Hey, if anyone is aware of attrition numbers, don't hesitate to share it, it's not a co---e thing.
Let me start:
EMIT - MAP Regrettable Attrition: 20%
24 replies (most recent on top)
@1vcf+1dLp1fqA 20% attrition sounds like a good year for Controllers lol
Dear 4new, who gives a s…. for L3s? What universe do you live in? An L3 is nothing. HR does not even respond to L3 on these topics and neither L2 or L3 can influence HR.
Really? Your L3 told you that they talked to HR? They could as well talk to the hand
L3s talk to L2s to talk to L1s to take it to Dallas to talk to HR. Ge-z! Who passes the coolaid over there?
I am sure that your L3 also told you that he/she was against the NSI and the new ranking and articulated their objections too. And you believe them too!!!!
I have a bridge to sell you too!
@2hot+1dLp1fqA Comparing a manager not being able to up your salary to Germans is ridiculous. I know for a fact that my L3 has complained directly to high level people in HR about it even with data to prove it was needed. Nearly every day, and very loudly. Their response: “I don’t care.” There was nothing they can do, I mean when the VP level tells you no, and then HR says no, and Dallas says no, even when you come with data and mention it constantly, there’s nothing to do.
Corporate plans call for certain changes to be made about global workforce future levels, and Dallas won’t deviate from them unless you apparently change 3 board seats. Aside from writing checks personally, there’s no other string to pull. That’s why you’ve been seeing these unapproved “just maybe don’t log in on Friday” days have been implemented in various IT orgs. It’s the only thing they really can do. It’s not like this is illegal or unethical, so they can’t really go to any legal route or public pressure route.
The Engineerinf DH in BR have zero power to change much.
BRRF has been micro managed by 1 person who pulls rank on everything. TMTS is a Dallas go do or get out of the way.
Engineering attrition is not looked at as a bad thing in an environment where reduction is the planned future state.
6% overall...with 3% retirement. Headcount will be about 67k at YE 21vs 72k at YE 20...Remember half of total headcount is wage, so MPT attrition is higher than 6% because wage attrition is only about 4%.
@2hot+1dLp1fqA like you said, AM is ineffective regardless of her niceness. And definitely full of herself as others have pointed out. Maybe she will be PIP’d!
Btc is running 20-25% with some groups higher, honestly management doesn’t care.
Rumor is Linda will take EMIT under her portfolio. Since exploration and UIS are already in the toilet, she may as well make a bundle with this sh!tshow.
She’s run GREF before so that makes her totally qualified.
I don’t know AM but I am sick and tired of comments about how this or that manager are really nice, they understand but there is nothing that they can do.
None of these otherwise nice people really raises issues or doing anything. If they understand they are silent like Germans in the neighborhood of concentration camps.
Even when they do, there will be at least 2-3 of their colleagues to parrot the company line for brownie points with the top dog at the meeting.
Very much like what we see in movies about the Soviet Union.
DW said the raises would be encouraging.
He probably meant that the raises would be encouraging people to leave.
AM seems like a nice person, her comments feel like she gets the situation. However the place is a shitshow and I have never seen her doing anything to stop it. The head of this group is just as guilty of the situation as anyone below her. If she is amazing how did we get here? Easy she is not amazing just good at presenting herself to the worker bees.
Numbers will only increase as hopes for a healthy raise are crushed
I'm in EMIT MAP and the comment about AM is total BS. That person is one of the few great managers at the company.
@1fcf+1dLp1fqA good for you! OP here, I am a proud datapoint in that regrettable attrition and let me tell you all a little secret: nothing is regrettable about it!
GBC - 16% attrition (2x 2020)
60% of staff 5 years or less experience
25% of staff greater than 11 years
@1mny+1dLp1fqA EMIT-MAP is more likely to be because of the high salaries you can command elsewhere with those skills/technologies. It’s why I had transferred into MAP previously, so that I could get out of XOM with great pay.
40% at BTC
EMIT MAP attrition most likely due to the person at the helm, AM. Hard to work for and very full of herself.
BRRF has been a mess. Out of respect I won’t get into details here.
Some groups in Controllers in Houston are ~20% attrit YTD.
You must be talking about SW in BRRF. KC not much better in BRCP, they have no backbone and will roll over for anyone that wants to take things in a different direction. Rarely, if ever, stand up for their people on anything. There’s always someone else that knows how to solve the problem better than an army of engineers. Guess we’re not here to be the experts, so much for functional excellence development. They hear about real concerns and issues yet do nothing. Fairly certain the majority of the division are not fans, especially after TMTS.
CN 40%, SG 20-25%, IN not sure but it's high as well.
Once I quit you can add another to regretted attrition for MAP.
I'd really like to know what Baton Rouge attrition has been. In engineering and process technical. The management there is a big part of the problem, especially at the refinery. The engineering department head doesn't know anything about engineering because he's never done it, but he sure as he'll will try to manage it. Says he wants honest feedback, but when people give it and the receiver gets upset, he jumps in on the personal vendetta wagon.