Yes, XOM is currently a mess, we all know it. You know what would help solve that problem? If the leadership started promoting from within, people who know the company and know what it needs to improve. Instead, we keep getting more outsiders who keep repeating the mistakes of their predecessors because they know nothing about the company they joined. We would see a world of difference with a few right people promoted to positions from which they could influence change.
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Of you want the PIP, then the surest way to get there is to: 1) tell your boss they need to improve; 2) tell your co-worker your boss needs to improve; 3) disagree with your boss in a meeting; 4) present an alternative to what your boss wants; 5) do anything other than drink the kool-aide, or be a sunflower, or kiss a-s or manage upward.
The above is WINNING at ExxonMobil and will keep you employed and has also led to the destruction of this company and will ultimately led to its end as a third rate O&G company, almost there now.
Well, I have been asked at least twice to provide feedback to my bosses in the PADP.
Guess what! I made sure to mention that they were the best thing since sliced bread.
I happen to know that many supervisors share during the evaluation direct quotes from knowledgeable others that could easily identify them.
Sorry guys, this is reality!
What I find interesting is that there is no mechanism for employees to share/rank their bosses. If you hear someone complain about a boss once, you can probably ignore it. But if you hear multiple people complain about a boss over a timespan? Chances are there is a problem. No one wants to work for these bosses.
The same goes for great bosses. There are multiple positive stories about great bosses. Those are the people everyone wants to work for and should remain as a leader in management.
Unfortunately, I don’t think we have that kind of company that provides us this outlet.
You know what will actually help the company? Just complete dissemination of the organization and replacing it with a hip coffee shop enterprise. I bet that will be more worker friendly and profitable.
Fire all the C-level suite and then everyone down to the VP level. They are all too close to retiring and they will do whatever it takes to minimize inconvenience and get their package.
Replace them with people who are willing to risk their careers to save the sinking ship. The company needs historical repositioning. Accountants and consultants cannot achieve this by definition.
If they continue their current course XOM will become the new US Steel. An irrelevant commodity company that slowly but surely sails to bankruptcy.
As an experienced hire, I respectfully disagree. We need more external career specialists to right this ship. The generalist approach, coupled with constant rotations is why XOM is where it is.
Backing up the theme of this thread. I can tell you through my own experience, if you were an executive that wasn’t afraid to tell your superiors Exxon’s problems, you are quickly shown the door.
Root Cause: everyone that successfully achieved senior management level in the rigged ranking system cannot be trusted or respected.
Ranking is completely based on favoritism with no aspect related to competence. Many executives with a resume of success were given easy jobs with no risk of failure. No person at the top of EM had to struggle to succeed.
What are you taking about?!? The problem with XOM is that it is too inbred-managets that came up through this broken rigged system!
And who would promote these people from within? Answer: The same sunflower, kool-aide drinking, a-s kissing, upward managing, Executives that we have failed to get rid of today. No we needed to get rid of the Managers and the Executives and the Senior VPs that sunk this PIPSTELLATION. But instead we got rid of the employees that just followed their terrible decisions. Sports teams fire the coaches first, we are back asswards from start to finish.