This company values those who do simple things very well. I am the supervisor of group of engineers who are more strategic and have added lot of value to the corporation, but are now being assessed lower than those who delivered minuscule simple tasks on timely manner. Sad.
If you belong to groups who deal with uncertainty and complex thinking, suggest you think again.
Look at our senior managers and it gives clear indication of what this company values.
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One year neither my supervisor nor I realized I hadn’t submitted my PDS after they looked at it. Didn’t find out until they attempted to write up the communication and there was nowhere to put it.
It is definitely true. Before taking on a new role anywhere in the company, understand the rank group it puts you in. Be a strategic long term thinker in this respect for your own career. Also understand the managers and supervisors and where they fit.
Unfortunately a manager gets ranked better when he/she has workers doing amazing work that they can take credit for.
Technical professionals are only moved upward in CL to provide sacrifices at the bottom of rank groups.
A CL 29 professional can be the top expert in the world for his discipline, doing the best job, that EM relies upon, and will be ranked at the bottom while a 30 year old CL 29 HiPo gets ranked at the top with zero knowledge of his job description, zero contribution, but an abundance of arrogance and entitlement.
WAEM
Rotten to the core
Based on the XOM manager decisions during the DEN transition, I can believe this. Part of the reason I chose to retire rather than go on the official XOM payroll.
The preliminary performance category mostly reflects if your Supervisor values your input, hates you, or sees you as a threat.
3 people in a group, performing a exactly the same all year, can be placed 60 RG points apart based on preliminary performance category, Supervisor’s 2 minute drill, and Supervisor’s responses to any comments.
Ranking is not based on performance, except if you consider your Supervisor’s “Performance “ during your 2 minute drill.
The preliminary performance category justifies your years worth of work, and the two minute script justifies the preliminary performance category.
When you try to summarize whole years worth of work in 2 minutes that's what happens. A rigged system where Winners and Losers are already defined and chosen.
It think blame the assessment process. It’s hard to cover accomplishments in a 2 minute speech with assessors that have no clue about the job.
They won’t understand but they’ll understand tangible accomplishments like finished X items, saved x money.
Look at Darren, he is a perfect example of what the company has become. Infact, he is the architect of the current state of the company. Don't forget to thank him when you see him at a Chick Fil A next time.