I do not agree that all knowledgeable and capable employees left the company. There are still many talents here. However, isn't a bigger problem EM assigning employees to the wrong tasks?
This is because we have managers who do not know how to recognize skills and talents, and if they do recognize them, most often they do not allow them to realize their full potential.
You are wrong. The biggest waste is the single use cups and utensils in the EMHC kitchens apparently.
This is too much for TG to understand due to her reduced mental capacity.
@vwg+1is0leGv Not only the talent. Even the cooks we used to have are now gone. Try to have a decent lunch in Annandale nowadays. Good luck.
I agree completely. I find that people and their talents aren’t appreciated. Career development has been non-existent for so many especially the last 5 years or so.
In my group, they’d rather shove an easily managed person into a cr-p job, than consider their skills and career aspirations.
I knew someone who was in a position they were good at, but it was not a job anyone wanted to do for an extended time. Over the last few years, he was becoming frustrated and wanted to move on. He had expressed interest in moving into a new position. They said they were holding out, because they felt there would soon be a position that utilized a specialized skill he had (unique to the company). Like a good employee, he waited.
When a this job opened up, instead of considering him for the job, they gave it to someone else. This person had little interest in the position (except for the new challenge it presented).
When he asked why he was overlooked, they told him that they had no one else who could do his current job.
I think EM uses so many talented people with little regard to their wants, skills or preferences. They don’t really listen. The whole PDS processes are a waste of time, money, and energy. The discussions are theatre and are insulting for all involved.
Although I am leaving soon, I still care for those that stay. I fear for the state of the company in a few years. DW and the higher ups will be long gone with their pockets full and the effects of their deeply flawed strategies will still be adversely impacting those that remained.
Not a problem in Annandale, all talent has left the building…..
@OP+1is0leGv I couldn't agree with you more.
Supervisors have no understanding of talent management or the nature of the work that needs to be done. They mainly follow whatever that has been dictated to them from up the chain and check the boxes. Their management above is so far removed from the work that they don't know either. Without understanding the work or the qualifications required, people are shoved into jobs that they are a poor fit for, leading to disastrous results.
If the employee happens to be doing well in their job, then management may decide to move them to another role for "career development" opportunity without regards to their interest or how their skills align with the new job. Other times, insecure supervisors manipulate staffing and R&R for their selfish reasons rather than allow rising stars to develop to their full potential. Competition, envy, and biases breed bad behaviors.
At ExxonMobil, employees' career are not their own. I find it odd that long time employees would proudly state that "X-X company owns my career". Did we relinquish control of our own career for the paycheck and the promise of job security?
In my situation, I have not had a meaningful career discussions in over 3 years. Little training for the new role I was moved to. Supervisor more concerned about boundaries of the job he/she knows nothing about rather than getting the job done efficiently. Constant micro-management with bad advice that causing misalignment. A constant rotating door of supervisors so there is no continuity and no responsibility for outcomes.. PDS not closed out within 2 years and poor explanation of performance assessment results. (Nothing actionable came of PA discussion.) List goes on and on. So after years of frustration of not being heard and not being able to apply and grow my skills, I made the decision to leave.
One cause of this is the people in management haven’t done the work that the people they manage do. They don’t know what they don’t know. And some do not care to find out.
Totally agree with this post, a lot of it is also driven in my section by a total lack of work, and definitely no demanding work.
The competency of the organisation has definitely reduced. This isn’t the employees fault by any means but the leadership who have actively drained the talent pool, demotivated the organisation and watched a wave of uncontrolled attrition. DWW and the ELT have been focused on low structural cost without any real plan.