I can't believe someone wrote that attrition would help those of us who stay get better treatment. It’s the most ridiculous thing I’ve heard lately. I hope there isn't anyone else who thinks that the attrition will be good for us? Even if EM starts having more and more problems hiring, I don't think it will change our position for the better. It has never been worse here than it is now.
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XOM has no problems hiring. $100k for BS engineering degree will get lots of takers in the recession that is coming. $150k for engineer with MBA that is only 25 yo, plenty will take that after at the layoffs hit in tech sector
PIL time coming up. This is going to be so sweet if I can get PILed with good offer in hand.
A wall can stand if bricks are lost at top.
Remove too many bricks at bottom and failure is imminent.
I have seen no bricks at top removed.
@1uhu+1hkMOeiu : “As the supply of technical folks decrease, our value increases.”
The fatal mistake of rationalizing aberrant EM management decisions. Who and how, among EM management, measures reality and is willing to convey upwards unpleasant truths?
The only value at EM are (highly) sponsored people, and those are protected. Period. Your technical skills are completely irrelevant.
The Company has decided we can lose 8% of the bricks every year and the wall still stands.
No exit interviews = no data gathered = no case for action = no changes
Unfortunately, HR don’t bother with exit interviews anymore.
Lost opportunity, but they don’t care. We are just cogs in the wheel.
I was hoping the data acquired in exit interviews might influence some changes but not if DW’s goal is to reduce headcount.
The supply of technical folks is not decreasing at least in upstream. Still way too many geos and engineers still looking for work after 2020 downturn. A good job market is when most folks who want a petroleum job have one at a fair pay. We are not there yet.
It’s supply and demand. As the supply of technical folks decrease, our value increases.
Yeah, somehow just watching the whip come down on other people doesn't make me feel any better. Just me i guess.
We're moving to a mostly contractor, agency and MSP staffing model. Employees will be limited to supervision and above.
High Attrition is a SIGNAL to the company that pay structure or culture needs fixing. in 2005 to 2008 time frame, attrition plus competitor surveys were used to get salaries back in line and they increased the promotion matrix and they introduced the petrotech salary curve.
Undoubtedly, the RSU announcement was a result of high attrition to give more variable and equity based compensation, like tech companies do. I think the big learning is attrition is hitting tech and controllers (instead of upstream technical), so support groups compensation and culture need to be studied more