The next survey I'm going to put everything is perfect. That way more bull$hit won't get pushed down on us. We don't have issues communication or work with out peers. We have an issue with chesapeake when vp's and manager go downtown to a fancy hotel to be pampered for their culture training and our training is on campus where they ran out of lunch for everyone. 3 bins label you for the "pay for performance" culture, aka everyone meets expectations. No more cell phones. Hr claims it's what our peer do. Bull crap, our peers have 5buckets with the middle three all meeting expectations yet alowing for a real measure of performance, also they still have company phones. Dont lie to us anymore. When our stock is part of my compensation and it goes down, I have now been under compensated vs our peers for last year. Those options are worth less, end of story
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This whole company needs to be SOLD. CHK employees and the culture is TOXIC. It was toxic 4 years ago and it hasn't changed. Most of the employees here are the SAME toxic people that now only work harder to focus on running down anyone new to chk in the last 4 years - rather than doing their job. Just a fact. You see it in every department.
Lush hotel where lunch was a sandwich and parking was paid for by the employee and walking many blocks.
Sorry guys - no glory in that. I would hav much rather been on campus and gone to a CHK restaurant for my own lunch.
One has to take a quick trip to the Anadarko layoff.com page and read a few of the comments there to realize that Anadarko employees are complaining about the same exact issues. The problem is the Anadarko "culture" that is being forced-fed to Chesapeake employees. EM doesn't have their own vision and ideas so they keep going back to Anadarko to solve Chesapeake's problems. It's time for a new executive team with fresh and original ideas to replace the current EM.
Ding ding ding ding- give this person a prize
To be successful at CHK one needs to learn to go with the flow and not ever say anything that might be interpreted as negative. Disregard the resignations, the revolving door of management, reorganizations just for the hell of it, and the endless parade of consultants that contribute absolutely nothing. Learn the new systems and ever changing processes and, if you don't like them, don't worry because they will be changed again before you know it. The execs will impress you with their confidence in the company, but of course they are earning at least 20-50 times more than you because they are quite superior apparently. And while you are doing all of the above, do not have an accident because our TRIR matters more than anything. Donate to the PAC and the UW, and participate in all of the fun events on campus (work is secondary). This is the Culture of Chesapeake folks.