While the new assessment process that began in 2020 had the desired effect of asking managers to have tough conversations with some employees about their poor work performance in the first couple cycles, we are now 5yrs into the process. Upper management requirements around forcing departments to place upwards of 5% of their assessment groups into the NSI category is beginning to show illegal employment practices within ExxonMobil. Managers are providing feedback that it’s not a person’s performance at issue but their salaries vs their curve (why assess you higher when I can give the spot to a person that will get a better raise). This is ageism plain and simple and it’s the root of class action suits against other companies that used this system for too long. We need some of our US HR partners to show “Courage of Conviction” and go start the process of adding ExxonMobil to the list of companies with class action suits against them for unfair employment practices.
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I know a Supervisor that told the truth in a ranking meeting that 2 of his normal directs outperformed the sponsored id--t.
That Supervisor was tanked the next week in the ranking by his boss. Dropped in ranking for refusing to lie. This is the norm at EM.
EM demands high honesty and integrity except in the ranking system.
@OP+1tcuQlrr you won't find any HR whistleblowers at XOM. They are too loyal to their master and the lack of external skills to jump has made them cowards and complacent spineless robots.
I’ve seen ranking outcome changed after the meeting to protect HiPos who didn’t do well in the meeting. Their sponsors fix it for them after!
I know a person who was in HR that was highly respected and had courage of conviction. TG clipped his wings so fast. He quit. WAEM is just a facade to get rid of people based on what I see and hear about executives and their behavior at this company.
HR has such courage of conviction that the manipulate the rank list after all attendees agree on a final order. HR sets “target distributions” and moves people on rank lists based on race and gender. Seems outright illegal.
For doubters, I asked an HR manager about how the RG numbers I was given to communicate to several direct reports ere not in the same order as was finalized in the ranking session. The HR Manager told me that the order of the list was adjusted post meeting to fit target demographics. My worst person in that rank group was given the highest RG of all my people in that group, because he fit into a certain minority category. It is not performance ranking if your score depends on your race. HR breaks the law by such race based manipulation.
Here is an example of HR courage and conviction: I went to my HR Manager with a valid complaint against my department manager.
HR Manager listened to my statement then said “I am 54 and a half, I will not touch such a topic, you never entered my office and I never heard that statement”
WAEM and open door policy in action
@1avf+1tcuQlrr I feel this so keenly… while I wasn’t laid off in 2020, I was NSI’d in 2021. Knowing what I know, I would have preferred the layoff.
It was such a kick in the teeth, when just a few months earlier - when layoffs were happening - I was being told how important my role was to the company. How could I suddenly be @ the bottom of the bucket? (Here’s how: I turned 50.)
My concern was that I had been pegged for elimination, so took the PIL. The idea of going through that annual torment for the next several years until I was “safe” was unfathomable. And, who is to say they wouldn’t move the goal post and do something like freeze the pension? I opted to get out, when I could - with what I could.
But. Never ever thought it could happen to me. A (big) part of me actually died inside, too. 😔
Even before the 2020 disguised mass layoff of FTEs, thousands of contractors were let go, mostly in EMIT. XOM was already on nosedive even before COVID hit. Yes, I saw my fellow contractor colleagues let go and I assumed I was safe, 100%, my work was important. And lo and behold, in August 2020 I was shown the door. I was asked to report to EMHC to return my laptop (we were all WFH at that time). I still vividly remember that day when I came to see my boss one last time and there's not a care in the world in his face. Meanwhile, deep inside I died, XOM was my life for more than 20 years. I've seen many people come and go at XOM for that long, I never predicted my last day. I was on my mid-50's when I parted ways with XOM and it still hurt to this day, the way it was done, even though I was able to secure a more stable job afterwards.
If you really want to know how bad Exxon is? Reach out to someone you know of getting laid off during the 2020 layoffs and how they were treated during the layoff. Some stories are pretty chilling. And no that's not a norm. But again, XOM as we know is different. I am out by the month end, thankfully.
@jaf+1tcuQlrr, the 401k takeaway gesture alone speaks volumes on how ExxonMobil can throw off their employees at any point in time for any reason that serves their mgmt. Shameful! A perfect example of double standard is the su-kers LinkedIn post applauding LGBTQ float when all knows how mgmt. truly feels about it.
HR doesn't have courage of conviction. Instead they have "Courage of Being Slaves to DW and MC." Heck, they can't even carry "Human" part well in the HR.
Though it is known that HR works for the company the HR organization at ExxonMobil is just of a different breed (as in worse) and TG deteriorated it during her time beyond repair. No one in HR has guts of speaking truth and tell their masters they are wrong (when they are). It is a "Yes Master" org.
Not only they unfair layoffs. But also taking the 401k matches away during covid. They should repay the money missed.
Honestly, yeah. I remember Australia or Taiwan having a lawsuit against exxon for unfair layoffs
As said before, the ones to select to be PIP or NSI are the supervisor or managers. No the executives. The top just send the percent number to be PIP or NSI.
Agree. I am as the 55+ camp that got Pip’d. In the 24 months prior got a department recognition with a few hundred dollars to spend.
Totally agree! Here here. Darren’s email just now of the survey is just hog wash.