Instead of focusing on the work I have ahead of me in 2021 that is actually going to be stimulating, I'm focusing on the upcoming assessment cycle that is probably going to be brutal. If they keep quotas, most of us will be shifted down to fill the spots of people previously laid off. It's sad I have to think like this. This is one reason why we have a toxic culture.
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@2paf+18FDmZrB And he has zero credibility.
DW himself has said the PDS cycle was not a headcount reduction tool.
At least you can claim the works work of laid-off coworkers as yours.
#HungerGames
This year’s revamp was so pathetic. Still five buckets. Still a forced distribution. Only change was adding flowery names to the buckets and taking away the limits for how much you can drop in a year which is obviously to the company’s advantage for headcount reduction. No 360 feedback requirement implemented for toxic leaders. No training to workforce on how to provide meaningful IKOs.
The ranking programs will never have meaningful change unless the company starts to being in executive level management from outside. Those who could change it have been successful under the current system so have no reason to change it.
Local desktop support are cheap contractors.
EMIT layoffs in
33% Canada
70% EU
Those jobs were moved to South America and Asia, and they’re not done yet. Canada didn’t allow for voluntary layoffs because 33% isn’t enough. They went after mid-career people and kept retirement eligible people because the latter will leave for free in 1-3 years, and those RE will not be replaced in Canada when they go.
All of emit? All the sites I work at hand local personnel.
Lol toxic? We have the best culture! Consultants we hire told us that! Didn’t you hear DW forum when he spoke.. he said he compared with Microsoft and Google! And he feels good about it! Go Darren!
It is a bad environment, it will remain toxic for at least a few cycles or till there is an upswing. Unfortunately many may be impacted in the mean time. These are just facts and no matter whether you swing a v/v open or light a burner, your job can be outsourced. Wood group and others are doing just that.
For me, I just don't want to drain myself every day with these type bs. There are much better work environment out there. I am trying to get off this soul destroying assessments.
That’s was said when EMIT was moved to South America and Asia. It happened anyway.
Take the time to impress your Supervisor? What a joke! They’ve already decided whether or not they like you. Forget your knowledge and skills because they have. Have a plan B and be ready and I mean really be ready. Brighter days are ahead but, it won’t be at XOM.
Anyone who hasn’t considered the ramifications of the layoff in the next assessment cycle is going to be surprised in a bad way. Buckle up. It’s going to be quite a ride for many years for those who choose to try and ride the tiger.
Mmm. This is the comment that only those with zero foresight into the new problems this strategy will have.
Can some be sent overseas? Sure. All? Definety not.
Ranking will occur as normal next year. There is no limit to how far you can move up or down. The buckets must all be filled so downward pressure is immense. We are all just one bad assessment away from being fired.
I've a PhD in Chemistry from MIT.
My son is a certified mechanic for BMW.
Guess who has a job next year?
Unless you are turning a valve, your job can be outsourced or moved to Asia.
Have fun!
The downward pressure in the relative assessment process will affect most employees to some degree.
Of course, the impact to groups like HR (which is being slashed by 43% with layoffs and disguised layoffs) will be devastating. In HR, those in the top 10-15% will be ok for now but all others face a future of much lower relative performance assessments, zero salary treatment and very tenuous long term job security. Of course, HR employees also know their management will continue to send their jobs overseas in the coming years.
At least the few long term survivors in HR can hope the Savings Plan match is reinstated sometime in the next several years. Everyone needs a carrot to sustain their morale and motivation.
If you are qualified, it is pretty simple (or ugly simple).
Move on to a better and more conducive environment.
You are selling your mind and your body in the system.
Make the best of you - not of it.
I'm the last bona fide Toxicologist in EM - and they are getting rid of me.
Have mercy on yourself.
@OP- you don't have to worry. There is no assessment next year. You SLS will communicate the plan to you in Jan/Fe. Some folks will still be selected for PIP though
For the next rank cycle, it may be correct to assume that the vast majority of employees will automatically move down one rank group. However, remember that for the last cycle, they removed the limitation on how far you could move up or down from your last position (RGP).
Back in July, we understood that this gave managers and supervisors the power to pick and choose who they wanted to place in the NSI group and use for the first wave of layoffs. Many were placed there for reasons completely unrelated to performance (e.g. age, bad working relationship with manager, expendable skills).
If they haven’t reinstated the safety net (which I always thought was +/- 15% RGP), then watch out. Anybody could be targeted!
Looking into the future one year down the road, two years down the road, etc. Things can be worse than now. There are politicians who are moving to get from O&G asap. It’s never going to be like it was. And yes one can stay and try to make a career in O&G, but all the time it takes to build reputation and learn the company can come to nothing when you have to leave for a new company or even industry. When you go somewhere new, you lose what you built at your previous company. Think about it. People should really think about what they want and if they want to climb higher in management and have high flying career then a new industry in a stable combing may be the best place.
Post sounds reasonable to me. It does add extra stress to your life. Make sure you have a good outlet.
I understand. It’s bad for mental health.
Use this time wisely to impress your supervisors AND prepare your contacts and CV at the same time. Ideally, execute a well developed exit plan up to actually accepting an offer, get the results of your PDS then choose.
It really is time to take MOH leave under a company psychologist’s care. OP’s post sounds like a cry for mental health help.