Thread regarding ExxonMobil Corp. layoffs

Funny to see people advocating for a single person their supervisor to determine their ranking. What happened to all the calls for 360 feedback and claims that managing up was causing so many problems?

KO quality has very little to do with the actual horse trading that occurs in these sessions

OP, if you’re trying to pretend that the EM ranking system, with or without KO, has any connection to performance or that supervisors care about the performance of their teams you are delusional. A supervisor or a manager has only one interest: make sure they don’t rock the boat and upset their bosses, especially those who sponsor their team members. The idea that an EM manager cares about actual results, and even less people, is laughable.

10 year manager, retired in 2019. No one uses KO feedback in a ranking session. Big waste of time. The supervisor/manager with biggest kahunas and acts like a pr1ck usually has the best success representing their people in the sessions.

OP, after reading your post it is obvious that you are unqualified for the position. You should be fired.

If you are truly a supervisor, you should be fired. Everyone knows the KOs are BS. You obviously do not know your people if you rely on others to tell you how they are performing. Your team probably sees you as a kiss a-s and does not respect you.

Keep defending PDS you company shill, it’s the best thing since sliced bread until it isn’t and the canon is pointed at you. PDS is a cowardly way to achieve reduction of workforce through forced attrition (i.e. play hunger games or leave), while at the same time the company is gaslighting its employees into thinking it’s the employees’ fault they aren’t good enough to work here. It’s insidious, cowardly, disgusting, disgraceful way to treat an employee after they have given a lifetime of service working towards a pension only to have the rules of the game changed right at the finish line. It’s actually a stroke of genius, the system is completely subjective and hidden behind a black curtain. Noone can tell when or why they might get pipped.

As a supervisor it’s your job to have a handle on your employees’ performance throughout the year. If you’re relying solely on KO responses once a year to evaluate your people then you’re not a very good supervisor.

The reason KO feedback is vague is

1. people have figured out that many managers just print it out and hand it to the employee and don’t want to be called out
2. people have figured out that development areas get exaggerated and their input can be responsible for dropping someone into NSI
3. people are protesting the system
4. most get way too many KO requests and the form isn’t great for a quick short response

@OP

How does that boot taste? You know, the one you were licking just before you posted this.

Here’s a tip. If you want to succeed, change yourself before trying to change others. Perhaps you are the problem.

Private prisons are going away soon, OP.
No matter how you brush up your resume, being a Svisor at EM is not a long-term prospect for success.
Who's your advisor?

Who stays and who goes is decided way before the EADS process starts.

The root cause of the problem with the organization today is that we have put people in supervisory positions who are so out of touch with their direct reports that they are willing to write stuff like this down. Not to mention that if you put meaningful feedback on a KO form, you get labeled as “ not a team player”, and get a direct pass to NSI (speaking from personal experience). The culture is so toxic today that everyone is afraid to do anything other than follow blindly like sheep.

What another clown! You’re too busy faking your worth to even know what your people do. Pathetic excuse for a waste of air.

Geeze dude, what a joke. If you don’t know your employees’ performance, that is on you. It also means you aren’t doing your job. ….which also means you are expendable when middle management cuts come.

I was told to write novels and then told to write 5 bullet points. This is the spectrum of Supervisor preference I experienced and most were at one of the two ends. Why does it matter when at the end of the day when sups have (literally) two minutes to speak for each employee. Throw in the dynamic of weak and spineless sups who are scared to stick up for themselves let alone their folks and the Uber alpha ones who stomp everyone to push their people. The cherry on top is most sups don’t understand what all of their people to from a technical perspective because management moves to much to actually become a SME themselves.

Happy Hunger Games 2023 y’all! With the new re-org right before ranking, they’ll be able to see who is now redundant and really amp it up.

you think employees providing low-quality KO feedback is the root cause of the entire employee performance evaluation system? lol sure...

Whaaaaaa … I’m an incompetent supervisor who doesn’t actually understand what my reports do …. Whaaaaa!

Whaaaaa … why won’t you do my job for me and cover my incompetence… whaaaa!

Merp, guess I’ll just give good rankings to whoever I like, since the REST OF YOU won’t do my job for me.