Do you believe some supervisors might manipulate performance ratings to shield their favorites from potential layoffs?
What steps can you take to protect yourself in such situations, especially when HR and Ombuds feel ineffective?
9 replies (most recent on top)
Starting at the GLF, leaders are being asked to give ‘expects more’ more frequently to hold teams accountable for performance. The mindset is that doing your job is valuable contribution and anything more should be very rare…. They forget that there are financial implications to suddenly changing the system - especially when only some BUs follow this guidance.
I won’t. All my team is getting at least 2 EE
In case you think that you have been discriminated in year end review. Make sure, you mention it in your PMP feedback. HR will not do anything but it will help keep the paper trail...
Yes, they do this. HR and Ombuds are pretty useless for employee issues in general. The only reason to contact them is for a paper trail in case you plan to file a discrimination complaint with the EEOC.
San Ramon folks should expect a stringent review this year
There’s nothing you can do, if they want to get rid of you a good review is not going to matter at lay off time. They’ll just show you the door regardless. The layoff job placement process is fixed as well.
Of course they will.
But since they are the favorites, the supervisors won't view their actions as any sort of manipulation, but the truth.
Remember, everything is about perception, including this engine bs.
Well the business could eviscerate these nepotism nodes but given they got where they are through the same system there's not much chance. The ordinary will always support and protect the mediocre if the relationship is symbiotic. Chevron way.
Spread the hips and lick the lips