Thread regarding ExxonMobil Corp. layoffs

With all the people in the bottom third that left, statistically the remainder had to fill the gap and drop to bottom third, comments were made to support the drop. Nothing personal

@ihl+1dEuwF84 but that's the point. This is not damn military that is at war fighting an enemy. Damn, this is a place of employment in a civilian capacity. The culture shouldn't be such where people are fighting those that they claim to enjoy working with and neither have to ki-l anyone. Anyone in mgmt. Who loves fighting should actually submit self to our armed forces, atleast that way they can make a positive impact on society rather than ki----g each other.

The keyword is “relative”, had a female coworker that never fails to be available to the boss. Now, she got the “speed pass”. Play the game!

One Supervisor was brutally honest about a young female engineer in a ranking session and placed her correctly on the list as per her performance between two other of his direct reports. The female department manager questioned this placement several times and that Supervisor stuck to his assessment.

The next day the female department manager dropped the Supervisor the maximum amount allowed because he had not fought hard enough for her favorite engineer.

Honesty about performance of a chosen sponsored person in a ranking meeting can be career limiting.

The system is not really about performance assessment.

@xjz+1dEuwF84 brown noser get a life!

@xtr+1dEuwF84 yup, anyone that says the process is same outside is an id--t that must have traveled the world but still has no clue of the world because the person has never worked outside xom and has a very view of what the world looks outside of xom which is much better.

The shittier PDS process is good for mgmt. and that's it. And now it is even more beneficial for those with power to rank other people as they and pick and choose those of their liking, just like flavors of koolaid.

Also, behavioral skills are also weaponized to help serve and facilitate the PDS process in favor of ranker. When the ranker can absolutely not find anything against the employee to downgrade them based on their functional skills, capabilities, and absolute contributions they hide behind any behavioral skill(s) of their choosing to justify the slippage in ranking. Why? Because like the PDS process itself behavioral skills are so vague and subjective that enables ranker to write the narrative around it supporting the downgrade of someone. Don't believe me? Send an email or call your HR rep. from the finest HR team and ask them about it. Additionally, the assigned rank meeting chair and HR rep whose responsibility is to keep the rank meeting fair and equal ways use their power or look away giving some people several minutes to discuss an employee while restricting others to 2 or 3 minutes only. Then there are some rogue managers too how frequently interfere with their supervisors ranking the employees. These rogue managers don't refrain from sending threatening IMs live while in the rank meetings to their supervisors directly and controlling ranking outcomes, and then they also ask supervisors to own decisions that they might not have had control over. I hope this gives you another reason or an understanding of why XOM always protects its loyal managers and people part of their management club.

All this can't be possible by those brownnosers and suckers who keep sucking at this sh-t upwards for their own benefits, rightfully fuelling the process as XOM has designed it and wants it to be.

Seems instead of achieving results you should have put a lot more time into PowerPoint.

EM is a PowerPoint company that produces hydrocarbon products in our spare time between presentations.

I personally witnessed one guy work his bu-t off in Korea to achieve Systems Completion properly documented but then he got ranked lower than the 1 year engineer back in Houston whose only job was to make weekly PowerPoints about the achievements of the Korea guy.

The guy in Korea was over 50 so should have never expected to rank higher than the young PowerPoint jockey that achieved nothing but some nice slides.

Producing PowerPoint is more important than achieving results.

Very similar feedback as I received. When asked for specifics, the usually talkative manager, started fumbling his words and using vague terms. The ranking process is very broken and does not accurately assess anyone.

And No, it is not like that everywhere as that only works on those who’ve never been outside of XOM.

if everyone else also met their goals, and everyone else also had the challenges of work from home and managed, then the one getting the lowest ranking is going to be the as----e of the group. or the weakest link of the group. or the one that is most difficult to manage. So ask yourself if perhaps you were a pain in the bu-t for your colleagues and if so... bingo, that's why you are an NI. The improvement that is to not poison the team around you.

I would start looking for another job if I were you. You are set for the next NSI.

Easy to justify.