To those people who somehow benefited from this broken system and still call it totally fair: of course, it looks fair when you manipulate the system to get the outcome you want. Sitting in that room and assigning a rank to individuals is the very last step of the show management directed. Let’s break it down: you purposely put certain people on specific projects or tasks, you protect some individuals no matter what, and you advocate for the golden ones while someone with no membership in the cult works their a-s off and still gets nothing. God forbid not protected ones have had a tough year; does management apply the same compassion they apply to the golden ones? I doubt it.
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@a8 our manager is so easy to read. Right after the ranking week he customizes his interactions with his direct reports. He gives you a hint where he put every one in ranking.
The first time I was ranked at EM, my department manager told me that I was his top performer but that he had 4 people in my CL that were chosen for senior management so he had to place them above me.
The system is rigged.
It is a totally unfair company and system. Once you learn the truth it us time to leave. I have seen serious saftey violators rewarded and protected while other who were quiet were piped. Exxon is unfair and corrupt. Either stay and suffer or leave and flourish.
@a8 Its my 2nd year with company and from first week I could tell who is the golden child , who actually runs/ranks the team, who is the PIP target.
@a8… don’t have to wait long when it’s so clear a blind man can see. Scenario: Mgr in gal pal clique, gal pals constantly talking and huddled over social media accounts & conversation stops when others approach, mgr body language super relaxed with gal pals sitting on feet curled up like at a campfire, could go on. Predictable seriatum.
The Company (VPs/HR) have their definition of meritocracy but it’s not the standard one and they can’t tell you what it is.
It boggles the mind how a company can justify ranking competent, quiet employees as average or poor performers while rewarding loud brownnosers as high performers. Truly cutting‑edge evaluation science.
A few years in a team with same manager you can figure out how they rank their team just watch their dynamics