Thread regarding ExxonMobil Corp. layoffs

Only when Bubba Culture ends at Exxon the Company has no future in my mind. I have seen too many Bubbas making a lot of money without adding a cent to Company's Bottom line profits but they are liked by he Supervisors or higher ups to get cushy assignments along with lucrative benefits. Nothing wrong with the benefits, but what have they done for the company in return Zippo! But they get promoted any how singing the Safety Tune. WS will soon see thru Chaos at XOM, all the sins were hidden when oil prices were high. Now they can see that Emperor has no clothes!

On one hand our CEO Darren Wood brags about XOM being Technology company with a large base of PhDs to the Wall Street. Does he or his executive team have a clue that his Bubba Managers and supervisors are letting go PhDs and Master's. The fault lies with Supervisors and Managers of not utilizing the talent at hand. They need to axed or reoffered reduced salaries.

DW wake up and get to work!

We have an employee with no supervisor or manager title ranking employees. Has anyone else experienced this?

To PhD this is what happens when people are promoted without the background or education to manage personnel and Management encourages their bad behaviors, harassing employees, bullying, tantrums and verbal abuse. This is not only happening in ChemE it’s company wide. Employees are too afraid to go to HR when HR is part of it and will do nothing to help.

Managers and Supervisors should be ranked separately and should not be ranked with Technical CL group. This is the root cause of the problem. Managers and Supervisors are always ranked at the top of each CL group. As a result Technical folks are let go in the down turn. Same logic should apply to Sales Group. Exxon has excessive expensive multiplicated Sales Team with cushy job and expensive travel benefits.

There is clearly something wrong with the company that let us go PhDs in ChemE and keeps Bubba to run the company with High School Education and overpaid salary and benefits. How many managers and supervisors have PhDs? How can they effective do resource allocation?

Wow we spent so much on inclusion and diversity training hoping to get what we have here. Wow! I’m impressed. Frankly, all the resources spent on D&I training and Denison Consultants we hire.. were a complete waste of money. No one will speak any the truth internally because it has immediate consequence on your job.

Very few in the Great Exxon Process Control leadership Team (PCLT) that meets periodically and enjoys good hotel and meals have actually done Process Control in their Career. These are clueless young supervisors that flip on a dime that are making decisions on internal placement career decisions for experienced PhD Control Engineers. Internal placements should be strictly based on objective resumes with no names, employee preference followed by interview as opposed to Supervisor influence. Only the resume content should be endorsed by the supervisor for its truthfulness without exaggeration.

You can see folks die a bit inside every time they do an LPS discussion... Talking about checklists, safety cards, qi, frcs and whatnot with a straight face tends to crush your soul over time. The amount of hours spent on LPS is astounding. Second lines and managers seem to only ever work on improving LPS, asking folks to 'share' during safety meetings, write JLAs. What else do they do honestly?

Quit repeating the same comment. Raising a pitchfork on this site isn't going to make anything come true.