SLS life not difficult what, weekends need to support break in or not? they just need to make sure you go back to support. Just ask question and act like showing support. When you need support, they always not around
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Any layoffs happening this month?
Sls life more dog than ssoc pls. Unless go HbF still got chance to be corgi
EM, please give us these 45+ year-old old dogs who are waiting, the best SG60 ang pow please
don't leh, alot of ssoc people waiting to be sls leh. if not they stuck and live like a dog even longer
ExxonMobil, like many large companies, invests heavily in hiring top talent, especially from elite programs. You go through years of development, internal certifications, mentoring, and then suddenly—bo-m, PIP. It's frustrating, especially when it's clear the issue isn't necessarily performance, but cost-cutting or restructuring.
The irony is, instead of trimming the real fat—layers of management, bloated organizational charts, endless meetings—they focus on the people doing the actual work. You end up with situations where there are more managers than engineers or technical staff in a room, and decisions take ages because they’re being filtered through so many layers.
Do we need so many SLS, department heads, and managers? Probably not. A leaner, flatter organization would not only cut costs more sustainably, but also empower the technical staff who actually keep the business running.
It’s not just about cost—it’s also about long-term health of the company.
Hopefully, in the coming months, a new team will streamline the organization and address the excess layers.
What spy. It is well known fact that both PR and HR frequent these threads since the 2020 layoffs. It’s their job to know what is being discussed and spread. It’s their job to protect the image of the company. You must be dull to think that they are not combing everything here.
How come some posting gone ah
Got EM spy here is
Relax lah EM just a posting only what
We also sprint to 1B posting
When they throw you into another department which is at risk. That being said, it your career is still owned by the sending org, hence they will need to take you back when things don’t go well. You will know that you are sc--wed when your sending org refuse to take you back when sh-t happens.
That being said, if you are low calibre, all roles will seem like “made for you to fail”. Just blame yourself.
how to know whether i am put into a new role designed to fail?
i like how your low class rumors here. so funny
Let’s not forget the longer you spend waiting in EM for that low probability of termination package, you are wasting your life away leading you to be less employable in the open market..
Nowadays things works very differently outside. Last time EM used to be the golden standard from the top till the bottom and other companies recognised it, which I am very proud of..
But now EM remains the golden standard for it C level people only. Especially DW pay packages.. This company was build to support his pay only and that is all…
Why should I still take initiative to do stupid stuff in em? Might as will I expand all type of leaves that I had to improve myself and find a way out of this he-l hole…
If you're fortunate, you may receive packages; otherwise, you'll only receive a PIP (Performance Improvement Plan). Those who have been placed on a PIP before should prepare themselves mentally, as there are rumors that being put on a PIP three times within five years will result in termination, and this is non-negotiable. Unless you're willing to challenge this decision and hire a lawyer to fight for your case, it may be best to accept the situation.
you guys think too much, Managers, DH and SLS are way more safer than the rest of you. They can put you on PIP, don't think about the package already
$1 billion = $1,000,000,000
Avg. Cost of Employee = $300,000 per year in Singapore
Head Count Reduction Needed = $1,000,000,000 divided by $300,000 = 3,333 employees that need to be laid off
Lao kui… maths fail. Don’t tell anyone you came out from Singapore school system that prides itself on STEM. $1B is $1,000M, not $10M. It’s 3,333 heads lah. If you make this kind of mistake at work heads will roll. This kind of standard still HC10 and complain everyday about India and KL. No wonder retrench
Assuming average $300k per year salary, need to release 33 DHs and senior leaders. 😝😝
How many managers, department heads, senior leaders, and SLS need to let go to reach $1B?
spring ar, so we are bouncing instead
use the spring to 1b to push away all the work lo, choose what you want to do
Before we sprint to 1B
Remember to sprint to USD44M for DW pocket first
Then we work sprint even harder cannot achieve get PIP
Lanchiao CB lah this 1B sprint
Very toxic people culture and environment
Better do my farming than sprint
When an executive is not in line with the CEO or board of directors, and is eventually pushed out or encouraged to retire, it typically stems from a mismatch in leadership vision, strategy, or governance.
Who is next?
Please please… I’m so ready to go
they have to be everywhere because they can't do anything except to show presence. To them, their presence is the drive and motivation for people to work. Churn until the engineers do their job, improve efficiencies etc etc. The worse bunch to deal with at the moment
kancheong technical sls everywhere in refinery. headache leh. as an engineer i just want to do my work and be happy and go home. engineers who got into sls role proben that they just can’t do their job as a leader. just be engineer leh. better for you.
Ready bo, hearsay it is coming soon, in 2 waves
kltc only know how to take photo and do video liao. watch the LT video. damn funny lehhhhhhh
@7bem+16zEvLP
Yes, people brave enough to take the first step. But job market now is not as good 2 years ago.. be prepared to most likely take pay cut if you want to move out.. build your value by having a real technical skillset that is transferrable to any industry and ask yourself what additional value you bring for you to stand out and command your high pay..
EM used to recruit the best talent, offering internships and hiring top performers to stay on. But now? Where are we headed? The best are either planning to leave or have already left. Just check the BTC and KLTC career pages to see which positions are at risk!!!
linkedin sibei power. Saw 1 from ex EM posting but didn't know he is already in another company. Previously from ES 1. And the post is about him moving to next role. Got hope for everyone ok, can still hop around
sg, we need to put our achievement on linkedin. not just sh---y sh-t here. haha. see kltc and btc. bullsh-ting away. we should do the same leh.
And they go around ra-ra-ing about "Courage of Conviction" 🙄
Well said!
"Completely spineless" is an idiom used to describe someone who lacks courage, determination, or strength of character. It implies that the person is weak-willed, easily influenced, or unwilling to stand up for themselves or others.
Ranking can only protect a select few, while the rest are left stranded at the bottom. If they don’t sacrifice some, the whole ship will sink. This is exactly how EM keeps going from bad to worse—every day here feels more sickening than the last. Leadership is absolutely useless, always GI, too afraid to offend anyone. Completely spineless.
It's in line with the main US layoff page. Their criticism and feedback are even harsher and more direct than ours. I don't even feel like writing this year's PDS, as their main objective is to continue cutting headcount, especially with all projects set to be completed by the end of the year.
9yrs in the company (didn't expect it to happen) but I seen how we drop and fall so low.
- lack of supervisor that really knows what is going on. Rely on seniors and documentation to make recommendations (seriously). Cos of their lack of knowledge they can't make the decisions. End up we will be in conversation debating about probability instead of what is really needed and next step
- mostly cos they are aware how lousy/lack of purpose they are, their own insecurity escalate and end up leaning to people that only have loyalty or just follow what they want. Also end up just lean/protect/side their favourite unconditionally. Regardless whether they are competent or they really know what's going on
- then end up such worms get promoted (surprise surprise) and end up another cycle of repeat and the company just keep going in an endless time loop. While the good talent leaves.
Am still in this company cos as much as most of my supervisors ( 4 out of 6 so far) are just ridiculous figure head, I do still see DH and senior leaders still trying to drive the right expectation and standard. Though I think they will be out numbered soon.
I just hope I gain enough experience to move out of this company soon (role exposure still very EM centric)
Exactly… especially during Family Day, someone asked me if this is a ah neh company. I hesitated to say no. Lol
simi chinese people? They all already left and gone to tech. You can tell during 2020 to until now, how many chinese are there
Toxic leadership can significantly impact career growth, employee morale, and workplace culture. Here’s an in-depth look at nine types of toxic leaders who could be hindering your promotion, along with the company culture they create.
- The Credit Thief
Traits: This leader takes credit for your hard work and ideas, presenting them as their own. They downplay your contributions while exaggerating their role in projects.
Impact on Promotion: Since leadership and upper management see them as the driving force behind successful projects, you remain invisible. Your efforts go unnoticed, making it harder for you to stand out as a candidate for promotion.
Company Culture: A workplace with credit thieves fosters distrust and discourages collaboration. Employees are hesitant to share innovative ideas out of fear of having them stolen, leading to stagnation in creativity and growth.
- The Gatekeeper
Traits: This leader withholds key information, resources, or opportunities that could help you succeed. They selectively decide who gets access to critical projects and training.
Impact on Promotion: Since you lack the necessary information or exposure, your performance may not meet expectations. Without chances to prove yourself, your career progression stalls.
Company Culture: This kind of culture breeds favoritism and inequality. Employees feel left out and disempowered, leading to resentment and a lack of motivation to excel.
- The Micromanager
Traits: This leader constantly oversees every detail of your work, refusing to delegate tasks or trust you to make decisions. They focus on minor issues instead of allowing you to take ownership.
Impact on Promotion: Your ability to showcase leadership potential is stifled because you’re never given full responsibility. Promotions often go to those who demonstrate independent thinking and problem-solving skills, which you are not allowed to develop.
Company Culture: A micromanaged environment creates stress and lowers confidence. Employees feel suffocated, disengaged, and reluctant to take initiative.
- The Blame Shifter
Traits: When things go wrong, this leader is quick to point fingers at others instead of taking accountability. They always have an excuse and never admit mistakes.
Impact on Promotion: If you work under a blame shifter, you may find yourself unfairly blamed for failures. This damages your reputation, making higher-ups perceive you as incompetent or unreliable.
Company Culture: A blame-heavy culture discourages risk-taking and innovation. Employees focus more on protecting themselves than contributing meaningfully to projects.
- The Invisible Boss
Traits: This leader is rarely available when you need them. They provide minimal guidance, fail to advocate for their team, and don’t push for employee development.
Impact on Promotion: Without mentorship, feedback, or visibility in leadership discussions, your career growth is stagnant. An invisible boss does not promote your achievements or help you build connections with decision-makers.
Company Culture: A company with absentee leaders lacks strong direction. Employees feel unsupported, and professional growth is left to chance rather than being actively nurtured.
- The Favouritist
Traits: This leader has clear biases toward specific employees, rewarding them with better opportunities, raises, and promotions regardless of merit.
Impact on Promotion: If you’re not part of their “inner circle,” your hard work may be overlooked. Even if you outperform their favorites, you won’t get the recognition or advancement you deserve.
Company Culture: Favoritism erodes team morale and fuels resentment. Employees see no value in hard work because promotions are based on personal relationships rather than merit.
- The Idea Ki-ler
Traits: This leader shuts down new ideas and discourages innovation. They are resistant to change, preferring the status quo, and dismiss creative solutions without consideration.
Impact on Promotion: If you’re known for bringing fresh ideas but are constantly dismissed, upper management may assume you lack strategic thinking. Your contributions never gain traction, keeping you stagnant.
Company Culture: An environment where ideas are dismissed leads to a lack of growth and stagnation. Employees feel unmotivated to contribute beyond their basic responsibilities.
- The Overloader
Traits: This leader gives you an excessive workload without offering support, setting you up for burnout. They expect long hours and constant availability but fail to acknowledge your efforts.
Impact on Promotion: Despite your hard work, you may be seen as overwhelmed rather than efficient. Instead of being promoted, you’re perceived as someone who struggles to manage their workload.
Company Culture: Workplaces with overloaders promote burnout and high turnover. Employees become disengaged and prioritize survival over career development.
- The Unclear Boss
Traits: This leader provides vague or constantly changing instructions, leaving employees confused about expectations. They fail to communicate goals clearly and offer inconsistent feedback.
Impact on Promotion: When expectations are unclear, your performance is inconsistent. It’s difficult to meet targets when they are constantly shifting, leading to negative performance reviews that hinder your career growth.
Company Culture: A lack of clarity creates confusion and frustration. Employees waste time second-guessing themselves instead of focusing on productive work.
Conclusion: How Company Culture Enables These Toxic Leaders
A company that tolerates toxic leadership often exhibits the following characteristics:
• Lack of accountability: Leaders are not held responsible for unethical behavior.
• Poor communication: There is no clear path for employees to raise concerns.
• Promotion based on politics: Advancement depends on relationships rather than performance.
• Low employee morale: People feel disengaged, overworked, or undervalued.
If your workplace has these traits, your promotion may be at risk—not because of your abilities but due to systemic issues. Recognizing these patterns can help you make informed career decisions, whether by addressing concerns with HR or seeking opportunities in healthier environments.
Boss: If you’re not happy here, you’re free to leave anytime.
@7ah7+16zEvLP3 sounds more like Chinese people, is Singapore a country or a city?