The company had a denison survey a few years ago showing poor morale. What happened with the follow up study?
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Remember how year-round 360 feedback was supposed to be taking place as part of the new annual review process? Bet you don't since I haven't heard of a single supervisor/manager/VP following through on that!
There has never been a EM wide survey that actually turned into something actionable. Just look at the ONE new hire survey a few years back.
EM will not do another survey because Managers do not want to change. Gather no data showing change required then obviously no change required.
I am guessing no exit interviews will be performed by HR, just to avoid any data that would indicate change required.
Were the first results really internalized by management? The one overlaying theme was ‘walk around more and get to know your employees.’ Not hard, right? Book it in your calendar.
We saw 1 week of managers trying to do this, feeling awkward, and retreating back to their offices. Jeesh! Have your admin schedule a rotating 1:1 lunch with a random person two levels below you 2x a week....then be awkward...the employee will still feel seen. (Just don’t ask them too much about their work...keep it light. What do you like about ExxonMobil? What don’t you like? How’s your family doing?)
I spent the first 5 years of my career being slightly frightened by my management chain....because my immediate supervisor was constantly telling us that he/she had to be informed first. Like “Hi DH, my new baby is doing great! Thanks for asking!” thinks to self “Oh cr*p, did I tell my supervisor my new baby is doing great? Better go tell him/her. Wouldn’t want my DH to know something my supervisor doesn’t know.”
The results of the first Denison survey were so bad, but at least the management back then shared some of the raw results and tried to internalize the key messages- that’s how we wound up with Growing with Purpose (however flawed it was, it was at least an attempt to fix the culture).
When the results of the second Denison survey came back even worse than the first, the spin doctoring and cover-up began in earnest. Then the fiscal problems started, then the pandemic hit, and all of that has been vaporized.
The culture is now so toxic after the NSI and involuntary programs, you can be certain we will never see another survey like that for decades.
Free consulting tip for fixing culture: Turn off email. If you have a question, figure out who is doing the work and ask them directly....face-to-face after Covid, via old-fashion phone right now. And Thank You...this advice probably just allowed you to cut 2 layers of management.
Here is a money saving tip: Open an anonymous Slido Q&A on company culture. Let people ask questions and vote up/down. = free Denison Survey
Chevron seems to have a great future outlook. The biggest thing I’ve noticed between Exxonmobil and Chevron is leadership. Pay attention it says everything.
Hahahahahahahahaha. They’ll need another follow-up after all the “new dust” settles. Gotta be one of the worst morale companies globally at the moment. No sign or pathway of improving given the brain children have decided to double down on the same strategy that got us here. Also, just look at Glassdoor ratings to get an idea of where people’s heads are! Abysmal.
Follow-up survey....LOL LOL LOL
The remedial action was to come up with #WeAreExxonMobil
In a meeting earlier this year, my group was told that the results of the follow-up survey were really bad too so they were delaying releasing them until management had more time to “digest” the results.
And then there was the platitude that when you are trying to change the culture, we shouldn’t be surprised if there is “backsliding” initially.
I’d like to read it any keywords for searching on the network?