Thread regarding ExxonMobil Corp. layoffs

“ I just don’t believe there is a system that would make everyone happy.”

That isn’t the point. Just because we won’t be able to have a perfect system doesn’t mean that we shouldn’t advocate for a better system than we have now.

And yet if you go to the Marathon board you hear very similar complaints to this board. I just don’t believe there is a system that would make everyone happy. Every company gives raises of different amounts and promotions based on something. As a result some win and some lose. Everyone isn’t the same.

https://www.thelayoff.com/marathon-petroleum

Can anyone point me to a company that has a “good” system? I want to visit their board on this site and see what people are saying about it.

For starters Marathon LEADers didn’t give themselves a pay raise and then enact the bloodiest executions since days of old. Xom lost 22B during COVID. With the up cycle in the windshield it would take roughly 2.5 years to make up the losses. Spread pay cuts across the org equally instead of giving the fat cats raises then explain we are all in this together instead of this ignorant DW path. Declare a freeze on this hunger games ranking environment and then show the employees you care and are with them for the long haul. The ranking system is flawed as evidenced by the managers all the way up to the CEOs.

Query this article.
Marathon Oil cuts CEO, board compensation by 25%

Same message going on at our site. The DH stumbled all over himself saying org would define then later shared cut numbers and time frame. Didn’t take a ticket scientist to figure out that the Reuters and Bloomberg articles were spot on

A lot of BS from in these posts from people trying to justify the system, probably supervisors and managers. Yes, if you have to accept the absurd and corrupt system that EM uses, then somebody has to be every year in the oversized NSI and those targeted obviously will not like it. Even the supervisors will not like it, but they will do it and pretend that all systems are equal and it’s all unavoidable. It’s not. The company uses an archaic and unfair system for ages, because the entire inept management is basing its legitimacy on it. On top of that they have recently added vicious, unethical and illegal twists like the prolonged oversized MLRPs that manufacture low performers out of good employees in just a few months and allow to achieve age discrimination under the guise of performance assessment. Each supervisor is an accomplice in this, no matter how much they either say “I don’t have any choice” or pretend that the system is “kind of fair” (at this point to say that it’s really fair is patently ridiculous). So spare us your excuses and justifications. Just get your undeserved salaries and RSUs until the whole scheme collapses.

@1yoo+1bwSz2N1
“We are no longer on forced ranking” - REALLY ???
We don’t have thirds anymore, we have quintiles; no more ranking, it’s “assessment”. Maybe you can’t multiply 20% by 5 and find out it’s 100.
The first question I’ve asked my supervisor when he explained how we have forced ranking no more: if an employee’s assessment from the supervisor is “very good” but in the big CL group meeting it turns out there are too many people to fit in the Very Good bucket, could that person be pushed into Good or even NI ? The answer was, of course, YES. That’s the very definition of forced ranking.
That supervisor was drinking the required Kool Aid, but @1yoo+1bwSz2N1 drinks a Kool Aid that’s also fermented…

Worked in another company, and many friends in a diverse range of companies. Our bucketed system is now essentially the same. And guess what…they all suck and all feel unfair if you are lower than you think you deserve.

There is some validity in questioning the treatment of NSI and NI employees, and some validity in pointing out that EM supervisors have some biases. …but at some point, you need to call it a success that we are no longer on forced ranking and just move on.

Can anyone point me to a company that has a “good” system? I want to visit their board on this site and see what people are saying about it.

@opy+1bwSz2N1 Not justifying the system just printing out the fallacy that if my supervisor would just mentor people they wouldn’t get PIOd. Not how the system works. I try to help my people but at the end of the day someone has to be in each bucket. Until the system changes blaming supervisors for not “doing it right” is just saying they shouldn’t have picked me for NSI. Whoever they picked instead of you would be saying the same thing. No one self identifies as NSI.

Not a popular statement but the distribution is forced. Someone has to end up as NSI.

@oyq+1bwSz2N1 you nailed it man. XOM doesnt have any morality, loyalty left for its workforce. They have been bad treating people but this is an epitome. One question for those in mgmt. How do you all sleep at night, please tell just how? Sickening you bastards are!

Every lie we tell incurs a debt to the truth. Sooner or later that debt is paid.

@ffk+1bwSz 2N1 - Thank you for your insight MR. supervisor.
The catch is that the curve is not based on meritocracy and results but brown-nosing and visibility. So, stop justifying the system.

I am a supervisor in UNCON and did not receive talking point.

Yes you should be helping employees improve all year. I do want to point out that even if you do that and everyone is working at a high performance level you will still have to meet the distribution. It is a relative not absolute performance assessment.

I feel for you at EM.... really!

Trying working for Chevron. It is no better!

Lies, lies, everywhere lies, fu----g up the scenery breaking my mind, do this, do that, can't you see the lies.

If you don’t mind, can you share what was sent as talking points?

It is becoming more and more difficult for a moral person to continue working for this company.