#reorg

Anyone have any real information regarding the all hands call for the centralized team under Hristov and King? Last minute email went out mid afternoon.

When is it happening? Org chart mock-ups, hiring freezes.... fess up if you know!

The reorg has dragged on so long, and conditions have gotten so bad, that some of us almost hope to be let go, and feel no relief when we aren’t. Clearly, nobody at the top gives two sh--s about how this drawn-out anxiety is grinding us down. On a personal level alone, it’s brutal. It’s beyond exhausting. This state of mind leadership has driven us to is not normal, nor is it healthy.

Of course we don’t know when. But who feels as if their division will get realigned sooner than later?

Division name only and a guess when it will occur to keep it anonymous

Anyone else heading of layoffs in the US soon?

This loooong reorg, threat of job loss, time to look for another, etc, takes a toll on the whole family, relationships, marriage, friendships. So many are tired of hearing about the drama. Internal family dynamics are so stressed. It’s so damaging beyond a lot of posters who are like there’s life beyond here etc. it’s true but it’s a deep cut no one at the working level asked for.

The reorg in sales is leading to upcoming LRs.

This man is arrogance personified . Can’t take simple decisions because he doesn’t know what to do. AI group will in most likely hood be merged with DCG and the Si group with new external leaders in place .High time LBT boots this mo--n out.

I just had a conversation with my new boss after getting the new role, and I’m really enjoying it here at Chevron. I recently got promoted, which has been a huge relief, especially since I’m a new dad, definitely makes life a bit easier. However, my boss did mention that I shouldn’t get too comfortable, as the future of HSE and ETC is uncertain. The organization still seems a bit bloated compared to other companies, and there’s talk that HSE and ETC might eventually be absorbed into Ops or FE, or restructured in some way.

I have my MS, and many of my mentors at Chevron, who have all recently retired, have been advising me to start looking at other opportunities. They’re saying that the HSE and ETC leadership roles, like VP, may disappear. While I’m excited about this new position, I can’t help but wonder whether I should start updating my resume now or wait to see how things play out. I’ve also heard that both of the VPs in these areas don’t have the best reputation internally or externally, so I’ve been cautioned to be careful when I start exploring other options.

Would love to hear thoughts from anyone who’s been in a similar situation or has any advice on how to approach this.

The stricter RTO is just part of it. Eternal reorganization, months of uncertainty about what’s coming for each of us - that’s another layer. Teams are in chaos, handling workloads meant for far more people. Managers seem completely oblivious to anxious, restless, overworked, burnt-out employees. It’s all either by design or sheer disregard for the workforce. Either way, it might come back to bite them, as the best people are always the first to leave.

Massive company wide re org announcing in the next week … anyone know more information ?

September 18, 2025
A Sincere Letter to Our Valued Team,
I am writing to you today with a heavy heart and a clear mind. As many of you know, I've always been a champion of efficiency, of "right-sizing" our corporate structure, and of what I've often referred to as "Transforming to Win" or "Leading Performance". I've always seen these actions as necessary, as a way to trim the fat and make us lean, mean, and profitable.
But lately, something has changed. My quarterly "talent re-calibration" became a monthly habit, then a weekly compulsion, and, if I'm being honest, sometimes an afternoon delight. I started seeing patterns in the employee directory that only I could see—a department with 12 people was "bloated," one with six was "inefficient," and one with a single person was "a silo." The spreadsheet with names and metrics became a siren's call. The little "delete" button next to your names became a part of me.
I would tell myself it was for the good of the company, that the stock price depended on it, or that we were just "optimizing for future growth." But in the quiet moments, I knew the truth. I am addicted to layoffs. The rush of sending that email, the satisfying thud of the "send" button, the immediate emptiness in the office as cubicles go dark—it's a high I just can't quit.
My family and friends have tried to intervene. They've found me at all hours of the night in the office, muttering about synergy and streamlining, with a half-eaten bag of chips and a list of employees whose positions are "redundant." Last week, I tried to lay off the mailman. Yesterday, I almost fired my own son for "not meeting key performance indicators" on his homework.
It’s clear I need help.
This is why, effective immediately, I will be checking into a specialized rehab facility. It’s called "Re-org Anonymous," and I am hopeful their 12-step program, which includes admitting I have a problem and making amends, will help me recover. I'll be working on my compulsive behaviors, focusing on healthy communication, and, most importantly, learning to value people over profit margins.
My temporary replacement, a well-balanced and very stable consultant who has a proven track record of not laying off anyone for at least three years, will be in charge. Please give them your full support.
Wish me luck. I'll see you all on the other side. And please, for the love of all that is profitable, don't mention the word "headcount" in my presence.

Sincerely,
Your CEO (and recovering "Optimizer")

Hows Apache doing in these interesting times?
Will APA dump the North Sea assets on BPs lap…and say See Yeah…
Is the Permian basin witnessing hard declines yet? Daily ESP failures…
Will Surinam deliver as promised or at substantially lower rates?

You define the future…

Oddly enough, I didn't get an email about the role transition.

My relief of still having a j-o-b has worn off and reality has set in. If CVX was trying to be forward thinking in any capacity, they’ve failed miserably. This model won’t attract (or retain) top talent. Who signs up for a culture that lacks flexibility, provides minimal promotion opportunities, limited resources, and maximum workload? Certainly not the kind of people Chevron will need to stay competitive. This reorg is a joke. This isn’t about not being able to work remotely (solely). My primary complaint is that legacy CVX professionals have been placed in “supervisory” roles (again) in areas of the business they don’t have the capabilities to lead. I KNOW I’m disposable. One voice amongst thousands, but I am just so disappointed that I’m back in a place of looking over my shoulder for the next best opportunity.

Engineering, ops and development reorg rolling out this week to "align" every market to the common Operating Model. As far as I can tell it's the same as the area model, just shuffled around.

Due to both offshoring and reorgs, this org finds itself overstaffed.

It's incredible how long this is taking to correct.

Most will retain their jobs, but getting rid of the relatively few unproductive folks shouldn't be this difficult.

Wells would rather continue paying salaries, benefits, and bonuses to these people 🤷 🤡

I ask because there’s tonnes of positions opening up for external hires ….

Someone help me out here …

We’ve all just learned to live with it, while leadership couldn’t care less. Endless reorgs and layoffs have made one thing crystal clear - hard work and loyalty mean nothing here. At this point, I show up expecting nothing but a layoff notice, while being pushed every day to work like a mule. Sorry, but that’s not happening anymore. And from what I see, the vast majority share the same attitude.

I’m trying not to stress, but we’re losing several people to ERP right in the middle of our busiest season, including a couple of managers. The silver lining is that some fresh faces might finally help clean up the mess we’ve been dealing with for years. Need an overhaul.

Even with the VSP, regorgs in certain divisions are happening. They are gutting the workforce and making it really difficult for those of us remaining to get meaningful, necessary work done. Bravo!

Rumor is September is reorganize / layoff time. Only 2 Fridays left in September and everyone knows the announcements come on Friday. Wondering if the Elliot intervention has put the the breaks on the PepsiCo plans? Hmmm?

Rumblings of some reorgs happening again.

I want to be positive and optimistic (not a good trait on this website) about the changes and the move to the sport offence, but come on! Did you see that org chart? (Just go to the support documents in Workday) Over a hundred VPs in the first level (which should make the total about 300+ since most have VPs reporting to them), and every single sport is a whole org now. EH mention he has flattened the org because he has ~15 reports now, but what about the rest? I’m gonna just blame on my own stupidity for not understanding how this is progress.

Did your org protect managers by turning them ICs, and their RnRs remain almost (or) the same?

While good engineers doing the job are seeing the exit doors, there's still room to protect the friends

Can someone tell me how the he-l we keep going through re-org after re-org, yet somehow the absolute worst fu--ing leaders are the ones who survive every single time? It’s like the less you give a damn about the brand, the company, or your team, and the more you’re a selfish, toxic a--hole, the higher your chances of keeping your job. Actual competence? Doesn’t matter one bit.

We’ve got senior directors and VPs who should’ve been booted years ago, and everyone who works under them knows it. So what’s the deal? What’s the bullsh-t mechanism for deciding who stays and who goes at that level? And seriously, why the fu-k can’t we ever manage to promote the people who actually deserve it?

Any thoughts on the reorg ?

Is this a new re-org? That's too much change for folks in the UM. Sorry to hear this.

More layoffs today as part of "reorganizing" aka send more jobs over to India. Laid off some long time key players. Not sure how that will help with their tech consolidation. This place just continues to tank morale. Sad.

You can’t settle into your role before everything shifts again. It’s exhausting trying to stay productive when nothing stays the same long enough to get comfortable.

I used to work at Accenture about 15 years ago and spent nearly a decade there. Back then, things were aligned by industry. I was in media and entertainment within the electronics and high tech vertical, with a specialization in SAP, though I was not directly aligned with the SAP group. I was on the consulting side.

I’ve seen mentions of a new reorganization at Accenture, but I’m having trouble understanding how things are being structured now. Are the new groupings still focused on industries, or is it more around technology and capability? How do specializations like SAP fit in today?

I’d really appreciate it if any current employees could share some insight into how the company is evolving and what this latest reorg means in practice.

So does anyone have any actual news about actual layoffs coming up on September 15th? Per the contract we should know if any department will get buyouts of layoffs for the next quarter (bargained for that is) right before Christmas.
Here in southwest Construction dept had info of a reorganization among the state of Texas then it was all put on ice.
I assume they are waiting for surplus announcement first.
Repair department gets one job a day and most guys have nothing else all day so I can only assume their time is up but no news around here, anyone know anything about next week announcements please share.

Is it true markets BASS is merging into business control? That sounds like a mess and I feel bad for everyone on the BASS side. Hopefully FA gets the boot soon

Does anybody have any insight or guesses as to what this restructuring means for those of us who are at the bottom of the totem pole? And are all these additional roles really needed? Because this is really starting to feel like real-life game of Jinga with all these different additions and subtractions.

I hope this doesn’t come across the wrong way — I’m genuinely curious to understand how conversations landed and the shifts this week. Which functions have been most affected, and if your title changed, what did that look like for you?

I’ve heard a little about individuals moving into a different FoP but not much beyond that, so just trying to get a clearer picture from your perspective before the meeting on the 10th

From a fellow EMEA colleague trying not to twiddle thumbs

It's rumored in our office that the blank organization charts will be rolled out soon. Is anyone else hearing similar conversations?

EH is a charismatic leader who is adored by the Nike Staff. After all he had pretty bad boots to fill. Post this re org we need to see Nike rebound otherwise it’s just a constant annual thing which will make people just exhausted from their battle scars and leave on their own accord. Best of luck Nike

Word is effective 9/1 - they now have Prime and overlays vs. Traditional Oracle Model: Prime and Prime.
ERP/HCM/FIN are the Primes - Industrial, Construction, etc are overlays.
Comp Plans are being re-issued ?? Been in the works for awhile if Ops can turn comp plans on a dime.
This will lead to a SaaS management and rep/sc sla-ghter.

Foreshadowing of the DP Org.

Please confirm if this is accurate.

To absolutely no one's surprise, a show of interest was offered to PM's, ENG's, Fiber Splicers, etc to go to Network CO / ATT.

A fun rollercoaster!