Sorry, we can't pay you more or we would be contributing to inflation!
Don't worry, we let you work in a supportive culture with great colleagues!
I mean, who writes this stuff?
25 replies (most recent on top)
The inflation talking point is one that I am sure GW did not want to include because it is so disingenuous and cringe, but BvB made her (as well as the Country Chairs of other countries).
I love the white man tears on this thread
“Being black or a female seem to be the primary metrics for promotion, so if your a white male tough s***”
Experiencing this right now and JG1-2 level. It’s disgusting and white males have no chance. I hope Shell eventually chokes on its wokeness.
PIR goes to 120% so yeah, when you get to 100% your merit increases slows down after 100% but has absolutely nothing with a promotion. Being black or a female seem to be the primary metrics for promotion, so if your a white male tough s***
One the positive side if your half component you can just cruise for years, so it ain’t that bad.
Welcome to Shell!!
I originally posted about the 86% PIR. I joined as a new hire a couple years ago and got a decent raise (4.5%) after my first year. Obviously nothing last year. I guess I was mainly wondering if 86% PIR is considered low (looks like yes) and whether low PIR could lead to a relatively high raise (all other factors like IPF equalized). Will know for sure Monday.
On a side note, I could foresee a ****ty situation where you hit 100% PIR and your line manager refuses to promote you.
If @2mpd is happy with the starting salary, 86% PIR is a good place to be. Poster could have gotten a promotion from old job. If poster performs well, will get large relative raises for years.
@8kro+1dTEZIHT
post from Nov was supposed to be a joke. Shell really is a BOTCHED AB0RTION.
This is not same company it was 20- 30 years ago. Back then there was a sense of trust and loyalty for the both employee and employer. For the past 10 -15 years the BS has been the same thing only different, over and over again. Target the employees with the rich pension plans and before they reach eligibility they are canned. It's always done through the means: reorganizations. A convenient and legal process to reduce future payouts. Shell has always had a debt crisis and they need to clear those pension plans to correct their incompetence and you wail be left F'd wondering, what the he!! just happened?
Be smart. Plan your future with the notion that you will not need them to retire. Take whatever they give you and save, save, save. Make investments that will ensure when your ticket is punched you and your family will be secure. Do not EVER be so naive into thinking they are are anything except insensitive a$$holes that do not give half a sh!t about your life, family, or career. YOUR JUST AN EXPENSE.
86%? your getting hosed, that's low. they generally pay plus or minus 20% of the PIR.
Fairly new to the company - I’m 86% PIR in my SG… is that considered relatively high or low? Intuitively would think high but don’t know where the floor starts.
Just put your feet on the desk for the next 3 months. That sounds fair to me.
"Sorry, we can't pay you more or we would be contributing to inflation!
So Shell’s going to lower their prices on products to help combat inflation? I don’t think so-homey don’t play that. Hypercritical wholes.
It's very possible that 100% PIR is not moving at all.
Is the 2.5% the TOTAL raise or the amount the salary tables will be increased? If it's the total raise, that means 100% PIR will only be increased 1-1.5%, which is depressing, given 7.5% inflation announced today.
You are all still here, aren’t you? Bark like a dog, pi-s like a puppy.
Off topic but @dhi+1fdQFGQq love the mean girls reference 😆
"Sorry, we can't pay you more or we would be contributing to inflation!
Don't worry, we let you work in a supportive culture with great colleagues!"
Who wrote this, Gretchen Watkins or Gretchen Wieners? SMH
"Sorry, we can't pay you more or we would be contributing to inflation!"
LOL......I was drinking water when I read that and almost ruined my keyboard. They really do think they have a bunch of mo--ns as employees.
The same line about inflation was quoted by the Country Chair in Canada, so this is messaging from the Mothership.
I never read her emails. But for some reason I opened this one. A weak attempt at rationalizing. I feel sorry of the PR person that had to write that. I can hear the conversation now.... GW: "Write a note to all the employees to try to keep lots of them from giving notice next week." PR person: "Ok, maybe I'll tell them that the privilege of working for Shell is compensation enough." GW: "Yeah, yeah, that will work." PR person (thinking): "I'm giving my notice next week, so what do i care."
The merit budget in Canada is between 0.5 and 1%.
I joined Shell 5 years ago, and have had a Higher rating for the past 3 years as a JG4.
I have an offer from a FAANG company and will be jumping ship once bonuses are paid out. It’s hard to see a future here as a young person when performance isn’t being rewarded with at least a raise coming close to meeting inflation and tech paying so much more.
If Gretchen is worried about the economy maybe we should sell our oil below market so we don’t contribute to, you know, inflation. What a weak a$$ excuse!
WGLL = offshore
Until enough people resign (and management is actually made aware of the impact it's having) they will continue to pay as little as they can. That's the trend everywhere now. Workers have to switch jobs to keep up with rising costs these days. I bet no one in leadership has any GPA targets around staff retention. No way would they risk their compensation ensuring employees are content.
I'm worried staffing issues are going to have a real impact on safety. I don't want to see an LFI where something happens because someone had to do the job of three other people who left and management thought they could get away with shuffling the entire organization, driving people out, and stressing out those remaining without consequence.
For younger staff it's probably easier to leave since the company never really invested in retention incentives for them. They got a weaker pension that you can cash out early. The 401k match % is low and now they've started adding fees at Fidelity. There are no more international opportunities to travel the world which was always touted at recruitment events. R&D has been cut and consolidated. Promotions are getting delayed and work responsibilities are pushed to lower and lower job grades. Health insurance has been stripped down (better in some ways and worse in others). Experienced staff may still cling to a piece of The Old Shell, or feel too comfortable for change, or have family ties to their location, making it harder to walk away.
I find it hilarious they think part of the employee value proposition is "getting to be a part of the energy transition", as if that should be exploited. Hey, we're all a part of the energy transition by nature of working in this industry, it's happening all around us. That doesn't mean we're glad to accept lower compensation to feel good about helping.
Dear Colleagues,
Go brush your teeth and then come back and drink this orange juice.
The leadership team and I remain committed to listening to your questions.
Thanks,
GW