I came into ExxonMobil as an experienced hire about 8 years ago, before accepting the job, the hiring manager stated that the company was in the process of changing its toxic culture. Covid hit and everything went to He-l.
I was unfamiliar with the assessment process and was NSI in my second year, passed the PIP and performed well. This year, I contributed to two global efforts and was assessed as NSI. My manger provided me with the BULL Sh-t rational as to why I was ranked low. I'm looking for an exit and I would advise anyone not to work for this company
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@gs, you’re making the very point that you are trying desperately not to make. You threw out the 15M$ to make the point that today’s NREs have made enough and should get out when pushed by the PIP. But today’s NREs started right after the ‘89 layoff so they had very low wages for their first decade, and then they suffered the lost decade for investment returns in their second. Those who did very well ended in the 5 - 7 M$ range. Many smart hard working people (who built this company) did worse.
So now you want to make some point about your generation being smarter and doing better. All while you’ve enjoyed much higher salaries and an incredible run in the stock market. You’re doing so well. Maybe the PIPs should be redirected to the 40 something’s who’ve had such a good run.
Experienced hires are treated like outsiders. They are the sacrifices for the rank cycle. Nearly all the experienced hires I know were NSI after 5 to 8 years even thought they were making good contribution.
@f4 turn on your reading skills, @cm said $5-$15M with a 25-40 year career, and there were doubters, apparently you are one. My statement supports the low end of that @cm’s estimate, and I reiterate, if you can’t accumulate $5M net worth after 25 years on the teet of a company like EM you are an id--t who cannot manage your own financial life. I have less than 25 years working for major operators and my wife has been a sahm for the last 15 and we still are over $5M. Easy if you can mange a dollar
@f3 posts like that are from id--ts
You said 15 M$.
If you’ve spent 25+ years working for a major operator like EM and don’t have a net worth of at least $5M you’re an id--t who can’t manage money.
@ck This is exactly why EM CVs with more than 5yrs exp go directly to my trash bin.
Stay mad.
@cm Then why are they on here whining and squealing constantly?
Indian trolls pretend to know how much US execs make. Work on your English. You are not fooling anyone.
Troll can’t do math. Stop making things up.
CL32+ Chiefs would disagree as well as CL30+ Consultants would disagree; but then 2020 happened. You don’t know enough to know what indeed is true. Most retiree tech staff whom made cl30+ as senior tech professionals saw 2000 -4000 shares RSUs for years between 2010 -2020. Do simple math on that. You should be smarter than what you present when we wrote your thoughts that are so wrong.
15 M$? It was good but not that good. Stop making things up.
@cj they aren’t circulating because most amassed a $5-15M portfolio with a 25-40 yr career when they were pipd, and don’t need to work. They pick and choose what they do between consultancy, hobbies, family, etc.
@ch I love how you identify as Actual Engineeering Manager. Your words are worthy of your position. The arrogance merged with stupidity in your comments show you are ready for the next level of promotion to sr mgr or vp. This is why everyone thinks no one should desire to work here unless as last resort or resume builder. I guess you are at EMHC in the Upstream.
@a5 Then where are all of these world-class engineers circulating in the workforce? If they were really that good then everyone would be hiring them. Doesn’t seem to be happening.
The main problems I encounter when interviewing senior-level engineers from large oil companies (besides their massive egos) is a lack of knowledge about modern digital tools, and a surprising lack of direct engineering experience. It seems like many of you have made a career of checking other people’s work, but have none of your own to show.
@OP I love how you identify as a “talented engineer.”
LoL if that was actually true you’d have a better paying job lined-up already, and you wouldn’t have caught two PIPs within eight years.
My guess is that you’re another mediocre spec-writer with a chip on his shoulder who thinks he’s “indispensable” for some reason.
If your post is anything to go by, I can easily see you causing multiple problems within any engineering group as well as management.
I was approached by my supervisor to provide information about my coworkers. I told them I did not play that game and they said it would help their development. I refused and always answered I did not know. I feel out of favor and the supervisor found some other snitches. I dropped in ranking and was told I was not a team player and was insubordinate to the supervisor. I avoid the gossip and shi t show that is going on. These new supervisors are s hitty snakes.
@a3 you must be a newbie and not very well informed in corporate matters. Yes indeed there was the infamous Brutal Truths internal study involving the most senior technical leadership and the most senior technical staff that was done in 2018-2020; but when the management committee and DW were presented with the study results and recommendations, they said these were wrong; and watered down results were then presented to the organization. Then they went all out to demoralize and denigrate all those senior leadership involved in describing how toxic the culture is and was. Then they doubled downed on the bad behaviors with disguised layoffs and changing the assessment system so you could drop from O to NSI in one cycle and mandate 5-8% pips each year to avoid significant severance payments. The ignorance and stupidity you demonstrate are not surprising as you must be new and think your shxt don’t stink, but you really smell like a really smushy txrd in an India outhouse.
First off, 2017 was right when they started removing benefits and diluted existing ones, Covid was the first year of the new ranking system and it became super toxic then.
Anyone around in the early 2000’s and 2010’s would like say they’d happily return to that era vs what exists today.
Our “leaders” are recommending we keep records on my fellow employees. They specifically want intel on when they mess up so they can use that in the ranking sessions so they don’t have to NSI one of theirs.
It’s for my best interest.
Someone say toxic?
There was a move to change the eval and some of the toxicity a few years ago. LT and HR put something’s together to put in front of DW. Everyday you feel his actions since.
I do not recommend even my kid to work at Exxon.
once my hid finish college told him to walk far from Exxon recruiters at campus.
Experience people sooner or later will be on the PIP. There is a culture to protect who works longer at the company...this is a popularity contest not a ranking.
Our culture is not toxic, but toxic people like you need to be weeded out!
Your comment assumes that the hiring manager was a good manager.
The first two comments are Trolls, I personally know several older employees who were subjected to the same treatment and decided to leave the company. Exxonmobil has lost tons of engineers because of its toxic culture and horrible performance assessment process
“PiPed Twice in 8 years…”
Maybe you’re…not good at your job?
I find it hard to believe that there’s some widespread institutional conspiracy being exercised against you.
I don’t believe any manager would ever say “company was in the process of changing its toxic culture”
Regardless of the incorrect claim, maybe that was a clue that you shouldn’t have joined ?