just enjoy lehhhhh. we will get sold. management sad only for themselves liao. thinking about their high paying pay. funny leh. we on the ground don't care. we just relax
5443 replies (most recent on top)
2025 2026 ......dunno how long em can last
2027 2028 and beyond......dunno whether em can exist until here or not
Anyway just cherish the moment lah all my em Comrades
Hopefully we get nice retirement package lah
We were exxonmobil
If a company consistently places around 8% of its workforce on a Performance Improvement Plan (PIP) every year, it may raise questions about whether PIPs are genuinely being used to address individual underperformance or if they’re being applied as a tool to gradually reduce headcount. This approach allows the company to potentially reduce headcount without going through retrenchment processes that would require notifying the Ministry of Manpower (MOM) and providing certain benefits to laid-off employees.
Using PIPs to reduce 8% of the workforce annually could risk regulatory scrutiny and reputational impact. If employees feel that PIPs are not used fairly or that they are unfairly targeted, they have avenues to report or seek recourse through MOM and TAFEP, which may intervene to ensure fair practices are followed.
Feedback can help the organization identify the bottleneck and we can get things done smoothly and efficiently. But now given the blaming and extreme ownership culture, do you think people will go and feedback stuff?
NO!!! why should I? Let it fall... Because the top refuses to see it, I also can refuse to see it... I will continue to use "IS it??" or "Well I am not aware" or "How can this be happening?"... it is so easy to say... and does it sound oddly familiar? This was the statement used by our extreme ownership advocator...
In times to come, extreme ownership will turn to Lifetime ownership!!!
Wake up la... it is just another way for the top people to say, we don't know how to do it and we also don't want to do anything just get the SH!T together can liao...
F@ORK the extreme ownership...
By glassdoor review: Morale destroyed by senior management. Arrogant Yong management and poor leadershixt.
If managers or supervisors use “extreme ownership” to avoid accountability, it creates a double standard. Employees see that their leaders are not held to the same standards, which can decrease morale and commitment.
True extreme ownership works when leaders lead by example, stepping in to support their teams, especially when risks are high. A balanced approach includes coaching employees to take smart risks, with supervisors actively involved to guide and back them up. If you feel risk is being unfairly pushed down, open feedback channels or discussions with leadership could help address it. Effective “extreme ownership” should be about shared responsibility, not just shifting burdens.
Farm hard with extreme ownership !!! Every farmer for themselves!!!!
yes lah id--t. it is going to war. you probably no job in couple of years if you don't fight now. how to tell id--ts singapore employees.
em now going to war is it
Laws of combat
Mindsets for victory
Extreme ownerSHIT...bullsh-t lah em
HSBC plans to cut senior management roles but not junior roles. Darren really needs to reconsider this approach. However, our local heads all want to protect their positions first.
LOL INSTRUMENT SLS, that's too direct la. But then again, his dream come true for awhile in BTC, all his little indians around him
oEfxk+16zEvLP3 Sounds like the instrument sls that got sent back after practicing nepotism in sg.
This one cannot control one, given if they are at a high level position, they would prefer to promote people they can control… as long as those people below them were predictable, their position would be as solid as diamond… even when the company close shop, their diamond sit would easily earn them other positions else where 😂…
Their diamond sit were as solid as the game of thrones one 😂
It is true that Indian prefers promoting own country man. It is evident in the plant. Existing system does not red flag this. No difference from Tech companies to be honest
Not Darren Woods La, it's just how slow we start to go lean that's why this tc taking over stint is so aggressive these few years.
Hr or whoever also causing all these problems for us. Change the ranking system for what
Darren Woods ar.... please la Singapore close shop also like that... why does he bother? it does not impact him in anyway
BTC ftw
Somemore BTC is taking over the jobs of everyone locally. Sooner or later, the ones left will be reporting to a BTC supervisor. This is happening to other sites as well.
If this ever happens, say goodbye to your career as the Indians will take care of their countryman 1st. Look at them now, getting promoted left and right, getting excellent when their work is subpar.
Darren Woods, I hope your decision will not be the cause of downfall for EM.
They might lay off another 300 employees by 2026 as part of global restructuring, affecting around ~7% of its workforce in Singapore.
When layoffs occur, no one is completely safe—not even managers. The belief that a specific level or role offers immunity can create a false sense of security. When things go wrong, everyone can be affected.
I’ve noticed that many people adopt a “sitting duck” mentality, waiting for the inevitable. But why wait? There are also those who actively engage in learning, updating their LinkedIn profiles, refreshing their resumes, and staying informed about market trends. This proactive group adapts quickly to changing market conditions.
Unfortunately, I’m one of the leaders who left. If I were still there, I would prioritize those who are agile and bring bright ideas to the company, rather than those who remain passive.
I am guessing that the next layoff exercise will take place after CRISP and ChinaOne start up, shutting down of non-profitable units in tandem with the performance appraisal exercise. What do you think ?
Crisp taking so long to start up and on-spec. Mgmt and hr want to faster start the layoffs. Can Crisp be faster??
Eat the ice cream when you still get, at least it is free
Wah saying best TA today, 1Q 1Q 1Q and thank you, thank you, thank you…
In the end, only give 1 small ice cream. What the he-l
remove all the sh-t in ES and in FEI. we've removed sh-t before and let's remove the sh-t again. fu-k sh-t bullsh-t. i want to work and make money. don't want to deal with sh-t everyday leh. fu-k this sh-t.
Is it true that if you got PIP for two consecutive years, you are out of the company ? My teammate is one of them but he is still around. He is useless, why is he still around ? I don’t care if he loses his EPASS
Want to cut cost ar? simple don't replace any spoilt or broken equipment in the plant lor!!! just run everything to fail and close shop...
that's why don't leave at 6pm, leave at 515pm, that's on time. By leaving at 6pm, the boss will think that since you are already staying late, you can stay later as long as it's before the time for you to claim cab
one day 6 PM plus one indirect boss not let me catch company bus and asked about XXXX: tell me what’s your thoughts and view about it, now, tell me
Hi boss, it is my thoughts and my view, why should I share with you so that you use it for your weekly update? If you really want to seek insight, treat people with respect and ask nicely during office hour please
Cut throat feeling when boss keeps asking why cannot deliver cost cutting target… just by asking “why cannot”, will not yield into saving please
Have you ever wondered why so many ideas come up during offsite meetings, but afterward, it’s all talk and no action? How can we move forward from that? Now they’re cutting offsite meetings, cutting overtime meal claims to just $10??? Come on, even the technicians are earning more than us. And they still expect the best minds to stay here? This is how brain drain happens. Anyway, I’m leaving soon, Bye!!!
A bunch of clueless bosses supposed to find ways to save millions of dollars and make cash from the plant, ended up only able to find savings by cutting offsite meeting in harborfront office transportation claim, say 300 collars… nice way of demonstrating extreme ownership and we are all in this together
Wow, what a dream come true! Who wouldn’t love working under a boss who thinks ‘not urgent, but by today’ is reasonable for everything? 😒 And that whole ‘company standards’ excuse? Classic. As if it makes their lack of planning or vision any better.
Nothing like being on leave and still getting dragged back for the ‘business needs.’ 🙄 And don’t even get me started on the appraisal nonsense—apparently, you’re never doing enough, but somehow your boss totally disagrees (sure they do).
Ah yes, and when all else fails, just blame ‘ownership’ and throw your hands up like there’s nothing that can be done. Sounds like pure bliss working in that environment. 🤢
Wanna look cool while you work in Exxon singapore? These were the top few phases has been used consistently in Exxon!!
- Your boss always tell you, “not urgent but I need it by the end of today” for each and every assignment.
- When they want to meet their KPI and they don’t know how to achieve it, they will say “ this is the stand set by the company and wasn’t set by me”.
- When all he-l break lose and they don’t know why and how things happen, they will say” please take ownership of your work or your plant”. “Things will never happen if everyone takes ownership!!!” Hahas
- When you wanna go on leave or when you are on leave your stupid boss not able to settle “ can you come back to work today? Because business needs”
- When you boss wanna impress people, “can everything also can do!!!” “By today everything will finish”!!!
- During your appraisal, your boss will tell you “ other people say you never do this and that. But I don’t agree however manager agree so your appraisal turn out to be like that”
- When you boss wanna tell you to get it done even your plate is full, in order to make him look good, ur boss will say “ manager say that he want this by today, so…..”
- When there is a problem your boss don’t know how to fixed, and your boss will say “ what can I do??? There is nothing I can do”
Cont'
After we left this place... Of course ;)
Sorry guys... For majority, if not all it's:
Renaissance
Rejuvenation
Reward
Recognition
The 4 R's
Resign
Regret
Return
Retrench
Ho sei liao
The 3 Rs
Resign,
Regret,
Return
When senior leadership puts excessive pressure on middle management and creates a culture of fear, it not only undermines the confidence and authority of middle leaders but also damages the overall health of the organization. This kind of top-down pressure can lead to poor decision-making, reduced morale, and a lack of innovation as middle leaders become more focused on avoiding mistakes than on driving the business forward. Fear-driven environments often result in high turnover and disengagement, which ultimately hurt the company’s long-term performance. Shareholders may eventually realize that a strong organization relies on empowering all levels of leadership, not creating a hierarchy based on intimidation.
Does anybody contribute to overrun TA budget?
Sure kena PIP. This year, managing cost is everyone’s KPI.