EM just use you for the turnaround only, after that you all kenna cut throat siah!
5443 replies (most recent on top)
Linkin Park (In The End)
I tried so hard and got so far
But in the end, it doesn't even matter!!!!
You tried so hard to make sure the turnaround ended smoothly, They are also trying very hard, to make you kana PIP and lose your job with extreme Ownership!!!
no announcement leh, where's the juice
Some movements, announcement will be out tomorrow
Everyone is dispensable in EM.Good luck!
Technical sls quit meh. Cut cut cut ar. Good to see so many tired folks daily working on turnaround and then just to get cut after it! Extreme ownership Somemore
This thread has increased my respect and feeling of brotherhood with Singapore!
EM is reducing headcount at the end of the year. Firstly 70 contractors need to go. EM employees will go into loop recirculation where excess headcount will move to other departments if possible. Lesson learnt previously, there won’t be official retrenchment packages but only legal PIP prepared to terminate excess headcount. EM really wants to save every single cent since Singapore site does not earn money for the past few years. This is a sunset industry. Upcoming CRISP project is delayed. You don’t expect crispy rewards from this project after start up because of low market demand and high operational cost. Even technical 2nd line supervisor also resign already. More to go soon if there are better opportunities else where. Official announcement should be out in November after the SOP1 turnaround.
the people who thinks they can run sg just because you worked/work in emteh is so funny leh. angmoh is bigger than your head leh. you think you can run ssm or fei because of your "connections". go to he-l leh. sg will be sold off because of people like you leh. just retire or get lost to your country. this is my country and don't do sh-t here. your behind the door connections just drain the people leh. it's funny leh.
why are you still working in EM? just quit leh. no money right? loll. then shut up lehhhh. or just quittt.
lol how old are you when you realised this. Hope not too old.
Anyway, this is the case everywhere. Just to Exxon hires new grads most of the time and they brainwash the hires as though they really joined a family business that cares.
The universal truth is the same in all companies. Your family is the one you go home to. Everything else is survival of the fittest. Don’t be stupid to think otherwise.
Working at Exxon teaches me a few things:
- When people say work as a team, that team will always have leeches lazy bumps, and ignorant people who refuse to improve themselves. It can be the worker or manager.
- Empty vessels make the loudest noise.
- Empty vessel/lazy management gives bad grading to ground staff that can replace him/her immediately given their wealth of experience and willingness to work attitude.
- Some supervisors think that they can afford to have zero knowledge about plants, but they must be able to manage. (This group of people is the worst, how can someone manage efficiently without knowledge?)
- Highly experienced ground staff constantly have to advise lazy/empty vessel management.
- Planning mistake becomes ground staff mistake.
- Everything is easy and should be complete fast mindset. (when planning a job)
- Refuse to spend time and think, what is the cause and effect of a planned job? (indirectly setting up for ground staff to fail).
Conclusion
- It is best to only think of your interest, if it doesn't benefit you don't do.
- Working hard and having a wealth of knowledge is NOT ONE OF THE REQUIREMENT TO BE A LEADER.
- People always say "leader of tomorrow", but is should be corrected to "leader of your own life and well-being of tomorrow"
- If you die of exhaustion or illness due to working too hard in ExxonMobil, no one from the high-level management will visit you and thank you for your hard
work. The only thing Exxon will do is immediately post a job ad on LinkedIn or Career Future to replace the dead you.
- life is short, don't work so hard
Fire or leak cannot announce paiseh lah no standard
Again Technician fault
But chemical or refinery or company losing money must tell the whole world
Em the best
today's leak or fire incident at PAC? how come no communication at all?
When a company uses Performance Improvement Plans (PIPs) in an unethical way, it can lead to a host of problems, both for employees and for the organization itself. Here are the key ethical issues and consequences associated with the unethical use of PIPs:
### 1. PIP as a Pretext for Firing
- - Ethical Concern: If a company uses PIPs as a tool to justify firing an employee rather than genuinely trying to help them improve, it is unethical. This occurs when the company has already decided to terminate the employee and uses the PIP merely to create a paper trail for legal or HR purposes.
- - Impact: Employees may feel demoralized, powerless, and unfairly treated. The lack of transparency can erode trust in management and contribute to a toxic work culture.
### 2. Unattainable or Vague Goals
- - Ethical Concern: Setting vague or unrealistic goals in a PIP makes it impossible for an employee to meet expectations, essentially setting them up for failure. This can be a tactic to force someone out without providing them with a fair chance to improve.
- - Impact: Employees may feel frustrated, demotivated, or anxious. This can lead to deteriorating mental health, loss of productivity, and even legal challenges if the employee feels unfairly dismissed.
### 3. Inconsistent or Biased Application
- - Ethical Concern: If PIPs are not applied equally across the organization, or if certain employees are unfairly targeted (e.g., due to discrimination based on age, gender, or other biases), it creates an environment of favoritism and discrimination.
- - Impact: Unfair treatment can lead to a hostile work environment, increased turnover, and potential legal consequences due to claims of discrimination or wrongful termination.
### 4. Lack of Support and Resources
- - Ethical Concern: For a PIP to be ethical, the company must provide employees with the resources and support needed to improve. If the company does not offer coaching, mentoring, or adequate feedback during the PIP, it signals that the PIP is being used as a tool to oust employees rather than genuinely help them succeed.
- - Impact: Employees may feel unsupported and set up for failure. It also undermines the credibility of management and HR departments, and contributes to low morale among the workforce.
### 5. Emotional and Psychological Manipulation
- - Ethical Concern: PIPs can be emotionally and psychologically taxing on employees. If a company uses PIPs to pressure an employee into resigning rather than firing them, it can be seen as a form of manipulation. Forcing an employee to resign may prevent them from receiving severance or unemployment benefits, which is unethical.
- - Impact: This can lead to severe stress and anxiety for the employee, contributing to a toxic culture where employees are fearful of retaliation or unjust treatment.
### 6. Reputation and Legal Risks
- - Ethical Concern: When companies misuse PIPs in unethical ways, they expose themselves to reputational damage. Employees may share their negative experiences, which can hurt the company's image. Additionally, unethical use of PIPs may lead to legal claims of wrongful termination, discrimination, or retaliation.
- - Impact: Beyond harming individual employees, this practice can damage the company’s brand, affect talent acquisition, and lead to costly lawsuits.
### 7. Destroying Trust and Workplace Culture
- - Ethical Concern: Unethical use of PIPs can create a culture of fear and distrust. If employees believe that PIPs are used as a tool for termination rather than improvement, they may lose trust in leadership. This can lead to disengagement and decreased loyalty among employees.
- - Impact: High turnover, loss of morale, and poor performance are likely outcomes. It can also create a divide between management and employees, where workers feel that their contributions are undervalued and that the company doesn’t have their best interests in mind.
### How Companies Can Avoid Unethical Use of PIPs:
- - Transparency: Clear communication about the goals and expectations of a PIP is essential. Employees should understand why they are being placed on a PIP and what they need to do to succeed.
- - Realistic Goals and Support: Companies should set attainable goals and provide the necessary support, such as coaching or training, to help employees meet those goals.
- - Consistent Application: PIPs should be applied fairly and consistently across all employees. Any appearance of bias or favoritism must be avoided.
- - Genuine Intent for Improvement: The primary goal of a PIP should be to improve the employee’s performance, not to prepare for termination. There must be a genuine effort from management to help the employee succeed.
### Conclusion:
If a company uses PIPs in an unethical way, it can damage both individual employees and the broader organization. Employees can feel manipulated, unfairly targeted, and unsupported, leading to a toxic workplace culture, high turnover, and potential legal consequences. For a PIP to be ethical, it must be implemented transparently, with clear, realistic goals and a genuine intent to help the employee improve.
so fu--ing funny we singaporean doesn't understand the 'extreme ownership' training vs the americans who did it. stop using the work extreme ownership words in email and everywhere. its he act lehhhhhh. cover and move. extreme ownership in alllll emails and in alllll meeting leh.
extreme ownership folks~
Make sure you own what your TMTS counterpart is doing or can't do well in. You don't have to be G and below to be sent to the firing squad. Your BU is already putting you up for firing pew pew pew
Unless you’re SLS, if not time to pack and go. Ranked Good and below will be sent to firing squad.
both fuels n chem margins dropping, even mgmt say now survival mode
then loads of personnel coming back from big projects next yr. writing is on the wall liao
mgmt will learn from their mistake so no singapore study this time. they will just impose 8% pip every yr for next 3 yrs. and somehow no sls and above will get pip like last time round. gd luck
Anyway this place is a sinking ship… it is time to look outside for other opportunities… your superior will always tie you back by saying “ now it is hard to get a job outside la and etc” we all know if all the ground staff leaves, they need to bear all the consequences, like training new people and etc
Too many SLS level and less working people. SLS and higher up cannot cut because they are the people ranking. Most SLS know nothing about technical only do lip service.
BTC rocks. Please up vote me
I knew of at least two people in my business team who went on long term absence because of work illness.
How much does the MLT want to squeeze us ?
Not trying to slight anyone but it's a job that nobody wants anymore to be honest.. at least quite a few of us have moved on to other external opportunities over the years.
BTC will take away KLTC jobs.
We kltc gonna take all your jobs ;)
How come there is no similar thread for KLTC? I think their working culture must be pretty damn good.
not just fei SLS la, so many ES SLS wanna act like they know how to do things. The worst has left for kltc, lucky us
I’m emailing emtec now.
sls please just us just do our work. fei sls to be exact. don't go barking at maintenance fls operations mc. just do your work in your office. don't disturb us at the ground. we maintenance fls just want to do our work. we know how to do our work. we are effing tired and we don't need you to show off you know it all. you don't know it all to begin with. stop contacting your friends in emtec and tell others don't talk to emtec. we are tired. let us just focus on the TA. told you guys soooooo many times. this is best channel to let you listen leh. just listen. pleas listen leh.
“You are the specialist technician in this unit!!! and this year A grader you will be definitely in the list ” this is what my toxic boss always told me before a difficult start up or shutdown or preparation of super difficult equipment . But I will only know how special am I during appraisal Hahas. Some people work like MC of the unit also never get A. some of them when work get tough they always disappear also can get A
Hiaz this is how special Exxon is
share more details leh, you make it like FEI is the main character in engineering when the majority here doesn't understand what you are saying. Is it someone from base or project?
heard that mechanical "specialist" coming back after telling the world he's going US. haha funny leh. another damn headache FEI will have to suffer. can't wait to hear him to say "in my role, i meet a lot of people you know" "im very busy you know" "i've done this you know" " i know more than you do you know"
it's like we're getting a combo leh. fu-k we are so tired with drama
The company is trying to cut the headcount of full-time staff and replace it with contract staff. This will benefit the company's profit greatly as they can cut off contract staff and rehire as needed.
Ground staff will bound to suffer, as you need to clear off all the sh-t generated by the top and temp staff. your Hp will ring like 7 11 and the number of phone calls you need to answer every day is way more than the CEO of the company..
Welcome to the new ExxonMobil, where hardworking workers need to work harder than usual and the appraisal of the worker will be a "b"or a "c"..
This is a new world-class company, the company will offer attractive bonuses, "if you manage to make it out alive" to take the bonuses.
So angry and tired of all the bullsh-t that were happening since 2020. Even though my performance appraisal result was decent, I finally resigned this week without a job. I was managing what 2-3 people used to cover prior to COVID. Highlighted to my supervisor since last year that the situation was getting worse but the response was that it had always been a single person position (the poor soul before me was barely managing the workload before he left the role)
Mo--ns try to cut headcount at site to top up with TC engineers but TC engineers cannot replace site headcount properly. We want a TC engineer to replace a local headcount 1 for 1 but BU is expected to go to site engineer for any urgent request.
Frustrating things that I have experienced from the TC over the past few years
- TC engineer wanted me to join a meeting for her unit ON MY OFF DAY because she say she had difficulty stewarding the meeting without inputs from me (not sure which equipment is out etc) but that is your fu--ing job to be aware of whatever is going on at site. What’s so difficult about reading the handover log every morning?
- TC engineers sending colleague on a month-long wild goose chase to fix a valve which was actually functional because the long term monitoring sheet was set up wrongly.
- TC engineer unable to reconcile energy balance for months
- TC engineers totally don’t show up for regular meetings.
- TC engineer promised to follow up on a certain issue but forgot about the issue two weeks later
Provided the feedback that the TC is not proactive and just waiting for items to come but TC responded that site is not clear with the deliverables
Sometimes I wish CRISP didn’t happen (I don’t even know if CRISP is really profitable). we might get sold off like Shell and the new company decides to replace the management with their staff.
then perhaps the MLT might feel how how rank and file employees felt the past few years. TC can devote their efforts to supporting other sites (if their own attrition can be solved)
I gave up a job offer back earlier this year because I foolishly thought I will be an a--hole to leave while the site push for CRISP start up. Sc--w this and the turnaround , the TC folks can take my place
Expecting another round of lay off in 2025 after China one start up. Don’t expect free meal from EM.
busy leh. turnaround! ES wants another doctor thread or what leh?
why is it so quiet now?
just get rid of stupid bosses. can see people just follow because of performance leh. what a joke. look stupid. TA, you better be safe. or else not worth it leh.
sg with their d-mb comments below and accent.