My assumption is that only the Outstanding people are actually happy with their assessment, but I’m curious how other fellow non-outstanding people feel about the category assigned to them? If you are told you are “very good”, does that actually feel very good?
14 replies (most recent on top)
Everyone see it as a horsecr@p smokescreen and translate the labels into percentiles Lower half starts in VG. Bottom third is most if Good and below. Purpose of the change was to eliminate the movement controls so people xan be dumped into any bucket at any time
My group earned over $1 billion more than planned this year already.
LCS has not earned anything and has cost a lot.
Based on “impact” everyone in my location should be ranked above all LCS persons. Based on “Politics”, the opposite will be true.
EM should not advertise “impact” as the main measure of ranking when Politics is the prevailing force.
Assessment must be horrifying for those assigned to LCS. LCS has produced nothing and achieved nothing.
Ranking is based on “impact” and LCS has zero impact on anything.
Somehow it seems that most LCS people are Sponsored individuals so this will be just another exception to the rules of EM’s ranking system. Everyone ranked on impact except LCS!
When you see an unproductive id--t ranked at top and accelerating above all the productive people through a different Management job every year while contributing nothing, it resonates poorly.
When you see a genius make a huge difference in EM’s success on a major multi billion dollar project then dropped in ranking due to age discrimination, it resonates poorly.
If you are chosen and sponsored, just avoid any risks and take credit for the success of each group you manage, and collect those RSUs. Resonates great.
Most outstanding employees wonder why they’re not OPD
HR and management's message to supervisors during the new (and improved) performance assessment process was that >70% of the population would receive good or better. What a joke. How stupid do they think employees are? The PA game is just like ranking only in a different wrapper. It is actually more dangerous since there are no guardrails for movement up or DOWN. ExxonMobil will NEVER DO ANYTHING THAT IS A BENEFIT TO THE EMPLOYEES. As long as you play by that rule and do what is best for you and your life/family, then you should be able to sleep at night. There is no more loyalty by EM, so they should get what they give.
When I was excellent the first time I worked with 1(!) olleauge who wnet above and beyond. He was highly technical and a great human too l so compared to his O (or OwD, I don't remember) I was okay with excellent and I got a 26% raise somehow (I earnes basically nothing as an early career person in europe). Then I learned what kind of other people got excellent ranking. The kind that does less work in a month than I do in an afternoon when I am not even really trying. Then came covid, I don't even know what rank I got as it didn't mean anything without a raise. Then I got very good and I left the company before I could learn what raise that meant, but to be fair I got some meaningless mid-cycle raise. I think the category doesn't matter as long as your manager gets you money (as did my first one).
After being top third my first ranking cycle, I've been Very Good the past two cycles, which has earned me a 0% and 2.5% raise without any promotion. It does not feel very good, it's essentially saying I'm a middle of the road employee when I know I'm doing a really outstanding job. I've been given BS reasons both years about some minor stuff that was blown up enough to drop me one or two rank groups. I don't think anyone feels happy about this unless you're outstanding, and even then, if you have perspective you know it's just a random event and doesn't mean much about your future career.
Your ranking is a combination of politics, luck of draw on assignment, s-xism, racism, and just a little performance.
If you ranked high, do not fool yourself that you are great.
If you ranked low, that does not mean you performed poorly.
It is comical that EM is famous for administering controls and being open and honest in reporting then utilizes the most corrupt, political, and racist system on which to base its employee ranking, pay, and promotions.
“Hey, Good is good.”
The only happy people are the naive ones. The fact that all it takes is one person to bring up something negative in assessment, with no burden of evidence, means that even a high flyer can have their career at risk on a whim. Performance assessment through committee is the most asinine thing about the whole process.
I absolutely loved my NSI ranking this year. Three months paid leave before retirement is pretty sweet.
I love being told I Need Improvement 😁😁😁😁
It makes me feel like I’ll make less money due to the outcome of a terribly inaccurate process.