Why is it that HR can cut benefits so fast at the first sign of trouble but takes months and months and months if ever to reinstate them?
18 replies (most recent on top)
Considering all the people we fired some people better be getting ready to be told they are no longer in the top two quintiles.
I know friends who were receiving RSUs who have left for better offers. If raises and other benefits don’t come back soon more will leave.
There’s no such thing as regretted attrition in EMIT. The faster they leave, the sooner they can disband the whole org.
@2ubi+1azdBZcD not what I’ve seen in EMIT. The attrition rate as a whole percentage is not very high, but regretted attrition including high performers is concerning.
The best indicator of whether XOM is paying competitive salary is if top two quintiles start voluntarily leaving. The attrition rates of top 2 quinitiles is very low right now.
HR does not make any decisions. They just implement them.
Is HR deciding what and where we've offshored jobs for past 20 years?
Is HR deciding next quarter's dividend or pumping investors with high-octane hooey?
None of that is even decided by the corpse executives (political engineers).
It's done by external consultants.
HR reads a script - like when you or I when we're cleaning that phosgene tank.
So have mercy please with what's left of HR.
And understand you are merely a resource - a spectrometer here, a flare there.
@1bbd+1azdBZcD agree with you 100%. The down votes are likely from people that the truth hurts. If you're upset about being underpaid, then vote with your feet.
If you’re still at Exxon then it’s because you were unsuccessful in finding a higher paying job elsewhere, and as a result are compensated proportionally (or potentially even overcompensated) relative to the amount of value you bring to the organization, which likely isn’t a whole lot. Instead of feeling like you’re entitled to all of these things (bennies, comp, bonus, etc.), you should spend your time making yourself a move valuable asset and then, assuming your successful, find a company that will compensate you for your skills and abilities. If you are not able to do that, then you probably aren’t that smart to begin with, and as a result, shouldn’t feel entitled to the aforementioned items. In either scenario, there’s literally 0 point in complaining about it on an anonymous layoff site
You must be NSI to believe there is no attrition. Lol!
@mbp+1azdBZcD then quit and go get the money elsewhere. If you can't find a job that pays you more, then you have no external market and are properly paid.
The goal is to make sure that all work is accomplished by two CL salary groups lower than what it is today. Do the math on the $$$ saved when employees in much lower CL salary groups is doing you job.
Benefits are the reverse of taxes. When taxes are instituted they never go away. When benefits are removed they never, ever come back. Why would EM bring them back when there is no attrition and everyone is showing up for work and doing their job and it is not needed to hire Gen Zs. Pensions and retiree health care are the next to go, you have been forewarned. No salary increases this year and only a pittance in 2022. More PIP and offshoring on the way in 2021 and 2022. And little to no opportunity for advancement unless you are in the special, select group. BTW, Woods 2020 net worth is $80M.
Inflation is real and we are all getting underpaid. You all need to be bold and speak out in town hall meetings. What do you have to loose?
@dvu+1azdBZcD
That is probably pretty good Exxon think, but let’s use some common sense (something sorely lacking at Exxon). A person laid off or PIP’d is chosen by Exxon. A person who resigns is out of their hands, and could cost them far more than the cost of severance.
Talking about benefits being restored is called psychological warfare to lessen the impact to employees who desire to have ar career at XOM.
Benefits are not "really" coming back until crude oil (Brent) consistently stays above $65 per bbl.
Listen carefully to Friday's 1Q2021 earnings call and especially the Annual Stockholders Meeting in May for additional details. I doubt that a definitive timetable for "benefit restoration" is going to be announced to the stockholders.
Why does HR think benefits need to come back? Attrition isn't where they want it quite yet and people resigning saves the company more than paying severance.
They should at least try to be fair. Some of us are making 30% less than we were making a year ago.
Maybe they should consider the cost of angry no loner loyal employees in their calculation
Penny wise
Pound foolish
When cutting, they focus on what they can save now. When adding, they focus on what it costs in perpetuity.