Thread regarding ExxonMobil Corp. layoffs

@2gpu Looking forward to his last post

@2mjp Smruti is so fake be careful around this Indian snake

Complete id--t managers can get PIPd after their sponsors retire. Often these former HiPos get moved into Safety after no sponsorship then drop to bottom, then PIP.

@2mt8 he got piped?Didnt know managers can be ranked NSI

I remember when Byron W was a Supervisor. 18 of his 20 direct reports either got transfers or left Exxon. He was a disaster everywhere he worked, but he was protected. He inspired many people to quit over the years. XOM stock went up when he finally got PIPd.

People quit for a variety of reasons, with the supervisor being just one factor. The job itself may be bad. The commute may be lousy. Health issues, stress, family situations, an unexpected financial windfall, an inheritance, lack of raises, or limited promotion opportunities...any of these can influence someone's decision, and most are completely outside a supervisor's control. The only thing a supervisor can control is how they treat people i.e being kind, treating employees like human beings, encouraging work-life balance, making reasonable demands, and providing them some meaningful goals or objectives to meet. DW and HR are incredibly small-minded to believe the supervisor is the one and only factor in another human being's deeply personal, life-altering decision to leave what they once thought of as their "forever" job. Can somebody please put the CEO on a PIP?
Performance concerns:
Poor understanding of employee morale.
Limited connection to day-to-day reality.
Repeated failure to improve organizational engagement.
Performance objectives:
Demonstrate a working understanding of employee morale.
Development plan: Spend six months working as an individual contributor.
We'll reassess in 90 days.

@1pfc HR doesn't care for you when you are already XOM employee why should they care when you leave. If you have any issue with any mangers (even the lowest level) they go to them and ask them how to handle the situation...

Love this post lets pick up where we left off.SD in EMTECH based in Clinton

You know I thought it was because all the managers were engineers. Then I worked for some Finance people and they were actually worse in terms of backstabbing, taking all the credit and not really caring about your career.

I agree that there are some horrific supervisors out there but you can’t blame all supervisors for people leaving when there’s no long term value proposition for a HC10 career?

DWW wants a low cost, minimal quality organization but at the same time wants industry leading. Pick which one will happen in the long term and this will bite us sooner rather than later

It remind me a certain Facilities Engineering Manager before Covid that backstabbed his own crew and then he became the Master of Metane to save Permian.

MB inspired many to leave due to her incompetence

BH has inspired many excellent people to leave EM.

Some of those people really liked working for EM but saw no way to escape BH without quitting.

Third to Proc. Training and Recruiting Supervisor, FD. She needs to go and whoever hired her needs to go too!

@9vdi+1vhVM8Qj

Catalyst and Licensing (C&L) has reduced headcount by 50% since January 2021 in order to show a positive ROCE. C&L Headcount will need to be reduced even further especially since many that work there do not actually understand the technologies that they are responsible for licensing to 3rd party companies. Many employees pend more time playing the "political game" instead of "Growing With Purpose".

Wait, maybe playing the "ExxonMobil Politicall Game" is "Growing With Purpose".

"We Are ExxonMobil" should be the chant that everyone should cite when coming to work every morning.

It is shocking how BW survived in EM this long. That must have taken a lot of sponsorship in addition to his ticking the diversity box. If you know anyone in the industry that he inspired to leave EM, please contact them and tell them he finally got NSI.

Licensing is a sh*tshow. Avoid at all cost. Heard the decline started a few years ago after the reorg. Clueless individuals and cronyism prevail. Embarrassing the stuff I heard from vendors who laugh about incompetence.

@7pmw so, basically a perfect manager as far as EM MC is concerned. Someone like her surviving and thriving? No shock at all.

@@7pmw+1vhVM8Qj nope there’s another one that had the same mode of operations but her initials aren’t FD more like VLG

@6evh+1vhVM8Qj surprised it took this long for this post to be made. FD is a narcissist, completely incompetent, takes credit for others work and will throw anyone under the bus undeservingly. The fact she’s made it this long in the company is shocking.

Seconding Proc. Training and Recruiting Supervisor, FD. It takes someone truly special to try to ruin the career of every direct report they’ve had.

FD, recruiting & training. Corporate Procurement. Horrible, horrible human being. No one wants to work for her.

MA from Delaware Planning

PW from Delaware Geology

AG, former leader of a group of misfits in EMRE/EMTEC
Couldn't manage his way out of a paper bag
Is now in Singapore siphoning more value off the corporate t34t.
I hope he got a seat at the table while there.

JG EMTEC former Process Safety manager. Absolute worst.

Glad to see BW finally got NSI and took the PIL. He must have inspired 50 employees plus countless hat contractors to leave EM.

His last sponsor must have retired leaving him to finally be judged by his performance rather than his Supervisor getting a threatening phone call forbidding any mention of his disasters during ranking.

@2tvc, oh lord I know that guy (NR)!!
Crazy thing is he lost all those people BEFORE the May consolidation announcement.

What about boring and uninspiring fake “leaders” like Robot Crane in EMTEC who have no clue about research and lectures the world in LinkedIn? I will throw a party when he retires or dies.

CV from Baytown projects.

BRCP. Who doesn’t know the one?

NR, 08801 analytical group.
Lost like 9? people in short time, team now down to like 10.
No idea how still an FLS.

Let’s all list initials of those supervisors and their current team

HR doesn’t do exit interviews anymore, just send a survey. The supervisors are encouraged to do their own informal interview but few people would tell a supervisor to his/her face they were tbe the problem. Most people want to leave on good terms and not burn bridges. So in this way bad supervisors can hide.

Lolz. Those supervisors are getting promoted because of their high attrition rates. Nice guys finish last, especially at Exxon. Time to stop expecting the usual human decency and just move on already