Supervisor is asking me for feedback.
I want to be honest but fear retribution. I sincerely wished this person had an iota of good management skills. How should I navigate these murky waters?
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Chevron, is a company of 30k+ and makes the mistake of treating people like a manufacturing part, especially in I.T. with the entire platform and chapter model, you can sort of plug and play kind of mentality. While everyone is replaceable and the work will probably get done, but what ends up happening unfortunately is a company thinks a process is what gets the work done or is the golden magic ticket instead of the people and the people are the real magic in any company. MW and the rest of Xlt are on this mantra of centralized and standardized cause of their narrow sighted and limited understanding of people, driven by the almighty short term vision of returns, so the people don’t matter as much. How this ties into our feedback? You live in a process word, not a proper world, so you’re asking about a person when that doesn’t matter and it would cause retribution, we live and die by the process here so play the game rt.
@1aol, you’re a faster learner than me. Nearly a decade in I still haven’t learned.
Your experience matches mine. People talk the talk about a feedback rich culture and being more direct, but few walk the walk. You have to listen as much to what’s being said as what’s not being said.
But I also believe in being true to yourself. I can not live a lie and be the sycophant they want, because then everyone ultimately loses. The company ultimately cant be successful if it exists in ignorance, and an unsuccessful company can’t employ people.
I also believe in being the change you want to see. If enough people show the way we may slowly see culture shift. I’d rather lead by example and fail than to have been weak and never tried. Maybe that’s foolish, who knows.
Relatively new to Chevron coming from an almost 2 decade career. One thing I found out quickly is that negative feedback or pointing out flaws in Chevron systems is frowned upon. They say they want it, but I’ve seen literal temper tantrums thrown when they get it.
Instead, just go to the meeting with the latest Advisor (who knows nothing about the work they speaking to) and give them glorious feedback by scanning the QR code at the end of the cr-p PPT seemingly put together to highlight their lack of basic understanding.
I gave honest feedback and hope it gets me the package when I EOI next year
They can’t handle the truth
They are NOT ready to hear it. Craft it just right so there is good spin if it is in any way negative. It's an art. Ask for advise if you are struggling.
My "manager" didn't include me on his list of direct reports to provide feedback on his performance.
I was closing in on retirement and I think he sensed that I would be honest and candid.
His boss was oblivious to which of his employees were included in this feedback exercise
I have a GM feedback when requested. I was honest. Needles to say, I’m gone.
Tell em what they want to hear... no benefit in putting yourself out there, won't make a difference.
I gave my supervisor honest feedback and lost all hope of staying with the company. Negative feedback does not sit well with narcissistic supervisors, which Chevron has an over abundance of.
Never ever ever put anything negative in writing. Just don’t do.
Always comes back to bite you in the a-s.
Use the tool to its advantage. No direct feedback but anonymous feedback to their manager. Will make you feel better that you did it, no direct link to you unless only employee for that manager.
I’ve done this several times and have actually seen some good come from it.
What I have seen most people expect is you give them verbal feedback and not WD if it's constructive feedback. If there is no acknowledgement after verbal feedback and you care then you consider giving WD feedback. I am not completely against this, you give someone opportunity to fix it if they take your feedback positively.. putting it in WD directly stays there forever.
Supervisors should always ask for anonymous feedback if they want honest responses
Retaliation is tolerated.
Double edged sword . Don't want to be fired . But want things to improve if I stay .
Be kind not nice .
Lie and keep your job.
Honesty is not a chevron policy.
It’s a trap!
I gave honest feedback, positive and negative, and I regret it. Performance review did not go well.
My only hope is their super reads it for what it is.
With selections coming, I wouldn't do anything to make an enemy or rock the boat. Too much unknown to know how big or how little sway your manager may have in influencing your future come next summer.