so more structured cuts...what does this mean. Where will we find the additional cuts from, another reorg for all the business units that have just had a reorg? Will P&T be where the cuts happen, chemicals?
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Sell off the parts bit by bit, then hope that someone competent buys the husk that is left and can incorporate us into their organization. AND the shareholders get a premium force majeure buyout. (As opposed to the force manure buy out that spell check thinks is correct)
They should offer a good package for voluntary severance. A lot of people would happily take it.
@vg+1jqedyvqs well yes!
Good victimhood ... Bravo!
Shall all we white guys send you the deeds to our homes as reparations?
one of them asked my GM in a town hall in two questions the next week about how he feels he can be fair when he’s privileged for being a white male, using those exact words
plenty of people enjoyed those words
maybes you’re the one who is the minority fringe in a crazy group who hates me for my skin tone. identify and fire these people immediately please.
What part of DEI is done with good intentions?
@k3+1jqedyvqs
I think that it is awful that such a slide deck should exist. It is bad enough that someone would think that way; it is even more awful that they would be in position that they would write it down and have people surrounding them that didn't put an end to that. That's pretty extreme and perhaps worthy of a lawsuit. Normal DEI supporters don't think that way. That is just a vocal fringe supported by other fringe. People like that should not be making decisions nor given a platform. The middle is pretty rational, the fringe are doing things that are wrong.
@k2+1jqedyvqs0
i literally attended a company DEI event at woodcreek where people openly discussed how problematic white males are in a slide deck
you don’t want fairness, you want a boogeyman to blame all of your problems on and fire to take their jobs. meanwhile asians neither need nor want such a thing. funny how asians have climbed to the top through work only to be measurably discriminated against along with whites. check out college admissions data pre and post dei ban. no more handouts for you.
Believe it or not, folks on both sides of DEI really want fairness.
There are serious problems with how Shell factored diversity in observable things over diversity of thought and merit. I think we identify issues with the implementation of DEI over the idea of DEI. Problematically, they're making room for DEI with layoffs, even if they replace a competent+ person with a competent person... that's foul to do it that way
Shell made staff outside of engineers think they were important/prestigious as if they were in the same class as surgeons, scientist, and mathematicians. Stop thinking because you were successful in the era of DEI that you deserve a corporate job. There's life after Shell. Downsize your house and cut your expenses. Take an essential job like retail and integrate back into society. Go back to community college and go into healthcare. Go work in the Permian or Gulf of America in the operations of oil and gas.
The social contract between education and work is over! It was a credential mill for people who did not want to be around regular hard working Americans. You wanted to feel like you were better than them while espousing woke and feminist BS!
Fine with me so long as they pay-out 40-50% of CFFO in the interim.
Let us plan on becoming more profitable by reducing staff and selling assets. Imagine how profitable we'll be when there are no assets and no employees
what’s shocking is how many people expected anything out of capital markets days besides more cuts
🐳 🦢 has one trick. it’s cutting. cut cut cut cut
Wanna get people to volunteer? Just reduce the severance package. That'll send the message to get out voluntarily while there is still a package.
When threatened, it is easy to hang out for a year or so to get the package that pays a year's salary.
That being stated, never ever quit, wait until they give you that package to leave! No signing bonus is as good as the payout to leave. Remember it takes a PIP to get fired for a reason. That generally takes 1 year to identify, then an additional 6 months to go through the performance of a PIP. But they're faster to fire you for no reason. Take the package if it is offered!!!!!!!
It'll take a 40% reduction of staff to get down to Exxon or Chevron production per person... And then they'll have to cut the people who remained from favoritism, being a lover, or lovechild of some senior person because they can't hide anymore. Then they'll hire some quality folks to replace the non-performers. But that'll take a couple years.
Good. Need to trim some fat. Too many people. Should reduce headcount by 30%
For the Dutchies, take the Lor16 (tvs/svs) package ending this year and run as fast as you can.
Like the last few then, only bigger.
Chemicals still on sale? How many in chemicals ?
Several people mentioned code name Speed 26. It is coming, will likely be company wide again with additional 3-4 billions cost cutting targets.