Has anyone else noticed that even after the company lays off over 200+ people they continue to post jobs that perhaps some of those who lost their jobs could have been repurposed for? Also, why does HR continue to grow the recruiting team????? If we just did this exercise to 'right size the company' why the he-l does the recruiting team need to continue to grow so much? Maybe it's because that 'higher than normal attrition' the CEO called out in his email before employees started getting the boot last Tuesday. I guess that was supposed to make you feel better if you got to keep your job. If you made the cut this time, I'd be on high alert. They need help standing up the new organizations they think are going to sustain this joke of a transition and then kick you to the curb once they get what they need from you. Oh and let us not forget that the company is going to "honor" their commitment to interns and continue to bring them in even though they laid off people that actually added value to the company and BU's. That's the kind of honor the company P66 has.
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In O&G these days, there is one new position for every 100 people laid off. If you are a white male >45 you have no chance. If you have no skills in AI, machine learning, programming, etc etc you have no chance of being hired. Finding oil and gas is not a priority, that's easy. Its about recovering existing hydrocarbons at the lowest cost, operating the company at the lowest cost.
I am an experienced hire that joined Phillips 66, I have not worked at many Phillips 66 sites so I believe my sentiments about leadership are reflective of my interactions with local RLT here. These are my thoughts: comparing with my past experience of working for one the one of other Oil Giant I worked for P66 is the least progressive in work culture, inclusion and diversity and paying heed to employee work/life balance and safety culture.
The local site I work for has retention issues with engineers - as engineers realize they can swap industries and avail more compensation for their hard work. They don’t feel they are valued or their recommendations/analysis on safety culture is valued. I haven’t heard of a flash fire incident in my other refinery ever but I have already heard 2 fires already in first few months here. They continue to operate equipment with serious reliability issues for months and months extending the turnaround and it is gravely concerning!
This company was also last in the area to adopt the flexible work culture and the feedback I heard from upper management was that “this is some kind of experiment” that will eventually phase away.
Young engineers are desperate and willing to accept any opportunities to start earning but these are the engineers who eventually leave the company to the competition and then HR scratches their head trying to figure out what went wrong.
I saw through their bullsh-t and found my way out. There are better opportunities out there - but you will always only be a number to them.
They promote the people willing to enforce their agenda, so you are the problem :) Congrats lol
The person gloating about their promotion either knows or is related to someone high up.
To the person bragging: I’m going to go further that the previous poster. I hope you get laid off next and at the very worst possible time for you.
To the person bragging about getting a promotion: You’re just a suck a-s and what makes you think this promotion is In any way permanent? You could very well get it next time or the time after that. I found out today that this is going to go on through 23 and 24.
I got a promotion out of the whole layoff episode, no complaints from me. Just saying…
The intern we had this summer saw totally through their bullsh-t. They plopped some project in her lap expecting her to turn a sow’s ear into a silk purse. She was like “If people with 10 to 20 years of engineering experience and Master’s degrees can’t figure this out, what hope is there for me?” I would not be surprised if she went to work for XOM right after graduation instead of P66. And she had already spent 2 summers with P66.
I guess if P66 wants to continue to train young engineers and then lose them to competitors about the time they really start doing very good work it’s up to them. Function more or less as a farm team for the competition.
P66 is notorious for preferring new hires so they can get 2-3 years out of them at half the pay of an experienced hire. The college hires see the writing on the wall with little growth and pay increase, and the cycle rinses and repeats. Any change to this will be more contractor heavy but this won’t change in the bigger picture it’s an easier revolving door with no need to develop or incentivize anyone to stay long term, making these restructuring efforts that much easier
Word I heard from our maintenance manager was that the company was going to be scaling way back on university hires and trying to focus on experienced hires.
Don't imagine we've got the pockets to pay for experience though...
I’ve been wondering when the hiring would start. It came even quicker than I thought. What hypocrites the P66 ELT are!!