Thread regarding ExxonMobil Corp. layoffs

@2xce

The biggest issue at BR continues to be middle management/RLT making “mountains out of molehills”. We have discussed intent based leadership/empowerment for the past 2 years, but when the rubber meets the road, it’s back to DFOs from management. You are not allowed to fail or make mistakes.
But yes, rarely does anyone in leadership exemplify our core values or EoL.

Which of these traits does BK in EMIT have? How can an id--t like him who in real world wouldnt qualify for even a base level job but at XOM he has got the top seat as a VP of EMIT? How?

The list of Leadership traits listed by @rwd+1fhHHugs is the recipe for success that was followed by every Executive in EM, therefore the Executives see nothing wrong with those traits and will put no effort into stopping those traits.

NOTE: If you do not have a Sponsor/Rocket up your backside, do not exhibit the traits that @rwd+1fhHHugs listed because you will be attacked by Management. Those traits are only acceptable for Sponsored people.

In BR all I see is a bunch of managers that talk “we are XOM” but that’s only because it’s the buzz word of the week/month. Don’t get me wrong, there are some good ones out there but many do not actually demonstrate those behaviors. They use the words to get enough recognition to not be PIP’d, talk about how it will help us transform but then no accountability for actually being the leader XOM says it wants them to be.

We need the transformation for sure & they can start by offering up packages and get those NRE & RE DH’s out of the organization. That will be the quickest was to bring about the kind of change we are talking about and provide some of those structural efficiencies.

I feel pretty bad for those folks in BRES, it’s like everyone knows it’s bad but does nothing to address the leadership.

That second response completely describes an up and coming EM Manager jumping through various departments every 2 years never understanding any of them.

Luckily they usually just take no action/risk, so their damage is minimized.

And what is OIMS but one big lie and a documented cover for executives if something goes bad. It’s a system that sets up protection from personal liability.

@rwd+1fhHHugs pretty much spot on for everything there!

How does the TG gang (HR) promote these so called leadership expectations and sleep at night knowing that these leadership expectations are the biggest lies perpetuated within XOM. How could I say that? Forget about a list but find me one, just one manager and supervisor that any worker bees can attest him/her living by these expectations expected of them? If none, then these are just lies and shams. And the last two years have exposed XOM lies at all levels across all organizations, the difference this time is a lot of these workers are saying enough is enough and refuses to put up with this sh-t. Hence, deciding to leave XOM, and yes pension is no longer holding them back staying!

The post by @zur+1fhHHugs is spot on.

Exxonmobil creates managers, not leaders, and that is a distinction to remember. On the subsurface side at EMHC, on the whole I’d say the supervisors are doing the best they can. It’s a difficult job and they get grief from above and below. It’s at the ops managers, VP, and above level (whatever the h*ll they call themselves these days) where things start to fall apart. Our VPs are worthless, and seem to have forgotten any basic principles of leadership they have ever learned.

From my observations the leadership qualities exhibited are:

1: Cover your a-s and take no risk during your short assignment to a group/location that you not care about

2: Take full credit for the work of your group, even for successes that you do not comprehend

3: Offer up any employees as sacrifices to meet PIP targets, even employees that know far more about your job than you ever will because you will be in that position 3 years max

4: Show commitment to every new fad that Senior Management rolls out

5: Kiss Senior Management A-s often and make sure any plebe under you does not get enough face time to allow Senior Management to figure out that the Plebe is the key to success of the group

6: Make sure your Sponsor gets you reassigned to another job in time such that no budget or schedule bust can be attributed to you

Huh? XOM doesn't have leadership, only mgmt. I agree with OP.