What are your thoughts?
37 replies (most recent on top)
Some of these folks all they have is work and their AI app. Our guy is so overly engaged in everyone else’s business I’m not sure he know what prioritization really means. He also can’t have any of his team getting Pat on the backs either.
@b3 I get it, everybody wants an A-Team full of rock stars. Wonderful. But even rock stars need a supporting cast ana crew. Eliminate everyone who isn't in the spotlight, and you've got a stage full of stars and nobody to run the show. Management has become so obtuse. I just can't with these people anymore.
Basically the pip is necessary so we're always working with the A-Team.
So everyone that has been piped was not A Team material
@OP I'm not in GP. Was this recorded. What was PIP question? What was the answer?
Hold on GP had an actual town hall forum??!! The arrogance these people have. Would love to see vantage have a town hall forum of some sort.
This town hall made me sad to be an employee. What a downer...
The worst part is that it's clear these issues are known to management and there is nothing they will do about it. The message is clear that things will not get better.
@as not only the immediate salary loss but also the halting of career progression, lost retirement, etc
And what are they going to do for three years? Drink wine all day by the pool? My husband would go crazy and divorce me.
@av That man who asked has courage of conviction. Someone bring him a wheelbarrow to carry those huge ba--s in.
Hats off to the man who asked about PIP program. He is right and the answer was easy off. We are putting people on PIP who are A-team and that we need. He doesn’t get it.
Some pretty ballzy questions, kudos to those submitting them.
Also, we DO have a retention problem, even if mgmt fails to acknowledge it
You heard it here first that we do not have an attrition issue!
No expat benefit is enough to make up a differential of $250k salary from your spouse lol
Hope is not a strategy
The answer is no. Our policies for expats don’t work anymore.
ADNOC continues to reject qualified drilling candidates and limit secondees. How is this a win?
Create tension with HR = negotiate a better package for yourself or your direct reports.
Get it ALL in writing before you sign off to go.
Always their answer - competitive in the market. Well sir if no one is taking your package at some point you need to question if your benchmarking team is telling you what you want to hear or the truth.
The answer is pretty obvious here.
They are going to forecast the future project demand —- like they did for LCS? I hope the same people are involved because they NAILED the LCS forecast!
I heard zero new ideas. Same problems and same supposed solutions. They have shown they cannot prioritize anything yet they keep preaching this as their strategy.
Ways to add capacity and things to stop doing:
STOP DRIVING PEOPLE TO RETIRE BY DEMORALIZING THEN
STOP PIPING PEOPLE WHO WE NEED AND THEN TRYING TO HIRE THEM BACK AS STAFF CONTRACTORS
Prioritization they always say but it isn’t happening. They just keep piling more and more work on the same people.
@ac when there is no immediate reward through compensation and no long term reward from career advancement why go expat? It all goes back to the annual assessment. People are very rational in their behaviors. I would ask management what are YOU doing to fix it.
All the benchmarking in the world makes no difference if people are losing significantly from a financial perspective, not to mention the personal sacrifices involved in moving overseas, esp to third world locations.
@ad 100%. Not all of us are single or willing to strain our marriages to the point of divorce.
@ac absolutely. The benefits are gone. They also assume our spouses are in dead end careers and can just drop that and leave. It doesn't benefit my family for my wife and I to go expat, even to Africa for example because she earns too much in her career.
Mobility is a problem because the financial reward is gone. People make the sacrifice and then you drop them in the rankings and have cut the expat programs.
Proxxima I will believe when I see it.
Add people. They keep talking about it and the need but I am not seeing it happen. They keep forcing people to retire early and quit.
Now he is saying we are going to get the people from other groups not from hiring. Good luck with that.
If management wants every project to go as fast as Guyana then they need to staff up teams like Guyana and change government requirements in countries to be like Guyana. A lot more work has to be done in other countries and it takes time and people. Canada doesn’t just let oil companies tell them what they are going to do and I suspect other companies are the same.
Gate 1 to 2 timing is driven by poor process and shouldn’t be blamed on the people who have to execute all of the steps of the process.
LCS Bust. How much money did we spend for nothing?
Best portfolio? How can he say that with Guyana and Permian nearing the end.
He is right about us asking why should we care about total shareholder return. Only executives benefit when stock price goes up. They just keep cutting our compensation no matter what.
Planners at it again. Total shareholder return with a rolling 10 year. They always pick some weird rolling period so they can make the graph look good.
Rovuma further delayed?
Is UZ1.5 really moving forward? Seems like it stalled out and that was before the war. War giving them a convenient excuse for delay. Doesn’t seem like ADNOC really wants our people just our money to finance it. How many secondees do we actually have on the project?
How long is Golden Pass going to milk their contractor going bankrupt on their PDS? What did they do to contribute to the failure? A lot of spin. Many other projects are dealing with similar problems and contractors on the brink of bankruptcy but no recognition.