Too many people with experience and valuable knowledge are going to our competition because they're getting better offers. I'm yet to hear about any of them getting a counteroffer once they give their notice. Does this leadership really think we can afford to lose so much institutional knowledge at once?
10 replies (most recent on top)
Sad but true!; but you start to look the Exxon!
You cannot put any faith in the attrition numbers that the company produces...the company mainly focuses on voluntary attrition and that means that someone in HR has to actually code it correctly when someone leaves the company and if we were doing it right, interview for the reason and code that as well. You can slice and dice the numbers to fit the narrative you want. Reminds me of the whole fake news on the last forced move to Houston (was it IT?) where only x% were severed for not moving...those books were cooked bc those folks that didn't move, got other jobs, therefore they were not severed and were not counted as workforce that opted to not move...they would have been counted as finding work elsewhere. What's your narrative?
Attrition is super low, and everyone is replaceable.
Where are you going to work..???? Most of us don’t have what it takes to
Work at XOM, and Shell still has a
High bar… where are the GoM folks going? Don’t see a lot of you begging to move to midland either. Stop spreading rumors about how great the job market is
Everyone at CVX is just a #. Good people have been leaving for the past 10years. Why do you think the # of PSG 22/23s in engineer and wells is is very low? Because they all left over the last 5yrs.
A better question would be if HR is interviewing employees that are leaving and hearing their feedback and actually making changes. I think we all know the answer to that is management is not listening.
“At the enterprise level we are not seeing high attrition.”
Spoken like true HR, how would you know if you were loosing talent?
IT has been suffering from this for many, many years. The reduction in technical roles and using old, boring technologies drives away the best developers who want to develop, not configure SalesForce or some other SaaS application.
The ones left are mediocre App Engineers with little to no technical knowledge working with horrible offshore MSP developers who know maybe even less than the Chevron AEs. Together they build horrible piles of sh!t that don’t work reliably and are never updated because nobody knows how they actually work anymore since the handover to MSP years ago.
We’ll continue to lose the best ones in SR as they won’t move to HOU, and our IT leaders will continue to p!ss on our legs and tell us we’re a powerhouse of IT talent while anyone actually working on a delivery team suffers through working with mo--ns in the US and India who don’t even know what “cloud” means.
Losing too many good employees? In what department? At the enterprise level we are not seeing high attrition. So no change in our approach.
Counteroffers don't work. Any employee who has made up their mind to go isn't going to magically have all of their problems solved by more money. They'll work for another 3-6 months, then be out the door again. Better to give them a handshake, show them the door and start rebuilding immediately.
There is not much out there, don't spread false information, the compensation is not that great either, the industry is consolidating, most companies across all different sectors are laying off, Intel is cutting 15,000 employees, this year and next is the restructuring year,the notion of too many good employee indicates the ones who stay are not good? Chevron only hires good employees and the hiring is not easy as you all know.