Thread regarding ConocoPhillips layoffs

I thought corporate people got raises as high as 12% ? Not sure what I missed.

Managers are the greatest asset. People...not so much.

At COP, salary increases are not much more than slight inflation adjustments. With inflation still low, salary increases will still be low. Unless you are a high performer and then your salary increase is something more than nominal

Employees should question ELT members what have they done to deserve a salary and bonus that are 100 times more than the average salary.

People are our greatest surplus

Substitute an “s” for the “t” in assets and you’d have it right.

It's a free market right? If you feel you are being underpaid for your talents then take them elsewhere. Reality will kick most in the behind soon enough.

Be happy you get anything! Just 2 months ago, highly valued, highly rated people were told to leave and never come back. If you’re still around, consider it a remarkable quirk of fate, keep your head down, and save your earnings like there’s no tomorrow. There might not be one.

Even this past year, the highly valued have been highly compensated (promoted – maybe even two SGLs). If you’re a high performer but only received the standard increases, you are not chosen or highly valued. When will you get it? If you have to ask, you ARE NOT IN THE CLUB. Sorry.

Couldn’t agree more! 5.5% last year (taken away) and then 3% given back this year... 2.5% for this year and 0.5% for 2019 “performance.” Was the base increase 5% last year?! Maybe I’m missing something, but I don’t remember it being that high.

https://www.amazon.com/dp/B092W53K4C

All you need to know....you are utterely expendable and thus have very little leverage in this industry moving forward

They actually acknowledged that their rating system sucked years ago. They then replaced it with something even stupider .

OP makes great point. If I were Management or HR I would be taking these comments seriously and making changes.

The rating system and this salary increase approach will not support keeping talent.
While some may think the company no longer appreciates talent the long view says it is needed. Talent drives business, improves bottom line, passes knowledge and theoretically long term improves shareholder returns.

Go back to truly supporting employees with reasonable raises and an improved rating system that takes into account an entire year of work and true performance.

Too many of our employees operating at highest level not fully recognized by current raises & ratings system. It is human nature to use current raise and ratings to benefit of others instead of working to keep and reward talent.

We have less employees now and should reward them for making the cut and to ensure we can keep them on board in coming years. Take it on board HR and Management and do not miss this opportunity to change (also you will look good doing it and be responsible for keeping top performers).

Typo. 1/2% for a 2. Not 5%