Thread regarding ExxonMobil Corp. layoffs

Can someone give us an estimate on attrition levels? They must be huge. The chain reaction has started.

We know it's high, but how high? Anyone on here with knowledge of the situation? My LinkedIn has someone new every day announcing a resignation. Seems more heavily occurring in IT, which makes sense. Those skills are easiest to transfer, especially into high paying jobs in tech. I know it's happening elsewhere, even up in Clintopia. Come on managers, spill the beans!

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Post ID: @OP+1apkYtwL

13 replies (most recent on top)

If you work at CSR in Annandale, New Jersey and belong to Biofuels, Material Science groups etc., there is no need to worry about attrition! No one will hire these incompetents.

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Post ID: @1fox+1apkYtwL

@pvp+1apkYtwL
Yea, no kidding. I have 13 days left to make my pension decision, and HR still hasn’t sent me my information.

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Post ID: @elg+1apkYtwL

< 0.1% in Mar — that’s data, rest is all noise

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Post ID: @rmk+1apkYtwL

@tpn @wza I think I am with you too. Rigs are coming back, nimble companies adding resources. I see less layers of management there that if I work equally hard I can at least build a decent retirement fund before being laid off in next downturn. The risk there is worth the reward since the risk here has increased significantly since last year and is evident to anyone with one eye. I am an “outstanding” performer, and in the worlds of great LeBron “ I am taking my talents elsewhere, where I have a chance to win a ring”

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Post ID: @hwi+1apkYtwL

@tpn+1apkYtwL

We must be at the same site. About a dozen I think resigned and just as many currently negotiating compensation package offers with competitors as they prepare to exit. We have cut too deep and put too much work on the remaining few. Non-Value add work management requires still not being cut. Employees being told if they would just have shorter meetings and do less PowerPoint they would have time to do all the non value add work management requires. Management has taken to blocking their calendars and declining meeting invites as if that will solve things.

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Post ID: @wza+1apkYtwL

Started with early career. Now mid career starting to get offers as it takes a bit longer to find a job the more experience you have. Next wave will be others who see their manager and mentors resigning and wake up to the fact there is no long term career to be had at exxonMobil.

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Post ID: @dao+1apkYtwL

@pvp+1apkYtwL

I’ve never seen HR do anything but protect the company from lawsuits. They don’t stand up for employees. It is all can we legally do this? No loss in my mind if there are fewer of them.

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Post ID: @tju+1apkYtwL

They are using the same online exit form everywhere. They already know why people are leaving but don’t want to change the system

  • the current system has promoted them to the top and if the system is changed they may lose out
  • they just don’t give a flying f–k about anyone but themself
  • they don’t want to make changes that would put their bonuses at risk
  • they don’t want to collect f-t that would make them look bad
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Post ID: @pbn+1apkYtwL

Less than 3% in Singapore. I heard HR is yawning and can’t even be bothered to conduct exit interviews, using some cr—y online form instead. The reason for this lack of human touch - because management is nonchalant about such departures.

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Post ID: @dcs+1apkYtwL

~60 MPT engineers at the site that I work at. 11 people have left since January.

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Post ID: @tpn+1apkYtwL

Enough that I have seen role changes accelerated to prevent people from leaving

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Post ID: @jyv+1apkYtwL

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