Do not trust any XOM HR process, any Manager, any Supervisor and any of your peers. The system is rigged to make you believe it is real, that it is in your favor, that it empathizes with you, that it understands you, that it sympathizes with you, that it is concerned about your children, your spouse,, your work/home balance, your health, your finances, your home, your well being. The company spies on your keystrokes, your emails, listens to your phone calls, tracks your cell phones, watches you on your lap top camera, reads your texts and tracks your card keys. Your managers interview your peers to find out what you are saying and your peers report what you are saying to your managers often times lying about it. This all sounds very harsh, but it is also very, true and very real. Highly ranked employees get PIPed, strange huh, NO! HR changing the PAPD process was an illusion, a magic trick, it was not real, it was to done to give us hope that things were going to change, that we would maybe have a chance at WINNING, WE ARE EXXONMOBIL. BLAH. Do not buy this b—s— they are trying to sell us. Buckle up, find somewhere else to work this outfit is now poison, and if you have to stay then trust no one and ride out the storm until you can get out. Those that stay in upper management are prone to be, just like the god pod and DW and why we will fail are: "yes men", upward managing, snitches, kool-aid drinkers, sociopaths, no empathy and good at management speak.
GOD Bless you All. 🙏
13 replies (most recent on top)
Org is flattening. As such the top of the pyramid has fewer job roles. People basically will be demoted as far as job duties go. Not enough work for all those people at the top of the pyramid. Find a company that is growing not shrinking if you want opportunities. Very few opportunities for advancement currently. Look at all the people stuck in planning for more than 2 years of getting c-appy roles after.
Everyone has a high likelihood of going down in rankings because it is a forced distribution. Performance is relative. The people who were in the bottom buckets are gone. The bottom buckets have to be filled up. Best case is you go from the top of a bucket to the bottom of the bucket 79% to 61%. Worst case you go down from bottom of bucket to top of bucket two down 61% to 39%. This is assuming relative performances is the same. There is nothing to stop you from moving from top to bottom in the new system.
When I went into my first rank meeting I was surprised to see some groups come in saying all their people were the best. As the supervisor rankings were submitted to HR ahead of the meeting I expected them to not let that fly, spineless supervisors who don’t want to deliver bad news to their people just raises. It isn’t fair to the other employees for one supervisor to take this stance. If everyone goes into the meeting with this attitude the rank group discussion will never work. I am going to throw a fit in the rank meeting if this happens again. You will be called out spineless supervisor. You know who you are.
Can someone elaborate more on why highly ranked employees will get PIP'ed or retrenched?
Haha, this thread is so funny...
For that SLS gossiping about hypothetical picks: You are part of the cultural problem. Maybe this is your first time ‘seeing behind the curtain?’ Do some real work. Prealigning on rankings is super lame. People who do that are usually too excited about their power...and as a result, not the best leaders.
For all others: My experience is that the rankers are humans, and susceptible to every human flaw that we all are. The hardest (and probably most unfair part) is when a supervisor has a ‘dream team’....somehow they are all strong performers. I have seen this happen, but rarely. In this case, the Supervisor still has to pick a top (who gets slotted with the tops) and a bottom (who gets slotted with the bottoms.).
So my take-always are:
Everyone is human.
If you are on a ‘dream team’ and don’t think you were ranked correctly, there might be some truth to that.
However, if you move groups, assume it is highly improbable that you get moved to another ‘dream team.’ Therefore, try your hardest to shine. If you don’t move up, have a frank discussion with your supervisor and some internal reflection.
Know that a middle ranking is the average, and most of us are average.
@zwz+19WLevSp
I’m not trying to be mean, but I think you are in for a rude awakening when the initial rankings are put into the system. I guarantee the top 3 buckets will have 90+% of the people initially placed there, and the ranking meetings are going to be a battle royale. I attended 3 ranking groups last year. The 1st one was prior to learning about the “modifications” to the bottom bucket, and pre-rankings had a workable distribution. The second and third took place after. The second pre-rankings were so off the mark, they just shifted everyone down 1 bucket. I expect that will be 2 or even 3 because everyone is going to be playing a pre-positioning game. Yet another thing I’m pleased to be missing out on this year.
So much for knowledgeable others, system s—s. Doesn’t mean S**t. What a joke.
I dunno, I disagree kind of. My dept managers and fellow SLS are already having talks on their hypothetical picks for NSI depending on what % the bucket is from Dallas.
Tbh a good supervisor/manager already knows the team's work successes, who's struggling, who's a strong performer... There shouldn't be surprises on your PDS form. We already talk to your KO during the year for input to form an opinion. I already know who I'm going to put in outstanding, excellent, etc... The KO/PDS/assessment meeting is just an elaborate rubber-stamping process in my mind. Sure there are your detractors that might try to screw you in the assessment meeting but that might drop you from VG to G. Nobody is going to make me PIP one of my own reports because of their historical opinion.
Maybe different groups do it differently...?
It actually blew my mind when I went into my first ranking meeting how much power supervisors have. I guess I thought it was more of a debate. Be nice to your supervisor.
This was posted a while back by @yzj+18fGgWaX on how you get 'selected':
'....Immediate boss has some input, and then everything is bounced 2-3 levels up the line for final decisions. Sponsors rescue their favorites, managers talk about old baggage for people that is totally unrelated to recent contributions in order to provide some reason to throw them to the bottom, etc. Few in the room know you unless you have been around a while with some exposure to senior management. Often one negative comment from anyone sinks you unless someone else speaks up to save you, which seldom happens. Disagreements are worked out on the sidelines. Usually involves I'll support X if you will support Y, and then I am ok with cutting Z. Fill the buckets and they get lunch.
Then HR and Legal run the disparate impact analyses and recommend necessary adjustments to get everything bullet proof in terms of diversity, discrimination, etc. A few tweaks are made and it's done.
Everyone has plausible deniability if they all keep quiet, which they do. You might be surprised at who screw*ed you. May be someone getting back at you for something that happened ages ago, not necessarily anyone in your direct line of reporting.
That's how EM bakes the cake.'
Pretty accurate assessment of the site I work at.
Answer: If your title has an "Advisor" in it, your next!
Looks like you fit the profile of one of the yes men, koolaid drinker sheep from mgmt, as described by the OP. I think you have gave yourself a med overdose. Slow down a bit or you will slide away and out fast. I have already called 911 for you. Get well soon bro!
Looks like someone forgot their meds tonight.
Nurse. Nurse!!