When will PDS feedback start / end?
Are supervisors/ managers having a rough time giving feedback?
22 replies (most recent on top)
The PA results is out but the PIP program terms updated as well
First line managers don’t get much say in rankings .. levels above already have ranks in mind for most people. Arguing goes against you and the rest of your folks anyway. Communicating that result that they don’t even agree with is something they have to “own”, so that’s what it becomes of it
@gb actually I know this teammate was always ranked good for her first 5 years with EM then 6th year NI so they saved her at least up till now
Ask Chad.
Is Chad going to be NSI Ed?
Had a manager try to justify the cr-ppy system and try to justify that a Good rank is just that, it’s good. But a Good is really nothing more than lipstick on a NI rank, you get the same thing, NOTHING
@eq They just get credit for accomplishments of their team but when no accountability for people they forced in PIP category
Chad would know
@cj a board would be great. Would make it clearer what is valued and rewarded and who to emulate.
For first line managers direction comes from above and you know you can't do anything about it. Raises are given from the system. You're basically a conduit to give bad news to people.
@eq Dude they have no say in how the system works. At least not the first line managers.
@am They hate the system??!!They have more say in forming and changing this system compared to ICs so why they don't act.
In most competitions like swimming or gymnastics, results are published on a leaderboard. So why is it that at Exxon, rank lists must be treated like some kind of confidential medical report when supervisors already know the ordering? If someone is evaluated higher than someone else, why not communicate that clearly and directly? Real accountability requires ownership of judgments. Take, for example, DWTS, the judges share their scores, opinions, and ranks openly with the contestants. But not at Exxon, it’s this big secret, which creates distrust about what the management thinks of you to your face versus what they say behind closed doors. They should just give a clear, direct rank list and say this is who we chose and who we did not choose, end of story, like in judged competitions. Can you imagine being in some dance competition and the results and rewards get shared in private? That would be weird. Of course, at Exxon, no one questions the secrecy around it, its just accepted as normal. But in any real life competition, it would be totally weird to be told in private, “Well, you’re not as good, but I can’t tell you who’s better than you or even who’s worse than you ok so you just have to guess at it and try harder ...ok? It’s just like… what?
@OP " having a rough time"??? You are giving them way too much credit. They have zero compassion for their own family you are just a work bee
@OP this week
@b3 They are so proud of their salary treatment practices that it can only be communicated verbally
@OP Chad does what Chad wants 💪🏻💪🏻
@OP The managers I had in XOM were the most fake nice people I have ever met
I don't give a flying eff about PDS feedback. The system is bogus and rigged. Spare me the charade, just send an email indicating what kind of non-existent raise I'm getting this year.
Starts July 20
Majority or managers hate the system as much as the employees
@OP Supervisors aren’t “struggling” to give feedback they enjoy the power. Humans have feelings; robots don’t. And you can see it in their eyes when they tear someone down. At ExxonMobil, managers operate with authority completely detached from empathy. For them, delivering harsh feedback isn’t uncomfortable it’s fuel.
Its started... you did solid work, we really appreciate your efforts but you are NSI, please look at this table it shows the characteristics of each rank group. Thank you for everything you do