I’ve heard anticipation of departures following bonuses this year…and I plan on being one of them. Already have the resignation email drafted, and as soon as that check clears I’m hitting send. Who’s coming with me??
19 replies (most recent on top)
OP here, I'm going to try and get fired
@ja yeah that’s not true depending on retirement/severance agreement.
check out mentally now. Take the CIP, down size, and get on with living. Encourage your coworkers to do the same.
It's really not worth all the cr-p. When you're on your deathbed, will you feel sorry that you didn't maximize shareholder returns? Will you be so proud that you enslaved yourself to buy a luxury car and overspend on life? Died with excess? Will you realized you missed out on a meaningful opportunity of a real connection to your own life?
We are flesh and blood, life can be more than box stores and the clover shaped suburbs. You don't need this stuff, but the shareholders... they need you to suffer for them. You must keep working to support them, it's a noble sacrifice for to support the ruling class. You really wouldn't want to let them down. You're kids deserve all that expensive junk. This the the apex of humanity.
@d0 OP here. I was going to take EOI, actually…and then - censoring details here to protect anonymity - i realized there was a unique situation with opportunities for me beyond EOI/CIP in Q1, and in aggregate made sense to coast through CIP to see how it played out.
However, I will say, this embarrassment of a re-org and subsequent nonsense policy shifts (RTO - which recall was communicated after selections) - made me wish I’d EOI’ed. In fact, I 100% would have if they hadn’t been such cowards in announcing full RTO. Although, in retrospect, should’ve obvious and I failed my own intelligence test.
@b5 first paycheck in March. You must be employed through the end of February to get the CIP
you sound quite intelligent so i’m shocked you fell for “the talk”
don’t do it again, lesson learned
The post below has me riled up. I totally agree with it.
Someone in the performance ratings discussion drew a comparison to Meta's approach, which strikes me as ironic - we seem poised to adopt their more problematic practices while ignoring the substantial compensation packages (they typically pay twice what we offer for most roles) and genuine performance incentives they provide. Our 1-2% additional merit increases for exceeding expectations hardly constitute meaningful recognition.
https://www.levels.fyi/companies/meta/salaries
Last year, I seriously considered leaving when another opportunity emerged with a 30% salary increase in a comparable COL area. My manager at the time persuaded me to stay. Since then, that manager has been reassigned elsewhere, significant team restructuring has occurred, and approximately half of my former colleagues have departed voluntarily. Meanwhile, leadership continues implementing the same unsuccessful top-down strategies and consulting recommendations from previous years, simultaneously expanding offshore hiring under the assumption this will resolve our fundamental challenges - when evidence suggests it may exacerbate them.
The situation is particularly frustrating because my broader experience here has been overwhelmingly positive. I've consistently collaborated with exceptionally talented and, more remarkably, genuinely compassionate colleagues. It appears these qualities no longer align with organizational priorities, which seems remarkably shortsighted given our capacity for profitability even in challenging market conditions and the relatively minimal impact of labor costs on our overall revenue.
the people who can’t get the same or more money outside of oil and gas are not talented
their only skills are working the chevron political systems
do not listen to this person. assume they are saying “i know some people who were clueless about how to handle the open job market after being fired and thoroughly unprepared”. because they are.
No one leaves bc you all live well above your means. No one is going to pay you the same.
@op can I ask how many years of service you have? I don't get why people leave just after layoffs, unless they are never in scope and have no hope of EoI (tbh this has been the case in my department). Cheers and all the best
@ac
it's like an airport and folks are waiting for a connecting flight
@OP, you’re a liar.
@bh - OP here. Staying at Chevron at this point is an intelligence test - and staying is proof of failure. This place is the height of dysfunctional, and the only hope of turnaround is wish casting involving AI and offshoring. Career progression is dead, as is any upward advancement. The quality of output drops every year. Your smugness is the embodiment of all this places problems. All sizzle, no steak.
Bye.
When does CIP hit our bank accounts? It’s like Feb / March right??
Mike, is that you?, aligning and inspiring to leave and reduce the cost?
Working it, but need a greener destination
No one ever leaves after the CIP
The prevailing approach seems to be hang around for the next reorg and take that money as well. Chevron is now a departure lounge for those wanting a boost to their savings.