With the ranking process not being transparent (sorry, I can’t tell you who you were ranked against, sorry I can’t tell you what they did that you didn't, sorry I can’t tell you what you should do to be outstanding), it doesn’t motivate me to do more or better but motivates me to do less and focus on finding another job. If I get laid off, oh well, I had a good run. Since my raise doesn’t exceed inflation and therefore is a pay cut, I can only increase my hourly wages at XOM by working less hours.
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In response to the “not dropping more than 2 classes” question, unless they changed the rules for this year, everyone starts with a clean slate, so effectively, we are all one one year contracts waiting to be PIPd. That way, the mindless sycophants can eliminate all the non-sycophants every year, thereby culling the herd of anyone with an original thought or a modicum of talent.
Is true that in PDS cycle you can not drop more than 2 levels than your last rating?
Oh, and don’t forget that there cannot be even the appearance of any sort of biases on any of the assessment lists. The HR stooges sit there and show charts of the distributions by gender, race and region just to cover the bases in the event of a lawsuit. So even if an individual’s performance was assessed as lacking relative to the rest of the group, there might be other factors at play that change the outcome.
Also, beware if there is a large discrepancy in the number of people on a given list from different regions. If, for example, EU or AP only have 3-5 people and NA has 20, NA will come into the session with their list force ranked, while the others will argue all their people are OP or E (and most often, they get away with it to avoid the regional bias complaint).
All depends on managers and rank list owners who know how to game the system. The odds are never in your favor.
Get cracking! DW needs another raise. His comp is what we all care to improve.
Fully agree. I don't play the Hunger Games, I do what I think is right for my part of the business and am prepared to defend my work at any moment of the day. I work hours comfortable for my family and let it all ride. I'm always looking and If and when a better career opportunity comes along I'll evaluate it, all things considered. In the meantime, my EM cap comes off during my time.
Honestly, I used to care what the company thought. Ranking sessions were all nerves and disappointments.
Now, I don’t really care anymore. I put some effort into making sure I bring a range of facial expressions to the ranking discussion: interest, concern, attentiveness, thankfulness….check, check, check and check. But if the message or the salary really upsets me that much, I’ll start my job search.
Needless to say, that perspective has come with age and financial stability.
It also assumes the supervisor plays by the rules. They should tell you the groups you are ranked among, they should give concrete examples of improvement areas, and any issues should be systemic…not one bad day. If this doesn’t happen, you really should schedule a follow up meeting and ask your supervisor for a do-over. Even bring a written list of your questions, if needed.
Yep, fully agree, I'm working far fewer hours in EM for the last year! #winning
Great advice from the OP. Try to stay even by working the denominator.
When the ship is sinking, ppl jump out! XOM will clearly not be what it used to be and things will continue to get worse overtime until the ship is underwater!
For all the reasons you mentioned, It’s is an exercise in futility IMO. Amongst other things, I think this directly contributes to the deflated, low-morale vibe of the place. You have so little control and are constantly trying to “prove your worth”.
I have a friend who works at a depression/anxiety clinic close the the Houston campus who says most of her patients work at EM. It’s sad.