#pip

PIP has been moved to 30 days instead of the normal 90 days. 30 days to get on pip 90 days to get off pip.….whoever makes these decisions are so out of touch with reality they should be in a mental institution

If you don’t hit 50% of your phone target you move immediately to a written warning.

All hands call tomorrow. Maybe members of the cwa should get on and speak up for us

EM PIP in reality can be driven by statistics, internal politics, bias, or interpersonal conflicts not your performance. So many people end up on a PIP for reasons that have nothing to do with their actual work. Some examples I have seen in past years/teams:

• He was put on a PIP after questioning unethical practices used by senior team members and suggesting better methods. They felt threatened and collectively turned against him.
• She was sharp, social, and highly capable. Her manager recognized her potential and gave her additional responsibilities, which triggered jealousy among other women on the team who then ganged up on her.
• He was new to the group, and instead of helping him integrate, they isolated him, refused to let him blend in, and targeted him for bottom ranking.
• She consistently helped others develop, but instead of being recognized, her peers sabotaged her work because she was naïve and overly friendly.
  How PIP Practices Often Work in Reality:
  In many organizations, the outcome of a PIP is predetermined long before the process officially begins.
• Some employees receive only a few formality emails and “pass” without any real process.
• Some endure a three‑month ordeal that feels like a continuous interview, filled with pressure, bullying, and harassment—only to be told they “failed.”
• Employees targeted for removal often face hostility, humiliation, and impossible expectations, and at the end they’re given vague statements like “We don’t think you’re a good fit.”
• Some people have their PIP extended because of medical leave or mental‑health‑related disability leave, only to return and be failed anyway—or receive a letter saying their disability benefits are ending and they will be terminated if they cannot return...
  Bottom line if you are not PIPed soley for statistics choose PIL....Up to you

I got a 4, and no PIP. But was any one pip-ed after year-end reviews in order for them to deny?

What happens if a group’s designated PIP guy quits by March ending? They pounce on the next innocent guy?

With the Gulf crisis that exploded yesterday, meaning O&G is cool again, will EM not relax its PIP season harvesting?

I have not heard this addressed – – at least not in a long time; since then so much has happened… Is a person terminated for performance but on the spot and without notice … just, one day they’re working and the next day they’re flat out gone; or are they put on a PIP and if they fail the PIP, then they will be terminated. I’m not even going to ask if they need to have an IM or needs improvement since it seems a lot of people that had EX and Meets have been terminated… I don’t think rating has anything to do with it ..but pls feel free to correct/comment.

The consultant community is advising bp board members that the Band Aid needs to be pulled quickly so bp can transition into a leaner more focused group. Expecting XOM initiatives like PIP and forced rankings to start in 2026.

How will bp employed react and adjust towards new ways of working? Realizing that the job market is abysmal and not really keen on bp skills and experience.

So it sounds like possibly the PIP percent is going to be higher this year. Heard from a few groups they are really scrutinizing people's "development needs". Anyone hear anything?

HR seems to have free rein to push people out through PIPs now. You go from solid reviews to suddenly being on a performance plan that's designed for you to fail. It's their way of cleaning house without calling it a layoff.

Big layoff coming to the USA with high PIP targets and low PIP passing rates. OPERATIONS ROLES WILL BE HIT HARD but no groups will be spared. Time to look for next role and have a plan B

Given the mandates to give a % needs improvement, does that mean those people won't get severance? Is that why they are doing it?

Anybody know of any situations where a contractor or TECDP got hit with a PIP, or was unable to post-out of their role.

Seems to be a huge concern as a lot of the class is trying to get post-outs and are struggling, with some having to leave externally.

Definitely team dependent of course, was just overall curious.

I’ve heard of TECDPs that posted-out then got canned.

Does it come with severance?

If you make it through a PIP but they fire you anyway, is there any payout? And does unemployment still apply?

Do you know anybody who did? Is it worth even trying?

Has anyone else been put on one recently? I can’t lie, I have been shuffled around different positions with no training for 2 years.

Tried in every position but it seems to be the end for me

BH office

I just got a PIP. Given the current state of the company and the layoffs, would you think I will be axed at the end of the improvement period?

All these posts have been about the sales compensation plans and RTO.

Or pips.

Are there any actual layoffs that happened for the beginning of the year? Because historically there’s always been some big layoffs in February and August.

Are they not doing actual layoffs anymore so that they don’t have to pay severance? Are they just hoping that people quit after not accepting their sales quotas and not achieving their PIP?

Leaderboard shows how outlandish quotas are right now. 60+% of the company is struggling to hit. What’s next?

• pressure & performance review every 6 mo.
• a lovely 8% pip annual quota.
• Work life balance is just horrible.
• clueless mgmt

I am 57. Dropped from Excellent to good, to NI over thr last 3 assessments. I approached my supervisor about volunteering for NSi and would take the PIl. He told me it could not be arranged. Anyone experience this? I am ready to leave. I guess just wait to see where i fall in the assessment this year

Does it appear that HR is setting itself up for a class action suite with demonstrated age based bias? Will 2026 be the year that HR is accountable.

i will try to be brief. I was dpced last year in nov and then told I failed the dpc and now was on a pip. The pip was very similar with a few things added. I failed dpc in dec and failed pip in feb 2026. I was 53 years old with 17 years in. I was constantly asked to leave on my own and take the pil during the dpc and pip. I was told in the beginning that exxon was trying to help me to get to retirement age. I complained to hr and of course got no help from them. If I knew i was doomed I would not have tried as hard as I did and just left. Everything I did was not good enough according to the supervisor. I was told it was not the work but that I was not a good fit for exxon anymore. I left with no medical and lump sum payout. I am getting unemployment right now and pondering on whether to retire or keep working. There are no guarantees any more so treat exxon like a year to year contract job. I would not have stayed as long and suffered if I knew this outcome. Give exxon the loyalty they give their employees none. There was another who was fired during their dpc and was nre as well. Anyway I hope this helps those in their 50's decide and I am done with exxon.

With year after of failure to grow they should be pipped. Unfortunately HR and the Renumeration Committee are all in the deal to look after each other. Raul is doing 3 other jobs and the other Execs are Flying around globe with no intention of any growth. How is this possible?

How would one do this?

With reviews coming up, if you get placed on a PIP and receive a 2 score, start looking for work elsewhere immediately. PIP is no longer a program to get you back up to a 3 to meet standards. Its almost always used now as a way to lay you off in the near future. They used to work with people to get them back to 3s and above, but now its just a tactic to use to RIF you.

What is actually happening to the low performers? Just not getting the “much higher “ gdp? Will there be a layoff targeted at them this month? It sounds like not all are getting PIPs

AK made clear on feb office hours that 15-70-15 here to stay. Is this means 15% layoff every year in the form of PIP?

Do “regular” one off job eliminations get offered severance? Worried superfluous PIPs and bogus fires will start next. Our org says we’re done but it sure doesn’t feel like it

Yes, with layoff you get severance, but with a PIP you get a year of pay and you might even get to stay after it. Most people prefer to be laid off between the two but I think PIP gives us better options.

A few people in my general group (Risk) have been put on PIPs. Is it safe to assume that they will be laid off or fired? Will they get severance? This is a new tactic in my area. How does this process play out?

Is there a time period or deadline after the year end evaluation the employee is told they’re on a PIP plan?

Disappointed in your performance. See, I have expectations too, and you have not met them. I have quietly been evaluating, showing grace, providing feedback to no avail. You are formally moving to a PIP and I will be severing this relationship if your performance as my employer does not improve. I’ll be documenting your progress towards the desired weekly. Signed, your hard working humble employees.

Had a mid career experienced hire employee tell me he just likes to keep his head down and let his work speak for itself. He is on the fast track for a PIP. The psychos will notice and take huge advantage of him. I tried to warn him.

anyone else been put on a PIP recently? I had a meet expectations for end of year stuff but had a suspicious meeting with my sup about goals and a doc of improvements and now think its weird that happened. it wasn't us talking about goals. talked to someone else from another team and they had a similar experience but had a needs improvement end of year review. neither of us got anything from HR but maybe we shouldn't expect an email at this point.

Rated IM for the first time in 8 years. How long do I have.. to look for another job?

All the complaints around severance, PIPS, notices etc…. It’s a mixed bag of confusion on purpose. Designed to frustrate you and have you just walk away and not follow up. Tons of gaslighting, shuffling of meeting times and mixed message. It’s not disorganization, it’s the plan. A meeting invite to “discuss things” , your PIP. You show up and no one else does. Then much later an apology as something more urgent came up that needed attended to so a reschedule is needed. This will happen a time or two. It’s all designed to keep you on edge, stressed so that you’ll leave.

The same applies to the severances. “Any questions, concerns or updates needed just contact this number\email\person etc..” and when you do, no answers, no return calls, no traction. If you’re persistent enough you’ll get somewhere but again, its all be design.

All in all, they just want you to go away with little to no hassle or fuss. Trust me, this is the plan at work. None of it is illegal but certainly pushes the boundaries of the Citi trustworthiness, honesty, yada yada…but they don’t care. It’s the bottom line that matters and the bottom line is that you have to be ran off in order to make up for the lack of the return on investment on AI that was promised to the board. Unfair or not, this is all there is to it.

Does anyone know for sure?

Any leadership that can anonymously confirm?

Does the manager provide a list of names - ie. Told he has to cut 2 of his 10 people or whatever?

Or does it happen above his head?

Just curious

I’ve fired people before that were on PIPs and had known issues but never done layoffs

Hello..

Hope you all are having a better start to the year than me!

I need advice on what should I do to protect myself and if there is even a remote chance to protect myself or is the writing on the wall loud and clear ..

I am a P4 - LBEC...

1. May 2024 - I was displaced. While on notice, in August 2024 - I was re-hired in this current role. (different role/org/manager)

2. Mid year rating in 2024 - IM (I was not even there to get the rating, was already displaced) , 2024 end of year rating from the current role - IM - I was told as I started in August (it should be 'new to rate', but as I am a re-hire, the mid year rating will be CF).

3. 2025 - Mid year rating is a Meets. Regular manager check-ins "you are doing great, keeping doing what you are doing"...November I receive a Manager spotlight award..

4. End of year review - IM.. I was shocked to say the least.. when I asked my manager, he said, its not his feedback but a matrixed feedback in the calibration and also when comparing with other P4s.. I even pointed to multiple stellar 360 feedback I received contradicting the matrixed feedback, all my manager said, these 360 feedback is from your stakeholders and people you worked with, but they do not report in our org and was not present in calibration... I was speechless but did not challenge it. .. did not know what to say !

5. I wrote an email back to my manager and cc'ed skip level - not to challenge but to point out all this and that i was never ever told that I am an IM.. no response from either..

6. Yesterday Manager told me of course no raise no bonus for me...and he saw my email.. and he agrees... the feedback should have come sooner than calibration.. but as he is new.. he is also learning...

That's it...

1. I am now in another team, supposedly reporting to another manager, but she put her papers down, so I am back to square one reporting back to this manager again.. who has no clue of what i am working on.. and honestly does not care or has any interest..kept telling me we will continue this until a replacement comes in..

I am definitely looking for jobs .. but also wanted to understand... what can I do to protect myself or change this "I was new or yes I agree feedback should not wait until calibration" narrative... or is this all a strategy to put me in PIP and eventually let go ?

Thank you all for your time and inputs.. I am grateful.

For my 2025 mid year review, I was given an IM. Second half of the year, my manager acknowledged things were a lot better but still gave me an IM for the EOY review because he "had to consider the year as a whole". Now he tells me because I have 2 IMs in a row I need to be on PIP according to HR. His review had the most bogus generic points just so he could embellish why he was giving me the poor rating.

I should probably be looking for another job now but does anyone have any advice? Is it pretty much over now that I'm on PIP? Should I not sign any of the PIP documents? Ive already opened a ticket with HR to have all of this documented going forward but my managers assessment just seems completely unreasonable.