In the last month alone, we’ve had all kinds of people quitting, from highly successful managers with 20 years of service to supervisors, team leads and new hires. Just try to imagine what’s going to happen in a year or two, when the next upturn will revive the job market and the workers with 10-15 ys will figure out there’s no retirement for them.
This year’s ranking is like desperately trying to rearrange the seats on the deck of the Titanic, pretending to ignore that the deck is listing badly and the furniture keeps going overboard.
24 replies (most recent on top)
We are ExxonMobil!
Okay Mr. Individual Technical Contributor, It's solely because of you that we have reached great heights. We'll build a monument for you. Do you need anything else? A top talker award maybe?
@3exo+1b7XC5Ea haha looks to me like you're probably a failure trying to project yourself as a top performer and currently running out of options to generate value. "Technical contributor", "Technical person", I find it funny how you keep gloating too much about your disillusioned glory and thus revealing your insecurities and fears. Only an insecure person would glorify himself You're nothing but a low performer who is all talk, no action.
To add to your insecurities, I was ranked in the top 2Q consistently over the years, while you still have to fabricate stories, steal credits to satiate your hyped skills and fake "technical" contribution. Go find a lonely bar to tell your bu-----t, not litter here.
In the system, "well" just means a step above NSI. I'm a technical individual contributor and can tell your just all talk and rationalizing why you were let go. "Asking the right questions", haha! As a technical person, you may believe you are asking the right questions while being all the way out in left field with your analysis.
I made a conservative calculation taking into account current pace of resignations, expected PIPs,x-functional moves and other type of leave for our department (200 + individuals strong).
By the end of the year the number of people new to the department will range between minimum 30% but easily and probably reach 60%. Only futile will be left. I reckon we are all replaceable but these are challenging numbers if EM wants to sustain the business.
hahah seems like you're getting bu-t hurt and couldn't stand being exposed for the slacker you are, guilt tripped I suppose. Is this how you survived like a parasite inside the organization?
I was let go for asking right questions to d-mb-wits like you, who are basically "talkers" and not even capable of understanding anything technical. It looks to me that you're running out of people to brownose, steal credits and on the verge of being PIPd, hence trying to find some comfort in calling me a low performer. Sweetie, I was consistently ranked well so put on your lipstick for it is the ranking season.
@2mit+1b7XC5Ea hahah seems like you're getting bu-t hurt and couldn't stand being exposed for the slacker you are, guilt tripped I suppose. Is this how you survived like a parasite inside the organization?
I was let go for asking right questions to d-mb-wits like you, who are basically "talkers" and not even capable of understanding anything technical. It looks to me that you're running out of people to brownose, steal credits and on the verge of being PIPd, hence trying to find some comfort in calling me a low performer. Sweetie, I was consistently ranked well so put on your lipstick for it is the ranking season.
And comes back to a layoff board in the middle of the day to gloat? Lol. You're just as sad inside as the person you are trying to dis. You were let go for being a poor performer and just trying to word dance to improve your ego.
It would be interesting to know if EM did all due diligence with local labor Laws in the country they operate. Because in some of them (including the one I am in) their preset 8% of poor performer could be seen as a discriminatory practice towards employees. Pity that no one will ever invest time in suiting EM for that.
@2uud+1b7XC5Ea Look at you machoman.. firstly drink koolaid and pass some air..
Empty vessels like you make more noise and it is clearly evident from your response that you're probably an insecure, lonely brown noser yourself. When people like you are promoted as team leads, supervisors, you mask your insecurities and incompetence with high-level word dancing, remixing what others say as your own to get an applause, adding rejoinders and gaslight the situation to save your own incompetent skin from being exposed. "All smoke, no sizzle".
From your wordings, it's quite clear that toxic people like you who probably is incapable of generating anything of value usually resort to manipulative behavior, gaslighting and deceit as a tool of engagement. Looks like you all went to the same school. My team lead was an extremely defensive and argumentative person who couldn't accept anyone doing a good without him taking the credit, as their inflated egos wouldn't let them be otherwise.
But guess what sweety, I work at a much better company while you have to clean your nose with tissue every evening.
Sounds to me like you are a poor performer doing your own kind of word dancing (but mostly bullsh1t) and difficult to get along with. Sounds to me like you are a very argumentative person that doesn't get along with people and are chalking it all up to being defensive with supervisors which cost you your job.
You're just full of bullsh1t
“If there were low performers in November why they were not laid off then? If someone was acceptable in November, how likely it is to become NSI in just four months?”
And furthermore, that’s just further proof that going through the PIP process is useless.
I was laid off as part of the staff reduction left year, for standing up against a toxic team lead and supervisor who were technically clueless and were setting me up to fail with their high level word dancing (mostly bu-----t). Since I held my values and morals closer, I refused to kiss their a-s or brownose, hence I was laid off.
So you take 100% and remove 8%. Next year who's the bottom 8%? Anyone who management felt comfortable slotting below 50% should be nervous.
What upturn? Gasoline demand is expected to decrease going forward so why invest in anymore big projects? Wake up to reality. If you want to gamble on how long you keep your job at XOM then go for it! The smart sheep have figured it out and are leaving ASAP!
@1baa+1b7XC5Ea
I was laid off and was in the Very Good bucket. Questioning my superiors and bad processes did not pan out well for me.
Liam Mallon will turn out the lights. All the others have or soon will flee the sinking ship like rats.
Bu-----t post. Who says it’s uncontrollable? It’s all part of Darren’s grand plan to achieve 3 billion in structural savings. As far as he is concerned, he’s winning! There’s going to be more RSUs showered on him this year.
The Sunflower Managers who are the Best and the Brightest of Us All led by the Sun in the Sky Darren Woods will led us to Winning. It is all we need
Post layoff on the upstream side, with few exceptions, the same upper management team and same processes are in place. The layoffs were the equivalent of a medieval “bleeding” of a patient suffering from cancer. Truly a broken company.
Because the system is rigged and a complete scam.
The 8% NSI this year is completely ridiculous. There are organizations that have lost more than 30%: 5%+ or so in 2020 NSI (and related) , another 15% plus in the lay-off and the rest in other attrition (people, including hipos, are leaving left and right). Even assuming that only 10 out of 15% in the layoffs were low performers (maybe not NSI) where are we supposed to find another 8% low performers? If there were low performers in November why they were not laid off then? If someone was acceptable in November, how likely it is to become NSI in just four months?
EM does not care, so when are you going to understand us workers are just that workers. Nothing you say on this board will change managements decisions. Get smart and realize these days it is all about what you can do for you and not the company. Those days of the EM retirement dream life are over. You always need to look at yourself as a consultant and go where the money is. Make your own retirement!!
It’s ironic that EM is going with a vengeance after REs using the NSI, because they’re “high cost” employees. After all, they’re the only ones guaranteed to be here for up to five years. Who will turn off the lights ?