Why KO and PDS if there is a pre ranking done even before the employees submit all their documents?
Suck a joke
14 replies (most recent on top)
KO is a crock of s$&t. You can perhaps get some kudos for very hard work, but if you don’t brown nose not happening. Also it is WIDELY known that once you turn 50….,ranking begins to decline. I sat through two decades of Feedback sessions, was always loyal and productive. Did not matter as I aged. From a company who claims the integrity level EM does - it’s a farce. If it were not so - WHY do they present PIP/PIL people with a 14 page document full of legal jargon to sign in order for one to get the few months PIL. Keep you personal integrity instead. All is well in my new job, spouse says I am a new person! I laugh more, enjoy life more and have that pension rolled out and over.
@1fix - yep, I experienced that a lot with the boss who NSI’d me. I ended sending my e-mail reports to him and copying the senior managers whom I knew asked for the information. That really pi$$ed him off !
KO’s are only useful from VP level sponsors.
I was told by my Supervisor that all those glorious KO’s that I received were absolutely useless in the ranking discussions because they were from the people I worked for or worked with. He said only VP level KO input has any value.
I have no VP KO input because my department manager keeps looking at my calendar and every meeting that I am to attend with a VP the Dept head tells me not to attend and he will represent our department and give me any input after the meeting. The main problem is that my Dept head is intimidated by me for having far more knowledge than he does, and he does not want any VP to become aware of this.
@1fap - speaking from my own experience, you are absolutely right. In 2019, I had my most productive year with the company for many years. I didn’t just do my own job, I actually did about 25% or 2 other people’s jobs, because they were inexperienced and struggling. I also had 109% positive feedback from all of my KO’s - including many who were in senior positions in other groups.
None of that mattered. Because I was RE, my ranking plummeted and I was NSI’d. No explanation given except “you’re not visible enough to site management”, which was complete bull because I did several pieces of work which were directly reported to the so-called leadership team. After the initial shock, I decided not to give the company the satisfaction of making me jump through hoops and took the PIL.
I am convinced that in this situation (increased NSI to drive staff reduction), they already know who’s in the bottom 8% before the performance assessment process even begins.
@1flc+1fUeMa5I you are such a koolaid drinker and truly reflect the clan of XOM mgmt. You are talking about, "...if your willing to accept it is to rise to the top and make the changes.."? Talking as if XOM mgmt. gives anyone a true choice to speak their minds. And if when they do and when people speak their minds the mgmt. do nothing, absolutely nothing! They still others ideas and work and call them their own to benefit from it. Ba----ds!
This is a company of ‘do-nothing’s’. There are no great performers here. XOM is lagging in every area against your peers.
Managers and executives that lead get the most out of the talent they pick. Teams that win are coached well. If XOM is repeatedly shedding 8% of their employee base via forced ranking, it means XOM management is a bunch of losers riding on Rockefeller’s coat tails.
A winning organization would be growing year over year…
Don’t know where you are at but pre-ranking is not a thing. Supervisors should have understanding of how you are preforming vs peers to do a pre assessment but that’s not submitted until just before assessment meetings and that’s after KO and PDS is completed. The new process is intentionally shortened to prevent pre assessment discussions from happening. You are assessed vs peers on results and behaviors you demonstrated to achieve. I’ve seen nothing different in the new system. It’s only your supervisor that decides where you start and they should base that on your performance across the year. It’s forced distribution so while it may not be our favorite thing everyone cannot be at the top, no different than it’s ever been. We are a company of great performers so no way are these easy decisions to make by our supervisors. That’s life, there are always winners and losers. Hard truths I know but that’s just how it is.
I know plenty of folks that did not like it and what do they do? They leave for something that gives them more personal satisfaction. Hard life choices yes, but you all deserve to be happy. If you don’t get it here find it elsewhere. Did you really think you’d change corporate America just by complaining online about what you don’t like?
Your challenge if your willing to accept it is to rise to the top and make the changes, remember all the things you didn’t like along the way and be different than those that came before. Simply put, that’s leadership.
it seems rigged...
When is pre-ranking completed?
As a supervisor I can say it is rare for KOs to put any effort into providing feedback. Most of the time you get they do a good job and can’t think of anything to improve. Real helpful to rank people.
KOs are meaningful when you “love less”…. No worries. Hawaii is great around that August timeframe…
Wow. Just now figuring this out?
Is each team pre-ranking or is it on a broader level? Seeing that the start of PDS review is uncharacteristically later this year vs the previous decade, PDS probably won't matter this cycle.
In Annandale KO means Zero, speaking from experience. This site is totally corrupt when your Being ranked, if your RE even worse….there is a PLAN..