It’s official....the number of employees that resigned from Chesapeake since the January RIF is more than were layed off in the RIF. Management needs to step up and make an effort or there won’t be any worker bees remaining.
14 replies (most recent on top)
Ahh, news flash! You can work hard and learn new skills without working at an emotional sink hole like chesa. What good is 6 weeks of vacation if you can't keep up with the workload and have to lose PTO time year after year. Take this wonderful opportunity of a low unemployment environment and find a better place to work.
You all just listed some of the reasons I left this year. And reading all of this validates my decision to do so. Sooo glad I left. I work for an amazing company now. Great pay, great benefits. And the best part. Competent leadership. Good luck to all of you. Especially those who are afraid of change (going after a better working environment).
To the person who mentioned taking a noose to the top of the mood elevator. Thats where I was at.
Agree x78. Great suggestion on the bonus and comp. Maybe quarterly targets or some metrics that could be incorporated on a monthly basis. Idk something to think about.
Speaking of HR and what’s left....
Why DO we have a VP of HR? And who exactly is he/she? Lol. Maybe we could trim or does RDL need someone to keep his vacation calendar?
Agree X 69. Can't say I'm surprised. If management wasn't so stupid they would stop paying bonuses. Just include all the compensation in your check. Make X% tied to performance. Our bonus and goals program is an enormous waste of time. And... Drumroll please... EVERYBODY RESIGNS ARTER THEY GET PAID THE BONUS. After the '18 bonus was paid, HR (what is left of it) must have been pretty tired with all the paperwork and exit interviews. I'm hearing more and more every day (people are talking) that we aren't getting applicants for some job postings. PS - management, we have a great compensation package, an unrivaled 401k match, a beautiful place to work, tons of other perks. Yet, people are fleeing in droves. The one thing we don't seem to have is respect. At least respect is free and we don't need the bank's permission to use it. Maybe director and up will figure this out one day. POLL: when was last time you spoke with your director? (Individual contributors only, I'd like to know)
I also agree. I'm as positive a person as they come but it's clear that OKC management doesn't have a good understanding of it's own business operations, both there in the city and in the field. The rotating management throws out new ideas, completes them without consensus or with only consultant help, and then parades what they did in meetings and townhalls. That's great but the major problems aren't solved and opportunities for greater efficiency are being missed. I wonder if people are just fed up with it and bailing out when the chance comes.
You know what we need. A 20 year old vice president. That looks good.
Just stop giving a sh*t like I did a couple years ago. Come in when you want , leave when you want. Who really cares? What are they going to do if you're a great employee?They're sure not going to reward you accordingly, so enjoy you're time at chk. I have a resume that looks great for when I'm ready to walk but for now it's pretty much. cake walk and it's adequate to fund what I want to do in a low cost area like OKC
Agreed. Every day brings a new challenge that is a DIRECT cause of the layoffs.
It's been several months, and it's not getting any better. I've been patient, a team player, and every other thing that's asked of me (and much more).
Speaking of self-inflicted wounds, I am contemplating carrying a noose to the top of my mood ladder elevator circle cone.
AGREE X 6....lol who is writing these messages?! It’s like I am back in elementary school.
Agree x5. Add to that shrinking management opportunities or opportunities for advancement and it’s a dead end. You will learn a lot (sometimes more of what not to do). Still run into many pockets of resistance to change which is normal anywhere. Hardest part is expectations are still that of a large organization. No longer carry the clout with vendors and no longer a dozen employees to throw at a problem. Takes for ever to get issues resolved, projects completed or even finding someone who knows how to help. No plan for training or transferring duties. Just here’s your new person and they know nothing and no one is left to show them. If they can figure out the problem they are a good, which means they will move on from here. Such is the world of a shrinking company which they don’t know how to manage. Surprised all the consultants running around haven’t clued in mgmt.
Agree x2. Use them like they use us. CHK is not a destination anymore. It’s a waypoint for the next stop in your career. The management team, well what can you say, they try, but it’s obvious that after five years it’s timdcfor new blood or a sell off. So work hard, learn what you can and prepare yourself for the next opportunity!
New normal. Less people, more work. Get the experience you need and then go get the job you want. Opportunities are out there, much better work life balance. Not to mention better managed organizations. Rotating wheel of managers who have no idea about the work involved and can’t appreciate the work being done. Fake appreciation is worse than none at all. Projects like the ones we are undertaking are special events at other companies and are rewarded as such. CHK is trying to tout as the new norm. Done working long hours and losing PTO for nothing. Great experience, so the payoff is when you move on.
What do you suggest management does? I left Chesapeake after the RIF. I see the writing on the wall and it does not look good to me. So I left for a better op with a competitor. More stable, more money, better management and better morale. Good luck to those still at the Peake....
Quit worrying... they have a five year plan.... er well maybe a ten year plan... er assume positive intent!!