What do you think would currently prevent employees, especially those with great expertise and experience, to leave Chevron? Of course there are ways for the company to keep them, but I clearly doubt Chevron is ready for that. It seems to me that they would rather allow employees to leave here than take some concrete steps to prevent that.
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What would reduce employee turnover? Nothing. If you were hired more than 3 years ago, you realize the Company, and its future, is nothing like you were told when you hired in.. All that 'Chevron Way' propaganda is now passe, not even mentioned anymore. If you're not on board with D&I and nose-to-the-grindstone work, it's time to consider another job. Chevron is going to disappear by 2040 anyways.
I would rather to eat a apple turnover!
Pay more.
@2ydi, could you translate that into English then post it again? thanks lol!
Doubt there’s high turnover. So many lazy people who work part time but paid full time are still there and love it. And with work from home, even more opportunity to work less. Managers are lazy themselves and are not incentivized to run lean organizations. There are so many cheats it’s ridiculous.
How about selecting and promoting individuals based on merit and job experience rather than gender and skin color?
How about select and promote individuals based on merit and job experience rather than gender and skin color?
uh, yea and, ditch the woke use of #-this and #-that, it's meaningless and immature, children.
When most critically thinking people see a #-something they just move on to the next post. and I don't care if your orange nemesis did it, not our problem.
@1vmo+1aWEwjZm Amen
People are begging to stay on, because there is nothing better in oil patch. Even people from other companies are reaching out to see if we are hiring.
Actually attrition across all functions is high, it’s not just an HR problem although that function is definitely a dumpster fire. Always has been.
Cut named executive pay by 50% or more. Tie executive pay directly to organizational performance regardless of business cycle fluctuations. Limit all management and employee pay to $350,000 per year maximum across-the-board. Support and grow the dividend. Promote people into positions of leader ship solely based on capability, qualifications and performance. Run this company in a lean fashion focused on profitability and sustaining viability in a rapidly evolving energy market.
Aside from a couple HR people who moved to another industry, there has been close to zero turnover.
OP. Not that hard: Make the organization work. Good project management, positive focus on the future, and a general feeling of individual advancement and excitement (e.g., short-term acknowledgment of excellence where due and long-term training to get there tomorrow) ... accelerate toward greatness. Yes more money also works short term, but not if it is spread across the board (only feels "special" relative to the Jone's) and long term it does not replace broad positive energy and momentum. You can't get there with the never ending uncertainty that comes with a slow motion organizational transition. Our competition is currently behind, but not far behind. Pull your finger out and lets go!
@1unh, If you want to reflect upon your own experiences, that's perfectly fine. there's no need to attempt to project it onto some anonymous poster that you don't even know. nice that you obviously have a man(partner) for yourself. It's all good!
Turnover works out if the employees turning over are all complainer types. Good riddence!
What turnover? Are you making things up in your mind or copying stuff from other boards?
- More attention paid to employee well being and work-life balance
- A more stable company that doesn't have frequent layoffs
- Stop only focusing on dividend and shareholder and put some effort into employees. Instead of sacrificing thousands of jobs, cut the dividend a bit next time. Employees aren't going to stick around if they think they will have to go through another big layoff.
@rqd+1a: I think you mean HE Sùçks just fine and you're always up and at attention for HIM.
@brx yeah but I don't want my tech. assistant to Sùçk less
she Sùçks just fine. I'm always up and at attention for her. great for morale!
Simple. Sùçk less.
Too late. When the fish stinks look to the head first.
Well for starters not being completely obtuse about tracking individuals vaccination status.
Secondly, removing all the nonsensical monthly make-work tasks that HR, HSE, & Corp dream up that serves as a distraction from our actual work.
Third, not disemboweling the workforce every two years through Roms, not-roms, and grab your ankles transformations
Fourth, disavowing wokeness
Maybe stop laying them off?