I agree with with the poster who wrote that the management is happy when someone leaves voluntarily because then they don't need to be giving bonuses. I would add, not only that, but management is more creative than ever when it comes to "motivating" employees to leave voluntarily. Agree?
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What is great about the bottom 30% resigning, is it means there is a new group that becomes the bottom 30%...Previous good raises and fast promotions quickly becomes no more promotions and no more pay raises. Usually a weak boss who cannot tell you the truth implies that you did not drop in preformance much...so you go a year of 2 or cr---y raises before a boss tells you the truth...you can been in the bottom third for last 3 years. That is why PIP is a shock. too many supervisors just do not tell the truth.
By not giving pay raises or promotions to the low ranked (bottom 20%)...inflation eats away their income and they are forced to look elsewhere. Most employers will hire XOM people, (because they have no way to know they are poorly ranked). This gives departing XOM employee a chance to get a fresh start in a new company with a new supervisor (maybe a new industry)...and get a pay bump. XOM saves the severance cost by employee leaving voluntarily. PIP gets rid of those who won't leave voluntarily. IF you are NI or NSI...quit.
If you think this company sticks to any plan that was made in 2021 you are fooling yourself. We are constantly changing the plan. Very rare for us to not reorg or make changes annually.
https://wap.business-standard.com/article-amp/international/exxon-mobil-plans-to-cut-us-headcount-by-5-10-annually-for-3-years-121062300067_1.html
They announced in June 2021 that ExxonMobil would have layoffs via PIP of 5-10% for next 3-5 yrs. Not sure exact % this year, but expect at least another 5% cut in July 2023. Ask yourself why Exxon is firing while other companies hiring? What will layoffs look like at $70 oil if they laid off 5% this year at $100 oil. If you stay have a plan in place every July. Other operators are still hiring. Big tech hiring has slowed but not stopped, particularly for engineers. Wish you all the best.
Technical leaders are the ones that build confidence and morale in the team. Good managers know their technical leaders are the cornerstone of the team and they'll do whatever it takes to keep them. When they leave, so do the rest. That means getting in front of the problem and keeping your eye on the ball. There ain't no other sobering lesson in humility than one supervisor having to report to another.
What is on-campus college recruiting looking like this year? Will it be increased because of attrition?
XOM loves attrition of the bottom 2 quintiles
The vast majority of those leaving EM have never gotten a bonus, ever . If you were EM you would know that, troll.
I just got motivated this last cycle that’s for dang sure.