How can supervisors game the system? Rank system is so sc--wed up. Seems like the best approach would be just to cycle everyone through the assessment categories and take turns being PIPed. Would need to keep people with enough years in their current CL high to try get them their CL promotions as quickly as possible somehow.
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It is an impossible situation. Employees who don’t deserve to be in the bottom Must be placed in the bottom. Any ideas?
Taking turns would make more sense than what is currently done!
As a supervisor I talked to my group about this and as you can imagine those who were ranked high thought it was a terrible idea while also recognizing that we didn’t have anyone in our team who deserved to be ranked poorly. It reminded me of the people who vote for more government programs and then complain about taxes increasing.
@dk If true it probably wasn’t just that one thing that removed you from supervisor job. I’ve seen people with integrity get moved out and returned to technical roles. Management roles are really tough to navigate for people with integrity. Some are able to do it but it takes a toll on them and is not easy.
😭I did actually propose doing this during a very frustrating T3 session that had already lasted 10 hours. HR were not impressed, and the exec in charge of the session wasn’t either. Resulted in me not having any direct local reports ever again
@ag I do t have to imagine I am living it! More than 25 years with the company and suddenly I am NSI.
You will never be able to retain experience under the current system. Even if there were employees who were worth of the NSI rankings you have probably already weeded the out.
So now you are left to choose between putting young employees in NSI and running them off before they reach their potential. (They would be crazy to stay when other jobs are available). You can go after your near retirement eligible employees and run them out at the peak of their employment. 30+ years of experience and knowledge gone in the snap of a manager’s fingers. Fifty five is not exactly old in the grand scheme of things and if this was handled properly you may even get another ten solid years out of them.
Not to mention the lingering effects of getting dr-g through the mud during an assessment period after a year of making the stockholders MORE profit.
But XOM does have a solution to cover these personnel losses apparently. KL or some other outsourced site.
I’ve met interns with more technical experience than these underpaid foreign support workers. Their English is just about as bad as their advice. I’m looking forward to spending more of my time explaining to people on the other side of the globe exactly what the problem and solution is.
It’s a terrible system and 90% of the employees think so. However our leaders are truly not leaders (true followers) and will do whatever our leadership directs regardless of the long term outcomes.
Best of luck XOM. It’s going to be a bumpy ride.
Noble suggestion, but how does it feel when it is your turn? Not only does it feel terrible, but you are also 1 strike toward a ‘2 strike and you’re out system.’
Imagine being 20 years service and late 40s, knowing any further assessment ‘oopsie’ yanks that pension benefit against which you have been sacrificing so many years.