Thread regarding ExxonMobil Corp. layoffs

The larger the cut is initially the harder it is to recover from it. If you cut too high a number at the beginning you’ll have too many holes to plug and things fall through the cracks. If you do it in pieces then each year you give the opportunity to adjust and account for the changes. Just like if you want to be healthier, suddenly becoming vegan and no sugar or something won’t work, but making adjustments to your diet and exercise over time is manageable

They don’t care. Instead of harvesting a collaborative environment where we all work together for the betterment of EM, DWW and TG want us to compete to win aka Hunger games. This has to change but it won’t.

They don't care about attrition - never have. EM loves using contractors. But you're right about the demotivation these actions have caused. I've been with the company 10 years, and now I'm so disgusted with sr. "leadership" that I'm now just collecting a check until I find a better gig. They don't care about their employees, and now the feeling is mutual for many of us.

@OP You answered your own question.

No, they really don’t give AF, and neither should you.

8% NSI will continue for a few more years. The 8% threat is a tool to get employees to jump when we say jump. The 8% is used to identify the employees who are not employable and will agree with what we say and do what we say even when it is the wrong thing to do. Someone who doesn’t worship and agree with us and actually thinks will be in the 8%. Will that leave XOM with people who are useless and can’t think for themselves? Yes, but no worries, management is so smart, they will tell you what to do. If things go wrong, they have someone to blame and fire or take the fall and go to jail. Look around at the people who were NSI, NI, good, outstanding and judge for yourself. Look at the people being promoted - competent or brown nosers?

Just remember the implication of your ranking falling even if not on PIP is smaller to no raise and longer time between CL increases which is when the big raises come.

No relief to the 8%. People strategy is to PIP/ PIL to avoid layoff packages and to facilitate the transition of jobs to lower cost centers. Massive asset sales coming!

they think they are getting rid of deadwood but too many good folks who rank well checked out and left. too many regrettable attrition.

most people have a sense of fairness and justice. when you have a system that is unfair to many, and promotes infighting and backstabbing, please know that not everyone will turn a blind eye to it. the good performers can see what's going on, and realise what will one day be their fate when their good luck runs out

Good thing I can rely upon my 1980s algorithms and still be employed. Where oh where is that clipboard, I need to go for a power walk across campus.

Guys, you need a little more MOTIVATION!

An increase from 8% to 12% will work perfectly.

Yes they do it is a MOTIVATION tool.

Thnks

If you are classified as low performer you can be fired, not laid off with a severance package. So cheaper way to get rid of people.

And creates a job environment of competitive a-h-es, and back stabbing. Those try to make others look bad so they look good. If somebody else moves down in the ranking, somebody will move up. Some are sneaky, some others you know who they are.

Look the company really doesn't have enough projects at least in the Upstream to justify the current staffing and other than Guyana and Permian there does not appear to anything in the pipeline. Management is not worried about your job just theirs. And we need less of them and more of you to stop the endless spiral that they caused but they will never admit it. So we are the ones they unload to protect themselves for as long as they can.

@vyt That’s what I’ve been thinking as well. Maybe Management isn’t concerned about the attrition because the company just needs to survive long enough to merge.

We were told next year they are dropping it to 3%. Most all dead wood is gone though so not sure what dropping to 3% will do. Only case I can think of is when headcount drops low enough Chevron merges. That’s the only rationale path I can think of for management not caring about attrition.

Might be cheaper for fast cash but we are paying for it in lost engagement from employees

Larger layoffs would have been a larger $$$ payout... Attrition is much cheaper.