if you don't have a big ego or ability to step on others to get ahead then you may be disappointed with your rewards.
This is the MM effect. He started this when he went into ISC because none of the leaders in place wanted to work for him. The entire organization changed and he n promoted folks that would nod their heads and agree to everything he spews.