I'm trying to keep this job but I am most afraid of those situations when a good employee is labeled as a poor performer, that is, when they completely fabricate someone's poor performance. I don't know how I would react if that happened to me. How would one go about dealing with that unethical practice, which I've heard is not at all rare here?
18 replies (most recent on top)
I'll tell you how I reacted to the the shame of being put on a quota PIP fabricated with fantastic lies and BS: I took a whole bunch of "free stuff" home. Also, after completing my PIP in 2 months, I dropped into 40% productivity mode for the rest of the year. At Aero, if you were a productive engineer on a quota PIP, you were automatically "excused" from a PIP the following year. I ran at 40% for the rest of the year, and then got a raise a and block 5 the next review. The PIP cost honeywell tens of thousands of dollars more than they saved by skipping my raise for the the PIP. Do you think that I was the only one? What goes around comes around. Honeywell could save a lot of $$ and employee emotional pain and hostility by terminating the PIP quota BS.
If your on a PIP does that mean you can't get the severance package if you get RIFed?
It is an 11 Block scoring. 1 upper L, 1 lower L, 9 in the middle.
It was absolutely insane that they maintained the PIP targets during the pandemic after 30% of the employees (and presumably the poor performers) were gone. This was an act of terrorism and employee abuse. HR and upper management are horrible human beings. There is no other way to spin this.
@3spl Yep, that's what happened to me. I was told to put 1 person in the elbow. I reminded them that they had already RIFed all of the people that I would choose to put in the elbow. They picked 2 and put them in the elbow.
PIP is a certainty in every HPD season. Usual standard target for most if not all SBG, but most certainly AERO, is 8%. Meaning no matter how large or small your organisation is, a minimum of 1 EE is bound to be on the elbow block ready for that arduous journey to be PIP’ed which will eventually mean a worker, sometimes good ones, will leave this company for morale reasons.
Why is this done? HR claims that its for differentiation purposes but the real reason is that this was left over from Cote’s time when he carried that same philosophy from his days in GE when lightning Jack had a pretty grim view of what talent was all about. Poor DairyAss hadn’t the slightest clue of this ‘phenomena’ since it isn’t practised at the E-band level (all E-Bands are under contract basis anyway) so he has pretty much left it as-is so that the much dreaded legacy lives on till someone with actual intellect do decide to question its intended purpose.
I suspect that just from observations in the past weeks and months that DairyAss is planning his exit with more facetime from his new poster boy VK. I do hope that VK once taking over the reigns from DairyAss, has that set of dongs in his pants to actually remove this stupid 9-Block where GE has already done so. I can only hope. Am glad, though, that MM isn’t that poster boy. The heavens will cry if he ever was.
Piggybacking on Near the end’s feedback.
During the last week of December, the managers were asked to put someone in the elbow aka below average from HR in a certain GBE.
I am a new manager (under 6 months) and I was devastated to put someone below average when he/she didn’t deserve it.
I was seeing red flags with HoneyWell for the past couple of months but this was the last straw for me. I have started applying for new jobs.
Managers do not have a choice in this matter. A fellow colleague (director) pushed back stating that he has no one below average and they gave him a name to put in the elbow.
It's the reason I left. 15 years of good to excellent reviews, promotion and bravos for performance until I got a bad review. Happened under new manager. Working for a much better company now. One that sees the value in my contributions.
Getting a new manager is dangerous. They may feel threatened by your knowledge or they may want to replace you with a sychophant from their last team. Keep your head down when you get a new manager.
You are an employee-at-will. If your head is in the game meaning you work hard, smart, loyal, and help make others better, you are considered a threat to the status quo, and if the RIF list comes down, expect to dramatically be moved to the the elbow.
Pay attention to the business. If you're losing share, changing metrics to show false improvement, and your boss seems evasive, just remember you are an employee-at-will that is a finance person's dream to add you to the restructuring cost for the next quarter.
A winning strategy is to:
- Replace your head shot with a glamor shot. Leaders pause when looking at a nice head-shot.
- Increase your HIPAC contributions by 3X and make sure your boss knows you did. If you document that you have gotten great reviews, then all of a sudden you get PIPed, just take comfort that the HON legal team will make some contributions to ensure you are buried by the EEOC from big firm lobbying activity.
- Try to d-mb it down a little bit and refuse any merit increases so that a leader may pause at the last minute for a "stay of headcount reduction"
- Smile and head-bop in agreement on all hands meeting that you are drunk on the koolaid.
- Ask permission to go to the rest room, even if you are working from home, it build the ego of your boss, that "you get it" young grasshopper
I will say it again. Honeywell standards have dropped so low they have employed a crazy amount of totally incompetent and unqualified losers that could not get a job anywhere else. These people will do whatever it takes to hold onto a salary they could never get again.
Employees who do not actively contribute to the work get promoted while those who consistently perform well and produce results are overlooked and subject to criticism. This is commonly referred to as the "Honeywell way."
We absolutely received quotas in some years for how many “elbow” employees were needed during reviews. If the company was doing well it usually wasn’t forced, there were enough 9s that actually deserved it. In poor years it was sometimes as high as 15%. The strategy was a hope they would quit so no severance. In every case where either I fired someone or was in the loop they got severance similar to RIF. Can’t wait to retire in 3 more years
Honestly I have a hard time believing this practice still even occurs. Honeywell nickel and dimes their employees so badly and the benefit package is weak for a fortune 100 company that most folks I talk to say the job is just a stepping stone to something better somewhere else. They have a high turnover rate and can barely keep the people they gave that I believe this is more of a cost cutting measure as some are grossly overpaid.
If you know that you are a performer and get put in PIP, it is probably your manager covering his a$$. You'll rarely see a manager get shown the door because that implies that there was a failure above their position. And in the corporate world, just like politics, failure or mistakes are never to be acknowledged. In the Hineywell world, it all flows downhill.
No such thing as “ethics”.
No such thing as “fair”.
You work for You.
Honeywell is just another customer buying your time.
Ask yourself.. what happens to a business with only one product and only one customer?
This will happen. One of our colleagues who was a very highly regarded employee with a solid history of success was taken out by a failing newish 'manager'. Turns out the manager's head was on the block so he disparaged the guy to leadership and blamed him for the teams failure which was ironic as it was this other guy holding things together.
Worked though, there was no recourse for our colleague in the cold Honeywell system and he was immediately on the RIF list. The manager who is a horrible failure even by Honeywell standards somehow still remains (for now), it really sucks.
It's nasty here, I do not trust anyone and nearly all the good people have gone now.
You cannot control what other people say about you. There is no recourse for a bad manager other than ensure you have friends in other departments willing to give you an out. ANY contact with HR is a bad experience and potentially a career ending experience.
Worry more about the quality of the work you deliver and your reputation with your peers both inside and outside Honeywell. Do that and even when the inevitable backstabbing happens ( more likely the higher you climb) you will have other doors open to you. I have seen this happen over and over again.
Remember who you work for..
hint— honeywell is your customer.