Anything note worthy?
20 replies (most recent on top)
@12e I agree that this practice is BS. Only the most impactful people are expected to share resumes for charge codes. Do you think the HSE people that charge to projects just to sit there and talk about rudimentary concepts are required to? They are not. Projects supervisors should support their people more and push back. Why do we have to pay for 3 or more hse people on a project that have no technical or scientific aptitude just to sit in a meeting with no input?
who knows
ideally the days of filling out a talent card each year only to be told to send a resume over to my next project before I can get a charge code are over
every time a project asks me for a resume i apply for there external jobs out of spite. why are we so bad at knowing and logging our own skills as a company?
@a7 will this replace Talent Cards? lol
There was a nice moment when YL and the EC Trading Dude and the SEG wannabe from Brazil were all in camera wearing matching white shirts with matching blue sportjackets. I took comfort in knowing that our leadership and future leadership are laser focused on activities that create value for Shell, like "Dress for the Job You Want, Not the Job You Have" and moving mountains to get YL a Pecten Pin. Finding oil and gas is such a crapshoot. Getting the boss a pecten pin during a video townhall? Now that is a performance culture.
@g6
i was legit upset that i wasn’t let go of or unmapped in the last one
why torture us with infinite cuts?
P&T support function here. Consistent high performer, emerging leader, all that BS. I barely made it through the last reorg less than 2 years ago. I am ok with being made redundant as long as they pay me to leave. The stress of the last reorg and the mess the new organization has created for my fay to day job is not worth it to me. It shouldn’t be worth it to you. If you make it through this so called lift and shift, there is another one on the horizon and you will go through it all over again.
We will all be ok and better off.
@ej yes, I do mean that. although I think the post after you answered it as well. The glut is P&T not the businesses (by relative comparison, I'm not saying there isn't glut still in IG or UP). We're downsizing P&T by disbanding the group and moving the people into the businesses. It's a much more palatable message to the board or to CMD audience than saying, "we're laying off another few thousand people." Redundancies can come "naturally" without making a big announcement. YL already proved that in 2024. As @em says, people coming from P&T will be competing for roles or at least duties already being performed. Those groups already know their own people. Unless a hiring manager is looking to offload a low performer, anyone coming from P&T will already be behind because a lack of a relationship with the new org. For example, to pick on HSE again...IG already has HSE teams, unless all other businesses are expected to share funding with IG to cover their HSE needs, IG will clean the roles up. Same with C&P moving into UP and so on. The point of disbanding P&T is to reduce cost. Shell is warm and fuzzy if they need you, when she doesn't, she's a cold harsh mistress. Don't be fooled please! Build networks outside of your org. Even if you don't support a group, just reach out and ask someone for coffee to get to know their job and group. You'll need broader network come July 2026.
people are very very foolish if they think they will just move into some business that already has people doing what they do and not have to fight for that role
@ef what you say means that the redundancies will be mainly in P&T only, not impacting other units like IG or upstream
@ec “lift and shift” but it’s obvious the separate lines of business would rationalize staff count even more. They’re not saying anything around this but yeah…
During a P&T Townhall earlier this year, RM told us the story of how YL approached him about running P&T (we all already knew this based on what he did to SCC), he came in to dismantle it and return Shell to pre-2008/P&T days. Keep that anecdote in mind along with the understanding that P&T has become too cost burdensome for Shell and third party customers. With that, I have to think the whole "lift and shift" narrative is only for the first few weeks to a couple months. RM said Monday that July 2026 is the mark. We'll see reorg announcements long before EoY 2026. Outside of SC&T business, P&T doesn't have physical assets, only IP and people. If we don't decide to rethink IP (licensing) sales strategy and leave it as is and with no assets to sell; redundancies will have the most immediate impact on cost reduction targets. Highly suggest preparing for redundancies if you're in a functional support group. There will also be a clearer line of site from each LT into their new functional groups they've been assigned to adopt. These will be immediate added costs to each P&L. LT of each CoB would be foolish not to want to reduce that line item asap. You don't dismantle a centralized functional group and expect cost reductions without redundancies or without assets to unload. I don't mean to be gloomy, rather pragmatic. I see too many people with a false sense of importance and security in Shell. No one thinks you're irreplaceable or even necessary if you're in a P&T support function.
Will P&T reorg will trigger full scale reorg for the whole company?
I heard change is changing and the changing pace of change is changing. Also if you choose to wear the bare minimum of flare you’ll be on the wrong end of the full spectrum being utilized in this year’s ranking. Also you won’t be invited to Chotchkies
he didn’t even answer the questions he took. he just said whatever he wanted after repeating the question
hey wael what do you think about the potential relocation of shell corporate to america?
wow great question says the HR person
wael - synergy business back capital markets day pendant
uhhhhhh gee thanks
He shares a story about how we should be publicly proud to work for Shell but yet he hides Shell from industry associations like AFPM...an annoying double standard and lip service. So much time wasted on lapel pins and hearing about hobbies. This was a dog and pony show that didn't even live up to usual DaPS status...an impending reorg (P&T going away) that will rival reshape next year and YL thinks hearing about a pin is helpful to us. I just don't understand.
Wear your Shell pin (37 pieces of flair are now mandatory), share your ‘this is me’ digital card, post on yammer. The street will realize the brilliance of our value… one day, until then we will continue to buy back shares until they wake up and realize our brilliance.
great news
we will soon get a special digital space to make trading cards about ourselves
i wish i was making this up…
On good authority it’s understood there will be an upcoming announcement that in addition to a return to office for all mandate, all men will be required to wear suits and ties; all women will be required to wear dresses, hose and low heals. These changes are deemed necessary to increase productivity and exhibit a professional demeanor to co-workers and the public.
Does wearing more flare means more potential for growth?
Is there room in the budget to buy us shell pins???