Insider tip. HiPos are identified in the first 4 years. It is a lot of luck and many are passed over who have capability. Experienced hires have no chance. Best bet is to be 22 years old when join. So much BS about how you have to ID early and then groom to be executive by moving every year to new assignment. If you aren’t moving often you aren’t a HiPo.
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Just hit 5 years this year and was told I have a potential of CL 36. What does that mean?
“If you aren’t identified as a HiPo by year 4 you never will be”
Doesn’t matter.
Every job is jut a pit-stop on the way to something resembling retirement. The time when a person could expect to grow within a company and be rewarded for their efforts passed over a decade ago, with the 2008/9 recession being the final act.
I have no reason to care about how Exxon or anyone else ranks me. Pay me what you said for what you hired me to do, and I’ll continue to do it until I find something better. I stopped giving AF a long time ago.
Either they systematically choose the wrong arrogant asshoIes or they groom them to be arrogant asshoIes. Same poor results either way.
Need to choose HiPos based on people skills instead of PowerPoint skills.
Either they systematically choose the wrong arrogant asshoIes or they groom them to be arrogant asshoIes. Same poor results either way.
Need to choose HiPos based on people skills instead of PowerPoint skills.
They changed it now. Cannot assign exec potential till 5 years service.
That is a great thing IMHO
This is the American way. Just go to any little league game. Every parent thinks their kids is going to be a pro. Why would it be different in corporate world.
Is there any way within the system to see your potential?
I’ll bet if you looked at the We Are EM survey results and drilled down on each HiPo manager/supervisor, you would see that the lower scores and people not feeling cared for by management will be there.
I look with suspicion on anyone that has had frequent job changes and only been in any particular role for a couple of years before moving on. The vast majority of these individuals have no track record and have not accomplished anything and never will.
It takes time to build relationships within an organization and it is difficult to effect change. I have never understood how so many companies seem to miss this and wonder why their latest initiative isn't working or why they are often ignored.
The frequent moves are to avoid any responsibility for anything caused and also to move HiPos into situations that are guaranteed success so can attribute that success to the HiPo and not the RE that actually made it happen.
Major fault in system is that there is no exit ramps when enough data gathered showing the HiPo is actually a dangerous id--t. They just keep moving the dangerous id--t upward.
You can look details up on the HR site or ask your supervisor.
Moving often sounds like a disaster in the making. More chances to break something and not being responsible for cleaning up the mess.
Many such short term assignments create employees with no marketable skills outside of XOM.
Groomed HiPos identified in the first 4 years to run the company?! No wonder this company is sinking ship.
Who was the id--t that started this nonsense? Are we trying to fulfill a prophecy by assigning a ultimate potential number?
It’s like looking at my 5 year old and declaring he’s going to be a CEO someday.
Is it possible to ask for your ultimate potential number?