If you know the right people and manage them well personally, all your bad will be covered up and you will go places even if you don't know the work or don't work. Extremely primitive management style.
This is the organisation of acronym's for the first few months you might be lost as to what these mean only to realise that it was something very simple that was presented in such a complicated manner. This is the inception of how complicated every process here is.
Now coming to performance they follow a CAR model capability attitude and relationship, the first 2 are mere eyewash the R is where the game begins it is a very convenient way of putting that if you have done the right favours to the right people you are in safe zone. There is also an exercise to measure employees potential now in this exercise people who even remotely do not know you will measure and estimate your potential on some eye washing points and now the gossip monging and the quid pro quo game starts. And even if you have really worked hard and someone wants to get back at you might just slip in a false observation and everything will be washed away. And if you report to the HR or your manager they also won't do anything as no one wants to ruffle feathers and spoil thier so called CEP or so called current estimated potential.so in a nutshell it's a culture that openly promotes management by perception and not hard work and even employees have also learnt which side their bread is buttered and focus more on perception management that leave across working hard but working at at in certain cases.
Now let's move to attrition this is the only place where you will find a reorg happening at the drop of a hat and as a result your role no longer exist and your are expected to apply for the role you were fired from thus way the management saves on their attrition.and when you reapply it is not the skill set or your hard work but your network that matters and who us your God father. They put it very conveniently that in shell you find your own role which is nothing but to say there is no clear strategy in employee career progression and planning. It is all there on paper but nothing is ever implemented.
At times I felt that there is a little more job security in the fashion modelling world also than at shell.
The senior management can be extremely rude and disrespectful when talking to you and really treat you like trash but there is so much stress on practising good meeting behaviours but that is left to convenience and exercised at whims and fancies. Don't be surprised when a leader calls you in his office and you see his legs crossed on the table and asks you something and before you speak cuts you multiple times and then tells you that you are good for nothing. Of you are told to fill the people satisfaction survey in front of them and now you better know what scores you have to click on else there can be an re-org anytime and you might not get through the same job you were hired for and be pushed to any other role that you might not even like taking. But they say at shell we give you the opportunity to be who ever you want to and because you have to pay your bills you will take anything up. How convenient you see.
And yet some people don't get tired of saying how great this place is but it is not true, the importance of privileges are never realised till you have them ask those who are not get it, the so called blue eyed people and are deprived of basic human rights if dignity also.
