Anyone know what skills are critical and how long-term fit with Exxon’s core values will be measured?
11 replies (most recent on top)
If you’re in a technical organization you better have some technical skills. Not just high level, but actual working knowledge because that’s what’s going to differentiate you from everyone else putting coordinating, soft, and advisory type skills.
How do you explain to the new company that you’re interviewing with why you left Exxon?
I left EM of my own choice (15 year employee-experienced hire) after finally realizing that I just wasn't a good fit for the company. I was technically very strong, collaborative, a good mentor, had a bigger picture view, I worked hard, and made good technical decisions. On the downside, I had zero respect for management and found it hard to hide it! Once that cat was out of the bag....there was no return! Sometimes you have to stop over analyzing the reasons and rationale for why EM operates the way it does. Some very good people don't fit with the EM culture, and those not willing to conform will be quite miserable there. It is your choice at the end of the day.
- Come up with low cost, high return opportunities.
- Always steer your career aspirations towards roles that directly and significantly add to the bottom line.
- Network not to brown nose but to understand the bigger picture better and develop skills that company strives to gain.
- Apply 80/20 rule to results/effort where possible.
Since I see many engineers here e.g.
Chemical Engineer on site is thinking of just staying on site long term is self sabotaging themselves by not diversifying enough. Take up an analyst role (can be still on site) more geared towards commercial but with hints of technical requirements. Then push towards roles in blending and optimising. End up in commercial role or trading and try to stick to it for a few years. You’re now in high demand inside and outside of Exxon.
In order to do this you need support from management, so make sure the entire chain of command has conviction you are the right person for roles XYZ, and if your immediate supervisor does have so other thoughts they are likely going to fall back in line if the management above have already mentioned that you would fit roles XYZ.
Again, please add @oqd+17KVYxSK to the list.
I’m pretty sure our only core value is to maintain the dividend. So if you have similar skills to a peer, but have a higher salary, then you probably don’t fit with XOM core values.
Good luck people!
You're worried about the details, missing the big picture. Update your resume, start networking, and look for an industry that's not in a death spiral.
#winning is the secret sauce in the formula.
Winner mentality and Exxon soft skills:
Yammer positivity is a key criterion.
Having taken the “Management is always right” pledge.
Climate change denial, of course.
GP here. Was told that skills are more about the experiences/roles you have had and whether they will be needed moving forward. Main criteria for fit is mobility considerations. I imagine the criteria are a little different for each company.
This is just legal wording to prevent lawsuit over performance criteria (making it sound like it isn't about performance). everyone knows that employees are PIP'd because they aren't a good fit for the company. Don't see why the layoff would be anything different than another round of lower performing employees being let go.