Is this possible? Has anybody done it and ended up being successful?
12 replies (most recent on top)
@4chh What you’re describing is illegal.
If you have evidence that your employer is violating the law, consult a licensed attorney to discuss legal options.
If you’re just miffed that people who don’t look like you are getting promoted that’s on you.
My Supervisor is so clueless that she cannot understand the simplest statements about our business.
She will move higher and faster up the ladder than all the experts doing the work that she takes credit for.
The people that need the PIP often get promoted based on demographics.
Don’t forget, you are automatically disqualified from a raise next year, and are far more likely to get a minimum one the year after that.
So… the real question is, are you OK with making the same salary over 3 years? Or is the lost earnings potential worth applying elsewhere.
Usually, it’s better to apply elsewhere.
Just move on if you are PIPd. It isn’t like you can recover and get your career back on track. Go try at another company.
The real question is why would you want to? Clearly, the organization thinks far less of your contributions than you do, and the likelihood of changing their mind is virtually non-existent. Remember, you are basically asking your boss to admit they made a mistake. That never works out good for you. Better of putting your energies into finding a new position where you can be valued.
@1qyc Ugh…here we go again.
Try to stay on topic. If you have an axe to grind, start a new thread.
yes ya'll can challenge a PIP if ya'll are black, g-y, or le----n other than that, no
@OP Sure, it’s possible. The question is whether or not it’s worth the effort.
Challenging a PIP entails going up against a sizable chunk of the corporate bureaucracy. The legal team is likely to become involved. HR will dig up as much dirt on you as possible to build a case for causal termination. Your coworkers will abandon you (worker solidarity isn’t a thing in O&G). They may even smell an opportunity to save their own hides and throw you under the bus first.
If you somehow get through all of this without quitting, going bankrupt, or having a nervous breakdown, you can expect to have the same result handed back to you with some watered-down corporate double-speak explaining how they came to the same conclusion.
Remember kids: corporations are protected by the law. You on the other hand are bound by the law. Being bound and being protected is not the same thing.
Still want to challenge the PIP? If so let us know how it works out.
Have known numerous folks to pass the initial PIP, but to really successfully keep your career going is really tough. The few who I have seen manage to fully recover have moved within the company (both geographically and organizationally).
HR is allowing groups to place unoccupied positions into the NSI category to prevent unnecessary loss of personnel. So if you are in a group that is below headcount already and placed in the NSI category, it’s not a good.
It really depends on your group’s FTE target. If you are in a group that needs to go down by 5% or more, then yes, passing the PiP will most likely be very very difficult. If you group is already at or below the FTE target, then there is a high likelihood you’ll pass. A good manager will be able to informally let you know your chances when the news is given to you (and no indication is probably a bad sign). I’m not suggesting this is a good way to run a company but it is the reality right now.
No. It's a waste of time you should spend looking for a new job.