Thread regarding ExxonMobil Corp. layoffs

The problem is that none of us had exact job descriptions, including tasks in our contracts or anytime we moved roles. Whilst you and company know you're doing your job well with no errors, that 'job' is not clearly defined. The desk manual is an internal document that would be very difficult to defend in court. This is why they can say, you did your job well but you're NI... Mike over here did his job well but also did these amazing powerpoint presentations and other corporate nonsense and here's why he is not NI.

Go ahead and record it.
Might be relevant when you jump on the class-action train.
Waiting on that train, me.

That I agree, suing will only create public records under your name and your future employer will see that on your background check. It is much smarter to simply move one gracefully.

You want your next company to google your name and find documents associated with petty suits over your prior employer? Move on if you're smart.

Performance is normally characterized positively because "ExxonMobil employees are above average" and in a normal world supervisors like to be encouraging. What matters is your performance relative to peers. If your supervisor says your relative performance is better - you are better than your peers, but your ranking is worse then you have something to crow about.

That's not going to happen but let's say it does and you tape it. You can take that tape to ExxonMobil and tell them they screwed up and even sue them - Win or lose you lose. You will no longer be with the company and you will have burned the bridges on your way out.

Record your heart out. It will gain you nothing, but might make you feel better.

A friend not at EM recorded their equivalent of a PIP meeting. It was easy since it was done vi zoom.

There were not any gotcha moments during the meeting. The only benefit I saw was it allowed for him to ask 3rd party for their observations. Was he being railroaded or were they making a genuine effort to work with him. In his case, the blame was on both sides.

Do it, upload it, and share with the media

Here is a question: if management admits that one is doing their job well - and this is recorded - how can they then fire this person simply because someone else is doing OTHER things - not in job description - better. I wonder why no lawyer has followed this line.

Correct me if I’m wrong but recording positive individual feedback throughout the year will do nothing, right? If they want you NSI then they’d argue you are performing well individually but not good relative to peers

this is from personal experience where they literally told me I’ve done quite well individually and did my job but am still receiving an NSI…was told doing just my job and just what I’m asked isn’t good enough. Others around me did more work in addition to their everyday work and I need to show I can do the same.

That was my feedback discussion.

Do not overthink the situation, just leave as quickly as you can, and free yourself of rut that is ExxonMobil. XOM will eat you alive.

I don't think recording would do you any good, it would only give your more stress and weariness. Even if you have achieved what is required, if your manager's intent is to cut you off, you will be cut off. They decide who to keep and you're holding the shorter end of the stick. Last year, many PIPers recorded their PDS feedbacks and submitted to WSJ but that did not pan out, it died.

@OP You can legally record a workplace conversation in which you are an active participant. Only one party is required to consent to recording the conversation, and as a participant, you can legally provide the required consent in most situations.

Source: 18 U.S.C. 2511(2)(d).

No direct knowledge of real plan but my observations. Telling employees you are doing 8% PIPs every year can not be viewed as positive for long term futures; outscoring to KL and India, asset sales and very little capital in upstream and the fact that we are overstaffed given items 2,3 and 4 leads me to believe the plan is to downsize the US and high cost upstream workforce.