If luck were the only explanation then everyone getting performance based compensation and rewards should immediately stop. Have some accountability. Choice of assets pursued is less about luck and more about strategic thinking and ability to spot weak signals before they become a trend. We need to learn from prior mistakes and change so as to not repeat it again.
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@1ldb – CVX and XOM have experienced the same commodity prices, yet one of them is performing much better than the other. Explain that.
Just brown nosers..
If luck plays more of a role (commodity prices) than anything else, why not PIP some people ranked as “best of the best”?
I guess you don't know what a commodity market is. Luck plays more of a role in being successful versus having the best of the best.
Any employee performance system will create problems, kiss up/kick down managers just happens to be ours. The problem with “relative performance” is you need a steady supply of bottom feeders to sustain the “high performers”.
@1gkl+17TNywhg there are still a lot of genuinely good people at XOM, and some of them do make it into the high performer buckets, so it’s not all bad
Going by the responses, does it mean that the performance of the top ranked people is all bogus? If their brilliance and extraordinary contributions seem to have amounted to nothing - then, why even call them top performers?
It’s a top to down corruption of the ranking system. The wrong people at the top (wrong behaviors being rewarded) and the people at the bottom not being MLRP’ed out over the last decade or more in order to continue propping up those at the top. If you saw a RGP distribution you’d see lots of people at the fringes of each category - 11, 21, 34, 41, 67, 81, etc.
Too much #winning
In my opinion No One Has Backbone and Integrity to Stand-up for the Right Cause.
Top Performers and Management from Dallas to lowly suker VPs and wanna be manager supervisors all are just here to listen to boss and nod.
Ugh spitworthy people
On top of all this, they brand some employees as NSI, PIP them and shamelessly call themselves top-performers/leaders!
No leadership. XOM has some of the best technical minds in O&G and they have historically been very good with executing mega projects. However, they did not set a new course while things were going south in the 2015-2016 oil price crash. They did not change operating habits or look to become leaner and more efficient. They did not seek the right outside talent from independent operators and other industries to bring in new ideas and offer a fresh perspectives on how to operate in a low-cost oil market. They did not trust what their internal employees were telling them about pulling back on burdensome controls, safety protocols, and wasteful habits. They carried on with the status quo, doubled up even on bad habits, and tried to wait on oil prices to bail them out. COVID hit and the weaknesses were further exposed and now they're scrambling to try and figure out what to do.
To be a top performer at XOM, you need to be visible (I.e self promote) and kiss leaders a–.
Neither of these traits drive actual value or results. No better proof than the XOM decline over the past several years:
There is absolutely no measure of performance that would indicate the leaders should remain employed.
If there is such a measure that indicates they should not be PIP’d, please give details.
Bingo