#performancemanagement

I was told that you get severance if you at least had “meets” on your review(s) and you were laid off. I was also told you do not get severance if you had a bad review and/or were fired with cause. Is this true?

Buckle up—an enterprise-wide “skills assessment” is rolling out this quarter. Officially, it's about aligning talent with strategic goals. Unofficially? It’s the corporate equivalent of musical chairs. Fewer seats. Sharpen your résumés—consider this your friendly warning.

We all know leadership’s goal is to cut us down to bare bones. Why waste time and energy on PIPs, ffs? Just to save a couple of bucks in a sea of layoffs?

NI / NSI / PIP = yearly contract renewal – Every damn year people live in fear like contractors. One bad rating and you’re out. Zero stability.
•   Sycophants rule – If you know how to l___ b____, you get any role you want. Skills and hard work don’t matter here.
•   Indian supervisors – The biggest cl___s. Non-transparent, arrogant, manipulative, and treat people like d__t. Absolute sh___eads.
•   No per diem offshore – Imagine going offshore and not even getting basic allowances. ExxonMobil doesn’t care, you’re just a number.
•   BTC hiring joke – They keep hiring in BTC without defining roles. Just adding headcount for show. Chaos everywhere.
•   Supervisors shuffle every 6 months – New boss, new story, new “collaboration” n______e. By the time you adjust, they rotate again.
•   Americans = presentation kings – Most of them don’t know real work. They only know how to make fancy slides and complete projects “on PowerPoint.” When things fail, they blame BTC for “taking jobs.”
•   No career path – Don’t expect growth here. There’s no direction, no roadmap, only confusion.
•   Culture of show-offs – If you can talk b__g and polish slides, you’ll shine. If you do actual work, you’ll r__t in the same spot.

👉 ExxonMobil doesn’t belong to employees, doesn’t belong to BTC, doesn’t belong to America — it belongs to a bunch of ah_ supervisors and s_nts who know how to game the system. Everyone else is disposable.

The benefits of AI in ranking employee performance include:

(1) Objectivity: AI analyzes performance data based on impartial metrics, minimizing bias and ensuring fairness in evaluations.

(2) Enhanced Feedback: AI provides continuous real-time feedback, helping employees improve while they work.

(3) Efficiency: AI automates administrative tasks, saving managers time and allowing them to focus on strategic tasks.

(4) Predictive Analytics: AI can analyze historical data to predict performance trends, aiding in talent acquisition and management.

(5) Personalized Insights: AI tools can offer tailored feedback and development paths based on individual performance data, fostering a more personalized experience for employees.

I am still waiting for my dpc plan. I asked again and was told they were working on it. Everyone else is doing theirs now and are 2 weeks into it. Either exxon doesn't care or they are letting me fail purposely. I would like to see what the he-l they want me to do. I really want to improve my performance and be a more valuable employee to the company NOT. I just to get this s heet over with and see what torture they have planned for me. Is anyone else still waiting?

Anyone know the specifics of the rewards changes mentioned on the beat? Direct questions were glossed over. It sounds like the intent is to not reward low performers in November? With the November layoff rumors this is even more concerning.

End of year activities are generally a joke, but this year is one for the record books. The big question is who is getting the differentials? Will those be passed out to someone that is unknowingly on the chopping block, or will upper management correct for that? Is it fair if someone performed above and beyond all year, but bcz their job is going away that person won't get a diff rating?

Oh the games. . . . .