There are many of us—employees and former employees—who have quietly joined the effort to support Streamline 66 because we’ve felt helpless, unheard, and frustrated watching this company we care about deteriorate under an irresponsible management team.
We’ve spoken up. We’ve raised concerns. We’ve shared data, documentation, even recordings of the ELT dismissing Elliott as “pot-stirring losers” rather than taking the opportunity to reflect, listen, and act to protect jobs and shareholder value.
Instead, we’ve watched a toxic pattern persist:
• A multi-year “transformation” that has spent more than it saved.
• Leadership inflating pay while deferring real decisions to consultants.
• Layers of LPOs—Lost Profit Opportunities—because those who know the business are sidelined.
• Talent leaving or silenced. Programs distorted beyond recognition.
• A culture where executive optics matter more than operational excellence.
Phillips 66 is still a good company—but it is being run into mediocrity by people who refuse to listen.
Elliott’s proposal offers a legitimate path forward. It’s not perfect, but it acknowledges the hard truths that many of us have seen up close. It is focused on restoring discipline, accountability, and value for all stakeholders.
If you’ve seen what we’ve seen, now is the time to speak up.
• Share what you know.
• Provide examples—documents, emails, stories, metrics, timelines.
• Point to the programs that didn’t deliver and the costs that were buried.
• Show where LPOs are occurring every day because of poor execution and misaligned priorities.
We need this company to succeed—for the sake of our industry, our colleagues, our communities, and ourselves. The current leadership team has had more than enough time and chances. Now it’s our turn to demand better.
Join us. Let’s restore Phillips 66 to what it was always meant to be.