Thread regarding Chevron Corp. layoffs

@2rvr+1w2hGqar I love that proposal and really wish someone would apply it to my supervisor. This person made it pretty clear to the team that their role was all about building relationships, not actually understanding the department’s function (like Reserves, for example). Staff were told to go to them if they needed an escalation, but of course, we had to document everything starting with the situation, the concern, the support needed, the whole nine yards. If we didn’t get a response via email, we were expected to follow up on Teams a few days later. Oh, and the best part? We were advised to try resolving things with peers first, because escalations from the Manager's PSG level might cause people to panic. Classic. This person is held in high regard by the completely clueless chain of command though, and I’m sure they’re well compensated for doing pretty much nothing for the team. But hey, what’s new?

My supervisor is very passionate about connecting me with others, removing blockers, and IDK asking inspirational questions during their dozen 1:1 meetings a week. That’s certainly worth their ~$300-350k pay. Such value…, give me a break.
I propose a policy of demotion unless you stick your neck out with clear and robust strategies (seriously someone show me a real strategy in this company), drive technical excellence, and pull your weight.

@1qwn+1w2hGqar Definitely! Downvoting posts instead of embracing a feedback-rich culture? Typical—this leader’s idea of feedback is just shutting people down.

@oip+1w2hGqar 😂 ABU SCM?

ABU SCM has just signed off on an expensive long term rotational role despite much cheaper and more productive options. The lack of critical thinking and efficiency is farcical. If senior ABU management thinks value for money is a key driver in this BU, they are dreaming.

It’s funny how some managers act like they’re running a fan club instead of leading a team—competence isn’t the threat, their own egos are. Lack of credibility anywhere outside of the ABU and an inflated sense of worth, diminishing those who actually provide diversity of thought and don’t just nod like a donkey.

ABU leaders sure are the epitome of integrity! Who wouldn’t admire the MARC leader who sleeps with his wife’s friend and then has the audacity to paint himself as the victim? Truly inspirational!

Who would have known there's a correlation between the ABU and inadequate managers? Aside from those in the ABU that is.

Hey me too, for now!

Let’s get lunch over at Allendale or when next on Barrow.

Yes, I am in ABU.
Maybe you know me.
Maybe we even get lunch together sometime ?

In my experience supervisors are often good as are upper management. The problem comes with middle management which is all the deadwood psg 27-29 who can neither do nor understand nor lead. They just administer and politic. It’s horrifying.

Chevron is unwilling to fire those that they've invested in. This creates a layer of 1L/2L managers with major technical, managerial, or strategic gaps (otherwise they would have been promoted further).

This compounds with the fact that said 1L/2L managers see the writing on the wall (they'll never be promoted) and tend to check out as a result.

Too many DEI and HIPOT promotions into front line supervisor / manager positions . Many of these folks have spent so little time in prior positions that they have not developed adequate leadership and supervisory skill sets

"When you have eliminated the impossible, whatever remains, however improbable, must be the truth." – Sherlock Holmes

This insight seems to ring true when considering the dynamics within the organization, especially when it comes to management and team culture. In a lot of cases, our typical managers and the PDR community prioritize loyalty and personal validation over actual competence and performance. They tend to be insecure, favoring employees who flatter them or agree with their every decision, rather than those who challenge ideas or bring fresh perspectives. The fear of being overshadowed by more capable individuals leads these managers to promote sycophants who pose no threat to their authority. The result is a toxic culture where merit and skill are sidelined in favor of maintaining a comfortable, unquestioning environment.