Probably senior year of highschool. How little does it speak to supervisors and managers that they asked each president/VP to send a note like that out. Note to presidents, if your supervisors can’t manage simple attendance, they are the problem. Note to board members, if presidents can’t hold supervisors accountable, the presidents are the problem.
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It’s been mentioned they are looking to add badging out as well to further track movement
Would someone please share the email? I am not at EMHC, nothing came to my site.
@1cae I’ll do you one better: replace executives entirely with A.I.
Imagine how much capital would be freed-up for investment if there wasn’t a massively entitled class of corporate parasites usurping seven/eight-figure compensation packages to do little more than play golf, dine out, and give the occasional talk in a controlled setting.
Attendance and keystrokes have been secretly tracked for 20+ years.
The announcement of the tracking indicates there is already a significant action or policy announcement in the works.
The announcement of that significant action will refer back to the June 2024 FYD announcement.
That big announcement is already in motion, just waiting to be made public. It must be huge to require this pre-announcement email about FYD.
What is that big announcement about?
All the Executive positions can be moved to India because we see absolutely zero difference from the working from Dallas, then working from home, then working from Campus.
We should be able to hire equivalent Executives in India for under $3000 per month.
That is a savings of up to $2,000,000 per month per executive. No multi million dollar upgrades to offices will be required at BTC because the new Indian Executives will be happy that BTC already has electricity and indoor plumbing.
If our Executives do not start moving that level of position to India, it indirectly proves they do not consider the Indian workforce as equivalent.
@dau Ugh…this “if it can be done remotely it can be done from India” BS again.
For the 5,555th time:
Jobs have been steadily offshored to India and elsewhere for the better part of the past four decades, and the practice predates remote work as we currently know it.
Showing up at the office daily does nothing to protect your job - unless you’re willing to do it for whatever they pay people in India to do it.
Oh yeah, executives are all still working remotely. They’re making everybody else show up mostly for control, but also because local governments gave companies big tax breaks based on office occupancy levels. Fewer workers commuting means a drop in toll and sales tax revenues. I think you can figure out the rest.
What email?
If you don’t think they had the data before this then you aren’t qualified to work at XOM. It’s now visible so if your supervisor doesn’t let you flex your day it’ll be flagged. There’s your half glass full. Quit and ditch all your electronic devices if you don’t want to be tracked.
Beware if you come into campus after 9am you are marked absent.
The goal seems to be determining which positions can be worked remotely from home so those jobs can be transitioned to India.
It's frustrating to witness senior management at ExxonMobil repeatedly issue tone-deaf communications like this new employee attendance tracking system. Clearly, they're out of touch and fail to understand how to effectively motivate their own workforce. This isn't just about the latest email; it's symptomatic of broader mismanagement that squanders investor money — a significant concern for me as a stockholder.
I don't expect senior managers to prioritize employee satisfaction at the expense of financial performance. Investors demand a robust bottom line, which any publicly traded company must deliver. However, investors also seek a company that respects, values, and inspires its employees, as this directly drives productivity. Unfortunately, this recent email smacks of mistrust and micromanagement, detrimental traits that erode morale and long-term profitability.
Frankly, even my 10-year-old could identify the flaws in the latest email. It won't save costs or enhance productivity; instead, it risks alienating diligent employees who already sacrifice personal time for the company's success. Moreover, there have to be about 50 better ways to address the small group of people who might be abusing a work flex policy than the approach that was taken. Immediately following its release, conversations among employees around the "neighborhood" reflected disappointment and frustration — people are hurt that their dedication isn't trusted.
Our leadership repeatedly stumbles into such blunders, underscoring their fundamental lack of regard for the workforce. Any competent manager understands that motivated, trusted employees yield superior results compared to those treated as expendable resources. Each misguided communication further undermines morale.
Where's the accountability in all this? The board appears complacent, allowing obstinate senior management to drive the company astray. It's high time they wake up and steer ExxonMobil toward genuine, sustainable success. This necessitates shedding overpaid, underqualified executives who fail to grasp the importance of fostering a positive work environment.
It's just a tactic to make you uncomfortable so quits. Win-win situation, you find a new job with better culture and XOM reduced headcount. All good.