What kind of screwed up process is going on here. The reorganizations that I have seen in other companies just happen in one week and are not dragged out for weeks like it is here. It seems like a very stressful situation for all of you. Good luck to all.
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I am tired of having this selection event hanging over my head for pretty much this whole year, but I definitely appreciate getting a check for the time we have been waiting for it to finally happen. It could have been way different. It has been an exhausting time though. They want you to talk to job owners, selection reps, and delegates but they are booked up this week. Still have to get work done and kids starting up school. I am ready for it to be over whatever the outcome.
"It's torture"... many of these supervisors won't be around to be in your selection process anyway... duh
Waiting 6 months on full pay , then getting severance and other benefits (UB, Medical) , gives you plenty of time to plan for either finding a new job or at least check out the job market, reduce your expenses, plan a budget for unemployment, which btw you can apply for or prepare for a move to somewhere cheaper to live if you need to. What the F%$% are you complaining about? , so entitled! Some people don't realize just how fortunate they are here, Really? It amazes me how entitles and complaining some people are, I would NOT want to hire YOU with such an attitude - IT'S NOT ALL ABOUT you
It's not confusing for most but YOU. At other companies, yes faster- they do fire you in 2 weeks and you are out the door without any severance. Jeez man use the other brain cell
Yesterday’s Functional Transformation call was embarrassing at times. This affects people’s livelihood - get your acts together.
I was confused when the last Functional Transformation meeting started off like an episode of Bang Bus.
It just took too long and is demoralizing for all not in a Sr leadership positions. If you have no control there is no reason to be in the loop. They should have announced the ROM and rolled out their new “we lead” philosophy for the first time two months ago, asked for all EOI up front, remapped all the obvious positions and opened the real empty and redundant list for applicants. The result would have been much less disruptive during a pandemic and more work would have been done over the transition year (yes year!). They should have saved the new “we lead” metrics for the new organization and next years performance assessments. I know leadership is all excited about their new org ideas but a little better strategic planning for the rollout would have made the resulting transition more impactful.
When I requested to meet with a position owner for a role I am interested in, I was given a time slot on a Saturday to meet and discuss my fit. What kind of a message does this send?
If many people have already been selected by leadership; they should be placed in roles and the jobs closed. Get it over. The remaining left compete for the open positions. That is transparency, honesty and integrity. It lets everyone know where they stand in the group. But it takes courage to plainly show others how the business works and with position comes accountability. Hard to face those you grade as less capable or valued than others and choose to send home. Sometimes business is cold-hearted. How would that approach be received? Not well I expect.
I give this to Chevron leadership; everyone (or the vast majority at least) received plenty of time to prepare. And they are offering very robust separation packages. They did this in a way that allows people to save face and give the appearance of pure competition among all employees even if that is not the way it really works. Either way; it may be taking forever but its probably as diligent, thoughtful and kind as it could be done. Probably could have been done better; but certainly could have been done worse.
Now we have unofficial org charts to clarify the official org charts. #Winning
I don’t think all of the leaders understand what’s going on, when you watch Workplace videos it’s obvious who hasn’t studied their script enough to deliver the message without looking down and up constantly or have unnatural voice inflection based on previous videos .
People are already picked. I can tell you that from comments and requests over a year ago. I had several items come to my desk from two and three levels up asking for information and help with some topics that I know they didn’t need.
Think back over the last year to year and a half. Did you get a weird request from the higher ups that you knew they didn’t need.
Absolutely @tit! It’s all crystal clear to the leaders and they’ve sure been congratulating each other for all their hard work in getting ready to fire thousands! It’s tough at the top...thanks for getting us here btw.
I understand the complexities with this re-org vs recent ones over the last 2 years.....this is more than just leaning out layers of management and reducing the number of existing roles by some percentage.
There are several things that have not been helpful in the execution of this one vs others...
- Too many channels of communication....Workplace, Emails, SharePoint sites and townhall meetings from all levels of the organization. Nothing like feeling blindsided when talking with a co-worker and realizing you're behind on a new development in the re-org because you missed a livestream Workplace video. Keeping up on Workplace is a job in itself
- Attending townhalls for new information is exhausting....you end up moving real work to accommodate the meetings, 90% of what is talked about is not new information, you have to listen intently for new nuggets of information and follow-up clarifying questions get the politician non-answer or "we don't know yet".
- Local leadership, in many cases, are just in the dark as the boots on the ground and are unable to offer clarification or go into further detail on what new developments from a high level mean for the members on their team.
I think this process is crystal clear for the people in leadership positions that are working directly in this, but clear as mud for those outside that process...which is a HUGE blindspot for them I think.
No one is doing any work ...its like the 5 stages of waiting to die ....
The extra leadtime is valuable to prepare and I’m sure many people are happy about that aspect. The flipside of that coin is That its so long and drawn out it becomes agonizing. The consistent uncertainty and worry is both demoralizing and discouraging.
Having a functional transformation last eight-ten months has been ridiculous. It shows you that leadership was unprepared to make the changes and have difficulty being decisive. Chevron is a great company but often times their execution be It on major projects Or organizational change leaves a great deal to be desired. Maybe the outcome will be satisfactory but as George Patton said a “good plan executed violently now is far better than a perfect plan executed next week”.
It is a competition and trying to get the best people in the right jobs. The process is not confusing but very direct and structured. HR doing a great job in administering through it. Of course there will be many employees not being employed moving forward. This is threat to financial security and stressful. But that is how market and companies work to stay in business. No doubt that some of the decisions might be questionable, depending on the leader. Good people will leave too and not coming back. That‘s unfortunate but happens in many other companies. Company will move on but real change will take so much longer and require to be more open to new ways....
90% of people are already picked. It’s torture that the supervisors are not telling people.
They were trying to be open, but the result is we have been in a vague lay-off for a year and that gets very old after a while, particularly for those not in control. Next time, which I am guessing will be only a few years away, they should be more introspective at the top until they are ready to propose a new solution. Before then they should just call it management review or something, not reorganization which always means layoffs in this industry.
Would you rather get paid for 6 extra months while the process is dragging or you want to be gone in a short 1 week notice without any heads up?I guess company cant make people happy no matter what way they lay off people.