Thread regarding ExxonMobil Corp. layoffs

When’s results gonna be released and communicated?

We did a pre ranking this year and I think it was the first time due to a new mgr. our supervisor got called out favoring his friend over the real work being done and how it’s done. How do I know. Let’s just say actions. The super had to have told the friend and that friend has been treating others like threats. Can’t wait till I’m out of here.

@jd the sessions have changed a lot from what you described. My experience:

• an initial distribution from HR is provided to each manager that outlines how many people in the manager’s group should be in OP, EP, VGP, GP, and NI. Some groups used all 5 buckets in the initial distribution. Some only use the middle 3. Perhaps there are other ways as well.
• the manager + supervisor(s) rank their team(s) within the constraints of the initial distribution. If there are multiple supervisors under the manager, you have to align on how to merge your two teams, which sometimes requires the manager to break the tie.
• this sets the initial rank group for everyone
• in the session, you’ll start with one bucket (often Good), and based on the initial distribution there is a fixed number of people who need to move up or down.
• the supervisor provides a 1-page summary for everyone before people individual and has 2-3 minutes to cover it. Then others ask clarifying questions.
• after you go through a batch of 6-8 people, people highlight who they think should be considered to move up or down (green/red) from the bucket you are in. Once youve gone through the whole bucket you have a list of reds and greens, you debate that list until you align on the requisite targets to move up/down. Lots of time spent here and Supervisors sometimes get additional time to summarize the work of their person and advocate for the higher spot. Sometimes it’s settled by a vote in the room and sometimes the chair (VP) has to make the call.
• go the the next bucket and repeat the process.
• Then compare the people at the margins. For example, how does a “green” in NI compare to a “red” in G?. Should they be switched? Lots of time and debate on these.
• the worst part is the NSI. There’s a fixed number of people who have to be here and nobody wants to deliver those messages so there is typically a lot of discussion.
• for OWD, there isn’t a fixed target typically, and it’s only given when it’s clearly deserved based on the stated criteria. You don’t just fill the slots for the sake of filling them. Behaviors play a large role here.
• At the end HR does some checks to look for red flags (I.e. some one went from OWD to NSI - is that really possible?, men vs women, Houston vs other locations). Chance for the group to check how bias could have weighed into the process.
• the list gets finalized post session by HR and the results get officially shared back with the supervisors weeks later for communication.

It use to be They begin with everyone’s names in seriatim order, based on last year’s rank. The only ones really discussed are ones a leader wants to move up. They then slot the new names in, transferred in and first time ranking. Review the board and discuss anyone that was pushed down or up into a new quintile. It is very difficult to move up, unless low ranking people are moved into the group or you are on an important, visible project. If a couple high ranking people come in everyone moves down.

Two to three minutes! No.
A person's name is mentioned.
Unless one manager does NOT say 'Who's that?", they move on to the next name.
If at least one manager says "Oh yeah, that one.", there will be a 1 minute discussion during which at least manager must suggest "Consideration should be made..." for any further consideration.
Then there will be a little squabbling and chuckling.
Then the next person's name is mentioned...

All the while, an envelope containing actual winner's names sits at the head of the table.

its all dependent on the person who represents you. and that person is forced to distribute their team on the lines of ‘for every outstanding there should be one nsi’.
regardless in the meeting itself, the person with the loudest voice, more political support from colleagues( these deals are made before the meeting) and physically dominant presence wins. no surpise successful managers at exxon are aggressive, physically well built men or women OR cunning conniving short people.

the assessment process is the root of all evil at exxonmobils. supervisors get mindfu---d after it. some get used to it, others drop out. but the one who make managers — are the ones who enjoy this bloodbath equivlent of dreams and aspirations ki-ling, knowlingly its not fair.

It is a totally unfair system based on appearances, falsehoods, and reputation. There is no fairness or truth to it. Always remember this.

Nothing like an eval process that pits teams to devalue one and over value the other. Terrible

Generally you do the pitch in small batches and then the floor is opened to the group to discuss folks who appear to deliver less or more relative to the group.