Thread regarding ExxonMobil Corp. layoffs

I wished I never accepted the offer. They enticed me with a big salary but the CL was too low. It was humiliating to have some young g-n review stuff i did in industry 15 years before because it was the work process.

Salary increases was very small until the year I threaten to quit in a middle of a project because my supervisor was so incompetent.

Looking back, working for Exxon stunted my career trajectory. I should have quit sooner and saved myself the misery.

Exxon is a sh1thole with good pay. It sukks unless you are a hipo or a nepo.

My pros
high pay, good benefits, and pension.
Cons
toxic management, corrupt ranking system that only rewards certain persons, no chance for advancement unless you are chosen, supervisors that are clueless, back stabbing fellow employees, and many more deficiencies that make working at exxon he-l.

Agree, with points and with the comment in the replies on misinformed or transparency on career opportunities. There’s incredible amounts of false promises whether on career or CL increases by management… it’s merely a carrot for the management to keep the train monkey dancing.
There’s a toxicity in the company, it appears to emb and flow and the ranking system adds to it. The values of collaboration and strong team work are essential to the business…. And the ranking system supports individual contributions and not teamwork.

Ranking system is great. I’m basically incompetent but now asset manager of Hebron

Problem is the entire pros list applies to many other companies as well, and you dont have to deal with nearly as many things in the cons list.

@b8 oh wow similar story.

I loved my original team. I was an experienced hire with 4 years experience outside in a small company before. When I joined I was impressed with the processes, systems and scale of EM. There so much to learn and I loved being part of EM.

6 years in, I was moved to an assignment with another support function. Then I had a new supervisor who was very direct and kind, and she asked me if I knew any reason why my CL and pay was so low for my age and experience? I had not idea my pay and CL were two levels lower than someone doing the same kind of job and yee. She adjusted my pay and CL when she could, and tried to coach me on the company remuneration systems that I had not idea about. I just didn’t have any confidence then, and thought I wasn’t as brilliant as everyone else, but she made me see that I was a great worker and believe in my own potential. I’ll forever be grateful to her.

A few years later, I learned something else. A close friend who was a contractor in my original team told me that before I got hired on in EM, she was offered my job, at almost double my starting pay and a higher CL. She felt she could get a lot more out of the contractor salary so she rejected that offer. She’s always thought my starting salary was what was offered to her, and was surprised to learn it took years for me to catch up. Man, it stung

These are good points. I think there is a level of all of these things from group to group. I’m in UNCON. I’m not sure how to describe this apparatus. I’m XTO working for XTO and it’s been a nightmare since 2009. All items from the first list ate apparent. It just feels like a rudderless ship that is taking on water but there is just enough people with to use the fewer buckets to keep it afloat.

Good list.

I’ll add, lack of consistency and transparency across managers re: your career prospects.

For the first 10 years of my career @ EM, I was in a remote field location and had what I thought was the best manager in the company. Turned down opportunities to move, because I loved everything about my job. Received lots of raises, accolades, positive support. It wasn’t until I moved to a headquartered role that I first learned about CLs.

Turns out, my salary was way out of my CL pay band, but even with an adjustment, I didn’t qualify for an office, so was stuck in a cubicle (this was well before EMHC and WE3). Imagine the humiliation that people I had coached and mentored from the field, and who were much younger and I thought were my juniors - were actually in offices, with doors and I had to jump two CLs to catch up.

That was just the beginning of the chasm I realized existed.

If I’d had any inkling what CL meant, how turning down roles impacted progression, I would’ve made some different choices, earlier on.

Still think first boss was a great human - but he severely stunted my career outlook.