Thread regarding Honeywell International Inc. layoffs

If you are above 50, and make above average income....

Be prepared for PIP.

1. they get rid off you.
2. or now give our 0 increase for next two years,
3. treat u like sh-t
4. make you feel, as if they are doing u a favor.

Best such it up, kiss a-s, get off the PIP, look for a job, leave on your grounds!

Guys PIP. Is just another calculated prunning to save a dollar that roles into the quarterly wall street numbers.

When a company cannot grow revenue, YES, make or sell more stuff, or innovate or expand into new market etc. etc. Then their only choice is to reduce cost. This is what is taught in Harvard MBAs or Jack Welch MBA.

The MBAs operate in 5 year plan and have figured out to take a successful company, merge with another, now in 5 years they can grow technology or open new markets unless they are selling tomato's, so they beef up their compensation with stock options to matured five years. Then come with all sort of process improvement, layoff, PIP, sell real estate, global resonance etc.

Wall street is too too stupid to see this myopic strategy, or perhaps they are in for short ride themselves.

THUS ki-l the company!

I was told by my director that the unlucky folks in the outer L (3,6,7,8,9) are needed to pay the above average merit raises for the guys in the inner blocks(1,2,4). When you have such a low budget for raises, there is no way to "reward" the ones you want to reward. This is why there is a strict percentage quota assigned to the inner blocks and the outer L. So instead of bulking up the budget to realistic levels, they instead rob from Peter to pay Pablo. The PIP is the mandated communication to tell you why you got your cr-ppy block placement which is why you were screwed out of your raise. Yes, it gets used as justification to drum out the ones they really want to drum out. But that is maybe 2% of the population. Of course, they never seem to drum out the cr-ppy managers. Those guys get moved around like one of the pees in the classic shell game.

No quotas to PIP is a ridiculous claim that leadership makes every year close to performance reviews. Its hilarious to see the straight face they put on knowing that those that dishes out block ratings that don’t comply to the percentage regime will have themselves be PIP’ed for not displaying the behaviour of ‘Being Courageous’.
Other larger corporations have a similar system of rating their employees but do not enforce a draconian rule of insisting that one of your employees are below par performance. Gathering information from various credible sources from other companies seem to indicate that they are liberal in how they rate employees ensuring that its a fair assessment rather than mandated. Even GE which actually developed and rolled out the initial 9-Block rating system had changed their ways of rating their employees after Welch-the-Henchman left the building for the chaos that it would create within their workforce which was so evidently displayed the last few years. Sad that Honeywell still insists that its the best way to rate employees even with examples of long term dissatisfaction it creates and the implosion of mess from exodus of the workforce. HR will defend it relentlessly attributing to workforce exodus for some other innate reason such as inability to adapt to strategic plans, productivity claims, etc…, for fear of them losing their relevance in the organization. Without PIPs and 9-Blocks, they would be reduced exit interviews and intakes that is solely a HR relevance.

Okay. After reading the first response at the bottom, I’m wondering. So, officially, I’m a protected class but had a run in with my boss’s boss prior to her getting into that role. This year I went from upper elbow to lower and PIPd. I couldn’t figure out why as my performance is actually better than peers….other than the fact that I had a run in with her years ago. Go figure.

It’s all good though. I just got an offer from a competing company and look forward to my escape after background checks are done. They won’t get much notice. I’m actually hoping for a RIF in June.

One foot out the door. They can keep the boss’s boss. Inept but meets their quota for white male discrimination.

I was put on a PIP in late 2019. I volunteered for the great C0vid RIF. They refused me.
I've volunteered another time since then, they refused me. Maybe the 3rd time will be the charm. Hoping for the end of this quarter.

A friend of mine was told that he was only going to get 4 weeks severance when he was laid off last year. He had 28 years of employment. He threatened legal action and they backed down. He got the full 26 weeks plus insurance. Honeywell is just looking to rip off the weak ones.

34 years of service. I volunteered for layoff when covid hit in early 2020. 26 weeks of severance, paid out over 6 months. Then 9 months of unemployment insurance payments + the monthly covid bonus the federal government was adding at the time. In a way, covid is my friend. Okay, sorry 'bout that....back to the topic at hand.

@1byt+1mrwMWhB NOPE. Severance is 1 week per year of service over the standard 4 weeks which sucked for me as I had worked for Honeywell 4 years and my colleague only 6 months but we both got the same severance.

That's a ridiculously incorrect comment by @1byt
People who get laid off get severance in accordance with the exact policy whether they are currently on a PIP or they have previously been on a PIP or they have never been on a PIP.

Of course women engineers get laid off too. I know of several. Ridiculous to claim that can’t happen.

A PIP is HON way to give you less severance. If you are RIF'ed you should typically get 2+ months of severance, by using a fake PIP, HON reduces this to 1 month

Well, I noticed that my division. They will just keeps promoting you. After certain point, find a way to get rid of you. Either way RIF or giving a PIP.

They want to keep the wages down. They get rid of you. Then replace you with somebody at the lower pay range. I even seen them get rid of somebody then drop the pay.

The new person works for less. I guess the future shaper.

I PIP'd Honeywell and gave them 90 days to shape up. Layed em off after they showed no real ownership of their short comings.

If a PIP is unfairly given and is not inline with the expectations placed on the others in your group, isn't that discrimination?

Wow what a way to treat a loyal employee….it’s so discouraging as someone newer in the company to hear how people are treated. I guess this is what I have to look forward to.

For @1mbo+1mrwMWhB from original poster. Thank you. The most clear, concise, and believable explanation of PIPs I've ever seen. You guessed it, I'm a 60+, male, white. And yes, my manager started treating me like trash.

In a past life I worked in HR. The purpose of PIPs, though the name is deceiving (Performance Improvement Plan), is so the company can fire someone who is a protected class under the law. They need to document that they gave you a warning to improve and then document over 90days that you did not. That documentation prevents them from future lawsuits. Thats it. That’s what PIPs are. They don’t come from the goodness of your manager’s heart because they gosh golly believe in you and set realistic goals for you to accomplish and prove what a good worker bee you are. They come from a legal necessity. My guess is you are over 40 years old. That makes you a protected class. And if you are female, or a race other than white, a religion other than christian, have any kind of disability….they can’t lay you off. They have to do this to get rid of you. Get out. A PIP is 90days advanced notice to start looking for a job. Ive seen exactly one person my whole career overcome one of thes effers. If the PIP doesn’t get you, the way management starts to treat you after getting one will.

Ditto, exactly