I was very happy when I got the job here, but then many people told me not to count on making a long-term career here. In my mind, however, EM was always a place where it was possible to have a great career.
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The most obvious sign to me is when a LinkedIn search finds many known hi-pos as well as multiple nepo-babies (children of very, very senior executives) who either interned or joined the company as new hires have gone to work elsewhere.
Probably 2020. First time they had a good excuse to really stick it to employees on a broad scale and made a bunch of money in the process. It makes every betrayal after that easier.
2016/2017 was first eye opening shift in Company attitude toward career longevity. It's escalated since then.
@2vdw Uh, it’s like, not dude.
I can ring off more than a dozen people without checking my contacts who have left senior-level contributor or management positions in EM or other super-majors and taken diminished titles/pay just to remain employed. Quite a few are ending up at plants in Pasadena/LaPorte/Port Arthur. You know, where they send the new grads to gain experience.
There might be a few Cinderella stories bouncing around, but those are either exaggerated or full-on BS.
Who here really thinks they’re going to get a 30% bump from $180k+ per year by jumping ship with less than five years of runway left until retirement? You’ll be lucky to even get hired. Get f’n real fellas.
Since we starting outsourcing
When we went from ‘winning as a team’ to ‘I’m holding you accountable!’. How are you going to hold me accountable - you give me no say on resources or budget, you give me 30 competing priorities to hurry up and complete, you ask me to come up with a high level estimate then carve it in stone to use against me. This is not a partnership. Every day is an Us vs Them and Everybody for Themselves and it is so tiring!
I’ve seen the travel-point junkies. They are despicable. Hope most are long-gone with PIPs. But frankly, I somewhat blamed the supervisors. How can you let your employee travel THAT MUCH without checking-in on their quality of work or checking the level of satisfaction from the sites they visited?
And there is no money in most of the expat packages anymore. Most expats are in a slight financial deficit by taking an assignment.
@2wod+1lU0MinO - Not the original poster, but it absolutely is happening. ExxonMobil is a big company, with many regions, and many types of skill sets.
There are some skill sets that are walking out the door and doubling their base salary plus bonus. If you want to know which skill sets? Look at the ‘growing’ areas of the company that are also suffering from high resignations.
The problem is that ExxonMobil wants to pay EVERYONE at 50% point for a manufacturing engineer. They cannot wrap-their-head around the fact that there are roles that typically make more than an engineer outside the company.
3-4 years ago
@1ekv That isn’t happening.
Matter of fact, a lot of former EM employees have taken diminished titles and pay cuts, at least around Houston.
Some of your former colleagues have gone from making upward of $170k annually to making between $120k to $140k annually. Ageism is playing a role because they know a lot of places won’t hire someone over 50, so they undercut themselves to compete in the local labor pool. That’s one reason why you see job requisitions asking for 15+ years of experience and only paying $110k/year (ex. Technip).
I have a colleague who is sniffing every possible B.S. intentional travel he can get on to collect frequent flyer miles and hotel points. The person not only wastes company money but also spends weeks traveling for meaningless tasks. Others have not taste and expertise and live off of ex-pat B.S. assignments providing meaningless contribution to the intellectual progress of the company.
The company lost its soul and its purpose when it allowed sycophants to becomes parasites for life and stopped rewarding genuine hard working employees. This hs been going on for more than a decade.
When the company started promoting tards as Second lines instead of firing them which was the last 10 years or so.
When TG was promoted to head of HR and thought a forced PIP process was "good for employee development."
When you are forced to watch these PDS training module every year reminding you to s it up and take it like a champ. Supervisor supposed to own up the ranking, it's not the systems fault (do not question the system). Also in the training, and explicit slide to say older ppl may get PIL or just early retirement. Icing on the cake, you can be OP year after year, but 1 PIP and you could be gone.......don't take it for granted.
When you could leave for a $50-80k / year raise.
When the despicable Pinocchio took the CEO position, and all the cr@p in the board took their places in the board. You have to count all the managers. as well. If you do not believe me, ask people from Permian what happened 2 years ago.
When they strong armed a lab union to allow contractors to replace them
In the middle of 2019, months before COVID gave the senior executives their “get out of jail free” cards, it became apparent that we were deeply in debt, and barely able to cover the dividend payments. The G-d pod cr—ped their collective pants, and decided to cover those debts with layoffs-oops, PIPs.
2020
When it changed is very subjective.
The fact it changed is indisputable.
- I hired on in 2019 and one of their big selling points was long term career stability. Turns out that's a huge load of B.S. so I keep my resume locked and loaded and keep in touch with recruiters. We're all on a one year contract.
Emphasis on "was"
2019
When Darren Woods became the CEO.
Never stop looking for the next job