Thread regarding Phillips 66 layoffs

I've always been very critical in my surveys and nobody has ever talked to me about them.

My employment is currently being threatened as a direct result of the surveys. I will never fill one out again!

@c8 how happy could you be given you are still checking in on this thread…

I find it humorous that it’s now obvious people are skewing feedback more positively in hopes for a better VCIP payout in the HPO category. I know I am! 😂

Fda yes man

At one time I really believed that I would retire from P66. About a year after ZG showed up and then NP kept rising in the ranks to C_O, that vision shifted. I left just over 2 years ago for a peer and I’m so much happier. Not that anyone read my exit survey, but I definitely gave my opinions without completely burning the bridge.

2, 1, -5, 1, -5

1. PSX is great by the people we work with not the people we work for. This leadership has no accountability for their unethical actions. Be a yes man or else you destroy their fragile, insecure egos and the end of your career.
2. The core values are words not lived by this leadership. The mission seems to be changing all the time.. is it Solomon numbers we live by? Is it reliability version 3.0? Is it do more with less, I mean BT?
3. Complete disregard and disrespect for people that do the work and know the business. Aside from external hires and naive new hires who will be here 2-3 years tops the company knowledge base is going to disappear. AI isn’t going to help you with that kind of exodus. Good luck training the externals yourselves.
4. My supervisor is fragile and insecure, incompetent in everything refining - but let’s talk about centralization
5. Leadership doesn’t understand the business so goals are superficial and stupid. Strategery 🤪

Bye Felicia!!

https://www.facebook.com/share/r/1JKxtfoy6z/

🤣🤣🤣

2, 2, 1, 1, 2.

PSX was once a company worth being proud of. Unfortunately, poor leadership, corporate politics, selective accountability, and a complete disregard for employee feedback have eroded that pride. Transparency is nonexistent, loyalty means little, and employee surveys have become exercises in managing appearances rather than driving improvement. The workforce isn’t the problem. It’s a leadership culture that demands accountability, integrity, and respect while consistently failing to demonstrate those same values. The silent majority anxiously looking forward to leaving or already found something else that’s actually worthwhile won’t surprise those that actually do the work, but might surprise those in leadership who are completely ignorant to what really matters. Bye Felicia!