When I joined, I was excited to grow my skills and learn. That was one of the main reasons I joined. However, soon I discovered that training is sparse and mentoring nonexistent. I had to figure out stuff on my own which added hours to my workday, none of it paid, of course. To this day, I get assignments that are not within my skill set and were never explained to me. Now I'm disillusioned and burned out after less than a year at Chevron. Maybe things are better for those who've been here for a while, but not for newcomers. Or maybe it's just me and I'm just that unlucky, but I seriously doubt that.
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Not sure MCBU is a great place anymore. Used to be, but with the push for “factory style” there will be less and less need for good engineers unless they are the premium SME and the company needs that type of SME. If not you can be gone at the drop of the hat in one of our continual layoffs every few years.
@2pju, correct about SJVBU. Heavy oil is about as relevant as carburetors and VHS recorders. If you're there, get out any way you can.
The best way to grow your skills is to attach yourself to a BU that's actually doing challenging work. MCBU (in Houston) would be ideal. Tengiz if you can get there (and stand the culture shock). Forget about West Africa or Canada, those are on the chopping block. SJVBU is on life support.
Don't believe all the HR smokescreen that it's Covid's fault you can't get any training or mentoring. Chevron ditched virtually all of its technical training when MW took over in 2018, he did the same thing to downstream when he was running that. Management actually expects you to go out and find your own training or mentor, or just figure things out on your own. Good luck with both of those, especially now with much lower staffing numbers and people WFH 40% of the time. Add to that, all the mentors (who actually knew what they were doing) left in 2020. Yes, Chevron recruiters have been grossly exaggerating 'Chevron training' for a long time now.
A place to practice some skills in heading
Out to the off campus site. In celebration of the Olympics we had a special man time Olympics OT ceremony. It was gold medal caliber!
Find one of the 10 people in your BU that actually do all the work and help them out
There’s some decent advice already offered such as mentoring networks.
You are going to have to be proactive and find those people around you that are execute well, are switched on, and are personable enough to mentor you. These people are not common, but you will know it when you work around them. Pull them aside, explain to them that you want to contribute more in your role but you are lacking the kind of information and experience that mentor has acquired. You also need to tell your supervisor when you need some additional info, and you need to do it early so you don’t drag out projects.
Do not let this early career sentiment stop you. There were many times I felt the same way, and when I reflect back on what I didn’t know, I am thankful for all the mentors, questions, and adversity I experienced along the way. But you have to control the situation.
The thing about Chevron is you’re never in a role long enough to be held accountable for your decisions. Enjoy!
I don’t think it’s fair to judge Chevron after only being here less than a year. You were hired during a pandemic after major reorganizations and layoffs to accommodate the new structure. Chevron hires resourceful people. I am in a new role after reorganization. I have spent hours figuring out my new role. This is normal. If you want training that will help you in your career just ask. If you want a mentor you can find one. There are amazing people at Chevron. Much to learn, but it’s up to you to make it happen. Give it a chance.
You have to take control of your career by finding a good mentor. A good mentor is somebody who is ~3 PSGs ahead of you, continues to perform at a high level, and knows how Chevron works (PMP, promotion, networking, powerful people, etc.). Your department probably has mediocre formal training courses. Do those. Find something that is industry-respected and do external training. No manager will say no to reasonable external courses because “Grow Capabilities” is the hardest thing for them to fill out on their PMP.
There is actually a formal mentor/protege program at Chevron. Sign up, get matched, and start meeting as often as you like. It can be really worth it if you meet the right person.
Yes, you don’t work at Chevron to grow. You work at Chevron to delegate and come up with useless projects (on your own) to put on your PMP. No one really does anything that has a lasting impact. And if you do, you will get thrown to the curb on the next layoff. Keep your head down and take the paycheck, or get out now.
Chevron is actually a great place to grow your career if you get after it. Most are ducks in a barrel.
Hang in there OP. The upside is that you are not being pidgeon-holed which is the worst death. Find a few sub-disciplines within your current role that interest you and own them. At CVX it is so easy to outwork your colleagues, including your TL or manager. No one will stop you when you go after something - it’s too much work for them. A year from now you’ll be teaching everyone around you how to do sh?t. This is the story of my very lucrative career. Gravy.
It’s just you….
You mean it is not all about you shocker! Every giant corp in any industry is the same. That mentoring stuff has been nonexistent since the 90s. Your development is all on you. The old game was work a few years while getting the MBA on company dime then leave. That was not sustainable so people taking advantage ki---d it all for everyone. How can someone mentor when they barely have a clue what is going on themselves. No upside just creating another potential combatant to kn--e you in the back when the opportunity is convenient. Concentrate on ego massage of the people with power that is the only skill necessary for survival and advancement