Thread regarding ExxonMobil Corp. layoffs

50% of management is ranked in the bottom 50%. 50/50 chance you have a bottom half supervisor or manager. Question: Is it wise to take career advice from a bottom 50% manager??? during your annual feedback

A good thought exercise for every supervisor complaining about their employees. Here’s my tried-and-true method of surviving PDS:

Turn off your brain and emotions

• Pull out last year’s PDS
• Update dates, project names, value capture…’Find and replace’ is your friend
• Don’t edit strengths
• List a weakness that is actually a strength
• Nod and smile during your PDS review.
• Thank your supervisor.
• Don’t read KO feedback.
• Know that nothing that just happened reflected your actual worth.

Turn back on brain and emotions

Do a little self reflection on how you could improve, who you see as a role model, and how you can help build your team. Your 10 minute thought-exercise just accomplished more than PDS.

Spend a good hour reflecting on your financial goals. If you end up PIPed prior to retirement, your path forward shouldn’t be tied to any future need for money.

Supervisors are forced by HR to put atleast someone in the lower buckets, after that its about which supervisor has the spine to shout back.

No the problem is the people who become supervisors are cheerleaders at best, emotionally incompetent.

The job of a supervisor is not to be technically competent, but be good with people, interpersonal skills. They cannot be insecure and need to absorb all the nonsense and make life easier for their emoloyees etc.

In EM however we get these Type A personalities who think they are leaders from birth and just ruin everything with their toxicity. They make everything about themselves, all the time. A great example of failed culture is ironically the culture manager from geoscience in BTC.

The problem is that some (if not most) supervisors do not have the technical skills to determine who is and who is not a valuable technical asset and are focusing on the wrong thing. The system is OK, the implementation is flawed

Cry me a river you twit. It’s the system itself that is broken. Quit making excuses. Forced ranking sucks and no company of any merit uses it any more.

@lhk+1dulwWUy

And that is the way the world works. They are probably your buddies because they are competent and dependable. If they were not you probably would t count them as buddies. No supervisor will get rid of competent employees in favor of keeping incompetent ones unless they themself want to lose their job.

Easy exercise. My buddies are ranked in the top. Anyone that I don’t like, NSI. Done.

@Kua- Thank you!

Jenn, is that you? I recognize your sweet, constructive style !

That's great you don't need sympathy because you aren't getting any! Good luck with that job! You can leave too-lots of us did because of the cr---y system. I am saving my sympathy for the really hardworking and talented folks who got PIPed or laid off because of the bad/wrong decisions you made in ranking.

@zqi+1dulwWUy

I took the job and try to do it well recognizing I still have to actually do the job which includes meeting the distribution on the ranking.

@zqi+1dulwWUy

Not looking for sympathy, looking for people to quit blaming supervisors for everything.

Anyone who is an employee at XOM knows what they are getting into. They chose to be part of the problem so that they can advance. No one forced them to take the job-I said no to the job for this very reason. No sympathy here.

Anyone who is a sup at XOM knows what they are getting into. They chose to be part of the problem so that they can advance. No one forced them to take the job-I said no to the job for this very reason. No sympathy here.