Contractors dont get benefits and the 14,000 people is the worldwide headcount reduction. Estimated at 50% employees and 50% contractors.
You need to check your numbers, not every employee makes American salary + compensation.
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@1qpe+187s9FD1 You need to check your total compensation summary that is sent out each year. Your numbers are way too low considering all the benefits beyond salary the company pays. You are getting paid more in benefits than you realize.
@1pbz+187s9FD1 You say spineless I say realist, Those who don’t tow the line are quickly PIPd. Many managers do what they can behind the scenes to get a better outcome. If they go totally off and fight higher management they will be sacked and then can do nothing. I’ll take a manager who does what they have to while choosing battles they can actually win over one who dies on a hill and accomplishes nothing other than being made an example out of and fired.
Cogs in this machine will execute to the best of their incompetence. When Exxon selects managers, they rescind their spine and soul as demonstration of loyalty. Names for layoffs were provided from supervisors to managers to fit VPs targets.
We’re all just a number in some sheet of paper.
VPs can’t get their bonuses unless they cut aggressively and prove they care.
Just some rough numbers here - let's assume the average salary all-in costs are $150k. Then eliminating 14000 employees/contractors since 2019, yields about $2.1B in "savings." About the same savings that would have been generated by a 15% cut to the dividends.
I hope that there is some local judgement invoked in this process & that it is not entirely derived from a list put together in ignorance of work activities. The upstream area I am currently assigned to is, in fact, frantically busy. A few ill-conceived layoffs would be crippling to the “survivors”.
Decisions are being made at a high level then supervisors are told to deliver the news even though they had no input on the process.
It isn’t based on paper. It is based on management opinion of who they need to keep and who they can live without while still meeting their KPIs. If they don’t meet their KPIs they are next to be fired. If they think you add value they will keep you. If they think others can get your work done including BTC you are fired. It is same as layoffs at any other company. If j you oh are in the wrong role at h to be wrong time you are out of luck.
There isn’t an equation that is being used in the USA. Basically each manager was asked what is the bare minimum you can have and still get work done. The next question was how many of these people can we replace with India BTC or by rotating Indians to the USA on business trips. In many cases upper management then said cut X more than you told me. If you are in a role that BTC can do you are gone. If your manager thinks you are the person she can most easily afford to let go you are gone. There wasn’t any justification required so some groups were much more aggressive in cuts than others. If you survive and your group was cut heavily prepare for even longer work hours.
Not sure if it matters if direct report or not. For the most part, even they do not really have a clue what you do.
“People are our biggest asses”
- the ‘t’ is a typo in the Great Exxonmobil policy book which the ‘leaders’ are trained to quote
VPs don’t even have to learn a bunch of names before firing them.
They have “communicators” to pull the trigger for them.
And they have the nerve to claim they care about people - their “most important asset”.
Terminators have no answers just pink slips.