EOI Update

Here’s an update on EOI (since our transparent communication process is not working):

(1) ELT caught off guard by the number of folks who requested EOI. 60% greater than what they’d “hoped” for. Will require a lot of work on how to respond.

(2) In the past, EOI was applied inconsistently, which became known, causing morale problems. This is still going on.

(3) Submittals did not happen in functions they desired. If Exploration had submitted 80% requests, then these would have been accepted, but it turns out that if you thought you could find a job elsewhere, you requested EOI, and if you were in a discipline that would find it difficult to find a job (G&G) you did not submit EOI (unless you were about to retire). I know, duh, but it surprised the ELT. They are now considering accepting EOI’s in disciplines they don’t want and cross-functional training while waiting out low prices due to the pandemic.

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Any specifics on known roles of EOIs?

Good points @3nzp. There's definitely been a long-standing problem with Exploration at this company. It starts at the top, but it's not limited to that level. Over the years, I've asked around trying to understand the root cause of the dysfunction, and all I get is finger pointing. There's a naive "group think" mindset masquerading as "best practices" that pervades the organization. This mindset stems from the top and is perpetuated by influential individuals in the trenches. There have definitely been people with real oil-finding abilities at ConocoPhillips, but they are either gone now, or hide in the shadows "riding the clock" to retirement.

But this is the past. Now we are a "pure play" acquisition company.

Thoughts on the lack of exploration EOIs. Many cannot afford to leave. In their personal lives, they haven’t demonstrated any more business savvy than they do in their business proposals. No long term planning. No understanding of economics. So they need to stay employed and few other companies are hiring. And no company wants to hire explorationists without proven record of results. Perhaps after decades, the chickens are coming home to roost. Old sins have long shadows.

The ELT should accept every offered EOI. If this results in an outcome they do not like they should post-audit why this happened and change the system. Once an employee has submitted for EOI you know their heart is no longer in the game.

Only our “leadership” could take a win-win option and turn it into “lose-lose”.

When you have to define yourself as a “leader”, ELT, you are not.

The process of EOI is not difficult: you use it to cut costs. When you use it as a “loyalty test”, or inconsistently, all you do is create angry employees.

I think the lack of Exploration EOIs is also a function of their perception that they're indispensible. Of course, this was also the perception of the 8,000 people who've been shown the door since 2015.

There’s going to be a stampede for the doors as soon as business picks up. Personally I don’t know anybody that wants to stay or thinks the company is a “great place” to work.

Shocking. Simply SHOCKING! EOI has never worked the way ELT anticipated. Somehow they’re always “surprised” by the number of people ready and willing to raise their hand. Almost as if employees all recognize how poorly run, dishonest, and dangerous the company is. If the job market was better right now they’d have had a more accurate measure of employee morale than any of those lame annual surveys we’ve been doing (but not this year). Tone deaf is one thing, but Champ and the ELT live in a soundproof chamber.

ELT caught "off guard." What a surprise. Who ties their shoes for them in the morning?

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EOI Update

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