Thread regarding Concho Resources Inc. layoffs

10 Things

As a ConocoPhillips’s employee I’ll offer you some insight into our new company. And don’t forget (because our managers and leaders won’t) WE are taking over YOU.

(1) For your career and annual ratings/rewards, it’s better to look good than be good. Impressive PowerPoint presentations, “introspective” brown nosing, yes-men succeed. Be careful what you say and how you say it: agreeing with management will get you ahead rather than speaking the truth.

(2) Finance and Exploration organization are the worst functions in the company (and that says a lot). These organizations are the most inbred incestuous factions (yes, I mean that word, not functional disciplines), and it will be difficult for an “outsider” to get ahead no matter how competent. In fact, competency will be seen as a threat. This will be especially true for the few survivors in exploration. After years of the repeated “this is finally the big one!” lie, over and over again, the exploration cuts this time will be deservedly medieval.

(3) Massive bureaucracy. Focus is not on production, reserves, value, earnings, or stockholders, instead it’s on feeding information upwards. If you want to succeed, get accurate mistake-free answers in pretty slides upwards quickly.

(3a) All information is comparison: this is what we have for budget submital #1, this is what we changed, this is what we made you change, this is our new budget/LRP, this is what was changed, this is final budget, here’s what it looks now that January actuals have come in and you can spot our lies, this is why we were not lying, here’s our new year forecast vs our budget and why it’s changed.... etc etc etc for 18 months then we start a new year. This entire bureaucracy is built to provide excuses on why we did not meet our budget. Regarding “annual” performance reviews, these are finalized in February and completed in September (because the systems and bureaucracy and review meetings are endless), so you only get reviewed at your “annual” review for 7 months of work. The annual bonus is paid at the end of February because it takes an entire two months to determine who has done what and how badly.

(4) We have the most arrogant narcissistic leadership in the industry. Consistent history of inconsistency (see “the dividend is sacrosanct” to “there will be no layoffs this year...”). They don’t listen/learn because they believe they already know everything. They absolutely LOVE talking SPIRIT values but they don’t walk the talk. Yes, when they leave the bathroom, they are actually 100% confident it smells better in there.

(5) Infrastructure asset-wise, everything is massively over-engineered, over-built to handle future expected exaggerated imaginary peak production. Same is true for drilling everything.

(6) We take massive pride in our HSE skills set, but in reality this is wasted time: more meetings and reporting, with indecipherable useless metrics no one in the company understands.

(7) The hyped metric in the company is “cost of supply” which, because of oil vs gas prices and differentials, there’s no consistency, so this is gamed by those in the know.

(8) Managing your career (we have talent teams!) receives a lot of attention and time, but in reality this is all smoke and mirrors. We have a secretive “High Potential” program that identifies “leaders” early in their careers (in practice, the folks who look best), and these are the ones who have their careers managed. Heads up: if you’re not receiving stock, you’re not on the list.

(9) Gird your loins for the worst supervisors/managers in the history of capitalism. Micro-managing control freaks, world-class jerks, insecure man-childs, and narcissistic pretty-boys, we have the worst of the worst.

(10) Because of the price collapse this year, ConocoPhillips’s was planning significant employee reductions. They always follow what everyone else is doing. But because of this acquisition, they decided to wait and then get this all done at the same time as they “right size” this new combined company. So expect significant reductions on both sides, with many managers getting their desired enhanced severance packages or alternatively taking care of themselves (if they are not ready to retire) and ruthlessly cutting anyone who has ever disagreed with them in the past. Been there done that.

Let the Hunger Games begin.

If you want to succeed, brown-nose and get a powerful rising mentor.

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Post ID: @OP+17ztQqGC

14 replies (most recent on top)

My experience at Concho was the opposite of what is described here. It was a great company with a leader (Tim Leach) who truly cared about the company and its employees. For all but the last year or so it was run with integrity and honesty. Once the younger crop of Executive VP’s took over things began to change. Managers in their 20’s directing folks with 30+ years experience, nepotism, valuable experienced and loyal staff walked out the door for no good reason. No need for mentors or training as the young ones already knew everything. Morale plummeted. Kiss-ups were promoted. But even so, it was heaven compared to what is described here.

It seems that things will continue in this direction unless and until corporate values encompass more than profit (or the illusion thereof). Human beings must be valued and nurtured if there is any hope for our current vulture capitalistic society. Experience matters. The truly intelligent realize that they do not know everything.

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Post ID: @1tgad+17ztQqGC

Current CP employee with more than a decade with the company. This is 100% accurate. There is an absolute obsession with 3 thing here.....Key Perfomance Indicators, Safey Numbers, and Diversity and Inclusion.

KPI is nothing other than a mo–nic attempt to boil everything down to a simple graph or bar chart because 4/5ths of our management is too stupid or clueless to understand what works and how.

Safety Numbers ARE NOT safety, we hurt just as many people as we did 10 years ago, we've just gotten better at managing the paperwork to make things seem safer.

Diversity and Inclusion- "lets promote women and minorities so we don't look bad"....""what do you mean the woman with 3 months experience isn't doing a good job of leading a team that has an average of 23 years experience? You must be a s-xist troublemaker." "It isn't her fault that she's failing, it is your fault for not supporting her."

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Post ID: @1nmrd+17ztQqGC

Someday the history of ConocoPhillips’s will be serialized as a soap opera: bipolar man-child refuses to give up the ship and gets rid of all successors, the BoD finally gives up and clandestinely chooses one of the rejections, this “rejection” chooses other rejections with chips on their shoulders to “lead” the company, these arrogant forgottens drive the company into the ground, during a horrific time they finally give up on the liars in exploration, the result is a too-large-too-high Concho acquisition. Now repeat: ignorance, arrogance, nepotism, and incompetence.

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Post ID: @Vlgw+17ztQqGC

Wow 10 year COP employee here.... this is 100% accurate. This is not the same company I came to work for 10 years ago.

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Post ID: @Iqse+17ztQqGC

Number 11 : the PC culture and non-stop over the top obsession with diversity and inclusion. Wait until you start dealing with psychological safety. Lots of power point opportunities on these subjects. You are safe to voice any opinion as long as it is woke.

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Post ID: @kgvs+17ztQqGC

Hands down the best and most accurate post I have ever read on layoff.com.

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Post ID: @kgsz+17ztQqGC

Please open up on how you really feel!

There is a lot of talent on the street in Houston so the number of Concho kids hitting the road for the new office will be minimal. Think about another industry over the next next year.

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Post ID: @akmz+17ztQqGC

The author should write a book. I love the part about “competency seen as a threat”. My experience at Diamondback. Hilarious.

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Post ID: @6iwt+17ztQqGC

I used to work there myself and this post is spot on, you better learn to play their game or you will be on the outside looking in to what was once your career. Make no mistake, CoP is the king of layoffs, they are better at that than they are at the oil and gas business. They show growth by buying companies because they lack the talent at the top to grow organically, they talk about it but can’t do it. Brush up on your PowerPoint presentations because that is the only language they know, the can’t speak or hear without something on the wall that tells them what to say and when to say it. There are great people at Concho and I hope CoP will recognize them.

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Post ID: @4svd+17ztQqGC

What an epic post! I’ve never read anything that describes the current state of most public oil and gas companies better.

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Post ID: @3cfu+17ztQqGC

Other companies, CVX, XOM, APA, OXY, etc, are doing the same things. What you said become normal things in oil and gas industries. Culture goes down for sure. Wonder what caused to be like this?

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Post ID: @1bpp+17ztQqGC

Also sounds like any manager or supervisor in ConocoPhillips. Well done.

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Post ID: @1vvz+17ztQqGC

Doesn't sound too different than Concho.

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Post ID: @ugr+17ztQqGC

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