Thread regarding ExxonMobil Corp. layoffs

Was in a ranking discussion as a supervisor, and as we start to discuss a certain female employee, the manager makes a comment about her not 'smiling enough'. Unfortunately, these types of comments influence and happen far more often than they should during ranking.

Most toxic leadership encountered: Plant manager in Lubes who is non-existent, shows up 10-11 AM, goes to gym to workout, doesn't care about needs of his people or facility. Has had 6 front line supervisors quit in 8 months doesn't care to fix the culture or retention. As long as they get promoted, future VP!

@1waj+1bUnDtxs

Best thing to do before you go on vacation is to post your "work in progress" on a team website and send the link to your Department Head and Director and mention that the "draft" is work in progress and you and your colleague will finalize it when you return from vacation in a week.

This prevents your colleague from going behind your back while you are on vacation and presenting the work as his or her own.

I had an EMRE colleague who submitted the same EADS form for 10 years. He copied verbatim the text from each year and submitted it to his Department Head. Not one Department Head over 10 years ever bothered to check that it was the same EADS form for ten years.

He was even promoted during the ten year stretch of submitting the same EADS form. The message he left us before he retired was, "EMRE management doesn't care about your EADS development. If they did, they would have advised me to not submit the identical form each year."

The quickest path to promotions is the ability and willingness to slit coworkers’ throats, take full credit for work fully done by subordinates, and to continuously cut the departmental budget, regardless of whether it negatively impacts the company or not. That, and a daily trip to kneel in front of your boss’ desk and kiss their….ring, and you’ll be at a high CL and managing a large group of professionals all more qualified than you are.

One time someone bullied me. 😭

🤣🤣🤣🤣🤣

@1llf - that's happened to me several times, over a long technical career. Frequently enough that I would say it was EMRE management's normal mode of operation, rather than a specific example of "toxicity".

Years ago I had a supervisor who had a reputation as being a snake his whole career. During my EADS session with him, he flat plainly told me that if I wanted to move up in the rankings I needed to spy and rat out my coworkers of any mistakes they made during the assessment period.

I didn't take his advice and stayed bottom middle ranked for the following several years.

This guy from RTD who was previously at URC fudged all sorts of data, never did anything meaningful and concentrated all his efforts at licking manager's boots. Now he is a low life supervisor at RTD. Such a toxic situation that anyone who needs to deal with him will be mentally corrupted.

Reading below, it is amazing how people will sell out their ethics and virtue for a petty dying corporation.
What goes around comes around.
Guess they conveniently forget that as well.

A few years ago, my supervisor was new to job and I was 1.5 years into it. We did a presentation to senior management. The night before, in the name of "coaching me", she took the slides I did, made minor changes (clerical, grammatical, re-ordering) and said she will explain to me the differences. I was stumped when she then took over without me in loop with the business manager and presented directly to senior management without me in it and without crediting my effort. That ranking cycle with her, I was told that I should have learnt from my team mates who are visible to senior management, and my ranking slid. She's conveniently said that was a management decision and she was not part of it. Being a young employee then, I really thought it was my responsibility for my ranking outcome, until I came to notice someone in our team whom we jokingly thought was her "favourite" getting a pipeline of opportunities for presentations. I finally got it that this was the game. It wasn't my last toxic experience. I left after I found an opportunity, and I learnt that in my new organisation, everyone has a chance to compete for true opportunities. If it's a ranking system issue, then it's not worth my time fighting it out. If you have experienced the same, I hope you will find a way to manage this. Cheers.

@xio+1bUnDtxs Had a harassment case that got swept under the carpet. Guy is still employed.

Our manager ( not leader ) holds monthly meetings so she can find out what we are doing and take credit for it when she’s in the higher up meetings. Tasks and ideas that could impact her negatively she then hides behind a mask of “developing” engineers. For instance when cutting folks she forces her employees to cut each other in order to have a basis as well as a wall of protection if the wrong move is made. Even other supervisors state she is vindictive and not ethical. Exxon needs to level these kind of caustic managers but we will never see the anointed ones touched. What a corrupt excuse for a person and much less as a manager.

Creating toxicity is key to being promoted by the toxic kings and queens. I've seen a couple of competent people get promoted. When they wouldn't contribute to the toxicity they were shuffled off to the sidelines where they couldn't positively influence a workgroup and raise morale.

Got NI ranking right before I was laid off. Talked to my old supervisor who I liked and got along with fairly well about the NI rank. He was suddenly far more critical of my weaknesses than I ever remembered. I told him how ranking was never a big consideration for me (especially after a few years where I was moving around organizations/locations so felt it was hard to rank me so was just kept in same rank with comments like “slight movement up or down”. he looked straight up shocked and openly admitted that ranking was everything in how he worked and said he only truly cared about his manager and his managers manager. After an initial “WTF” meeting with the supervisor who gave me NI, had a composed meeting where we discussed some organizational factors that didn’t help (being new to group with little to no onboarding) and supervisor agreed with me…..until I revised the PDS written feedback to include those organizational things along with my weaknesses/etc., suddenly I took him out of context and non of those things should be considered in ranking….coward was ok being humble/reflective in a one on one convo but put that sh-t on paper and suddenly “it was out of context” because can’t have anything reflect poorly on him in writing for more eyes to see (might hurt his ranking…). Got my resume together that weekend and started interviewing for new jobs shortly after….no doubt our ranking system drives some awful behaviors and these guys were poster childs.

Took the PIL after getting the NSI notice July last year. Immediately sold my house in Houston to move back up to the DFW area to rejoin family and start a new career.

In buying a new home during the 3 months severance, the bank needed an income verification for the new mortgage loan. I couldn’t get the “emailed from South America” BS system to respond, so contacted my old supervisor to help me out.

First, he said he had to check with his boss. The next day he said his boss would rather not get involved and declined. My old sup said he was sorry he couldn’t “do me a solid” by simply verifying that I still had an income from XOM. Basically, they acted like I didn’t exist.

Fu---n bunch of corporate toxic turds.

BTW, I got the new home loan and doing great with the new career one year later.

I was caught talking to someone in NSI. A year later, found I had dropped from Outstanding to NI. I will do better next time!

There are many examples where otherwise team players are cutting folks out in order to have their corky dots prepared for the next ranking session. Pretty pathetic actually and most can’t even look you in the eye afterwards. Very toxic culture that Darren has created. It’s not all his fault though because most of the management has been breading this type behavior and it’s how they got where they are today. Stealing other folks work and telling the uppers how great they are when their employees succeed. Our manager and note I’m not saying leader has monthly meetings with us just to familiarize herself with what we do so she can go report to the higher ups and claim credit fir our ideas. Other than that, she is constantly giving us unsolicited advise and treating us like grade school. Need to level most of the middle managers and start fresh.

Help

I was working on a project with a colleague. I went on vacation when I returned I saw that he had made presentations on our work to management without my name mentioned.

One time someone bullied me. 😭

I saw someone walk down the stairs without holding the handrail.

I had a new supervisor come in and subvert his entire team like we were his competition so that he could “check the box” on some career stage milestones. I noped out of there as fast as I could.

I was told the btc couldn’t be trusted and asked to give examples where they have failed us. Provided a verbose list in March only to find out that I am difficult to work with and unable to communicate clear objectives during my ranking session.

Just scroll down. This whole board is a story about toxicity.

Heard from a friend that him and his coworker were talking about interviewing with other companies, he thought he could trust him so he gave full details.

Turns out his coworker told their boss about what he’s doing - my friend is now suddenly “Needs improvement” this year after being marked Excellent+ his whole career.