Chevron would love to compete in the broader market as a company, but we lack staff flexibility and diversity. Our staff do not move in and out of the company, All our leaders are tenured Chevron lifers of minimal diversity of experience outside Chevron. We should be hiring leaders and execs from competitors of all sizes, service cos, and outside our industry. But we won’t. We remain stuck in the mud.
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Noble was a great company.
I’m a legacy 19 year Chevron employee now working for a legacy Noble employee in a legacy Noble office. Current boss is by far the best I’ve ever had and without the CVX baggage. Actually engages the team for our thoughts and doesn’t expect everyone to kiss his rear all day just because he’s some hi-pot manager. Acts like part of the team. The contrast in the office between the legacy CVX leaders and legacy Noble leaders is stark. CVX leaders are stiff, command and control, and try and demand respect only based on their position. The Noble leaders seem to have a mostly better understanding of the business, have far better team cultures, are actually approachable - and get this - they’re not just focused on their next role! I hope they do have an impact and make higher leadership positions. We could use some fresh views - and leadership culture.
@1jxh+1htL3IEI regarding Noble folks moving into high jobs, that might be okay but more likely will not work out so well. Noble had weak management and too many young managers without real world experience that didn't know how to drive projects to success. Never have I seen a company with such good assets unable to perform. That's what happens when you leave the technical staff out of conversations.
Well, @2cy, if RM just took a sabbatical, then I guess that proves OP's point.
@eqc, I’m one of the many Chevron retirees who came into the company when the pension plan was very attractive and paid off very well. I worked there when it only took 75 points to max out on the pension benefits. I put in my 30 years with Chevron and retired on a lucrative pension. I’m told the pension plan was revised once or twice since I left. Oh well, it’s time to get back into the swimming pool, I just came out for a minute to turn the steaks on the grill and grab me another cold brew. Cheers!
The staffing flaw is hiring people who don’t know how to spell the word “fatal.” Jfc, you guys complain about diversity all day long and write like you dropped out in fourth grade.
Chevron only wants trendy diversity (color and gender, not thought). When it comes to ideas and brainstorming, we only want lock-step acquiescence to whatever comes out of SR, whatever comes out of the about-to-retire management.
RM an external hire? She left Chevron for like a year to go make cookies or ice cream or something and came right back. Hardly an “outsider”.
Yes, Chevron only promotes from within. This has been true for decades. There are a couple of external hires in peripheral positions (RM in HR, that person heading "people development"), places where they can't do any harm and don't have any serious budgets to spend. I know of a few external hires in 1st-level management positions, but they aren't going to rise any higher than that.
If you’re implying Chevron needs for turnover to allow for more external hires then yes that may help. The issue is Chevron historically doesn’t know how to utilize the diversity of views and thinking. They only understand diversity as race, nationality, s-x, and s-xuality. Listening to the DEI ra-----s spells DIE for a company. Look at Disney. Chevron needs to do an about face in this area.
I'm pretty sure you will see some Noble folks moving into high jobs and some outsiders joining management ranks this year. The idea is to mix it up and signal to employees they can freely move companies as needs and desires change.
Your fatal spellingg flauw
Tenured lifers and/or entitled HR development program alums. The smart ones have been leaving in droves though so all that’s left are the lazy ones who are protected by said tenured lifers.
Gutting the pension plan was intended to remove the handcuffs and make employees more mobile between companies but it didn’t work. And the savings was not redirected into 401k match.