So has anyone else figured this feedback rich culture out yet?
You have to ask all the people you work with for feedback then the TL use that for your feedback. Do we get to give feedback to the TL. No “well unless it’s good feedback” and if you do give any negative feedback you will be cut down at the knees during review time. WTF.
This will soon pass along with simplify and zero is attainable. The digital c-ap is already being forgotten. It kept us busy during COVID and that will be it’s place in history. The CTC is another dumb idea that has been tried before and not worked. All it is another name for the same thing.
Another nonsense process that will very soon degrade into Uber scores (perfect or its negative). There is no real information exchanged, so it is a complete waste of time.
I’ve figured it out the hard way. I gave honest feedback to someone favored by the higher ups. Mostly positive but one where some improvement could be useful. The typical 6 good to one improve. Now I’m getting slammed. If I don’t survive the September selection I’ll know why. Honest feedback isn’t worth it. Be careful! I should have known better.
I’m really good, 2+ and 1 for years. Technical, not BS
I just received unfair negative feedback from my coworker via Workday. Perfect move to ensure he stays and I go. Feedback rich culture in action ...
The ultimate in rich feedback “you are Fired!”
CSOC, BBS, PMP ....and on and on and on. Don’t the MBAs ever get wary of thinking up new BS activities that make it harder for me to get my work done. I am trying to find some oil, I need data and input from others to make this work, let’s get on with it rather than circular jerk the process every turn.
I still use the good old anonymous CSOC feedback tool. It is great for blasting managers. Some even respond, haha.
What is TL?
Yes the feedback is not as valuable as they would like. People don’t want to be overly critical and there are some that don’t care and don’t think about how their feedback may affect the person it is about. If you get mostly positive feedback the boss tends to focus on the negative. What’s sad is it makes people kiss a$$ instead of being up front and honest with people for fear of negative feedback and low performance rating. They need to figure out some equitable way to count feedback but not as the whole evaluation. Needs to be done in a way that it doesn’t completely skew what people truly think and allows them to speak their minds.
where is the layoff site? I keep clicking it and it sends me here.
If your boss’s boss doesn’t really like your boss, you should take every opportunity to sh– on your boss via feedback to your boss’s boss. Eventually, it gives them enough ammo to move the hapless f— to a new role and out of your hair.
Nobody in Chevron can take the truth. There is no such a thing "honest" feedback. As soon you open your mouth your career is doomed and most likely you be gone in the next ROM. Kissing arse, likability factor, all these are more valued than honest feedback, intelligence and true performance. I still shake my head and wonder how a company with so many id–ts can stay in business for so long. I have no effing idea.
Who truly gives honest feedback these days that also contain a person’s shortcomings and development needs? People are afraid to be too critical and they over-inflate the positive attributes. Feedback requests are a real waste of time and add little value. If your supervisor was any good at what they are supposed to do, they wouldn’t need to get feedback from anywhere else. Your supervisor would already know if you are a keeper or someone to have laid off at the first opportunity.
I hated the waste of time chore of giving a colleague some feedback. Christ, I always put this task aside until I was prodded several times or someone actually reminded me that today was the deadline to send it. Over my many years working for Chevron, I personally never gave it much importance, giving it or receiving the feedback. I collected and saved all my dozens of feedback reports that I gave so many people over the years. Over the last two or three years I just started cutting and pasting snippets from my collection into the feedback reports I give others. Five minutes and that’s enough time wasted on this nonsense task.
How awesome would it be if the individual contributors could vote in or pick the TL and advisors.
Now that is how you would create a good work environment.
Oh once you get to a TL you don’t count for feedback. Only individual contributors can have feedback or how can we promote the ones we want to not the best.
Rich like manure.
I have yet to receive a Workday request for feedback on my manager from their manager. Was this not supposed to be two-way?
Sounds like AMBU in the first 3 years. Absolutely no feedback upwards requested, even though the leadership team claimed during Town Hells this to be standard procedure. LOL. We would just sit in our chairs and turn our heads to look at our neighbors with furrowed brows. Hope this pattern doesn't result in the same outcome as that BU.