Thread regarding ExxonMobil Corp. layoffs

can i move to india, live in a tent and keep my job?

i just threw out all my shirts that have white collars
GENIUS

Dear Engine 1, for the record, we are not the problem.

Who decides who is on the NSI list? SLS supervisors don't submit a list of NSI's for the final assessment meeting.

@1xmv+1bskAbJF

If I had to guess, they won't be cutting middle managers much if at all. It's not the EM way - they're in the club, and they just make them well paid "advisors." It's going to be staff getting cut, just like the last time. Engineers, scientists, IT, controllers, etc. etc.

Humorous. Didn’t any of you managers realize when 80% of your job was handed over to supervisors that you were being set up to be cut. You deserve it for not speaking up for the people you were forced to cut that didn’t deserve it.

Karma

EM seems to have figured out that “white collar” employees, especially managers, don’t do much besides push emails around and call meetings. There’s a lot of costly and pointless redundancy in management that needs to addressed. This is true at every other peer company, not just EM.

@Middle-Managers: you’re not making yourselves look busy or important by filling up your schedules with online meetings, so feel free to send an email instead. Or…wait for it…do some actual work.

I really don't care if this somehow revels my identity anymore given the sh!tshow that is present XOM.

I'm not one to wish bad upon other people, but I was really done dirty last year when I got 'PIP'ed off' after losing two of my immediate family members tragically only a month after hiring on. Everyone knew I was struggling through it and even used company EAP services to try to get by. This was eventually all used AGAINST ME.

All I can say is, I hope that kool-aid is still tasting just as good as it did before COVID.

I'm now in a position to hire at my new company and will not consider anyone within my old division.

As they say, what goes around comes around.

If they do it this way employees don't qualify for unemployment either. So you will have to live on whatever you have saved with zero income.

I think this really doesn't bode well for the industry. This kind of thing, although not this extreme, is happening at most, if not all, other publicly traded E&Ps. The general trend of saving costs through reducing headcount and spreading the workload onto remaining staff. Large inventories of legacy assets being ignored due to not enough people, P&A liability, and executives who are apparently indifferent to the longevity of the company. I don't know where this leads but it seems exceptionally unstable and I implore all young employees reading this to seriously consider if you want to bank your future on whatever is to become of this rapidly diminishing racket.

This news article is misleading and skewed information. XOM doesn't have a specific plan to cut the workforce by 5%-10% annually for the next 3-5 years by using its performance evaluation system. Over 90% of people have passed the PIP program in the 2020 assessment cycle.

The percentage of white employees will definitely go down.

I wonder if Corporal Klinger would be retained or let go under these circumstances in today's world?

@1tck+1bskAbJF Spot on! DOUBLE his earnings!

Come on man, the Value Added Chain Strategy and the Lean Into Strategy will save the day. Oh wait, we are now onto the Woods Net Worth Strategy. So many strategies I forgot. New jets and Woods net worth of 100 million by YE21. WINNING

Disgusting to read the comments from the racist, misogynistic, homophobic posters here. They deserve to fail. This company deserves to fail for employing such sick people. I’m glad I don’t work here any more and I’m sorry I ever did.

@svv+1bskAbJF
If it really was about performance, then there would not have been a need to increase the NSI bucket from 5% to 8%. There are other tools available to improve performance that are not PIPs. That’s the tell that this is a job cutting measure.

At least they made the announcement before the ranking results are out. Now we can conclude that those complaining are merely the poor performers which is a minority! 90% of employees happy and cheery!

Don’t be naive. Get out if you are rated Very Good or below.

I expected more staff reductions. I have to say I am shocked it is being performed this way and it was publicly announced. Why not just give out some packages or other incentives and then let attrition run it’s course. There was no mention of this in the latest management discussions. Hiring was even mentioned in the management presentation. Seems like a disconnect somewhere.

Some of you really read this and your immediate thought was “I know there’s a minority responsible for this somehow!” Mental. Illness.

It’s interesting… The white male CEO decides to drastically cut the workforce and all the racist homophobic cr--s in the bucket can thing to do is attack minorities and the LGBT community as if it is their fault.

And Xom is hiring by the hundreds in India

Will it finally affect the plethora of highly compensated do-nothing middle managers at HQ, or will the behinds their lips are firmly planted on be able to continue to save them? And what will the company do when they run out of old folks to run off?

The good news is how pathetic this corporation is towards people and processes is becoming more public and known at universities

• akin to sh-----g in its own bird nest

The quote from the PA person that this process has been in place for many years is so classically disengenuous. Yes, PIPs have been used for many years but not nearly at the high volume that started in 2020 and will continue for the next 3-5 years. As most of us knew, they also don’t count this as part of the 14k job cuts. They call it performance-related to avoid having to pay severance.

So, this means there will be about 1500 “performance” separations ANNUALLY in the U.S. over the next 3-5 years. Vast majority will be office employees at the Houston campus.

For perspective, there were probably 120 performance separations per year prior to 2020, almost exclusively for short service employees because it was unusual for a short service employee to be ranked very low.

Wish us luck over the next several years as we are ranked in continuously shrinking rank groups. Outstanding one year and NSI the next because no one is left in the lower performance categories.

This place is so demotivating