Why haven't the rest of us gotten our annual raises since apparently we are promoting 5 people to director roles in BD. BD should be non-existent after the APC deal since we should no longer be acquiring ANY other interest ever as we cannot afford to.
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Forget about raises anytime in the next year or two.
“If you are WFH then you aren’t going to impact production”. You clearly have no idea what it takes to find, extract and sell oil.
Maybe after it is safe to come back some sort of flexible WFH would be possible so that people can nominate their WFH days ahead of time and then still come in for special meetings and mentoring sessions when needed. This sounds appealing but logistics might be challenging.
Things you can’t do while WFH:
Hover in doorways of people doing work.
Be seen walking purposefully with papers in hand.
Hope to run into an exec and make an elevator speech.
Spend 2 hours a day driving.
Carry your laptop into one room, Make small talk for 10 minutes, Smile and nod for 30, Close laptop and walk to another room, Make small talk, Smile and nod, Wait after your kids bedtime to finish your real work.
Guess you could but....
id–ts every last one of you. Things you can do while WFH: plan a well path. Design a completion. Take real time data from rig and make on the spot drilling decisions. Specify and procure facilities hook up equipment. Complete permit documentation and submit to regulators. Approve invoices. Submit purchase requisitions. Troubleshoot performance data from offshore facilities to determine causes of high pressure/bottlenecking. Coordinate and plan turn arounds. Calculate and set operating rates for wells to prolong their life. Should I continue?
If you choose to WFH after it is save to come back to the office there will need to be some type salary adjustment. The big tech companies are doing it already, and if you move outside your main office too far a salary adjustment is being made for those. If people go into the office and include the commute then they need to be paid more. I am all for WFH, but you can't have it all. I would say some salary adjustment and less of a bonus target would be a good trade off.
Actually if you want to quit go ahead and quit. If you are WFH then you aren’t going to impact production and you will lower SG&A by leaving. You can apply for unemployment. Oxy must have plenty of you out there just s—ing cash from the stockholders and not contributing. Have an attitude that you will come back to work when it makes sense and you will be respected( and keep your job).
You just don’t want to be part of the human experience, do you.
I’ll quit if oxy makes us go back to the office. Such a prehistoric way of thinking that we have to be in the same building to get stuff done.
How in the world do you meet new people at Oxy with work from home? Most of the time new people are met in the hallways or by interacting one on one informally after a meeting. It seems this WFH system would lead to a very disconnected workforce. This is bad for the company long term in my opinion. And no I am not a dinosaur.
@2obm spot on. Oxy is getting better work from many of us. If we have to go back to the office I will have to figure out how to shed some workload because I won’t be able to keep up what I’m doing from home once I start wandering around to meetings and docking and undocking over and over and accommodating all the chit chatters.
True on the safety point. Some people want to continue WFH even when the virus is gone. They also expect the same rate of pay, raises, and bonuses which is not realistic given the state of the industry and oversupply of skilled workers.
WFH is not a bonus for us, it is a necessity if we want to keep our families, friends, and coworkers ALIVE. Don't get it twisted.
I understand that the industry is at a low point, but it's crazy to think of WFH as a bonus as a whole. While I truly appreciate WFH, it is a fact that a lot of us work much more efficiently from home bringing value to OXY. This cannot be said same of the usual non-performers, but that's why direct managers need to stop protecting them. Don't lump us in with non-performers and say that WFH is a bonus. If anything it's a bonus for OXY that we bring so much value WFH.
Maybe I see it different. I feel grateful just to have a job with all the misery that is being caused by the virus. With 10.5 million people infected by the virus and nearly 250K dead in the USA a raise or bonus is the last thing I am thinking about. Having lost friends to the virus I am just happy to wake up each day and work for pay and benefits from my house. I wish it was better, but the whole industry has been hit hard. There are a lot of companies that are working each day in the office and dealing with Covid. Both my kids have to go into their jobs everyday without any option of WFH. The only time they get to WFH is when someone in their office test positive. Then they have to get get a test, and if is negative they are back in the office the next day. One of them have had this happen three times since May, and each time had to get tested. Oxy could have us come back in, but have done the right thing, so don't just assume they are scared of a lawsuit. If that was the case the highways would be empty, but they are just the opposite with people going to work every single day.
The wfh was not a raise all. Oxy HAD to do that due to the size of our company and to keep the staff safe. They weren’t doing it to be nice, especially after VH said we need to “get our employees back to the office”. They did it because the lawsuit liability was way too substantial if someone caught covid and died from working at the office. Since I had to take a 30% salary cut for 3 months, no raise last year and likely no raise this year, I have nothing but disdain for this company and I am planning to leave as soon as possible.
If you count the WFH and no commuting that was a pretty good raise. People would of used all their PTO to stay home with kids. The govt only allowed for so much paid leave, and I know co-workers that would of never been able to stay with Oxy if not for WFH. A person saves on all types of expenses when WFH is the standard. I for one will pass on any low percentage raise for WFH. We are lucky to have it for sure. In fact I would be willing to give up future bonuses to WFH.
@irlq that’s right. WFH actually levels the playing field and allowed the “do-ers” more visibility than they get when they’re in the office with the “talkers”. Management by walking around would give a manager zero insight on what their employees do or the quality of the work. They need to listen in on their employees’ meetings to see how they interact, or talk to other functional groups to find out more about how they interact with others or find out how responsive they are to the requests from other groups.
@1yyt+17RBYgDr I agree with you for the most part but I disagree that getting in the office makes managers any more effective than WFH otherwise this issue wouldn't have existed at all. Whether in the office or not, a manager should always have a good grasp whether their bees are good workers based on the quality of work.
Your point is now understood. Unfortunately this is a classic problem. The system reinforces the incompetent non-team player self promoter. Most good managers would be on top of this, not by being a micromanager but by being observant. This is something that is a benefit of being in the office where a manager can really observe people’s interactions. Have you ever seen
your manager in the hallway. They are constantly observing team members for the good of the team.
@iekz you missed the point. Employee A is great at their job and well appreciated by their peers and those they support and interact with, but they are not a good self promoter. Employee B is great at proactive engagement with their manager to make themselves look good, and they are not that great at supporting their teammates or taking accountability for their work. If the manager has no driver to solicit feedback lower than their level, which employee do you think the manager promotes more in those “multiple levels of review”?
There are multiple levels of review for promotions and ratings in general. It is all negotiated because of ratings distributions.
Why aren’t managers required to get feedback from others to support their rankings? Not talking about a 360. But most managers don’t have enough visibility on employees without getting input from others. AND since they have NO accountability, lazy managers just promote the best a– kissers instead of the best performers
@1hnf+17RBYgDr please. I saw Oxy push talent out the door for being better than average. They made people look bad.
If you want proof that talent and hard work and skills don't matter at Oxy, see GV's mo–n offspring. Unfit to clean toilets, yet somehow keeps rising.
Three will be no raises or promotions for the next few years
@jos the key there is “bosses who give you visibility to the higher ups”
We have to rely on our managers to do their due diligence in understanding what we do and how we do it and most of the time they don’t take the time to figure that out or reach out to the people we work with to get feedback.
Let them take my spot. I’m legacy oxy 10 years and I want out of this sinking ship. Not even an inflationary raise last year? Probably not one this year, yeah no thanks I’ll leave this c-ap industry ASAP.
Let's be real, not many asking for raises right now. Especially since there's a line of people outside the door waiting to take your spot...
Why do you say born yesterday? Some of the youngsters out there expect raises for not doing anything. Then they see their peers getting promotions and they think they are just brown-nosers. Well, it could be that the brown-nosers are really competent and management sees that. Look, just worry about yourself and not ”the competition” and you will do fine.
@jos Were you born yesterday?
BD team is needed to divest properties
The comment below is so id–tic. Obviously that is the case, but many of us (myself included) were told we earned a raise and it was put on hold due to Covid. Then to hear VH goes out and promotes all these unnecessary positions such as the 5 in BD is some serious bs. This company so going to have terrible attrition if they can survive Bankrupcy over the next few years.
Best way to get a raise is to do good work and have bosses who give you visibility to the higher ups. The work must be value added, technically correct, and timely for decision making and budget cycles. Pretty simple if you ask me.
i would not count on any raise unless you kiss @ss
so true, this company does not treat its worker bees fairly. Some raises and not others just isn't right. It all depends on if you are management vs just being a worker. Such BS.