Just out of curiosity. Did he look like he believed in that sh-t and that it was necessary, or could you tell from his behavior that he also thinks it’s fake and just a method to eliminate you?
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Am I allowed to answer if I was PIPd be a female supervisor or only if my supervisor is a he?
Re: "cultural fit"
This means that they want a nebulus reason that can withstand a lawsuit.
Didn’t give them a chance. Left for 20% comp uplift.
I know a guy in Annandale that was piped "for being too productive". You read it right. He was working 24/7 supporting like five or so projects and he was proud of his contributions. His section head told him that he should seek work-life balance. So he did after resigning. He is now a big "hotshot" (like an EMIT manager says) in one of the big five consulting companies. Of course, he resigned a few months after being with the company for five years. So, he gets some pension money.
May the odds be forever in your favor. Change the ranking process to drawing straws. Imagine how much time and money that would save! For starters they could cut most of the managers, most all of the meetings and eliminate a lot of grief except for the short straw people each year. Folks would work more as a team. No more attacks on your backside or boot licking. What a drastic improvement. Here’s a thought. Only rank managers performance. If their team sucks then can the folks responsible for their development. What a novel idea since it’s their responsibility to develop the team anyway. This is nothing more than masked layoffs from a yuppie climbing the ladder.
I think XOM people confuse “managers” and “supervisor”. The person you directly report to should be telling you how you were ranked.
The titles in this company can be a bit confusing.
In Clinton, we typically report to section heads (SH) that would give you your pip.
My SH is an id--t but thinks of themselves as some sort of savior. Could not put a business case together for the life of them. Ask them for project goals and you got stupid blathering about how we were empowered to make that up as we felt necessary.
The product line managers or portfolio managers were also id--ts. Funny their positions just disappeared after the reorg. The idea that R&D could define business objectives and articulate that to the project leads was hilarious.
Main point, most “managers” in this company have no clue. The idea that they care is stupid. These people are actual bottom feeders, praying to not be let go as they could never earn half of what they are making as useless bottom feeding know nothings.
Anyway… To answer the question, my bottom feeding section head has a unique way of putting together power point presentations that say nothing, do nothing and accomplish nothing.
It’s no wonder the stock parrots oil price.
There is no leaders, no innovation. Just bottom feeding losers.
“Left that day and was working for Chevron 2 days later making more money.”
Hogwash @1hlg
No company the size of Chevron hires within 48 hrs. The background check alone takes 7-10 business days. D&A screening typically 72 hrs. Salary curves were also flattened across the industry around five years ago. So even if this BS story were true (it isn’t), you wouldn’t have been making more money.
I know of one supervisor who knew the pipeee for 10 years and worked closely with them. The supervisor told the pip that he was selected by the system and the sup. had nothing to do with the choice. The Supervisor told the pipee all of this and could not even look at the pipee in the face. The Supervisors know it is unfair but they have to play the game. No one will challenge or change the system manager or supervisor. One observation I have noticed the pips are usually the last ones scheduled given feed back.
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Very sheepish and nervous. Couldn’t look me in the eye. Pretty pathetic actually. Left that day and was working for Chevron 2 days later making more money.
My manager told me that I was twenty steps ahead of most people in our organization, but my problem was that I did not have the patience for the rest of the organization to catch up thus the PIP. They mentioned that PIP was decided on "cultural fit" not "technical competence or strategic thinking".
My supervisor told me. My manager has never mentioned it or discussed it with me in the 12 months since.
My manager never made any communication to me re the situation. Was fine with me.
Less speaking to them was always best anyway.
If there is any single criterion for making Mgt track at EM, it is to tell lies with a straight face. Even an empathetic and caring face.
Other factors exist, but this is the ultimate one.