It’s IDP time. Can any Supervisor or Manager comment on how truly important the IDP is in the new S&D system?
It’s been a waste of time in the past from personal experience, but it appears it’s taking on new importance with the newly “improved system “
It’s mind blowing how much effort our company puts into rolling out tools such as idptool and asking everyone to spend weeks and months filling out info that will lead to nothing but just more disbelief in our real goal here. The tool themselves don’t even work.
Zero value for us peasant employees and zero value for Hilo’s as their future is already guaranteed
20 years and I have never done an IDP. You have to develop yourself. No one is looking out for you unless you are a hipo. If you are a hipo you don’t need to develop just keep kissing a-s.
Completely rubbish unless you are a HiPo (even there the sponsors will drive it anyway)
Zero commitment by company to the IDP for non hipos. Promises that never happen. Also they don’t like goal setting because when you achieve everything and more and they still PIP you it makes them have a harder time claiming you are a failure. Not that it changes anything in the end though. Remember the ranking is perception and relative so you can’t document your way out of it.
Exxon does not take IDP seriously, we don't set goals for employees, and don't document any kinds of career development progress. This is by design, it enables your manager to PIP you for no reason.
The last three cycles we had a senior principal assigned to our section for IDPs. He’d talk to our manager, absorb whatever nonsense they said, and then come to us acting like he had insight. Meanwhile, they spent the whole year discussing ICs in their "leadership" meetings. But he always repeated the same useless line: managers make up their minds about rankings by January, and if you want to change assignments you needed the last four cycles to be excellent or OS. Basically, he just repeated things everyone already knows and never gave anything specific about your path.
It’s valuable to you personally. Just forces you to create a plan to continue to grow. I don’t think it’s super relevant to actual development plan process unless you are high-pot or on next-up lists. Treat it like you would getting your MBA. Do it and take it seriously but only to help personally develop yourself because you should always be trying to get better to prepare yourself to move up (at XOM or elsewhere).
as a supervisor — no there is no point. people can get pulled into any role at any time at the mercy of overlords. planning doesnt make sense when there is a re-org every other year, managers change, priorities change. new system is no different. it may work to get jobless downstreamers some upstream roles.
It is a total waste of time. Smoke and mirrors to try make people think there is a future. My roles have never followed the N and N+1 that was communicated to me. They only love people around for hipos. Everyone else just gets thrown into a role that is available when you need to move. Don’t waste time and effort on it.
The one thing you should focus on developing is skills that are valued externally and will help you quit and leave.
As long as the "ranking" system is still in place, any supposed improvements they make to anything else do not matter. Your "leader" has been told to emphasize this check-the-box activity, and so that's what they are doing.