Thread regarding Chevron Corp. layoffs

While performance assessments can be subjective, receiving a couple of EM or 2- ratings indicates that employees are not meeting expectations.

Noble Energy ripped me off. Chevron bought Noble off. Chevron is dirty. Why can’t I get an investigation? I sent a box full of fraudulent documents of lawyer brothers, fraudulent siblings, and judges and courthouse people to the FTC about the Chevron/Hess merger. I haven’t heard a word. Why can’t I get an investigation?

@d6, you are spot on, but it won't be all this year. It's about 25% this year, and different waves through 2029 when the Engine is fully staffed. If they laid off 60% US professional staff this year, the institutional knowledge lost would be 5x 2020 transformations.

For many years, MW has had a favorite saying "If we can't change the people, we will just have to change the people". He was enraged at the RTO reluctance and decided then that changing the staff out for others who want to work hard was the way to go. This is part of the big People Change.

@cf+1jna85jg7
you must not have attended the Townhall meetings. It will not be 5% reduction. In the US, Chevron is replacing 60% of the American workers with people in low cost countries. If a job position can be performed in another country with lower cost employees, then the job in the US will be eliminated and rehired in the Philippines, India or Argentina. The process will start in 2025 and continue through 2027. That is the ELT plan....

none of that matters. they have been very clear they are cutting costs any way they can. This time is different because they are flipping the number of onshore vs offshore jobs. you don’t have to worry about performance. that’s not a factor in the decision making. they have also been clear 2025 is just the beginning.

If you’re still talking about 1, 2+, and 2- rankings, you were let go years ago!

OP....In 30+ years with CVX, I've seen many reorganizations. In each one, they say the right things. I've yet to see them actually do what they said. Remember when MW said he was going to set up the company to "win in any environment"? I guess he didn't achieve that goal in the previous cuts. GASP! In every reorg, they shuffle leadership, create new titles, create new structures, cut a lot of people but don't look at workflows at all and everyone flails trying to figure out who does what. I have ZERO faith in CVX leadership.

We all can agree it’s high time to trim the fat, again. If ur nervous, you prob should be. If you’re not, you probably shouldn’t be. There is no big bad wolf who is deciding your fate. Look in the mirror/your job performances and compatability/flexability to the deliver results culture - this will be the case for 95% of the personnel. For the 5% caught in the mess, they will land on their feet and likely in better position than with mama Chevron.

You can ask for low performance employees to be laid-off but it's unlikely that everyone is going to agree that they're actually low performing. There's one person on my team that has a reputation for punching down. This person likes to complain that everyone else isn't doing their job and thus are making their job more difficult. This person constantly brags about their PSG as if anyone actually cares. They constantly make inappropriate comments. In meetings meant for the team, this person constantly talks over other teammates and won't let others get a word in all so this person can give the illusion of competence. In my opinion, this person is the weakest person on the team but clearly they got to their PSG somehow. This person has no problem stepping on others to make themselves look good. My point is that who I think is the low performer and what their actual performance scores are might be completely different.

If you're receiving 1s from selfish do nothing managers, what does that say about you? When will people realise the wrong people have been in charge for too long hence the regular cycle of redundancies.

@ae3, those traits can be learned by dedicated hardworking high performing individuals that learned the previous culture traits to fit in with the company culture of the time. Adaptability, persistence, and grit can add more value than selecting on perceived base personality.

Rankings are only meaningful if they are robustly calibrated and comparable. We either need to improve the way we rank and calibrate, or use more objective, quantitative measures.

Using performance measures since 2020 is not likely to be helpful in determining who is truly performing or underperforming - especially since the 3 We Lead categories were evenly weighted with “Deliver Results” in the past.

Start by keeping people in their lane. Too many people brought into advisor and leadership roles who have never performed work in that work space…but they are “high fliers!”

We get it already! Big news last week. Now, not so much. Quit batching. Move on...

2+ and EEs are great talkers, but we need some workers too.

Yes, indeed, the most important attribute is the ability of the employee to kiss a$$ off their direct reports. Compentiey matters little; it is the color of the nose that matters.

If the goal is to cultivate decisiveness and directness, employees whose personalities reflect those traits should be selected. Over the past decade, there has been a shift from task-oriented decisive leaders to more people-oriented and inclusive leaders. Both leadership style have their importance, but right now, to shift the company culture, Chevron needs more action-oriented individuals rather than those focus on socializing.

If we followed suit like our competitors and cut the bottom 5% every year we probably wouldn’t be at this point. Or it might not be as bad as it is.