Thread regarding Chevron Corp. layoffs

Definitely, you are not from HR. Your guess is way off. One of your guesses has received one of the highest (if not the highest) CES scores in the function.
Am not sharing with you the answer because if you are from HR, the answer is known and obvious. I suggest you apologize to those GMs you named on your post and then go on, and get lost.

Ok so what is your guess?

@8ixq - nice try but wrong guess.

Anyone solve the mystery of who the fighting GMs were or the bad GMs? My guess: learning and talent, shared services and tech projects services. They must be so proud of themselves.

Couple if comments deleted prob because they kinda called out specific names? So, ICYMI…learning and talent

@OP So basically they’re just like HR at every other O&G company. Hardly worthy of the three paragraph short-essay that you posted.

When we heard about the fight between 2 GMs, any names that came in your head should have been severed. Could you imagine if two psg 22s got in that arguement?

I already know HR is backstabbing, two faced group. They have never held up any employee's right. They are there to protect the management against legal action and ensure the curve fits during forced ranking.

It is immaterial who is in HR, So, really don't want to know the squabbles in HR from you.

So you think that they should be all laid off and be here like the rest of us on the layoff.com?

@wmz 2 are direct reports to RM. The other person is in a job that now reports into one of those 2 positions. It used to be a direct report to RM.

@1hdj Yes, there are good leaders in the function. Lucky for you, you work for one of them. Those types of leaders should get recognized and we need more of them. If we don't confront these issues, the function will keep spiraling downward... Sorry you see it as only focusing on the negative. But, enough is enough! How long do we let these issues go on? How many more strong performers have to leave before the function does something?

We have a big problem with leadership, trust in the selection process (selections based on demonstrated leadership and performance) and a delivery model that is not working right now. Employees will only tolerate it for so long and they will keep leaving us or keep emotionally packing it in and show up for a paycheck as a demoralized employee.

@1cqo People are afraid to provide this feedback! More layoffs coming and it's a small function. Why stick your neck out right now? Believe me, the bad actors have been that way for a long time and it's no secret who they are. They have enough power to crush anyone that thinks to speak up or give feedback. It's a keep you head down and mind your own business environmnet for fear of being whacked during the next round of selections.

RM's direct reports that people don't want to work for support people that have the same style. So, we got a bunch of PSG 25/26+ HRM's that don't care about their behaviors. Actually promoting qualified leaders that care about people and can motivate a workforce would do wonders with the cutlure. Right now it's very split in who you work for. Fear as a motivator is the status quo for a number of PSG 26+ leaders in HR. Some are lucky to work for leaders that inspire and motivate their groups through strong leadership.

I'm not in HR but have sympathy for you poor b_____ds that are. HR has always reeked of the "rules for thee, not for me" mentality. No one is watching the watchers and it could get expensive for Chevron because of this.

@1cqo, sorry that you are saddened by these posts. It makes everyone else sad that feedback about HR leaders has gone directly to RM and still nothing changes. You are right that most of the HR leaders don’t read this site, including RM who said as much at a Town Hall a couple of years ago. Even if they did they wouldn’t care since they only care what their business VPs and Presidents think about them. The VPs, in turn, have MW on their side so anything RM would do or say (even if she wanted or tried to) would be ignored at best. Shame on RM irregardless. I can only think of one of RM’s direct reports who is infamous for her bad behavior (snobby, selfish and exclusive and only shows interest to the direct reports who work for her who also act the same way) but not sure who the other two are. There are a few “GM”s and 26 level managers further down the chain who are terrible though. They continue to thrive as well which is not surprising.

This makes me sad. How easily we forget that these are people (most of whom are well intentioned) we are talking about. I would ask that this feedback be given directly through Workday (anonymously if necessary) so that leaders have the opportunity to develop, grow and change their behaviors. Perhaps if enough direct feedback with examples and impact is received then we will see a change. Veiled feedback on this forum gets us nowhere as I doubt many of the HRLT actually reads this page as 90% of the info put on here is just trolling.

We have good Leaders in the function and I work for one of them. She is transparent in her dealings, care for people, develop people continuously and creatively, engages with employees, and leads with no hidden agenda. In the recent CES, I know she, her direct reports and own org have high scores, higher than Chevron overall. Hope we focus on the positive versus the negative.

Just wait for the names that are about to leave. Just crazy what's going on.

FyI Chevron.....its you, not the industry.

They all report directly to RM...

Do these three report directly to RM or do they just have “GM” title? New model changed titles so it’s good to get that clarification.

Knives out