Thread regarding ExxonMobil Corp. layoffs

The past few managers I had (over 12+ years) were completely useless and clueless. They were either so absorbed with what they were doing that they could care less about their staff, or they honestly couldn’t find their way out of a paper bag, and yet they had made it to a management level and there they would stay. I could not understand WHAT they did? Seriously?? As a shareholder, I was/am furious at some of the ineffectiveness in the management. THOSE are the folks that should be kicked to the curb, not the worker bees that actually keep the hive humming.

One manager actually told me, “whatever interests my boss, FASCINATES me.” He expected the same a-s kissing from me, but it turns out, I was an a-s kicker and he told me my attitude would have “severe career limiting repercussions.” He was right! Because of him - I must’ve had a black mark that stuck with me the rest of my career because I never recovered from his reign. I’m sure there’s a certain place in he-l for managers like him.

Problem is, my experience is that the majority of managers don’t have a sufficient grasp of the business, and are unable to adequately represent their people in rank sessions because they simply don’t understand what the team does. (Aka: the team is more qualified than they are!) It’s ludicrous…. But then those ineffective managers are carted off to their next role - and you’re still in the same role with a new clueless manager who has to prove themself. And ‘round and ‘round it goes.

So you start to get punchy and challenge the system and bam! Fact is: Your cast has been set, fate determined and it really doesn’t matter what amazing things you do. Unless you get placed with an awesome manager that recognizes your value and fights to keep / promote you…. the older you get, the more you slide. There is just no defying gravity at ExxonMobil.

You will never see it!

Here’s a few tips. Be honest, know your people and fight for them. Stop all these stupid political games and quit taking credit for all of our work. Increase your worth on your ability. It’s really obvious when we see you in meetings and hear about all of your lies and games. When you support people that contributed zero on a project and your so non informed that you send letters to upper management it speaks volumes about your character and the employees ability to baffle you with bs. This is not why I hired on but it’s definitely why I’m leaving.

Sounds like you all should be supervisors and show the rest of us how it is done! Any tips?

Lots of truth in this article. OP must be in Brcp. If it was a she I would know exactly who it is.

Most couldn't get a job in another company, that's why they do what they do.

One of the biggest problems with our career development system is that once identified as HiPos, their careers are managed by senior level executives. Those anointed few are then given developmental assignments to prepare them for their anticipated greatness. Unfortunately, if one of the chosen ones fail, there typically aren’t sufficient “plan B’s” to assume the position. Instead, we are left to watch the Peter principle play out repeatedly, and good people with real talent and capabilities are wasted.

Just proves the point that even a pet rock could make money in the current environment. No talent required.

Many say EM is like the US military in how officers are promoted - the one glaring difference is there is no “up or out” system.

Stop talking about Midland, please!

EM is run by the managers for the managers and for nobody else - forget about the share holders! So to ask for PIP for any level manager is like asking a dictator to submit to an evaluation of his performance and resign if necessary. Management incompetence, waste and abuse are the very foundations of the new EM.

In general, there should be built-in off-ramps for HiPos and new Supervisors.

The current system is for all bad behavior to be hidden and the id--t HiPo defended by his sponsor.

Sponsors never want to admit they picked a bad apple.

Extremely poor people managers end up climbing the Executive ladder because of reluctance of Sponsors to admit their choice error.

The few managers that I know that were PIP’d were only PIP’d because they refused to leave Spring. The poor people skilled managers were not weeded out.