#employees

There is still no listing for the upcoming COP lay-off on the TWC site. The list is obviously up to date because there are listings from the end of October. This is just one more reason why Texas su-ks and needs a complete overhaul from the top down. It is never for the people here with the current regime in power. Examples are:
support to take away women’s rights, minimizing employees rights, having Ten Commandments posted in public schools, not being able to bring citizen referendums to the polls, and playing political games with national guard just to lick the boots of the mo--n leading this country. We should never go as far as California but there is something in between Texas and California that works better than the current situation.

https://www.reuters.com/business/aquarian-nears-4-billion-deal-take-private-us-insurer-brighthouse-ft-reports-2025-10-31/

Good luck to my former colleagues.

They are laying off tons of Cyber Security employees at the moment

From a spouse of a Target employee. I've been following this site for the last 5 days and this whole process is an absolute sh-t show. I'm sorry to every employee that works there and has had to play this game.

https://jacobin.com/2025/10/canada-oil-us-profits-workers

Thoughts?

One board member’s vote represents the opinion of 10,846 T employees.

Do they represent your thoughts about the current state of the company?

Processes over people. 0 consideration on customer impact or employee. Huge investments in technology. Archaic processes for people.

Another linkedin post where the poster and the former employee is sharing his opinion based on what he has experienced and have someone others go through with fake PIPs. And guess what the two XOM lifers and kool-aid drinkers do? Defend DW and mgmt. committee. One drinker defends PIPs by saying those all who got PIP deserved it and even before Covid. Another snake, brown noser, and kool-aid drinker defends Dareen, MC. Both of these DWs peons are calling the poster sour grapes. Especially when neither these two have been on the other side and neither experienced what it feels like being on the other side. These two id--ts also know how exactly XOM people who were laid off in 2020. They were treated with all but dignity and respect. There's a whole WhatsApp group of these people and if you hear their individual stories on how they were treated and lack of support, it is horrendous. But these two snakes dont want to know nor acknowledge any of these but rather act and defend their soul owner DW and MC. Such a pity souls. The unfortunate really and state at XOM? These two snakes lifted their heads to protect their masters and there are many more like them. Look around your desks and start identifying these snakes who will strike and bite you in during your vulnerable time. Shame on you guys. Those of your friends who know how Xom operates has now seen your true colors.

https://www.linkedin.com/posts/brock-derbes-300807128_exxon-to-lay-off-thousands-in-office-strategy-activity-7378981066897838080-lEVt?utm_source=share&utm_medium=member_android&rcm=ACoAAALU6LkBTm8tBGObLkpIxe7I62dcL9DN5cI

Over the past 40 years, has there ever been a decision that helped employees?

IMO, they just keep taking.

I heard through the grapevine that there is an NDA project in the works that will allow Dell to install a GPS type program on everybody's computers so that they can monitor if you go to office and for how long. As for remote employees, they will be required to do an on-screen "puzzle" type thing to prove you are still at your computer; once an hour.

Nothing concrete but, this is just what I've heard.

After years of fighting it, I have finally figured out how to play the game.

It’s actually easy once you know how it works:

1.) Strip yourself of your identity and any sense of self
2.) eGet it through your head: You do not exist to contribute. You exist to serve.
3.) Plaster a smile on your face. “Yes, I’m on board. But, no, I don’t have anything to add.” Always neutral. You’re neither excited or angry.
4.)Leave work. Go about your day.

I’m telling you. This works. It won’t get you a promotion, but it lowers your expectations so you’re not disappointed when (not if) it doesn’t come through.

Congratulations! You are finally free.

Try it for a week and comment back here. Your circumstances did not change but do you feel happier?

Anyone have an employment lawyer contact in Calgary who is not on retainer with IOL? Maybe we need to go outside Calgary? If you are a person who would like to leverage the guidance please respond.

I didn’t get laid off. That’s my crime.

I’m still here in Bangalore — bleary-eyed at 2 a.m., staring into the blue glow of another Zoom call. The Americans on mute, the managers on script, the executives smiling from Spring, Texas, while delivering the latest sermon: “This is not a layoff. This is transformation.”

And I nod along. Because nodding is safer than questioning. Survival in this machine doesn’t mean performing well, or collaborating, or innovating. It means parroting the story exactly as it’s handed down. No edits. No hesitation. Clap when they clap. Smile when they smile. Pretend the slogans mean something when we all know they don’t.

On the anonymous forums, I read the curses: “Damn Indians.” “They took our jobs.” “Outsourcing ki-led us.”
And in that moment, I become the villain. Not an engineer, not a human, not a man with a family. Just a placeholder: cheap labor, offshore body, the thief in someone else’s story.

But here’s the punchline: I didn’t ki-l anyone’s job. Neither did the guy three floors above me or the coder across town pulling a night shift with chai and instant noodles. The true executioners sit higher up. Senior management writes the script. Middle management enforces it.

Middle managers — ah, the great priests of ExxonMobil. They don’t believe in the gospel, but they chant it anyway. They gather us in Zoom town halls and deliver the holy lines:
• “This is about efficiency.”
• “This is how we stay competitive.”
• “We must all align with leadership messaging.”

Then they turn off their cameras, go back to their spreadsheets, and quietly decide which “asset” is expendable.

And the rest of us clap. Because clapping is mandatory.

The truth is uglier than the curses: Americans blame Indians. Indians blame themselves. But the real game is higher. We are not colleagues anymore, just chess pieces moved to satisfy a curve, a cost target, a shareholder’s smile.

So yes, blame me if you must. Curse me for still having a job. But know this: tomorrow it might be some place else. Or an algorithm. The villain will always be whoever management points to, as long as the real architects stay untouched.

ExxonMobil says: Energy Lives Here.
But after this round of
sermons, we all know the translation:
Truth does not. Empathy does not. Only messaging does.

Let's say, in last 40 years - Has there ever been a decision that benefited the employees?

I commonly hear about people getting a voluntary severance package as opposed to laying people off. What incentives does that package include to get people to leave? Also what criteria do they use for offering one to employees. I’ve been here for nearly two decades and never received one.

The more I've been asking around the more locals that seem to be turning terms into permanent. How is this even a thing? How can permanent employees compete against terms, if this is the case?

They don’t care about us at the Support Office. Everything is so Field-focused now and if they want that, then they can run the show at Corporate themselves. I’d love to see what happens if everyone just mass quits, ha!

Loved the comment section for this call today. Employees were really laying out some of the craziness they've been dealing with since RTO started. A doctor (of something, didn't say what) discussing company culture and dealing with RTO. A little digging shows this doctor is actually an AT&T employee (figures the company wouldn't risk an outsider leading this discussing given the polarization). Her answers to the employee questions were less than satisfactory, typical corporate speak and "showing up for each other".

Federal workers in Colorado are bracing for furloughs and possible layoffs as the federal government shutdown begins. Many employees at the Denver Federal Center are expected to continue working without pay during the shutdown, while others face immediate furloughs.

The uncertainty adds financial strain to thousands of federal workers in the state, with no clear timeline for when funding will be restored.

Just to have an Idea of how many people Intel is laying off as it is not clear the exact number. I would start with one of my friend's org. The Oregon list is not updated yet so no idea how many laid off.

SLM/TLM | #employees | Date | location
Lisa/Kismet | 10 | july 15th | OR, USA

1200 jobs cut in Europe. Brussels office closing. Moves to Antwerp and Prague.

200 job cuts in Prague, but taking in ~90 from Brussels.

Singapore office to close. Employees moving to refinery with cuts.

900 cuts at Imperial oil (all above-field, 350 from sites, rest from Calgary)
Calgary office closing, employees moved to Strathcona.

20% reduction in headcount in ExxonMobil Canada (separate from Imperial Oil)

Employees are our greatest asset*

• Provided we can pay them peanuts in developing nations

I'm really frustrated to learn that Truist will be cutting its $500 deductible and co-pay medical insurance plans in 2026. From now on, they'll only offer high deductible plans with no co-pay option. It feels like they keep stripping away employee benefits with each passing year. What’s going on?

Applies to IBM too, so worth reading (Business Insider article):

https://www.msn.com/en-us/money/companies/the-new-rules-of-workplace-loyalty/ar-AA1Nv8Uo

Comments from readers reflect what we have been discussing here.

It's extremely telling that I have had three different emails from higher ups asking me to let them know once I have completed the Allstate Asks survey, and now McKeown has sent an ANI-wide email.

Zulfi and Kunal are not interested in honest feedback so why waste our time pretending otherwise? What do they get by people being over-positive in a survey that makes zero difference?

Why would they close the cafe at 2, like so many employees don't work after 2pm.

What does this mean? What happens to imperial employees that are actively embedded in GP?

Everyone is saying upskill - can we share specific skills that are valuable? AI certification? Agents? What is valuable

Funny thing about this place, the better you get at your job, the more skillfully a guy applies himself, the faster you’re working yourself out of one. Efficiency isn’t rewarded here it’s punished. Automate too much, improve too much, use AI tools to work less hours and they’ll thank you with a pink slip.
Any company that counts how many days you sit in the office or how long your mouse wiggles isn’t looking for smart people, it’s looking for obedient ones. If you’re content to coast like a DMV clerk, you’ll fit right in. But if you’ve got a brain in your head, get out and put it to work somewhere that actually makes the world better. This place treats intelligence as if were a crime against mediocrity.

2024 | ############################ (400,000)
2023 | ################################ (440,000)
2022 | ############################ (400,000)
2021 | ######################### (350,000)
2020 | ######################## (330,000)
2019 | ####################### (325,000)
2018 | ###################### (300,000)
2017 | ################### (260,000)
2016 | ################# (230,000)
2015 | ############### (200,000)
2014 | ############# (170,000)
2013 | ############ (156,000)
2012 | ########## (133,000)
2011 | ######## (99,000)
2010 | ####### (87,000)
2009 | ###### (80,000)

https://macrotrends.net/stocks/charts/UNH/unitedhealth-group/number-of-employees

With the way they’re handling this, the damage is going to last long after it’s over. Nobody here trusts leadership anymore. Nobody believes in them or their ability to steer the ship. I don’t think they grasp how bad it is for a company to completely lose employee trust, but they’re about to find out the hard way.

As WF employees, we should all receive substantial discounts on home and auto loans.

Is anyone tired of constant rejection? Favoritism? Unethical and ineffective hiring? Bullsh-t run around? Mental health decline due to stress of job and unknown? Can we all stand together and sue? How does this work? How do we do it? Anyone have thoughts or ideas?? I’m so serious about this.

Some of my favorites "personalities" that I've seen and have come to rely on for information:

• The F150 Guy who always has the scoop as he heard it from an LL4
• The "it's coming..." guy

Who am I missing?

I don’t even care what happens tomorrow. I’ve never felt this relieved in my entire life.

To my former colleagues: change companies at the earliest chance. Don’t stay in one place until you’re so fed up that you dread coming to work every day. I know options are limited right now, but I truly hope things turn around soon and you’ll have more choices.

The only positive I’m taking with me is the few good people I’ve met along the way, whom I deeply appreciate and respect, and the two great teams I was lucky to work with back in the day. The rest, I want to forget the moment I walk out the door.

They are handling employees so much better these days. It must be some management change or strategy change

I gutted mine for all it was worth. Get your moneys worth.

What fun it would be if they introduced an internal ‘anonymous’ blog like this and employees could post to the leadership - would they read it and, more importantly, would they listen.

Is there a way to give real feedback on leaders without it being tracked back to us like an anonymous email server to the firm somehow? Feel like we are going to be in a bad spot if we can’t speak freely about what we witness and life will never get better otherwise

If we want to continue having our voices seen and heard we need to keep speaking up together. This is the place to do it in unison.