I wish they would land on a criteria and stick to for more than a year or two. Must be trying to get rid of some NRE folks. More headcount reductions to come...
63 replies (most recent on top)
All these are just distraction. The main objective is to push the share price up and give shareholders the confidence that the dividends will grow. If you are holding the shares, you should have seen how xom has recovered since covid. DW has to proof that he perform like the other CEOs in order to keep doing what he is doing.
@n4 if India is so great, why are you guys at everywhere but India. First to leave when covid breaks out, and always commenting how great India is.
@n4 workplace misconduct, including inappropriate interactions with female colleagues, disregard for basic hygiene expectations, failure to follow standard office etiquette, and issues involving the manipulation or creation of inaccurate data. I am trying to understand whether these behaviors stem from "European looting..." Stop playing the victim card
You dare judge India’s covilization, when you are descendents of a genocidal ‘civilization’.
America did not exisit 250 years ago. India and its people and culture has existed for 10000 years and will continue to exist. Yes there is poverty and civic sense on cleanliness is poor at this point in time, because your European ancestors looted our country for the last 250 years to build your own.
Give it some time, India will be back to the top again, like it always was.
Respect fellow humans, love and let love dear morally depleted Americans. If you show disrespect, you will be shown disrespect in return, as obvious in the world right now.
Your executives need India and BTC, not the other way round, get that in your head and cry in the corner of your bedroom.
Target hiring in the thousands in Bangalore while getting lazy b-ms of Houston campus out.
@ma Yeah… what is going on with that smell. Seriously. A shower isn’t exactly cutting‑edge technology — it’s basic civilization at this point.
Indians run this company, execs or not we know amd understand. Our work is worship.
For Americans? Look at yoir leaders and you know what they worship and whete tbey worship ahem LaQuinta
I am Indian and I can see the rascism here. Yet Indians are blamed for what happens.
We work long hours and are most collaborative, yet we are blamed.
We dial in at late hours for your meetings yet we are blamed
Many and most of US new hires or supervisors are inferior to us Technically, yet act superior.
Most US managers are coasting and using our work to their glory but are not held accountable.
No one in higher positions are Indians and even few who go up have to prove themselves over and again and get targeted and passed on for promotions.
So it’s ironical for me to see statements about fairness.
GFY, long time coming coasting NREs, esp. the Execs coasting
In a way the NREs were shielding the rest of the rank group because NREs ranked NSI could not be separated from the company. A manager that did not want to lose anyone on their team could NSI an NRE employee with no loss of employees. The NRE would go through the perfunctory DPC process and of course would pass.
I personally volunteered for NSI as an NRE. I did this for two reasons. 1. To retire early (the 3 months pushed me to my retirement date), and 2. To save someone else from having to go through the PIP process.
Now the NREs will not be willing to "take one for the team".
Total rewards and well-being
Our compensation, benefits, and programs are designed to attract and retain the best talent for a long-term career. Our comprehensive total rewards helps our employees thrive in and out of the office.
Highly differentiated pay-for-performance is foundational to our compensation program design. The design of our programs and processes drives unbiased outcomes. Specific to compensation, this results in the same levels of compensation for the same performance, experience, and level, thereby maintaining internal alignment.
Our review of pay outcomes includes comparative analysis of compensation of women and men, and minority and non-minorities in the U.S. Recent third-party analysis, conducted in early 2025, validated that the design of the system is working as intended – compensation is at parity . Analysis across the U.S. population showed a pay gap of less than 0.5% between women and men, and minority and non-minority employees in the U.S.
It’s liberation day for Exxon employees. For far too long, those who can’t run the marathon, thought all they needed to do is run till mile 20 and someone will carry them to 26.2 (DPC). No more. You got to run yourself fully to earn the medal. No more freebies.
Hope this clarity liberates you to work hard and think hard if this is right place for you rather than just pray hard that you survive.
BTC makes us great again.
The worst culture in the company is right now in some Uncon teams where everyone is expected to work on weekends, 13-15 hour days. The mangers of these teams gaslight and yell at their supervisors who then gaslight and yell at their direct reports.
Why is this relevant here on this post? Beciae these shell of ‘human being managers’ feed off of the fear PA system creates versus questioning and standing up for basic human rights of having some lofe beyond work. Employees in these teams are no less than slaves and it is all becuase of some third grade Indian managers who dont have and can never have a life beyond work. losers and loners creating he-l for others for extra $$.
I don’t think we were done with this discussion topic? It seems to have magically been pushed down the board overnight.
The irony is clear: employees are constantly pushed to adapt to whatever the company defines as most valuable, switching roles, learning from scratch, delivering under pressure, and reinventing themselves every cycle just to stay relevant. Meanwhile, leadership, which actually has the power to shape the company’s future, remains in its comfort zone, avoiding exposure to new markets such as electrons, wind, and solar that could drive growth and, more importantly, prevent the loss of talent.
In the end, total adaptability is demanded from those with the least decision-making power, while those who could create real structural impact choose not to change and instead blame low performers for the not so competitive results.
@aw except for executives. Executive pay is benchmarked to different companies than employee pay and I am sure they don’t target the midpoint for executives. Totally rigged system. Totally corrupt. Dishonest. Evil. Immoral. The gap between executive pay and employee pay is inexcusable. You are telling me the CEO of Exxon during the 1980’s didn’t work as hard as current executives?
"After hearing that a victory had cost him a devastating proportion of his army, Napoleon is said to have remarked, 'Another such victory and we are undone.' This is the winning leadership is after?
"Exxon using pip deny package"
When they assign PIP % before PA meeting. It's self explanatory
https://www.theretirementgroup.com/featured-article/exxonmobil-continues-to-deny-using-a-pip-as-a-layoff
They updated the phrase “employees are our most valuable asset” to “employees are our most expensive asset”.
it's a global war. folks in GBCs (budapest, ba, bangkok, KL) are reeling from the news. belgians are going through an exercise to indicate if they want to volunteer to leave, and it's almost like the company is pushing them out the door. sc-mbags dw and management.
The corps formal declaration of war on it’s employees
When you read the email just sub any phrases such as "high performing" or "industry leading" or "best team in the industry" with "lowest cost" or related cost savings phrase and everything will make more sense.
True story, I was once laid off from a company as an early 30 year old simply to offset the average age of the group that was laid off.
The company has to show that there is no bias for ages over 40. It happens.
@c3 where is it started the nsi target is 5%?
To the 30 year olds who don’t think this affects them, think again. HR will have to start looking at age distributions to make sure there isn’t an unproportionate number of old people in NSI. That means the NSI category will be better allocated across all age ranges.
@c0 Do you even work for the same company people are talking about here?! NSI doesn't have any thing to do with your performance. It's common knowledge
Jeez, and I thought working for M. Wirth was painful.
NRE will get Zero pay raise. Even if they stay till age 60 inflation wipes out the value of the pension lump sum. Your best protection is being "employable" elsewhere. or being in a critical position doing critical work
Just when you think the assessment process can't get worse, HR and DW put their heads together and find a way to make it more demoralizing.
EM tries to get us to work in seamless teams while threatening to fire anyone that gets targeted for any reason. It is a fact that NSI is not based only on performance.
WAEM
These actions will also work against EM's obsession with younger/cheaper workers. To be effective, there will be an ongoing need (so I'm told by my managers) to mentor these folks (I just nod & give my "can do" smile). Unfortunately, EM will be PIP-ing away their supply of qualified mentors. I sincerely hope that these managers get what they deserve.
Let's do some calculations, XOM has 30k employees, NSI target is 5% (without counting below 5 years in the company NIs that also enter MRLP program). It means 1.5k get NSI every year. Multiplied by 5 years: 7.5k. So, Today 1 out 4 employees (25%) will lose the sleep because from sudden if PA does not go well this year they are terminated automatically in some months. Now remember that there is something called cognitive and health decline with age, so many NSI are NRE. They said in forums that 50% of Houston employees will retire in next 10 years. These also from sudden received notice of a change that increases the risk of job loss in short term. Isn't it too impactful of a significant number of employees to be just thrown in an email? I had hope Polaris would change our PA to something more data driven instead of blank pages narratives and 2 minutes summary discussed by people who never worked with us, but it is the opposite, it is getting even heavier. Is the north star pointing to our shoes? I think HR needs an NSI this year, it seens it has forgotten the meaning of the H in the acronym HR. Oh, don't forget one of the XOM values is Care, greatly demonstrated in the email received Today.
I sure hope Darren gets a big raise this year.
@bq It isn't just 52 to 55. It is anyone over 52 with 12 years of service, which are predominantly the experienced hires that joined mid career >40.
It isn’t negate NSI doesn’t mean termination. May get terminated if their performance doesn’t improve. Not a layoff
Announcing the % of people that Need Significant Improvement PRIOR to beginning the assessment process is a layoff. More precisely it is a layoff that EM is not reporting to the Texas Workforce Commission.
The competitors of ExxonMobil must be loving this.
First, Exxon signals its desperation to cut costs.
Second, employees will be too busy competing against each other and undermining one another to improve their ranking, instead of delivering results that actually help the company evolve.
For those “in the know” on the new policy was any actual rationale given? What percentage of staff right now is truly in the 52–55 range? Was that percentage so unusually large that it effectively meant no one could be forced out for three years… really? Or is this just Polaris mentality, simplify it just because it's easier for them.
Just the email wording itself indicates age discrimination as they are targetting a certain age group.
Dear HR, if you are reading this, the risk for mid career employees is now higher to stay then to leave, your salary treatment does not allow us to save enough money to prepare for retirement without the pension, and you are insufficiently committed to helping us reach retirement if we spend the latter half of our career with you. Pension needs to be replaced immediately with something that matches this approach to people management.