Thread regarding ExxonMobil Corp. layoffs

5Tpsl+16zEvLP3

Excellent brilliant idea love it let's hope the mgmt take note of this
Actually many old sh-t or boomers are all waiting to be fired and get compensated without you knowingly
We've all had our good best moment and times these long glorious years here in em and enough is already enough now
You the young g-ns can take over us and one day the same exact words will get back to you

Hoping to get fired soon the sooner the better leave all positions to all the young g-ns
Thanks em for all those very good money
Its time to cut and save cost now

Fire old expensive employees and hire fresh graduates, really cost saving

Simply corrupted.

Army general without soldiers can’t fight the war to protect their empire. Therefore, brainwashing troopers to stay now. We will have to sacrifice for their status, high salary, comfort.

This is real world. If we need to stay united. Nobody will suffer from unfair treatment from the beginning. Don’t missed out the actual motive behind every brainwash sessions.

Old leeches gotta leech. Bunch of JLBs.

bunch of airheads boomers still left in the coy
bad culture lurking ard

Those chanting “We are ExxonMobil” likely are those ever benefited from the bias system or buying time until their CPF withdrawal age and let the young ones fight for their survivor or wanted to continue taking higher pay check until times up or maybe truly want to help the company go through this tough time?

Having read all these comments, I feel that EM culture of proclaiming best of the Best all these years has led to a bunch of self entitled and arrogant staff. Sudden loss of a safe haven left all these monkeys ranting. All claim to be hardworking and deserve to be promoted. Hope you have in mind this is the real world. No one really owns EM....

Ranting here does not spare you from the sword when your time is up... get your a-s off and work diligently. Don't cling on to the rope while voicing your displeasure. Leave for your "greener" pasture if you think so highly of yourself.

@5Rwbx+16zEvLP3 We are ExxonMobil! Lol.

We are ExxonMobil
We are ExxonMobil
We are ExxonMobil

Problem solved. Having great culture is the key to strong performance, according to the senior managers. Expect to see more we are ExxonMobil activities in the coming months. Believe that will lift your spirits and make you forget your friends are leaving or have left, while your own salaries stagnant.

BUT… if you are truly unhappy here, why don’t you quit? Because you know you can’t find a better alternatives. That’s why attrition has been manageable. A lot of you are paid more than the market rate and frankly, there’s nothing better out there for you. So, just buckle up, clear your throats and shout together with your managers, we are ExxonMobil

Laying off or reclassifying supervisors to be technicians is reasonable in my view. This allows budget to be rightly allocated. Organization needs to purge out these leeches to save worker bees.

Those pioneer batch of supervisors all have higher salary (above market rate), fully paid HDB/private condo/JB property (some bought SG landed due to booming O&G era), driving cars, eaten many hotel buffers, business trips in business class flight WHILE the younger generation need to work their a-s out to help company pay off the debt and accumulate cash. In addition, all they do is to delegate tasks (downwards to technicians or sideways to engineers) and collect status for reporting.

Younger generation supervisors are no better. Those good ones remain as anchor for their reporting organization. Those promoted ones are usually those with connections/play dirty/lucky fellows. True or not, leave it to you to judge.

I would advise young poly grad to work elsewhere. Don’t waste your time here anymore (company need to pay off debt/put money on better investment than paying you first). Think about it yourself.

What we see today, is telling us company do not treat employee as an asset and we are expendable at any time (what happen if you at 40s to 50s but haven’t fully pay your 4 bedroom HDB unit?).

@5Rboz+16zEvLP3
“young families are already financially impacted with the salary freeze and no promotion.”
It is very true especially for young fresh-grad technicians from POLY, entry technician salary is only around SGD 1,700 whereas my friend in semicon starting pay from SGD 2,300. Without OT and increments in EM, I will be doing food delivery soon… what is the point of working in hazardous environment??
My senior’s one day OT on Sunday is already half of my monthly pay + additional step up allowance.
The package is so much different for old timers and younger folks. I’m not jealous but i’m not happy so resign lor.

We Are ExxonMobil stories are annoying

How to improve employee morale when the ship is already sinking with unabated resignation and early (forced) retirements?
Shouting “We Are EM” slogans and relating uplifting stories about it won’t do nothing, if our workload continues to pile up (while remuneration stagnates) and we are led by very young and incompetent supervisors.
Giving (dried) fruit baskets and “well done” cards won’t cut butter, when young families are already financially impacted with the salary freeze and no promotion - with an expectation that you will remain in your job (hentak kaki) for the next 5-7 years.
You then begin to compare with your school mates and peers, whose careers are progressing well elsewhere, with nary a fear or worry that each year and every year, you may still be removed from your job (as in EM). That’s UNCERTAINTY to the power of e !!

The plan to improve morale is to have more We Are ExxonMobil stories! Expect to hear more inspiring stories of how we are embedding of we are ExxonMobil culture into the organization by your managers. This should help you stop complaining. By the way, if the Singapore government is not helping the local workforce, why should any one do that?

It is just whether you are the chosen 1 or not. Many people quit because they were not chosen to take on the role that they wanted. This is similar to ranking. You are where you are because someone else was chosen to be ranked above you. It doesn't mean you did any worse than him. You are just not chosen.

PIP is a improvement program to demote employees after you have improved.

@5Pnem+16zEvLP3

Always good to keep some cannon fodder around.

#WeAreExxonMobil
#WinningAtSg

It is very politically driven during ranking, we managers are aligned and has a hidden pressures to ensure top tier employees never gets demoted to the middle tier. It may sounds great that even if you are slotted into the middle tier of excellent/very good, it is temporarily until we can start hiring again.

I’m was PIP last year and not fired. Take your bu-----t elsewhere

“8% is to help you improve performance, it’s not to fire you…”

Biggest piece of cr-p I have heard from management. Show me who’s PIP and still get promoted even after improvements.

@5Oavf+16zEvLP3 If you are so unhappy. Get lost lah. Leave EM now. Better for your health sake.

EM and the industry is fine. It will continue to do so.

No more new, gasoline-only and diesel-only engined vehicles will be allowed to be registered in SG from 2030.
This will heavily impact on the oil majors’ retail business - both fuels and lubes products!
Only COE-extended vehicles and hybrids will come and pump.
That is only 9 years down the road!
Not a very far-out scenario.
So how?
Convert all gas stations to also support charging stations for EVs?
Or return the lease back to garmen and divest retail business?
So you want to export more mogas and diesel then?
But other OECD and many non-OECD countries like China are also shifting to EVs.
Then sell to who? Developing, third-world nations? They will also need to shot to EVs as major manufacturers stop combustion engine production.
Diesel and Jet fuel shifts to bio-fuels.
Companies like Neste is expanding.
Bunker fuel shifts to NG, and/or ammonia.
Green energy, blue energy, are all breathing down the neck of fossil fuel.
PP/PE and all plastic derivatives can and will mostly be recycled.
Where will we be in our business, in 10-15 years time?

If you get PIP this year, mostly you are going to get it next time. It is very political. Top performers will always be in their safe zone. Better find a new job before it is too late. EM is not a good company for you to work for entire life.

Yes. In my unit there are a few of such cases. They fast track to other departments like PD, LPS,
Digital Manufacturing and etc. because of their intangibles skillset (the dirty side of it) as they won the heart of those 3 yearly rotational SLS & foolish supervisors being brainwashed by them.

The future is bright. The chemical company management has already said Singapore is strategic. No need to think anymore. Singapore is back again! We are ExxonMobil. Everyone who goes into PIP will pass PIP. Don’t worry too much. We are ExxonMobil.

• senior management really thinks all of us are stupid and will continue to drink the Kool-Aid.

Why reclassified supervisors as technicians and senior technicians as junior technicians? The only reason I can think of is cost saving.

@5Ngql+16zEvLP3
If I am now in EM’s campus hire program, attending an interview and if the interviewer tells me that the bottom 8% of each year’s performance assessment cohort will be continuously weeded out, regardless of his/her years of service, I will say NO.

@5Olpz+16zEvLP3

Lol focus on having a stable
Govt lah.. can’t even come
Out of lockdown want to talk about do better LOL.

So any SLS or managers got PIP? If the answer is no, that means that all those who were ranked together with them and got NSI'd to meet the 8% are the senior employees on professional path right? Meaning that everyone on professional path is doomed to get PIP'd 10-20 years into their career?

@5Nish+16zEvLP3
Whenever a 3 - 10 years experienced employee leaves (by resigning or PIP), then hire fresh grad for replacement, already save a lot of money. Good strategy by senior mgmt/HR.

Oh, the fresh grads need time to train up in order to be 100% replacement? That's for the people on the ground to manage, not senior mgmt's nor HR's job.

Transfer to KLTC, especially the supervisor and specialist roles. We can do better and cheaper.

Fire the expensive and hire the fresh = cost saving and efficiencies… my boy also knows this.

@5Nvlo+16zEvLP3
Correction.
There is a “must NSI”.
Then there is also TMTS.
Both of them translate to a regulated headcount reduction.
But there is now, in addition, urgent hiring to compensate for the unexpected rise in attrition (higher than planned).
So, does this all seem right to you people?
Firing and hiring at the same time?

Wonder why there is a must NSI, what is means the hiring process not good, ie managers blindness or some backdoor hiring, or the selection does not get the right candidates or base case cannot get the best candidates. Or hire the best but when soak in here become mediocre. have to use this process to get ride of ppl rather train them. It will be survivor mode for most ppl, compete within the group, see who will last longer by each year. Maybe that’s the reason sometimes I see ppl keep things for themselves, not to disclose knowledge and experience sharing proactively, so keep the secret can survive longer. Of course this is for ppl have to stay or chose to stay.

Not with the current compensation structure. The risks outweigh the rewards here.

Everyone now will need to look at the PA system from a bigger and higher perspective, going forward.
As long as the inconvenient-but-necessary 8% NSI-PIP is there, it will work against the most of us from VG (PA mid-point) and below.
Only the Outstanding and perhaps, some Excellent individuals’ careers will be “developed”, given higher potentials, etc.
The question that I’d like to ask all those who have elected to stay on in EM - by choice, or otherwise:
Would you have joined a company (like the EM now), either upon graduation or from a job switch, if you were told that every year the bottom 8% will be PIP’d and risk being asked to go ….. regardless of the number of years of service that you have had.
That is, it’s not only restricted to those who are under the ubiquitous probation period upon joining.
Which means that for the rest of your working life in EM, you will continue to risk your job being severed - insofar as you fall in the bottom 8% heap, each year and every year.
That alone is daunting enough for me to question my continued employ in this company.
My family’s future destiny could be jeopardised if I were to lose my job ….. and it’s impact would be felt much greater with age. I cannot imagine myself losing my job when I am 40-plus, or even worse, when I am 50-plus!

@5Lwqn+16zEvLP3
I’m afraid not - cos the older and very experienced ones that you and many other past EM expats had worked and interfaced with in SG have all gone, or (forced retired). Managers, supervisors and engineers alike - all good ones, tops in our industry.
Many now in SGCX Manufacturing are very green behind the ears, young upstarts that don’t even know what they are talking about!
Not to mention their (in)ability to lead!
That’s the sad state that we are in now

the attrition is still low which has given management confidence to implement high NSI % next year. Mark my words - you heard it here first. Next year’s NSI will be at least 5% and above! Welcome to Singapore, where workers can have no perks, no dignity and will still continue to work for minimal increments and minimal progression for years! We are Exxonmobil!

Colleagues in Singapore. Hang in there. Hope whatever you decide things turn out well for you. Everyone I know who has worked in Singapore enjoyed working there and speak highly of the local workforce. Hopefully the good times return again.