If supervisors just empathize and are transparent everything will be better according to HR. Open dialog solves all our problems. We have such a great employee experience to give people in jobs they will just eat it up. If we just eliminate unconscious bias we can all hold hands and sing.
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Culture of Fear! It is written all over EM.
Supervisors are also known to invite the H/R manager to their "group" talks as a witness to the team discussions. If anyone challenges the message, both the supervisor and H/R manager can be witnesses.
In Texas, team meetings including VoIP Skype and Zoom meetings can be recorded with just the consent of one person (a.k.a. the supervisor). Be careful what you say on Skype/Zoom calls. It can come back to haunt you in litigation.
Best response for these mandated supervisor "team meetings" is: Your overview is consistent with the recent H/R training video that we were asked to watch.
These group talks are intended for supervisors to determine the "detractors" in the group. If anyone is not "aligned" with management vision, supervisor, take note of it to start documentation for NSI/PIP. Furthermore, try to instigate those detractors to act or react in ways that can be considered "insubordinate" so that employee can be "terminated with cause." That will save the company even more money!
In some cases it would be true if HR or higher ups didn’t undermine the supervisor at the 11th hour and then tel them to “own the result”
Please pass the grape...um...second that...cherry flavored cool-aid!
But most supervisors don’t have empathy and are not transparent, so how does HR plan to change that? Many supervisors are bullies and yell at their staff if anyone dares ask questions. These are the bullies that get promoted by Exxon’s ranking system.
Having supervisors deliver nearly the exact same training material that we already wasted time doing on career connect is an insult to our intelligence.