This is unbelievable! First they pretend a layoff is a "performance evaluation", disrespecting all of us as if we 'need significant improvement'. It looks like there's more to come:
https://techstaffer.blo3g/2020/09/02/leaked-exxonmobil-memo-exxonmobil-considering-job-cuts/
18 replies (most recent on top)
All in the name of greed.
: @usk+16K1VibS No the “high performers” won’t pick up sh– because they don’t know how. They will outsource it to India for cheaper labor (there is a motive) and when it doesn’t work try to bring it back. They will keep doing the same dumb sh– they’ve done for the last ten years that brought us here.
@ 1ytn - They used to not move them so much so worker bees had more stability... in a 12 month period - 3 different DH, 5 SLS and 3 sections... and sadly only 1 DH and 2 SLS actually understood the groups role and hurdles we encountered... the rest couldn’t be bothered as they knew they were short term and only wanted to make changes that either could not be done due to system limits or required massive overall with already short staffed and struggling to meet deadlines as worker bee had to handle most of SLS duties. All this did was cause worker bee burnout and then labeled as bad performer....
: @1ytn+16K1VibS I can only imagine what we spend moving people around when we are constantly moving them in and out of different countries. Sounds like Chevron manages the budget better.
Chevron does more with less employees because they don’t move people around like Exxon. When you talk to them they have 10, 15 years of experience doing the same thing. This bring so much value!! Warren Buff say he can analyze a company is 20 min just because he does the same thing for 60 years. Hope one day Exxon will learn this.
Use-lol... pretty funny as most deemed high performers couldn’t tell you how budgets are built, what identifiers are use to determine budget spend, build a report for budget spend, look anything up in SAP.... you as they flew up that ladder they refused to learns those things and demanded/bullied the pion into doing it all and then when they were told the system won’t do that, you get labeled as a bad performer....oh let’s not talk programs somebody says that will be good and have no idea how it needs to works so we spend millions customizing it and I guess you good say 4 years later it still not rolled out... this ought be good
@usk "probably" ... you don't know that. We will see
Anyone who’s worked at Exxon for more than a few weeks can tell you there’s way too much c-ap to work through before getting to your actual work. Cutting the low performers doesn’t make all that work go away. Good thing all the high performers are left to pick up the slack, they’ll probably complete the work in half the time
If that’s the case every one of you in a leadership position should be cut for your poor decisions a–hole.
Only the c-appy performers gripe on this board. Lower costs and save the dividend . Most employees are optional, most do not generate value for the company. Shareholders demand management to cut anyone not generating value for the corporation. AMF - Adios My Friend
Why “unbelievable”?
The current plan is un-workable.
XOM has not made enough free cash to pay for CAPEX and dividends over PAST 8 YEARS!
In response to OPEC+ over-supply and market loss due to COVID, company started austerity measures with dismissal of contractors, reduction of short-cycle programs like drilling, and deferment of discretionary work.
XOM has ALWAYS has a program to dismiss poor performers. During austerity, the program was increased.
Because of strict labor laws elsewhere in the world, and majority of staff located in the US, the US has seen the earliest market responses (loss of company match) but the rest is coming.
Company rightly released contractors, poor performers, drilling rigs and discretionary work to preserve cash. This protects majority of workforce.
But it is still unsustainable.
Chevron produces nearly the same volumes with 30% less staff.
So company must skinny the capex program, reduce discretionary costs, improve technology and efficiencies, consider dividend reductions and study workforce utilization.
We won’t know what the company ultimately will decide for several months yet, but if will be a combination of those factors.
Fox business is reporting on this as well... looks like pretty big news
https://www.foxbusiness.com/markets/exxon-weighs-global-job-cuts-after-unveiling-australian-lay-off
EM is creating every single distinctive to stay. threats, PIPs , stressful reviews that force management to over scrutinize teams, 401k cuts, rumors of pension cuts and now layoffs with virtually no severance. What is next?
Maybe if EM created a incentive like maybe an offer they would minimize the bad PR and save litigation costs and improve moral for those of us left behind. IMO
Take the 3 months salary as you will not get out of PIP. As a supervisor my advise to all PIPs is take 3 months salary park the ego and move on. This was designed as a layoff and not an improvement tool. You will go thru misery if you stay It will be terrible and the worst experience ever. And this is just 10% and we all know we need to lay off a lot more...we only have one active project.
I went to that site, it looks like the link has a typo in the main post https://techstaffer.blog/2020/09/02/leaked-exxonmobil-memo-exxonmobil-considering-job-cuts/
My co-worker 19 yos got a PIP is doing the review just to create chaos. He said no one even understands how to do the reviews. We thought two addition people in our group were getting a PIP and now it is on hold. EM got caught on the PIP plan and now they need to resort to layoffs.
BTW the link doesnt work
"We have no layoff plans" Thats right that was in late May. We are now in September. Got it
https://www.houstonchronicle.com/business/energy/article/Exxon-Mobil-CEO-says-no-layoffs-planned-at-this-15298152.php#:~:text=However%2C%20CEO%20Darren%20Woods%20told,to%20a%20Houston%20Chronicle%20survey.
Anyone could read between the lines on their so called performance evaluation cuts. Ranking is bs, at least in our area. This was poor leadership and avoiding severance.