As a 20 year employee I have noticed over the years they rank and promote the new hires and then stop growth for most in their mid 40’s. 40 plus get ranked the lowest and it is very humiliating when you are mentoring and training coworkers that are ranked higher than you are. I guess we all get our turn, but it’s a cut throat way to do buisness. Many of the most brilliant leave or get fired for low performance. If you are young run as fast as you can away from this company!! Don’t make the same mistake I did.
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Keep America great? The employees we hire in KL, BA or Bangalore are smart, well educated and work hard. It is difficult to find that in the US.
Abolish HR? Not to worry...look at the announcements. HR is going to South America, IT already owned by HCL, Accounting going to KL. Why? If ExxonMobil is going to cut salaries and benefits why not keep the jobs here in the U.S. and keep America great? Why not hold management accountable for what they say and do? I had a manager ask me my age and years of service then stated, that I’m overpaid and I should get ready for the slaughter house. WTH! For the past 25 years, I’ve been a dedicated top performer and this is what I get in return. There is saying that goes like this...”keep your friends close, your enemies closer.” Your skeletons are about to fall out of the closet.
This post is all too familiar. If you are a technical person (i.e. not in management), do not stay at EM too long. Get your 5-6 years of experience then move on. Once you get into your 40s and are not on the management track, you are toast. Development slows or stops even if you are a top performer in the constantly degrading forced ranking system. Often, the supervisors know nothing about the area they are supervising and have no ability or desire to develop the new hires or the experienced people they have. They are too worried about their own career and there is no accountability for how they develop people. The ExxonMobil of today is nothing like it was 15 years ago. Retention is poor at several sites. That should tell you something.
The entire purpose of institutional turnover, especially beginning at 45+ birthday or if you have 15 or more years of service, is pretty obvious to me... it’s to keep the payroll, healthcare and pension benefits burden as low as possible.
The auditors need to go back in the hole they came out from.
Exxon is brutal. I had a mentor when I first hired on that was in his mid 40’s. We became good friend and over some drinks he told me exactly what the OP posted. At 5 years of service I got out of Exxon and have since moved to a smaller operator. I highly recommend not working for a major unless you are a diversity candidate and they need you for the numbers. The problem is if you stay to long it’s hard to leave as it’s all you know.
HR is your friend... hahahaha. NOT!!
I agree. they need to get rid of some of the management positions, and abolish all of HR.