Any insights to how leadership plans to manage job placements? (I.e., will employees apply for their current/new jobs or will the company do this through managed moves?) Will this be similar to Exxon cutting the lowest 10% of performers using a ranking system?
Stay safe and make the best of the holidays, we can only prepare for what we see ahead of us, so help your neighbors if you have insights.
I wont dat too cuz i bet i could do dat mo bettuh. tell me i need dat job i be smawt enuff fo dat
@btb what job do you have cuz I bet I could do it better. Might apply
Yes, I applied for an open role. Now I’ve been in that role for a few years, and performed very well (according to all pmps). No other company on earth would make their top performers reapply for a job. The problem with this dumpster fire are the committees slotting friends into roles they’re not qualified for. I hope our stock goes to zero. We’d deserve that.
@orwI I find having to work at all very demeaning, lol. Didn't you have to apply for a job to get one in the first place? Did you think you were grandfathered in for life at an O&G major?
Sounds like it will be more targeted, based on what the leaders have publicly shared. The way I envision it is they will reorg each organization one-by-one. Each org will then have its own mini selection event, where the leaders will select who they want to fill in the new boxes. If you're not selected for that mini-event, you're left standing......that's what makes sense to me. You will probably get an opportunity to apply for roles within that selection event, but not outside, unless they're posted enterprise wide.
If you don’t apply for job you will get that job. It’s called unemployment
I find this applying for my own job thing incredibly demeaning.
What happens if I don’t? As in don’t apply for any job?
If past layoffs are any indication, in Houston, all available jobs will be listed, there will be assigned job owners, and applicants will be required to apply for three jobs. In that way, management can enjoy as much brown-nosing as possible.
It will vary by location. For huge locations like Houston a selection event makes sense so that one BU doesn’t sack a person who would be a good fit elsewhere. In smaller offices where candidates really can’t transfer elsewhere, it will be a simpler termination process.
If they’re prioritizing speed it will probably be done behind closed doors. A full application process drags it out much longer
It has slipped out through a few announcements from leadership…’selection event’…means most jobs will be opened to any interested candidates and the job owners/pdr’s will select the winning candidate…