XOM is an old-school company through and through. Any progressive thinking that could shake up the already established system and change things for the better is nipped in the bud. We desperately need people in management who can stand up to this kind of outdated thinking and actually go through with new ideas. I think that's the only way to prevent this company from falling even further.
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Long answer short, "It's not happening".
I don't think people who strive for change stand a chance in this company, especially with useless and technically clueless leaders who shouldn't be promoted in the first place. The leaders don't care tbh, because the illusion of change suites them better. Infact, any slightest attempt to rock the boat including expecting clarity in work objective is rewarded with mobbing and gaslighting. Most of the managers and supervisors are focused on protecting and promoting themselves, and will not hesitate to stoop any low to achieve that. The management is like a cartel, they'll protect their kid at any cost. I sincerely wanted to go my job under a toxic technically clueless boss but got laid off instead because I was perceived as a threat :)
The amount of time some managers spend in S&D council meetings is NUTS! And the other poster was absolutely correct: those making the staffing moves are xom poot
Sniffers for life and no perspective on how things work for successful companies outside their bubble.
The definition of insanity is doing the same thing but expecting different results.
External hire here. Amazed that the individual does not have much say in EM on next internal moves. Individuals are moved like chess pieces around a board, and these moves are decided by a panel (who by the way, are likely EM lifers who has not seen the outside world).
One good way is to parachute senior external hires into the management lvl, but the incumbent folks will be petrified of the upheavals caused by new angles/perspectives. As such, this will unlikely be possible.
To improve, the organization has to first look in the mirror & acknowledge a few elephants in the room. If this step is even too difficult, then its gonna be challenging to discuss improvements.
Those who want positive and real changes will not work in this filth of an org, so nothing gonna happen.
If you do prepare to be PIP,ed happened to me in Annandale. From department heads, section heads, upper management the are cut from the same cloth, all scared to push back when they know it’s the right thing to do, place is corrupt, Dr. Syrup has passed his expiration date. YL useless, should have retired..Darin T, useless also, puppet. Bruce was no better, what a joke the front he put up in the lecture hall, Annandale is way past needing a upper management purge...Annandale just can’t survive in the current state. EMRE has to make a huge step change.
Job Board - Could not agree more!! How basic and would open up conversations between folks and all levels of management for the good and some bad. Remove the veil and cut the extra staff, PLEASE!
Pretending to change is more advantageous than actually changing - that’s the modus operandi.
Very much like advertising carbon solutions instead of actually implementing them.
First and foremost, ask the company to have an internal “job-board”, so that employees can a) see, b) choose, c) apply and d) move to their next work assignments instead of this whole process being in the hands of their supervisors. Unless they do this, they can’t talk about “empowerment”. Many companies do this and EM is still stuck in its old ways.
HW3 failed to thin middle management. Those same middle managers are echoing Darren’s behavior and rarely talking or interacting with their employees...despite multiple cultural studies asking managers to fix this. The leadership team is failing to talk about attrition, as solid performances are leaving left and right. And employees with innovative views still need to go through 20 years of ‘career planning’ before they are in a position to have their views influence company direction.
I thought the Engine No 1 ticket was absurd. But I’m watching us try to fix our own problems and that is pretty absurd too.
It’s over. Forget it. Ain’t happening.
Couldn’t agree more OP. Here’s where I would like some supervisor to chime in and say their is an effort to promote innovative thinkers who buck old cultural trends. Speak up if you ever heard that discussion had.
We also need to figure out the right incentive structure, so that people are not punished for trying out new ideas or innovating.