Why is the toxic culture of unhappy employees embraced by this executive team? Why is nobody trying to change things for the better? This can't be good for the company, nobody can convince me that it is. So why is having an overwhelming majority of unhappy employees acceptable all of a sudden?
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The one thing XOM leadership can't admit is that their performance appraisal process is corrupted. It's the one program that serves as the basis for layoffs and PIP/PILs (as well as promotions of incompetents). If they were to admit its flaws, what would that mean for the corporation's liability (shareholder lawsuits, employee class action, etc.)? XOM senior execs would rather further corrupt the system than admit its flaws, protecting its own at the expense of honest employees.
It doesn't get any clearer than this...
https://twitter.com/justinnumber6/status/1619732008057585664?s=20&t=AuY2Qrrhr8HedO4L1XWjFg
@OP The entire industry is toxic. Been that way for a long time.
If you’ve been in O&G for more than three years then none of what you’re seeing should surprise you. It will get worse before it gets worse, then it’ll get even worse. Buckle in.
Truth… there actually were some genuine hearty folks trying to help change the culture, but the Presidents transferred or off’d them. They couldn’t handle being asked tough questions.
At least there is embracing as one approaches the gallows or the guillotine.
Putting one in place - you have embrace.
Not sure Nagasaki went down that way.
It was a secondary target after all.
No embracing anything - just drop and roll up out.
None of you have ever held a management position. OF course upper management wants to earn their RSUs. That is their "bonus" for putting up with the ....
They are human, if you were in their shoes you would do the same. Wake up ask Dr. Goo. how their portfolio is doing today. Look at the calendar and determine how many hours left until they cash out. Get the pre-meeting set up. Find a new font to cause havoc later in the day mid-meeting. Ask to review the PPT which will be presented, focus on one slide to bully the presenter and "make an example". Need to keep all the troops in line, need to set a precedent to focus attitudes. For reference watch the bridge over the river Kwai.
They're busy thinking up new ways to get you to hold the handrail.
Don’t overwork the problem, folks. The true decision makers, who are in Dallas, not on campus, know only that the numbers are going down and that’s all what hey care about. The middle to upper local management are very aware of the situation but they have to wait for the problem to become catastrophic until they can go to Dallas to ask for remedies. None of them really care about people and morale, but at least local management realize that at the end of the day their results (and their RSUs) may be affected.
The posters are all correct. The drive right now is to get rid of us so they can preserve their pay, retain their jobs, collect their RSUs which are equivalent to their annual salaries, take care of their favorites that kiss their a-s and call it a day, the rest be damned. Once the employee numbers are met, watch what happens. The sociopath Executives will have smiles on their faces, they will talk about teamwork, ask about your families, etc. Etc. That is a long was off but they will turn on a dime once the employee numbers are met as all sociopaths do and want you to trust them, respect them, like them, share with them. They are all a bunch of creeps, can never, ever be trusted except to sc--w you and your families over for their own and their favorites gain. It is not their fault, it is in their DNA, the sooner you accept this, the more at peace you will be and the better prepared you will be to deal with them. They can NEVER be trusted.
These guys might be sociopaths, but they’re not stupid. These outcomes, people quitting, loyalists staying, lower costs, etc. are what they want.
Because it doesn't affect them, they're pay or their selected few and childrens pay.
It’s all about head count reduction without the negative stigma of another layoff. The nit picking, micromanaging, work over loading, burnout, no positive reinforcement is 100% strategic so you say F this place and leave.
Because they are incompetent and only care about meeting structural reduction goals to get their RSU’s.