Supervisors who did not have enough ammo to knock down their staff into NSI were told to use this as an opportunity to write up those who disagreed with returning to the office. They were told that since the company falls under the broad category of "Energy" industry, which is considered an essential business, that they could stretch the definition of "where the work gets done" to order employees working from home back into the office. Management knew there would be a lot of nervous employees who would be afraid to do so because it's an open office environment. It was an easy catch when employees were most vulnerable. Those who voiced concerns, write them up as refusing to work, refusing to do what your boss says, not a team player, etc. The corporate message to the employees was to "work with your supervisors" if you have concerns. This was very misleading because supervisors were told to resist if an employee asked for an exception, and they were given guidance on how to document the communication to the employee so they are covered.
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There is standard talking points, you are told relative assessment and you are no good compared to ppl of ur same CL, out you go.
PIP is not here to boost ur performance, talent management is BS.. no talent needed in EM, only bootlickers
You folks are delusional if you think there really is an "outside of rank period". Yes, there is the official BS that is done on a set schedule, but those sessions all involve people and people's memories are not limited to rank periods. So all activities at all times are fuel for the excuses management wants to give for why you are doing "good" or "bad". Couple this with many managers coming into power over groups "outside of rank periods" and you are basically setup for failure in ranking sessions.
I seriously wondered if it wasn’t even about collaboration (but with the lack of trust and empowerment in the company is not surprising) and it was more the simple calculation 60,000 people times the gas they use coming to work every day it’s not big but better than nothing LOL ( not all of it Exxon but maybe they were thinking they are helping the industry not crash and setting up a “leadership “ example of coming into work at all costs :) otherwise it makes no sense - all apple, Facebook, google, amazon (non essential) and millions of other companies with office workers are working from home into mid next year. Of course we are not that type of company that attempts to put employees first but the leaders and presidents could at least get some communication training to not say things that sound id–tic and lack empathy completely.
@1tsx+16t7c7PX - you are kidding yourself if you really think it mattered, that repopulation was outside the rank period. All of the normal rules went straight out of the window, as soon as DW decided to sanction the 8-10% lay-off.
If you’re so far removed from the processing of hydrocarbons that this is a discussion point for your team, it should be obvious why lay-offs are happening.
For all you “warriors” who think you have a right to vocally object directly to managers, keep it up. Keeping me in business.
I am not sure if this happened in the literal sense of writing somebody up, but there have been many complaints and discussions around lack of empathy and this culture of fear and doing what you’re told to regardless of implications for safety and health. Most VPs, managers, supervisors strongly believed the return to campus was critical and something people should not be complaining about. When asked one of the presidents said we are not letting people work from home because “ we recognize the value of in person collaboration” - during a pandemic coming from an ExxonMobil president in May when Texas wasn’t even meeting the CDC requirements for opening up?! And this is for non lab, non plant workers at the campus. So nobody should be surprised at any repercussions when our highest level leaders were focused on “in person” collaboration in the middle of the pandemic. We are a company of followers so why be surprised when leaders chose to NSI those who didn’t follow the “ in person” requirements regardless of personal circumstances. Putting somebody in the NSI category is not easy when you have a team of strong people and this is just one differentiator or bias brought in.
Re-population phase was outside the rank period dates. Not considered in setting NSI
Total BS
Yes, this happened to me also.
This happened to someone in my group. In the feedback session with supervisor, she was told that she was the only one in the group that voiced a concern and that now is not the time to disagree with your boss. Anyone who cannot go with the flow right now will clearly not survive the months ahead. If the rest of the group was fine working in the office, then she was the outlier, the troublemaker, she was bringing down the morale of the group, etc. This is what she told me her supervisor told her. Very cold.