Write a good KO if you are asked. If you aren’t going to put time into it tell the people you don’t want to do it. Be honest. Have some integrity.
You wouldn’t believe the number of KOs that are never completed or are totally useless.
22 replies (most recent on top)
My supervisor read my KO. I was God's gift to engineering according to the KO's. As they read the KO I was wondering if I was going to get Meet expectation or Outstanding. After they finished reading it they told me I was NSI. Could have saved alot of my time and others if at the beginning they would have said since you are NRE, you get an automatic NSI. The whole process is unethical and corrupt. I wonder what other things Exxonmobil lies about.
Don't waste your time on KOs. Ranking is pre-determined.
I spend alot of time doing KO's. I wondered if they have any impact at all.
@1lkz+1lZPKMZV Is another one who refuses to provide development opportunities feedback and then complains the process isn’t fair. You are the problem @1lkz+1lZPKMZV. People like you are the reason supervisors have to come up with development opportunities based on just their interactions with you. Then you complain about your supervisor.
@wns+1lZPKMZV You can submit up to 8 KO’s so I don’t agree with your comments at all. Also grow a spine. If you are afraid to tell someone how they can do better you are a pretty bad KO and spineless. I want my KO’s to tell the truth. What is the alternative? Have supervisors be the only ones who provides feedback on development opportunities? Then complain about supervisors?
@1kon+1lZPKMZV is a perfect example of the problem. Instead of providing real feedback of development opportunities they hide behind “if I say something it will hurt them” then they complain about supervisors for “making up development opportunities “ and “feedback that doesn’t make sense”
OP somewhere a tree is making oxygen for you. Go to it and apologize
OP, STFU
Don’t waste your time in Annandale, major corruption in ranking….
I wrote all my KO as “Needs Significant Improvement”. We can’t get Klingon promotions, but we can get Sith promotions.,
Related note:
If you like/care about the person you are doing the KO for, do not put anything in the “room for improvement” box. Just say you haven’t noticed anything personally. Or give something that isn’t actually a negative like “they should be given more opportunities”.
KOs are no place for honesty. As we all know, any negative will be given 100x the weight of the positives.
I always had excellent KO feedback. I selected people inside of my group, outside of my group, supervisors, managers, and folks I supported. Even with all of this excellent feedback I was ranked NSI in 2020. Luckily it was the first year of being NRE and I survived until retirement at 55. The last two years of assessments I still had excellent KO feedback but never got higher than NI ranking. Good luck to all of you NREs and REs out there. You have a target on your back.
Don't give constructive feedback in this process. Give it any other time.
Or do. And deep six a competitor coworker today. After all, nothing is more collaborative than giving supervisors fodder for post-hoc relative rank justifications for how they value your assignment +/- small amount based on your performance.
DW just loves collaboration. He wants us scratching and clawing with each other for the promise of a few more bucks. He set up glass cages with no offices where he can watch us with all his cameras. He just loves it when we work our butts off only to tell us the relative ranking goalposts moved again.
"I know you got great feedback and I don't really have any complaints but you still ended up in the PIP tier. But please don't leave. You see you're in a very competitive rank group. We just had to set it up so a few someones get paid significantly less and a few someones get significantly more. We can't imagine another way would drive collaboration so well" He laughs at us ki-ling ourselves for what to him is pocket change. We're doing it even after he took away the 401k.
So yeah. By all means give constructive feedback in this topsy turvy play on our humanity when DW has none. Then add "collaborates well" under strengths in your pds.
That happened to me. I told them if they were going to pick and choose who provides KO, why ask me in the first place? As you can imagine, they didn't care for my response and tone. Then again, I didn't change a single person I listed either.
I filled out my KOs with those in different business units I work with on almost a daily basis, however my supervisor did not agree with my submission and made me change my KOs to people I rarely deal with.
Does this happen to anyone else? I am at BTC and feel like I’m being set up for a lower rank group….
Complains about supervisors controlling the ranking system then refuses to provide KOs for peers.
Pick your favorite id--t meme photo
But if you give legit feedback and tell it like it is for people that are difficult to work with, I’m sure it counts against YOU. You’re not a team player.
KOF is such a load of garbage, may be marketed as a great process, so beneficial to let people know what’s going well, where they need to improve.
But, it’s actually feedback that is we-ponized and used against you and your peers. Hunger Games is an apt description of how demented this is.
Start to finish, top to bottom - this is the worst most demoralizing process ever. The fact that you can’t provide feedback on your managers, just underscores how corrupt the system is.
@jkc... we should still give KO feedback however the ineffectiveness of it all. You don't need to spend alot of time filling out the 3 boxes. A couple of sentences will do. If you don't... you're supporting the idea that ranking is predetermined (and i believe it very well be in alot of cases). I don't support that ...so I fill out the KOs asked of me. Call me a su---r, if you will, but I hope one day these KOs actually might make a difference.
You can submit up to 8 KOs. Pretty easy to get 360 feedback if you want it. You can also always ask for feedback outside of the process if you have a growth mindset.
OP, this is satire right? None of it matters. And if you believe what you’re writing, you’re part of the problem.
KOs are useless unless we get to something more akin to 360 feedback. People ‘cherry-pick’ their KO assessors. Bosses ask for so few KO forms from employees that you know your feedback is 1) not anonymous and 2) could be used against you when your boss is representing you in ranking.
Seriously, what employee is going to give harsh/critical feedback to a manager who then walks into Assessment Meetings to represent them after seeing their feedback and probably knowing exactly where it came from?
It is a flawed system. Either you need enough KO feedback to be anonymous and include most your interfaces…..or you need none at all.
Right now, the opportunity areas of KO feedback are just cannon fodder for Supervisors to support hard Assessment messages.
KOs should be required to provide which assessment category they would assign.