How quickly will replacement hiring begin after this layoff cycle? What business function will begin hiring first?
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@a3 the teenager glued to TikTok can do the job faster with less complaining than the boomer that can’t open a pdf but has so much “experience”
Energy is a commodity business not a growth business in aspect of creating premium value. In a commodity margins are thin and always getting thinner. So constant layoff a common if you look at other commodity based companies outside of energy.
I’d bet they already have multiple workers from lower cost countries ready to slide into the vacated spots the afternoon of the layoff. Seen it before.
@cv I think it is the system that doesn't properly motivate people. It is a combination of factors from our ratings system, to being far away from the wellhead, to layoffs at a time in which perceptively we have the highest production in company history. If I save the company money, which comes at the cost of my effort, what does it get me? I have to go way above my daily job to prove its a good idea and I get pushback at every corner.
Maybe RL and crew have it right, tear it all down and see what arises from the ashes.
This discussion is the perfect demonstrates that nobody takes responsibility to make things better.
The managers are blaming the workers.
The workers are blaming the managers.
Everyone should look in the mirror.
We are all just playing musical chairs until AI or Indian call centers take our jerbs
You’re griping with the wrong side of the pyramid. 10 or less university hires per function is laughable compared to the bloat we have at the director level and higher. Always fun to see how many “managers” report to managers and only have 1-2 direct reports. Those are the cuts CEP should be addressing, not taking a machete to worker bees.
But hey! We are still hiring university hires! #ridiculous
How many years, or months, before it’s decided we have too many employees again, and layoffs are back yet again. Is there any other industry that does this every 3 years ad nauseum? So we’re just never nimble enough, no matter how many previous rounds have occurred? What about the paper pushers? Where are the efficiencies there?
My theory is that if the company was more aggressive in firing and properly handling poor performers, we wouldn't be pushing as much for consultants. The good thing about a consultant is that you can just tell them you don't need them anymore without fear of reprisal or lawsuits. I have seen directors not dole out 4s or put a person on a PIP because it would reflect negatively on their leadership. Forced rankings down to a 4 level could be helpful but the real solution is that supervisors shouldn't need to be 'afraid' to provide honest feedback about low performers. Right now, the burden is on the supervisor to prove low performance. Burden should be on the low performer.
Let's hire a stupid consultant firm just to tell us to hire contractors and then those contractors are horrible and causing the full time employees to pick up their slack. Once they realize their mistake, they'll hire a lot of people and then repeat the cycle.
It doesn't take a genius to understand that hiring contractors/consultant are bad overall for company (mind you, there are some good ones out there). It's a shame where the US is heading with outsourcing.
$100 / hr, you wish! Consultant rates are $2400/day plus
It’s comical. Let the employee with 20 years experience @ 140K walk and bring in teenager from Deloitte @ $100/hr who is glued to her TikTok. The math, maths! But she is a power BI expert!