DW strategies may be great, but the culture is it good? Here comes WAEM survey again, will we lie on it again? I did lie last year because it’s not anonymous.
I said everything is fantastic.
Why give honest feedback, when honest feedback, when it’s punished? They will beat us till morale improves. I say, morale has improved, please stop beating us.
@1byu+1sn48Ep4 If what you say is true then why is our manager still here? She is a terrible fit as a person, manager and employee.
There’s no surprise that the first four letters of culture are “CULT”. It also shouldn’t be a surprise that the most successful in the new regime are from A&M and BYU
Group heads get grilled when participation rate is below a certain percentage. There is no winning in this survey. There is another word for survey....................whip
Culture has been we-ponized so that management can justify "Performance Improvement Plans (PIP's)", Needs Significant Improvement (NSI), and Needs Improvement (NI).
Your actual performance means nothing in the 21st Century.
Just don’t respond. That’s better than lying because last year they touted how much more engagement they had in the survey. If the response rate goes down, that’s really telling a story.
EM Culture cannot improve with forced ranking and annual layoffs.
Add to that mix: favoritism, sponsorship, falsely placing HiPos at top of rank lists.
There is no way that a group of 10 employees can seamlessly work together when the first day the team is formed, all 10 know that they will be force ranked 1 thru 10, with number 1 pre chosen based on ultimate potential, and whoever gets 10th will be PIP’d.
after they bounced it back to be "solved" by employees and first lines... not participating.
https://www.usatoday.com/story/money/columnist/2023/09/26/workplace-culture-termination-policy/70936858007/
Can an employee be fired for not fitting into workplace culture?
Question: A friend of mine was recently fired for not being a "culture fit?" Is this a legitimate reason for letting someone go? – Gary
Answer: Yes. Provided the decision is not motivated by illegal discriminatory bias., employers can and do indeed fire people who aren't a cultural fit. Employers, in many cases, rank workplace culture right next to technical competency.
As employers examine the role culture plays in workplace performance, more and more they look for cultural alignment in the recruitment process. In most instances, workers don't work alone on an island. How well they engage with others affects collaboration and overall performance. If a worker is at odds with the organization's mission, it can affect morale and productivity. Employers recognize having the right people in the right place can mean the difference between surviving and thriving.
The employment-at-will doctrine applies in all states except Montana. It allows employers the legal right to terminate employment with or without notice and with or without cause for any reasons not explicitly prohibited by law. Race, color, religion, gender, national origin, disability, age, and genetic information are considered illegal discriminatory criteria.
In cases of termination or any adverse employment action, the burden of proof typically falls on employers to demonstrate a nondiscriminatory, legitimate business reason. I am not privy to the specifics of your friend's termination, but the employer should be responsible for clearly articulating their rationale.
Many workplace elements make up culture, like work performance, personality, work style, work ethic, etc. Once a performance or behavioral fit issue arises, employers should candidly address it. Bringing awareness or making minor adjustments can often resolve cultural fit problems. However, regardless of tenure or status, employers can allow time for improvement or terminate immediately, provided they follow protocol.
Similarly, employees can and do choose to resign for any reason they see fit. The employee and employer relationship can be as volatile or harmonious as any. If someone is not a fit for one situation, they may still be the ideal fit for another. Cultural alignment is critical for employers and employees in the long term.
Culture is the fundamental defining element of the workplace. If the work is what an organization does, workplace culture is how the organization does it. With this in mind, organizations should be purposeful in shaping their culture. Employers and employees will rarely be an exact match, which is why each should bring flexibility and grace to their association. However, forcing a square peg into a round hole ultimately hurts both.
Knowing yourself, how you work, and your workplace preferences helps you discern if an organizational culture aligns with your persona and career aspirations.
The survey is irrelevant. They don’t ask questions you want to answer. It’s always about whether you understand what they want from you. There’s no proper avenue for honest feedback. Do it or don’t - it’s all the same.
Yep...culture is DW way or highway (w/ EV).
They will keep doing surveys and punish those/those groups w/ "incorrect" feedback until they get the charts they would like to see.
So put on your survey that you would like to receive less training, would prefer to hotdesk, cancel all F2F group meets, pay for parking at campus, happy with sh---y pay raise, love hunger games ranking system, 10+% PIP rate, outsource all non-core service to MSP, more eng service to TC's and headcount reduction at site.... They will then stop all future surveys once majority of ppl answer the above.
Strategy is to get rid of all US employees. Culture is in perfect alignment.
Exxon culture is rotten, defined entirely by the behaviors rewarded. A strong root cause of the underperformance of the company as a whole.
The culture is part of the strategy