gillette is crooked and needs replaced with experience, what is left do knot now anything. I know this from my 25 years managing and I work now for a better company midstream but APC should take a hard look at Gillette and the safety of there folks that work the ground. Gillette mana ment runs on intimidation . So that will not work
17 replies (most recent on top)
I found out after working my a-- off 25 years and excelling each year I got screwed by people in Gillette management and I was in management and had all the experience vrs them so good luck on the core values deal With it hope it works out. Because I got screwed by less people that lived off my back. While I did everything to help grow and make APC money Gillette is coming crooked period and I can only hope something gets done.
Texas Warn notices went to the SWK employees, that asset the PSA was signed.
Has APC staff been kept on at any of the facilities they have sold by the new owners?
Just heard that they are actively trying to sell it.
Has anyone heard anything regarding the selling of the Williamsport, PA facilities??
You probably got that information from the Texas Warn notices on the TWC website. 76 people are to be laid off from Anadarko Industries LLC not Anadarko Petroleum Corp.
I suspect upper management will reassure APC employees that no layoffs are planned, similar to the townhall meetings in the Fall/Winter of 2015. It's called open and honest communication.
Has anybody heard anything big to be announced during the town hall next week?
Regarding post below, "Absolutely... These tough decisions regarding layoffs are never predicated on the basis of the 'good ol' boy' system... Right?"
Of course.
Also, the emperor's new clothes look wonderful, OJ didn't do it, the moon landing was faked, 9/11 was an inside job, and no classified emails were sent or received.
Quite contrary the good ol' boy system is alive and well. Never have a I seen such a deflective middle management chain in any company. It's always someone elses' fault, isn't it? My question is, does even one of you in management ever look in the mirror and say "damn, I screwed up, maybe that was my fault?"
Here' are a few hints.... If you have an employee who has faithfully served the company for 5, 10, 15+ years and all of a sudden they have an attitude problem, statistics say, maybe the problem isn't them, it's you.
If you purposely give an employee a sh--ty review, with the intention of trying to make them miserable and force them out, even if the employee previously always received great reviews, maybe the problem isn't them, it's you.
If you purposely load an employee with an impossible workload, with the intention of pushing them out, maybe the problem isn't them, it's you.
If you purposely target an employee as someone unhappy because they applied for a transfer, which they did simply to advance their skills , then yes, maybe the problem isn't them, it's you.
I could go on, but you get the point. Not saying there aren't bad apples, but there are plenty of cases where the problem is on the other side. The theme in this thread is that the other side needs to be acknowledged, and I couldn't agree more!
Absolultely. These tough decisions regarding layoffs are never predicated on the basis of the 'good ol' boy' system in the company. Professionalism, accountability, subject matter expertise, experience, and a positive attitude are factors that are considered when the layoff order is given. Positions are eliminated by incompetent employees with a negative attitude, bad work ethic, lack of motivation, etc. People who exhibit a good attitude, provide high quality data and services, and strive to provide financial gains for the company are the people who remain.
Right?
At least there can be great confidence that those making any layoff decisions are technically experienced in their functions, highly accountable, ethical beyond question, dedicated to company core values, and would never manipulate in order to spare their work buddies at the expense of more experienced and effective employees.
Every such decision being made with the best interests of the company in mind.
Just like the last round.
Right?
How many are planned retirements?
Where is the "Open Communucation" with all these leaders preach about!? This company is a joke!!
That means that those names were picked way before their 2nd Qtr or Midyear discussion with their supervisor as well.
Tied to a location? Function? Department?