Behind each attrition there is a sh---y supervisor and/or manager who screwed them
Prove me wrong
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Never report to HR etc. There's a reason why there are lawyers who specialize in Whistleblowers. Get a lawyer and get paid. Protect yourself where it's impossible for them to fu-k you over.
1/3 became executives? That's a really high proportion of global hires.
Unfortunately...being in the 60 to 80% RG range will not be enough to get an executive job. One study that was done at the time of the merger Looking back at heritage XON (excluding Mobil) showed of all the professionals XON had hired globally, approximately 1/3 quit, 1/3 got to CL 26-29 and 1/3 got to executive levels. Back at the merger 1 out 3 hired would become executives...and 1 out of 3 would quit.
PS by my estimate over half of the people that quit went on to very successful executive careers elsewhere or made more money than if they leveled off at CL 29...SOME are now CEOs of mid size companies
Ultimately OP is correct, but it's usually a downward spiral. One SLS can be an a-h0le and throw you under the bus, then your next one or two can look at the history and feel justified to keep it going, regardless of any improvement. At that point you'd better have an old friend to bail you out fast. If not, you're scr00d.
Been there done that.
The person reporting about irregularities of a chosen employee gets on more trouble than the chosen person that committed the irregularities.
Just realize that your job is to help the chosen ones get to their targeted potential, not report all the illegal actions they commit along the way.
Cultivating and protecting future id--t Executives is top priority at EM.
Never report a chosen one
Never expect work from a chosen one
Always make chosen ones look good
Expect a new chosen one every 1-2 years
Speaking of business conduct, do not ever believe that you can report an ethics violation to HR of an id--t chosen manager to HR.
Within hours of your report to HR, your VP receives a phone call, who then calls your manager, who requests a private discussion with you. Nothing in writing.
Your manager says “retract your statement to HR immediately and I will help you do damage control to salvage your career”.
“Open door communications” really means “show you the door communications”
No sponsor can admit that they made a mistake on a HiPo since it will be the end of their career advancement.
I once knew a CL-29 manager that took a draft of a memo from a colleague and deleted the colleague as author and put his/her name on the memo and issued it to management as his/her own memo. This was blatant plagiarism, but his/her management did absolutely nothing during performance appraisal because of his/her sponsor.
It goes to show you that our "Standards of Business Conduct" policy means absolutely nothing if you are sponsored.
There was one FLS in New Orleans put in charge of 20 engineers.
He was horrible, but was a minority with sponsors.
In 2 years, 18 of those 20 escaped, many by quitting.
Due to sponsorship, that id--t kept climbing the ladder. He destroyed everything he touched, but each year at assessment time, his current boss would receive a phone call with instructions to exclude any comments about destructions in the ranking meetings.
That one id--t has cost so many great employees to leave EM and destroyed the careers of anyone that mentions his stupidity.
There should be a system to exit sponsored id--ts instead of the current system of hiding their destruction and stupidity. Sponsors just refuse to admit when they chose the wrong id--t.
I hope the id--t reads this and recognizes that it is him.
Only took one for me but she was the worst ever. Glad I left brcp for a better job and no more of her ignorance
I left the company last year after 15 years. I worked hard and was always ranked in the top 3rd. But I could see how anybody out of the top 3rd was being screwed over and even some in the top 3rd (RGP 67 anyone) were also screwed. I had some bad bosses, but generally my bosses were OK to Good. I left because of HR policies and the (denied) outsourcing strategy. I decided that I would like to look for a new job when I was in my early 40s rather than in my late 40s when my job was moved to India.
I do not think anyone looks into that, there are managers that are now executives that left behind a trail of disengagement and increased attrition, managers that refused letting employees move into other groups only to put them in NSI later, but they were experts in managing upwards and had no consequences. The 360 degree feedback is an illusion..
My last supervisor from Clinton was the worse I ever had. Not sure how she was picked to be an up and coming hotshot. Maybe because they pick id--ts from OK St.
The few good supervisors have been screwed before and know what its like
I certainly can’t
The whole company is sh---y. They only want to exploit low paid workers like our clothing industry and many others. They only want to line their pockets no matter the cost...no ethics there.
For some people with lots of patience it took 2 or 3 of the kind SLS’ to break their patience and make them leave.