- Be incompetent. (AKA "The Easy Part.")
- Push to get yourself put on the most visible and important projects
- Convince your boss that an enemy within is slowing you down or creating barriers.
- Insist that competent people be put on your team to help you.
- Declare yourself as the leader of the competent people.
- Claim credit for "leading" the work of the competent people
- After you get promoted, fire (I mean PIP) the competent people to eliminate witnesses.
9 replies (most recent on top)
@1wbr+1iKF5hL3 having done a stint in hChem, I will say the culture there is noticeably different from Downstream and Upstream, especially Upstream GP. Your experience is far from the norm across the corporation.
I was really really good at my job. I spoke up and stopped a corrupt supervisor from making a huge mistake. He didn't care what damage it causes as long as he is right and he can get his next promotion. Perhaps you are lucky, but most of us get punished for courage of conviction.
Here’s a thought……. Why not try being really good at your job, speak your mind, and be true to your own principles, provide positive constructive feedback to management……
That’s what I’ve done for 26 years….. made it to T2, h-Chemicals welcomes that kind of approach. Or I may have been very lucky as I have had nothing but great exec bosses.
Only way to get ahead in Annandale, is to be associated with 475, or 102 , DJO’s personal informants, oh and don’t forget Safety boy, EII finest. Give those Exxon boys their step up back, so sad what management has done on this site…no shame, yeah I’ll do more, time for a lab sweep….damage done…..Grease brothers are still in place , HR asleep at the wheel SOP.
The magic number 7 as the code for advancement and the cure.
3's good number too. It's 12 steps if you got the time.
There's only 1 way in this lone star corporation:
Observe the new calf as it takes the first tug at the te-at.
Oh. Man. BRES is a shitshow. DLs are incompetent. DTLs even worse. It's like they're in a competition to see who can say the most inaccurate nonsense. I think it got even worse with this new product solutions organization. It would be funny if I wasn't directly affected by it.
The very same thing happens at BRRF too. When I think about it, that’s the HiPo playbook.
We’ve got several of those in BRCP and keeps just getting worse as more people quit.
When I first became a lead my supervisor showed me how to write my PDS to take credit for the work of others. Write it in a way that shows the influence you had and make it sound like it wouldn’t have happened without you. That feels dirty and wrong. Why can’t my own work be enough and let the work of others stand on its own? Oh that’s right; in BRES if it doesn’t have step outs then it gets the PIP.
It’s sad because they’re just teaching you what they were taught to get ahead. No survey they do will show that this is a major factor in our culture problem.
Yes, taking credit for other's work is crucial.
Teamleads do this. Ask them to share their PDS form, you'll see your work claimed therein.
No wonder why they always get to the top of the ranking and never fall. Meanwhile the real contributors are buried down.
And this continues upwards, to supervisors, managers, vps, etc.
It's a pyramid scheme, a multi-level marketing system of the likes of Herbalife.
Those are the bottom of the pyramid bust their a$$es with their contributions, and every level upwards is eligible to claim a percentage of such effort, the higher in the pyramid, the bigger the claim.