And another very diverse photo of attendees. We are so woke.

If you’re feeling like the machine is marginalizing you or undermining your talents…start observing what is happening to cash cow Guyana 🇬🇾. A classic case of operational excellence meeting over delivery and short term aggressive production... — read more 

I will start - The organisation is starting to fail across the board with all of the reorganizations. The talent pipeline weak. We are seeing a huge proportion of the new grads leaving but more concerning is the 15-25year range who have frankly had... — read more 

Sheffield said he now had no desire to be part of Exxon’s board, which friends had described as a “patsy board”.

«Contrary to Darren's assurances to me, Exxon threw me under the bus at its earliest opportunity.«  https://finance.yahoo.com/energy/articles/shale-tycoon-claims-exxon-ceo-124336695.html

A lot of discussion on degraded contractor capability but little discussion of degraded EM capability and rising number of mid career resignations. All roses and rainbows and talk of increasing headcount through hiring and pulling from operations... — read more 

What are the new career objectives and how do they map to the old ultimate potential? For example POT38+ is now a Career Objective of Senior Executive/Corporate leader

It’s very clear from this promotion planning, that XOM only cares for you if your a CL38+ POT. If you 34 POT, you don’t matter whatever you think. Your career will be fine but you will watch all the great jobs go to the HIPOs only. It su-ks but... — read more 

See title

Any other supervisors notice huge changes in the advancement guides this year? The one I saw added around five years for E/O to get from CL26 to CL27

So what we generated more cash than others. This is a meaningless comparison when we are a much bigger company than them. Use a meaningful metric. Show ROCE over time vs competitors. Something that normalizes the performance.

A senior well respected technical engineer who I look up to recently told me he hasn’t had a meaningful raise in more than 10 years. He is late career but not beyond normal retirement age. Is this normal!

In a recent forum an executive enthusiastically talked about quadrupling the share price and getting investors to value our company differently. I am sure he is excited sitting in his pile of RSUs. But he forgets that for average joe employees we get... — read more 

Huge problem with project assigned employees who are not part of the GP family. GP used them to fill the bottom of the rank group. HR has seen data and does nothing to stop it. Avoid project assignments at all costs if you value your ranking.

Shell discussion in Bangalore. Shell started their office years before ExxonMobil https://www.thelayoff.com/post/@OP+1m27yw8gc

https://www.thelayoff.com/post/@OP+1m17j5rpc They are moving to one hub

Sacrificed his people’s best interests for Exxon’s money, then charging them for a book where he tries to explain that he’s just a poor victim like them!

I know this is linked to performance, but what should we expected this year given the decent commodity prices and profit? Appreciate any insights.

Look closely at the graphs that are presented to investors. They always cook the books and use something different every time to make it look good. Averaging over time periods that make no sense and other quackery. All to make a graph that sells the... — read more 

The big push for broadening assignments and mobility is a trap. Supervisors want to move people into their groups as new Pip material so they don’t have to put their buddies in the lower rankings. Avoid at all costs being the new guy. If you are... — read more 

Technical and non-technical. For me is the fear of consequences.

The real vulnerability in the AI‑driven shift in software engineering isn’t the 20‑something just starting out, but the 40‑year‑old already deep into their career, with a mortgage, dependants, and an identity built on years of hard‑earned expertise... — read more 

We are all engineers here… do the math. 13+% NI is required, and when /lt;5 years with Company, NI = MLRP. With two strikes and you’re out policy, no one will stay past 1 PIP cycle. Therefore, 0.87^5th = your chances of making it to the 5 year mark as a... — read more 

https://www.hcamag.com/us/specialization/employment-law/worker-claims-exxonmobil-broadcast-her-harassment-complaint-to-shift-teams/590541

Good luck to the teams being asked to deliver on these accelerated schedules! The teams that sell these lies should be put on the team who is supposed to deliver it.

Serious question as I am trying to decide if I should resign or stay. Really appreciate insight from those who know and are not speculating.

Why have no heads rolled? Meanwhile the average employee is out in the bottom of the ranking bin for some BS reason like not communicating technical topics in a non technical manner.

Does anyone have insight into how compensation is handled during the Trader Development Program (TDP), and what typical compensation looks like for traders after completing the program?

Do not say that you are a good leader if everyone is in therapy because of you.

I did not write the questions, I just passed it through a LLM to categorize - the original posts are here @OP+1m2fy22jr Performance Ranking |--- Why were protections against dramatic ranking changes removed? Why were NRE protections... — read more 

Is there any reliable statistic on how many employees choose PIL versus a PIP, how many eligible employees actually retire, what percentage of PIPs HR allows to pass, and how many employees leave the company even after "passing" a PIP?

For employees who management let them pass their PIPs, did management indicate early on that they would support them? Were there any signals you could identify?

I see many colleagues serving as judges, chairs, and co‑chairs at ACS and AIChE conferences. Does that actually help your XOM career ?

Source: https://drjustinbateh.com/in-the-media/ You're 31% less likely to get promoted. Your output has nothing to do with it. Fully remote workers get promoted 31 percent less often. Hybrid workers keep pace with everyone in the office. ... — read more 

I’m new to the company, and I’ve already had two project managers tell me they’ve been told they have “VP potential.” One has only been here three years. I’m trying to understand how anyone can be identified that early, and realistically, how many VP... — read more 

Guyana’s extraordinary Flush Production is starting to decay quickly. Field wide the 2 latest development FPSOs have reached plateau and are witnessing daily oil production declines. Liza the first FPSO development is now firmly below 90,000 bopd... — read more 

The ones with applicable skills should go into to BUs For God's sake, we are a commodity business.

I am not a supervisor so I don’t know if beqom process for promotion planning has started/olened or when is the completion deadline? I think it is usually mid to late September?. Any supervisors out there able to share info

With the interest rate increase this quarter and another one expected next quarter, I wonder how many will finally retire and overshoot the headcount reduction targets.