I've watched so many experienced people leave this place in the last year. The replacements don't know the job and don't seem to want to learn. Meanwhile, management acts like the veterans are the problem. We're the ones carrying the weight, but we're the ones being blamed. It's exhausting.
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@c6 I remember a few years back Downstream gave Huibert a low SPS score of like 30-40% and his response was starting forced rankings and requiring at least 5% at lower.
@c6
Getting a high or low SPS score has no impact on the leader's career trajectory. It does not effect their job performance assessment (IPF). it does not affect their job placement in the short term either.
Leaders who have been given poor SPS scores rarely change. But they do hold grudges with people they assume gave them the low SPS score.
@bv lol, we gave our EVP the lowest score they’ve ever had on SPS (below 40%). Several of us even were willing to communicate openly as to why we offered such low scores and wanted the opportunity to explain why directly. We were told by our team lead and two other leads under the VP that we would never have that opportunity. They expect low scores at that level and if the team leads get high scores, the EC dismisses the discrepancy as the team lead just placating their team. SPS is worse than a check the box exercise because the EC still tries telling us it means something. The only reason several of us still fill it out is because our line manager asks us.
@c3
It’s easier to find an another when you still have your present job.
Fleeing what seems to be a bad situation sounds like a great relief, but you’d better know what your next move is.
The void of unemployment can last a lot longer than you think. Plus, the gap in any retirement contributions, COBRA costs, starting over on med co-pay deductibles, etc. are draining.
So, hold your nose and stay? (the spouse and kids really don’t care what you spend the workday doing or if you enjoy it) - or flee and hope a safety net materializes? (they’ll sure care if they’ve got to start cutting back).
There is no ideal employer; just a different one with, likely, the same or similar issues.
Do any of you tell the truth each year on the shells people survey??? You talk all this stuff make sure you do it in the survey.
When you watched the movie, Forest Gump, did you hope that Forest would run away from Jenny? Forest wasn't a smart man but he knew what love is. I don't think we could say that during the entire movie that Jenny did anything loving to or for Forest other than leaving him alone; but even then she withheld Forest's own son from him for years. Jenny was just cruel to Forest; but, Forest kept going back and suffering more abuse and cleaning up her mess. Think of Jenny like Shell and think of yourself like Forest.
Run Forest Run! Run away from Shell!
Shell is the perfect example of the cesspool theory. The 💩 rises to the top!
@OP run, don't walk.
With geos, I've noticed for a while that management has a preference for people who can spin a great tale, followed by no-talents who just do what team lead tells them to do. If you see that a description is horsesh-t and say so, it might be believed if you have documented the evidence (and shared it), but it won't be appreciated. After all, managers are rewarded for making the deal...or drilling the exploration well...or avoiding downward revision. Most gamble that they will move up and out before it catches up to them.