Thread regarding Chevron Corp. layoffs

Typically the anonymous feedback description will say anonymous to the recipient ..not their manager

I can tell you for a fact it’s NOT anonymous. Someone gave me feedback that led to them being fired due to the nature of the feedback given.

Do not submit any negative feedback back and don’t publicly share at work or be part of the drama, especially during job selection time. I’m sure if it has merit others would be saying the same thing too. Talk to your supervisor and then decide if further action with HR is needed.

Be the bigger person and Ignore the feedback and I hope your supervisor does too if the feedback doesn’t have any merit. Exactly type of people we don’t need working here that sabotage someone else’s chance for a role in the midst of a layoff (if that was their intent).

@je agreed. Blinding someone on unexpected feedback anonymously and maliciously without examples and then suggesting they should be kicked of a team/project is just awful. Those are the people who need to leave Chevron.

If its anonymous and malicious there is no place for that in Workday and should be investigated and HR should give them feedback on how to give constructive feedback.

@bh I think we used to be a better feedback culture. 360° feedback was a thing not so much anymore. I think it kept people on their toes.

@ea no because we all want to get and keep our jobs. We know none of that is really anonymous.

OP here. Thanks for all the input. After rereading the workday feedback , it’s clear it was a personal and petty attack aimed at undermining my chances of securing a role in the new organization. I don’t plan to dwell on it since the feedback was anonymous, lacks ownership, and can’t be validated or confirmed by others on my team. I’m choosing not to let it concern me further unless it’s comes up with discussion with my supervisor / selection rep. If they are concerned based on what was written or impacts my YE PMP if I end up getting a job, i will pursue the HR investigation path.

The one thing you absolutely shouldn’t do is retaliate with feedback to them or complaining about it publicly. It will only look bad on you even if people agree with you it still puts a stigma of drama and conflict with you. Discuss it with your supervisor and HR

Anything can be tracked but HR isn't going to tell you or your manager who left it as it would defeat the purpose of anonymous feedback and with the fear that retaliatory feedback in the same manner would occur.

I’m 99% sure feedback in Workday is not anonymous and can be tracked down to whoever provided it

@ea nope and it wouldn’t matter anyways

I wonder if anyone has ever given anonymous and negative feedback in Workday to those in higher levels of the organization and are actually here with a job to still talk about it. I wonder if that same person sent the same feedback to the ELT if it would still be considered “anonymous” 😂.

@ad this is my experience also. Supervisor talks to people I work with to get feedback even though I request feedback.
With the cost cutting, the feedback won’t matter. Selection event is based on networking, raises will be slim. Don’t worry about this one person and focus on your career

We’re bad at giving and receiving constructive feedback. The whole company is not made of people who exceed expectations and have no improvements to make. The stigma around giving constructive feedback needs to be managed. Heck it is even unpleasant to practice giving it and is it not a bit rich for people visiting this website to have problems with anonymity.

In this environment are we expecting to be all positive, everyone happy and undistracted? And ask what we can do better to serve you with the workloads and tight schedules we have to deliver everything now?

C’mon we all know we can do things better - but we no longer have the bandwidth and enough time to accomplish it with people leaving, distracted, constant chaos and poor direction/communication we are getting.

Now I’m curious, how did IT supervisors know you met your quota? Couldn’t they see that you submitted an anonymous feedback and read what you sent? Any HR or supervisors here can confirm how that all works? It was one of my metrics when I was in IT (went back to a business role).

Like one of the posters here said teams are small and I’m sure your supervisor or supervisor manager could find out who wrote it. If they wrote it out of spite to compete with you, the truth will come out and should reflect negatively on them. I’d write feedback then saying how clear they are not in the feedback being given etc.! Sorry but not sorry. If you can dish it you can take it.

I never understood the purpose of Anonymous feedback in Workday. Like wouldn’t you have to give an example and give yourself away for the feedback to be effective?… I think they should do away with it. There are other ways to report issues anonymously. It would make my blood boil if someone did this to me and said I should be removed from the project or team. I can accept negative feedback in Workday, but at least don’t hide behind a curtain like a troll and not take accountability on your part for explaining why are giving it.

I’d take that feedback with a grain of salt. Based on your post, I don’t know exactly what was said, but if everything else you’ve heard has been positive and there’s no clear basis for this negative comment, especially if it’s anonymous I wouldn’t dwell on it. If there were any real concerns about your performance, I’m sure your manager or supervisor would’ve addressed them directly or taken action long ago. Honestly, people who throw out vague or unconstructive feedback are often part of the communication issues we’re facing in the first place. Clear direction and transparency are what we need—not anonymous potshots to be part of the solution and not part of the problem.

If feedback feels like it came out of nowhere, seems rude or threatening, lacks any insight, and is especially anonymous with no specific examples — report it to HR. That kind of feedback is not constructive and should not be considered retaliation when flagged.

The goal of feedback is to help someone grow and improve. If you’re going to offer negative or accusatory feedback — particularly if it comes across as petty — you owe it to the person to explain the reasoning behind it. Hiding behind anonymity in such cases is cowardly and passive-aggressive, which is likely why some choose that route.

Personally, I’ve only submitted negative feedback once in Workday — and only after two direct conversations with the individual failed to resolve the behavior. I made sure it was documented and transparent, not anonymous. Feedback should be about accountability and learning what to improve, not ambushing the individual.

Defend yourself with your story and move on. It's not a playground. If they don't have the c to give it to you personally, then it's not worth finding out who it is. Teams are small enough that your supervisor should be able to fish out who it is...if they're interested.

Let’s face it. No one cares about feedback or results. I’m in IT and we were required to submit 2 and receive 2 each quarter. Why is it we have to do this? If anything the supervisor should the one to requesting feedback and anonymous feedback is ridiculous if you don’t have specific examples for someone to reflect on to make a change. Just goes to show the person is a coward and if no specific examples were provided is obviously the one who has poor communication and issue resolution skills.

It’s shame people are reporting to these tactics. People are now back stabbing each other in the back and this is creating a lack of trust in this environment. Something like this happened to me in the last round but didn’t give a F$$$ because I knew who did it and wrote even a more scathing review back because I knew only one position was going to remain and I was ready to go. That person didn’t end up getting a role either so karma served them well.

Oh and the feedback was super vague - no clear examples of the negative behaviors mentioned etc. and was suggesting I be removed from the project. To date, I have only received fair and positive feedback from my current team so this one is crazy. My “current” supervisor is not around so not sure who to ask or how to get resolution. I’m just now worried the new selection rep who doesn’t know me will actually think this is true!

Shouldn’t your supervisor see who submitted? I doubt it is anonymous and if it is really bad I would report for sure, but not sure who is who and how these things are done. I’m sure someone in ENGINE has been named and would be available or to support you. Signed “Anonymous”.