Lots of talk around people waiting until the January salary treatment to make a decision to leave or stay. I just can’t see any large raises taking place, my guess is 6% or less depending on the rank group. Thoughts?
29 replies (most recent on top)
@1hvu+1dsmOalr - pure ignorance. The O&G industry has always been a toxic place to work, both figuratively and often literally. You obviously have missed news about how Oxy treated Anadarko employees, or Hess giving 80% of their workforce the boot (because it selfishly doesn’t involve you). Sheltered XOMbies.
Most are better off to get the pay raise and any promotion they are due, then start aggressively looking for next job...
@1ybx+1dsmOalr
@1ovt+1dsmOalr
I hope you Kool Aid drinkers realize that blaming the people that the company has and is mistreating, while trying to “normalize” a company has acquired a horrible reputation WITHIN the O&G industry doesn’t convince anybody but just shows who you are.
Spot on. So many naive people who have been sheltered by good past times at ExxonMobil. Welcome to the real world.
Be glad you were sheltered from it for so long I guess.
Too many people have only worked at ExxonMobil. I have yet to find a company that only keeps employees if they can make money by doing so. Loyalty from a company is a myth that only exists in Hallmark movies. You are a free agent and always have been.
@1ssp+1dsmOalr
“ Start treating EM like a normal company”
That’s the best (sinister) joke of the year. How about EM behaving like a normal company in the first place ?
This is pure management garbage response. I guess you’ve got a quota to post here, but do you think anybody believes it?
@1jrn+1dsmOalr haha what new hires? Certainly not in the US where they already left, and certainly not in the GBCs where they quickly find out they have better opportunities elsewhere.
A lot of people here haven’t worked anywhere else, and it shows. Start treating EM like a normal company or a contract position, where you leave if you find a better offer, and you stay if it meets your current needs.
No surprise money and hiring is being focused on the downstream as that is where DW grew up.
jli+1dsmOalr
You’re dropping pearl after pearl. Now you’re waiting for NRE and the pension? Seriously? Why do you think they have this oversized, extended superPIP if not to get rid of older people before they reach protected status? Overall, new hires have better chances of continuing their employment, because they’re cheap, than people approaching 50. If you’re a manager, I understand, you’ve got your quota of propaganda to post here, but if you really mean it you’re the last… well, let’s say naive working for EM.
@crr+1dsmOalr I can’t believe anybody is still wandering if EM is going low cost or if they want to invest in their employees. Where have you been in the last two years?
@mne+1dsmOalr why deliberately take a pay cut now? I may not have full control of when I no longer work for EM, but I can collect that bigger paycheck until I can’t anymore.
The writing is on the wall yea for new hires. But if you’re close enough to where you think you can make it to near retirement age, you have to consider if you can make it to the too old to be fired and if so then staying for the pension increase is worth it. If we do nothing yea I’m out. But if I think it’s enough that management wants to stop the bleeding then I think I can last a few more years.
@crr+1dsmOalr - You are an idi0t if you are still waiting to figure out the answer. The writing is on the wall.
I’m leaving if the pay increase isn’t substantial, but not because I could make more elsewhere (I could) or because inflation and the freeze last year. For me, it’s purely are they investing in us or no. If they make it huge then ok yea we’re feeling good about the future. If it’s meh then yea we really are planning on just become low cost and not innovating and riding oil and gas to the end and so I’m out.
@hxr+1dsmOalr
How is any raise going to help you and how are you going to “protect your future” when your future might mean no more than one or two years before you’re PIPed, regardless of you current ranking and whatever you deserve? You seem to be assuming that YOU are in charge of how long you’re going to work for EM. Sweet delusions!
@sea+1dsmOalr worst logic ever. I’d absolutely stay for a >10% raise, which will be 100% saved/invested. For someone with a long time before hitting NRE/RE, it helps protect my future and gives me the opportunity to pursue nobler professions if the past couple of years were to happen again. Don’t get lifestyle creep, be smart with your money, and EM remains a pretty good paycheck, especially in Houston.
some of us are still around because of the people.
I had a colleague who was PIP'd in 2020. it was the first stupid PIP, the entire company was shocked by this 10% PIP, and colleague was very anxious. the local team rallied behind them and put in hours to help them pull through the PIP "project". a team mate gave them a role in his initiative and prepared speaking notes for their presentations. some other people got them to help with tasks and wrote praises to their supervisor about how well they did. when they passed we both cried. they have since left and have a better job, but I remember the kindness and teamwork of these colleagues and I'm still here. though I'm disheartened and I'm looking for a job despite good ranking
Management point of view:
Beggars can’t be choosers. If you are sticking with XOM, that’s because you are not capable of finding another job. So you need to be content with whatever crumbs XOM throws your way. Also, always be ready to get PIPed.
Many at BTC are watching this, the outside market is getting hot and it’s likely our salary treatment will be small. The old days of Xom retaining talent by promising a career has been crushed by the MLRP process coupled with terrible leadership.
I only dream of 6%...ever!!!!
Even if I’m given a 20% increment, the higher pay just
- makes me less competitive vis-a-via colleagues in lower cost locations, and
- keeps me in the proverbial golden cage where with each passing year I get less competitive in the job market
Except for god favored people, this increment is going to come biting us in the back, in the form of PIP when we are 50.
No amount of increment can retain me if the company insists on this squid game treatment for us. And DW has made it categorically clear that this is what management believes as meritocracy. I couldnt believe my ears, that Dallas management has no flexibility of mind and is so proud to not admit their mistake, that to them their one lousy MRLP is the only way to implement a meritocratic system
Sure. Enjoy your cages and squid games, those who are staying. Bye.
My guess is the classic 3% ExxonMobil raise.
I don’t think it matters. Whoever is capable of finding another job has left. The people left behind will take what’s given to them. XOM knows it and will give little.
DW said in his forum that we would be “encouraged” by what we saw in January, but the Dataguide doesn’t seem to reflect a change in salary treatment that’s different than Rev 3 from June. Spoiler: the dataguide shows downstream with the largest increase for salary treatment.
Simply talking big is all, anyone worthwhile with the capacity and capability is already gone, the rest will just threaten and yap as though it will actually do them good. Misery loves company so the cheap talk and empty threats and lines drawn in sand will continue.
@OP If your future depends on speculation on what EM will do, best luck!
What's your choice
Raise or educational reimbursement?
I’d be surprised if that wasn’t the case