Lets rank our leadership. Hopefully, they will read it, self reflect, and improve organization. Grades are 1 to 5. 1 is worthless, 2 is just OK, 3 is good, 4 is very good, and 5 is outstanding. We have ranking it this order: Supervisors, Managers, VPs. I will start: 2/1/4.
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- ..They are taking the hard but necessary steps to cut costs. They get a 5 if they can cut costs quickly and maintain the dividend. See you at the SHAREHOLDER MEETING in MAY 2021. If they cut the dividend, then in 2022, I vote my shares against the directors and management. Then you can be sure more and deeper layoffs will be forthcoming with new management. Maybee deep salary cuts or cuts to pension. Whatever it takes to restore profitability AND have better metrics than the other IOCs. If XOM dies not get back on top in 3 years, expect deeper cuts. GO FIND OIL
Based on my experience across 4 company locations, ending with 10 years in Clinton:
Supervisors (Group Leads, Team Leads): 3
Managers (Section Heads, Division Managers): 2
"Leaders" (Department Heads, VPs, Presidents): 3 (1988-2005), 2 (2005-2015), 1 (2016-2019), 0 (2020)
Compared to other oil majors (like Chevron), XOM has s—ed at generating shareholder value over the past 10 years. Using that as the yardstick, I would assign a score of 0 for VPs, managers and supervisors.
Some of you must be trolls. This behavior is not typical of most present or past Exxonmobil employees.
Wow this board is ugly.
2/5/2
There’s good and bad at all levels. Many great managers still remain. I’d argue even a majority of them. The problem is the small number of terrible managers somehow keep getting missed in the layoff/PIP rounds, as if they keep hiding their toxic behaviors from the higher ups and only exhibiting it to those beneath them.
My ranking: 2 / 1 / 2
Reasons:
- Supervisors: cannot make decisive decisions, all talk and little action, not guiding new employees, pushing non-productive initiatives like LPSA, ranking subordinates and not supporting good ones during this crisis, etc,
- Managers: technically incompetent, don’t really know the ground business and the huge losses, hoodwink employees by not be opened to employees, don’t trust employees in their work (requiring review after review and rely on ‘numbers’ only (trust numerical analysis, e.g. Risk Category) no business sense, apnot honest, are some of the reasons;
- VP’s: not honest and frank, ‘praise’ employees and then ‘hack’ them, push too many useless initiatives (each VP tries to introduce new initiatives to show that they are contributing, or useful), poor vision of the future of the business (over stretch resources), requires too many reporting requirements to give impression that everything is doing well when they are not, etc....
This is my very frank, sincere and honest opinion (from my heart) from my interactions with Supervisors and Managers. As for VP, it is from the messages and Plant Visits which I find that they sounded “fake”’ and ‘insincere’ (most of the time).
I hope those involve read this and ponder on their actions.
I bet you some VPs will read it. The problem is this forum is so negative for them and snake agents dont want to report these news to VPs. Anyway, my ranking is: 1/2/1.
I guarantee VPs aren’t reading this.
Ain’t gonna be a 3, 4 or 5. Probably not a 2 either.