Thread regarding ConocoPhillips layoffs

Morale

It has been some time since the last layoffs. Have most people in your group moved on? What is the morale like on your team? Are people productive, happy, and upbeat about the future?

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Post ID: @10ILTy4v

16 replies (most recent on top)

Possibly want to check in with the morale in Norway BU. Just been announced that the COP expert in divestitures is their next President . San Juan and UK complete

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Post ID: @10ILTy4v-mqsi

Morals and morale better since HrH retired six months ago.

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Post ID: @10ILTy4v-klpb

gkyc, it’s happening everywhere!

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Post ID: @10ILTy4v-hask

ageh, you were willing to help? That’s a mistake! Management sees that as a sign of weakness.

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Post ID: @10ILTy4v-aqpd

I quit a year ago and was always rated a 1 or 2 because I worked hard, never kissed a–. I did my job well and was willing to help anyone. After I left I made a statement why I left, the truth in a professional manner. I closed the doors for any possibility to return. I saw a bag licker and the laziest in our unit, get a higher position that was never posted. It’s too bad because it was a great paying career with most guys being super.

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Post ID: @10ILTy4v-ageh

Our current “leaders” are the worst of the worst hi-pots: passed over for “the next big job” by prior management, they finally made it, and came back with huge chips on their shoulders, wanting to prove to the world that they are man-gods. As such, they don’t need to listen to anyone, and have been caught painfully blind-sided many times.

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Post ID: @10ILTy4v-7tna

The biggest problem is the Hi-Pot process. Meant to prepare future company leaders, it instead creates entitled arrogant jerk/pets who believe their waste doesn’t smell. They don't know how to manage, and they jump from job to job, leaving carnage. We all know the many examples (past and current).

We should replace hi-pots with an honest look-back process, penalize people who make costly errors for their own glory, and reward those who help create long term value.

But I’m dreaming.

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Post ID: @10ILTy4v-6kat

I think many of the problems can be condensed into people, not just hose i’m charge, “...want to be the next shining star instead of objectively looking out for the company's interest.”

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Post ID: @10ILTy4v-5ati

The issue that the HR rep or manager that clearly posted this doesn't understand is the continuous low morale at the company isn't tied only to the prospect of or the past round of layoffs. It has to do with the culture issues that have developed here over the last few years. If you want to fix morale here is a short and no by no means comprehensive list of things to address.

  1. Eliminate or reduce the TMT process. List every job from manager level down to individual contributor internally to the entire company. Then select the most qualified candidate. The current process of a behind closed doors TMT with secret "high pot" lists has created endemic cronyism and resulted in an exodus of highly skilled personnel that are treated unfairly since they don't have a patron somewhere on the TMT.
  2. Eliminate forced rankings, if people are doing good work reward them. Don't give them a 3 because there is only one 1 and two 2's to give and they are going to their supervisor's favorites (see above mention of cronyism). Conversely when people underperform, take action. Don't just give them a three and let them take up a head count spot while contributing less work. Our refusal to do either of these things causes resentment throughout the company and within groups hurting morale and productivity.
  3. Switch from top-down performance reviews to 360 reviews. Don't provide the option to do 360 but require every employee to get feedback from everyone they work with. Require supervisors and managers to solicit official feedback from one level below them and parallel to them. This will point to where we have problems above the bottom of the org chart instead of letting bad supervisors and managers languish in positions. This drags down productivity and prevents upward mobility of qualified people causing them to exit the organization. And we have a lot of bad supervisors and managers, a lot.
  4. Stop awarding a me-first system. A culture has spread across the company where every asset, every team, is falling over themselves to get capital or impress the big bosses whether it is in the company's best interest or not. This has resulted in dishonesty, the chasing of the wrong metrics, and several poor business decisions that have affected the company negatively. Too many mid to upper level managers are trying to get a gold star at everyone else's expense. This has resulted in the mismanagement of the Niobrara asset, a huge swath of useless acreage in the CLAC, two exploration missteps in Wyoming, an Eagle Ford asset that looks great until someone actually crunches the numbers on infrastructure, and multiple smaller legacy assets that still try and steal capital from other basins even though they will never offer anywhere near the same return. All because people in charge want to be the next shining star instead of objectively looking out for the company's interest.
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Post ID: @10ILTy4v-5zwu

A moral is the lesson taught through a story. I’ve gleaned numerous morals from the stories on this site.

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Post ID: @10ILTy4v-3gwm

Bet the moral isn’t good there either. Whatever that is.

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Post ID: @10ILTy4v-3sum

And ask the folks in Australia about morale with press rumours that the company is selling Darwin LNG and Barossa to Santos.

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Post ID: @10ILTy4v-3dva

“It has been some time since the last layoffs.”

11 months. 11 months!! That says it all.

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Post ID: @10ILTy4v-2fyl

Morale is low. Winners have all been chosen. Not much to look forward to except two paychecks a month. Positioning to be bought out. No passion. Mediocre at best. Average is beyond us. Oh well.

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Post ID: @10ILTy4v-2oos

Always do spell words correct, ekspecially with tough ones like moral, eksetera. All you got to do is aks the dictionary.

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Post ID: @10ILTy4v-1xej

Ask the folks in the U.K. what they think, if they have been treated fairly according to “People” values.

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Post ID: @10ILTy4v-zvq

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