I believe it's not particularly different in other big companies in the industry, but I'm really tired of constantly playing the game. I don't mean climbing the corporate ladder, I'm just talking about making sure that the company doesn't squeeze you to the max and that you are as comfortable as possible while doing your job. For example, it is a real "art" to win the fight not to do triple workload. It's like some kind of mental gymnastics that I've had enough of. Maybe it's worth considering going to a smaller company? What do you think?
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@2ehf, Nah I don’t think so. Headhunters are looking for the best value. That would be a good employee with the technical fit for the job, but at the cheapest pay possible.
@2qyz...Hmmm I see you're hung up on 'changing jobs a lot'. Wouldn't you regard Chevron's moving high-pots around every two years as 'changing jobs a lot'? Another raw truth: headhunters aren't searching for Chevron professional managers (that is, 'jumping' management jobs every two years), they're looking for technical capabilities. Capabilities with documented results.
@1soh, I have no doubt that a company looking for an experienced employee will more often choose a Chevron “lifer” over a employee who tends to change jobs a lot.
@sup, Well, you see, the difference in our opinions is that I'm providing a proven winning formula, while you're cherry-picking a few who weren't technically good enough to execute the formula. If you've been around long enough, just look back to the post-2015 period and those who left voluntarily during that time. It was a down time, so those who left voluntarily HAD to be good, and had to be confident in marketing their skills. Most of those mid-career folks are now much more successful (define that any way you want) than they would have been if they stuck it out at Chevron. I would particularly point out the brain-drain that hit CTC and MCBU during that time. Oh, and to your point about headhunters, you're right, they don't want rapid and frequent job changes, but they also don't like lifers (>15 yrs), it's very difficult to put their performance in any context, and they usually have no exposure or name-recognition outside Chevron.
One clear rule for avoiding layoff: Follow the money. Work hard to switch every few years to any asset that is getting exploration and early development money.
@1pxd Thank you. Can I ask what PSG you left at?
I never took anyone too seriously in my 30 year career at Chevron. That doesn’t mean I didn’t care what people thought of me or me of them. I was there to perform certain job duties, so that was 95% of my focus and where I applied my time, including working with my colleagues. The other 5% of my time was doing what policies the company and management were pushing. One has to understand that in the corporate world, one has to at least seem they’re onboard with things. If not, you are identified, marginalized and later your career is terminated. Chevron is not different from most all corporate companies. To remain working 30 years and to move forward in pay and opportunity, you need to do your job well, then move on to another position every 24 months. I held 15 positions at Chevron before leaving with my severance package in 2016. I never had a target on my back.
Both @sup+1 and @yze+1 are right, and actually pretty spot on answers.
Thing is, both strategies require some skill and some luck. It is very easy to get stuck and sidelined at big companies, and one stuck hard to get unstuck. Getting stuck is not always due to lack of ability, or drive, more like not playing the game the right way with the right people.
On the other hand, I agree there is some that jump along and 'fake it' at smaller players.
Overall, if you are willing to take more risk, make decisions and be accountable for those decisions (and no longer rely on consensus for every single little thing) - then you should try smaller players and at least experience it. There is a good chance you will like it and it will certainly be more rewarding and motivating, but do expect it to be different and maybe hard for you to adapt if you a Chevron lifer until now.
You should be lucky to have a job. However you should also realize that, based on your communication skills (hint: accent) and emotional intelligence (hint: big boys club) you may be at disadvantage, unless your leadership skills (hint: flattery & false representation) is on par or better. It does not matter how good you are at your job, you will be stuck. "Be best in your job" is a management speak for saying you are doomed. It is like saying, do what you like, and you will be successful. Unfortunately it never works and will hit your bank hard.
How many people get paid to play a game! You should be happy!
Most of the last post is false. I have had significant salary jumps, increased responsibilities, promotions, better bonus, etc. without having to switch companies although I know for some that is true. Some employees just think that they are better and more talented than they really are, and switching to another company to sort of "fake it" for a while can get them a jump in pay and promotion. It usually takes a while before they realize that you are marginal and that's why you weren't getting promoted. Then you just jump ship again, rinse, lather repeat. It is a common strategy for marginal losers. I have seen many come and go and heard the stories from where they landed. That's definitely a strategy. It's also a reason recruiters stay away from folks ("talented experts") at mid career with a long list of places that they worked for a short time.
This is the oil industry. As they say, 'if you can't stand the heat, get out of the kitchen'. Everybody in oil picks up a few bruises and scars along the way. Raw truths: 1) If you last 40 years in the industry, that's usually accompanied by one layoff and three job (company) changes. 2) If you really want your salary to jump, switch companies. The grass IS always greener on the other side of the fence. 3) If you really want your career to excel, plan your company changes with increased responsibilities or title, not just a lateral move. 4) If you're really, really good at what you do, make your company moves to successively smaller companies, where the accountability is higher, but so is the bonus and compensation. No one who is really successful (technically or financially) spends their whole career with either one company, or with a major, or both.