I'm considering joining XOM. What was the last change implemented as a result of employee feedback and what was the result?
I know there is lots of criticism so let's skip that part and give real answers please.
18 replies (most recent on top)
Well, just today the goggles and earplugs reappeared suddenly in our supply shed.
Feedbacker Todd is doing much better this week.
Going to assisted care on Thursday.
@h1 … omfg … the truth speaks even if the Board has dildos in their a-s. Yes your narrative is reality and that is why I left in disgust in 2020
How soon everyone has forget. Remember the Board, CEO, and the Management Committee endorsed and supported the two year Brutal Truths introspective study engaging the Corporation’s must senior technical leadership to identify the Corporation’s serious culture problems. This effort was initiated around 2018 and delivered the multiple Brutal Truths surrounding corrupt and failed leadership at most senior levels and identified serious misalignment of reward system that promoted bad behaviors in singular interest instead of general interest. When the Management Committee reviewed the outcome of the Brutal Truths, they said the people whom did the study were wrong and the culture was not bad or broken. Then they rewrote the Brutal Truths and presented a watered down version to the organization. The my then ran off all the HR people at mid level that coordinated the study and the senior HR person resigned in disgust. Most senior technical people involved in this either took the 2020 package or left in disgust once retirement eligible. So answer is senior execs will lie cheat and steal to ensure there narrative is the correct public narrative. Ask any CL30+ technical upstream staff and they will corroborate this reality that they saw play out in realtime. Then ask why did they not retire after seeing the corruption…they will say I need the money not the job.
Nothing has changed. Supervisors and managers rule your ranking. Favoritism and nepotism is rampant. There is no hope for the unconnected or non favorite employees. It is just a job and a paycheck. Most will never ascend while other a kissers and clueless employees will excel. The odds are definitely against new hires. There is no real value in working hard just perception and boot licking.
Sound advice DW
5 years later and you still cant move on? Get a life!
Im still salty about the 401k in 2020.
Real answers - zero, zilch, nada. Employees started losing in 2015 and then big time 2019, never came back. Still in decline. Whatever, take their money if you need a paycheck or get a few years experience on your resume,
If you can be a super in 5 years is the first goal. If not gain experience and bolt. The eval process and the many disconnects from how we get paid to the top is beyond disturbing.
The questions are designed in a way to stroke their egos. No real change ever comes of anything. They just watch you more and put in more cameras, dual badging, watch your every key stroke. So good luck. Hope you last long enough before the scabs from India take over your job. If you're wise don't help those dots
nothing good until they compensate us what we deserved or had missed due to the bad times
All of them that don't start with I and end with ndia
Employee fed back to company that we don't like the annual performance review process. I was a serialatom ranking system from Q1 to Q5. It was too cutthroat, and it promotes toxic backstabbing. It was an overwhelming concern from most of the employees.
Company heard our voice, and reassured us that we have simply misunderstood the process, to resolve this misunderstanding, have since translated the Q1-5 ranking to English. Outstanding, Excellent, Very Good, Good, Need Improvement. I think that's about sums it up for the culture in XOM
Paternity policy was 10-15 years behind other global companies. No real maternity leave until relatively recently, maybe 8 years ago. New moms had to use vacation and short term disability. RSU for lower CLs corresponds with implementation of hunger games type performance system.
Which is the next country for layoffs?
Real answers: the paternity leave policy in the US improved dramatically in 2018. And a few years ago the company extended the RSU bonus program down to make entry-level employees eligible globally for end of year RSUs.
Years ago we had a mediocre at best development and ranking feedback processs. It valued long term steady performance rather than year over year changes. So even when someone turned around their performance they were rewarded for it.
So people complained and they brought in a system that significantly devalues long term performance and much more biased towards your current supervisors view. Huge swings in performance rankings are much more the norm hence huge stress to all in the organization not just the bottom performers. There probably isn’t a worse worse way out there if you actually valued long term careers from your employees. The new way rewards short term feedback and negative competition amongst the staff.
Due to who was involved with creating the new system, it’s probably 10 years before they retire and were allowed to change the process.
Mostly the employees. We are doing country by country layoffs and hiring in India.