Its sad to see XTO losing so many folks in these turbulent times and unfair layoffs. I call it unfair because RTD has these teams called Grand Challenges to supposedly solve our Permian problems. Dozen of phDs with no clue of what they are doing. They have done nothing but annoy XTO folks over the years. They need to the ones let go for good for their lack of integrity and skills.
These teams particularly have wasted company reaources and not produced any significant solutions. The team leads have already gone into other parts of the organisation through LYING and cheating. Some of them have been promoted to managers, supervisors. These are the folks who need to be let go, not the operations at XTO. These are the leeches who do literally nothing but redo their own work, have absolutely no understanding of the business, waste everyone’s time and worst of all, have inflated egos and poor skills with no integrity.
Everytime you come across someone who is working on ‘Grand Challenges’, or has worked in the past, you can be sure they are not the Brightest. Question them on the value of their work and how its useful, and watch them squirm and lie boast on how awesome a job they are doing/did. These jokers are in no way more qualified or deserving to stay. But sure they will be around, and rot the company further from within.
These are the examples of how our research organisations are draining company resources, simply by existing. Every RTD and Digital project is questionable, and poor employees don’t have a clue on how useless their work is.
And I am not the only one, there have been so many posts on RTD, they are an actual issue! Saying this as someone who has worked in RTD for some time but has ops experience. They are extra people in the organisation simply because they have no necessary skills and a misguided sense of self importance to produce work for themseves.
The leadership is blinded as they are a product of this sick organisation as well. UIS managers have partnered to scratch eachother’s back and ‘collaborate’. They are all aware and complicit. And until they are changed, ExxonMobil Upstream can’t rebound regardless of how many people are let go.
THE system is the problem not the employees. These managers are the one that go on a hiring spree to impress their superiors on the ‘volume of work’ they have.
UIS leadership is an example of poor management, because they are people who don’t understand the business. Their only job is to promote themselves and have no technical knowledge in depth. The technology centers in India and KL are an extension of UIS and they will simply fail because of the leaders of this purposeless organisation leading them as wel.
On a constructive note, they can help the company only if the leadersip is completely changed and has more representation of folks who have seen the business and understand it.
The UIS current managers are inbred folks who have risen on the management ladder by a– licking their supervisors.
I hope people who can make decisions see this and talk about it.
Saying as someone who hopes things will change, but at the same time also applying to jobs everyday to escape.
Good luck for today folks, I hope we survive. Its been several sleepless nights because of the unethical handling of our layoffs.