For employees that can get another good offer and leave voluntarily, will they just cheer the lower headcount? It seems that the way morale / trust in the company is headed we are going to lose both ends of the work force (top and bottom). Is this the strategy? And this is more oriented to the younger employees, the old guys could never make their salaries at another company.
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Non-regrettable separations are those ranked in the bottom 2 quintiles. Most of the separations have been bottom ranked. A few higher ranked non-regrettables, but not a concerning percentage since upstream salaries were increased between 2005-2015 and a separate salary curve for upstream.
@3bvd I have a similar story myself! Went on parental leave for 2 months, came back to a new manager who disparaged everything the previous group did and had an “I alone can solve this” attitude. I began working a move immediately and managed to get out relatively unscathed within a few months. I kept in touch with my old group and sure enough my replacement was PIL’ed a year and a half later. In these times if I ever get an assignment/boss that sets off those same alarms again, I’m not chancing it and getting out.
@1bic+16NKvx9K - that sounds just like my situation! Due to a reorganization last year, a new group was created and I was moved into it, but the manager basically assumed the role I had for developing strategy in a highly specialized area (I also had to do the daily work in that area). The GL never consulted with me about the strategy and processes for that area, but just threw everything out because "no-one understands it" and replaced with a strategy that increased our spend by 250% (that was REALLY useful after the pandemic hit) and processes that involved more people in review and approval roles (which also took 2-3 times longer to complete), for no benefit except in "visible controls". I made the mistake or first trying to advise the GL, then trying to correct him, and then arguing with him when he was clearly wrong. Needless to say, we didn't get along and I strongly suspect that in ranking meetings, he took credit for most of my work while making it look like I did hardly anything.
The warning bells should have rung for me when the GL was first invited to a stewardship meeting to give a presentation on "development of a new strategy" (for my area of expertise) and the Department Head left early saying - earnestly: "Listen to what this guy has to say. I don't know what he's going to present, but it's going to be great!" As you can imagine, the rest of us around the table were looking at each other, thinking "WTF?" That GL is is such a huge s_ck a$$, that he's probably going to go far.
It's every man for himself now. Besides, "high performers" at XOM have long lost their marketable skills, all they know how to do is kiss up, kick down (seriously, do you trust anyone up your line to do actual work?) Your sponsors are looking after their own a__s now. Good luck doing real work after everyone else is fired.
Typically, the good leave first because they are recognized outside of XOM as being competent. They're the first to get jobs or are recruited due to their networks. The ones hoping to not be layed off, are usually the second tier performers not good enough to land on their feet with another oil company, so they hope for the best and don't plan for the worst.
If you are working with someone only a level above I would be very careful with this. Document, document, document. EVERYTHING. What has been promoted over the last 2-3 years is nothing short of disturbing and if any feel threatened by you (perhaps you have more knowledge or a higher degree) then you could be dealing with someone who will not only take credit for your work but target with vengeance because you are a threat.
They already laid off high performers.
There were high performers in the first lay-off so good luck with that.
Why would top management want to keep the high performers? So those high performers can take their jobs later? In times of layoffs, it is every man for himself. Retaining incompetent people are the best bulletproof vest for those who are just as incompetent at the top. Amazingly, these incompetent managers don't even know they are incompetent- but will at least be just competent enough to sense high performers to be threats to their own well-being.
Let's see what those remaining boot lickers/"high performers" can do after the real workers get pip'd. EM is going downhill from here.
Em ranking structure values bootlicking/showmanship than actual contribution.
High performers can become low performers in the flick of a pen these days. So who is a high performer? Many were dropped 60 points to meet the first lay-off.
They already laid off high performers so good luck with that.
I don’t think anybody cares about high performers ... the long term vision is not there , be it employee development or the long term stability of the company. The more people that leave the easier the “work study” targets will be met and that’s what they are after right now... it’s all about next quarter and how we keep the dividend. The more people that leave the easier to keep the dividend in the next 2 quarters.
Anyone worth their salt has either already left, been PIPed by stupid management, or is currently interviewing for better jobs at better companies. After all the deception, the farce of a “ranking” system, eliminating 401k matching and expat benefits, PIPing new hires, etc, who in their right mind wants to stay at a company that treats their employees with such little regard? The only ones not currently looking elsewhere are all the halfwit managers and supervisors who only got their positions by being big brown nosers and know that they have no chance of landing a similar role anywhere else because they have no actual accomplishments or skills to list on their resume. If they did have any skills besides just being “yes men/women” then EM wouldn’t be the sinking ship that it is today. This is nowhere close to the same company I joined over a decade ago.
This is all very disheartening. We did/do have good employees until they move up to supervisor or management positions. Something happens on that level and it is not good.
Petrochemical Engineering is (and has been) a kaput endeavor.
If you got brains for engineering, this ain't the place.
Sorry for the has-been programs at universities across the south and midwest.
EM makes money through luck, not talent. Agree they just are not at all interested in smart ivy leaguers. Just someone to pat them on the back when they find profitable oil in spite of themselves
To be honest Oil and gas companies really don’t need top talents to do the job. They are here because the industry used to pay higher salaries compared to others. You won’t be able to attract top talents and PhD’s going forward except some foreign nationals trying to get their green cards!
There is a good number who really should go but won’t. I know several who picked up much younger local wife’s while on expat assignment and now can’t leave $ wise. If one really wants to se the underbelly of Xom depravity, spend some time on the circuit..
Dude what the hell. I left when things in O&G were good. I was ranked very well and treated well. I left the golden handcuff of pension as my management, corporation and their stupids messages didn’t make sense to me. I am incredibly happy since then.
I don’t get why anyone will want to work for id–ts like Darren if you have opportunities outside in this beautiful, normal, productive and fun world.
From the employee forums it does seem DW really wants people to consider leaving no matter who they are. Looks like he will achieve all his goals...if the goal of a CEO is to systematically destroy a storied American corporation!!
According to the CEO, he considered leaving when he was a new hire, and encourages people to consider leaving if they don’t like it here. I guess he’s gonna be surprised when people actually leave ...
The company refers to this as “regretted” versus “non regretted” separations. It’s always been that way, and regretted separations indeed have been a problem over the last several years