Love how there is all kinds of training going on to teach supervisors to change the culture. The problem is the choices being made by executives!
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There is nothing anonymous at Exxonmobil.
There is 360 a feedback system. However it is hand selected feedback and in my experience always gotten back to the manager. With the vindictive mid level management that we have, it doesn’t take them long to know exactly who said what. Bunch of rats amongst the ranks.
SuccessFactors (CareerConnect) has the ability to gather anonymous 360 feedback. EM just doesn’t use it ✅
Here’s the issue with 360 feedback. Do you really believe anyone is going to tell management how toxic their supervisor is? I mean really? With communist rulers flogging their staff and threatening them with fake pips? The system is broken.
The criteria for choosing Supervisors leads to unqualified persons in those positions.
All the training in the world will not make those brown nosers into leaders.
Just promote the right people, honest, caring, non political, knowledgeable, inspirational. Then no special training needed.
Agree, leopards won’t change their spots. Disagree on the diversity. I see plenty of poor behaviors from all races and genders.
It really gets back to who management is promoting and why. Are they promoting people who are respected/valued by their team? In a lot of cases, no. The people who are respected/values by their team, prioritize building their team vs working special assignments for their manager. When promotion time comes around, no one is asking ‘who has the most highly functioning team, and did the manager creat this?’
I continue to see promotion of managers who let their teams fall into absolute shambles. Ie-Not performing base business, infighting, no coverage plans, etc. Peers complain….and the complaints just hit a wall. The manager knows how to stop those complaints before they permeate upward, while still ignoring the problem. Then, you see the same manager promoted because of a good power point and compliments he throws upwards.
Every time I see this, I want to pu-e and quit….all at the same time.
No training is going to fix this. The manager is getting positive feedback on his sh---y behavior through promotions.
The people who promoted this guy/gal thinks that they are great. They don’t dig deep enough into their teams health or peer feedback.
You cannot train that out of a culture through classes. However, you can implement 360 feedback for all supervisors in ranking. And you can listen objectively when someone below you raises a concern, instead of labeling them a troublemaker. And ‘maybe’ you can start to not believe those who constantly tell you ‘yes.’
I don’t think that’s the issue. Baton Rouge for example has some of the most toxic supervisors I have ever seen. Wasn’t always like that. Several have been to HR and had soak time. Leopards won’t change their spots. To compound matters they know they are untouchable because most but not all of the toxic ones aren’t middle age white males. Nothing will change them until management begins treating everyone equally and delivers consequences for their actions. All have been to the leadership training and it’s not done any good. Not difficult to locate them. Just look for the drama and you will find them easy enough.