There are more and more reasons to leave Exxon. Of course, no one can know for sure, but I'm curious what others think, whether and how employee benefits will continue to decline?
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I still can't believe how naive DW is to think that this can be good for the corporation. XOM is a big company, with a big name. Every modern household knows it. Sending it downward past mediocrity and into complacency through a brain drain is not a good way to generate long-term success. Maybe he knows that though, and providing near term margins to satisfy investors, who in turn reward him with increased RSUs, increases his immediate compensation and will outweigh the loss in long term relative value.
the language classes they just rolled out are a trash offering. what used to be a benefit in some locations is now a "business justification" exercise. you could do better EM!
Well, but we pay pension! A big 10% of your salary every year!
For the record other companies pay better salaries that more than allow you to fund your own pension. Southwest matches 9.3% in 401k match for example. So no #WeAreNoLongerExxonMobil
List out your favorite XOM benefits. Do you get any of the following? A lot of companies offer these benefits in some combination or other.
- unlimited pto
- a month or multi month sabbatical after X years of service
- free food, transport, or discounted options
- educational reimbursement
- bonus and equity options
- cheaper health plan options with $$ HSA options
- actual, meaningful reward options
- better paternity and maternity options
- funding for kids programs and college coaching
- free or discounted fitness club options
- negotiated child care options
I can go on and on.
“There are more and more reasons to leave Exxon.”
If you can do better, leave.
If you can’t do better, you should either retire or stop complaining.
Look at the employee anniversary gift catalog. You will be surprised what the gift options are for 1 yr, 5 year, 10yr, and so on gift selections. Also, look at the health options offered, still no HSA. No change in benefits to enable and support work force with the change in demands to truly maintain work life balance. Everything they cut from employee it gets added right back into executives pockets for generating savings (by cutting employee benefits). What other proof you want?
Structural cost savings include tighter workforce costs… Watch for the signals of the “tipping point”… its coming fast!