A lot of employees are unhappy and a lot of them are not afraid to share their dissatisfaction. Which is perfectly okay, people need a place to vent and this is it. However, I wish people wouldn't be posting their wishful thinking as facts. There is no mass exodus. We have our usual attrition and that's it. There are no issues with hiring. There are still enough people applying for open positions that we can choose who to hire. I might not like that's what's happening, but I have no reason to convince myself falsely that it's not. Stick to the truth.
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Singapore office is a historical 1-2% attrition organization with attrition being defined as regrettable departures (excluding separations, PIPs, and retirements).
As of 3Q this year, attrition stood at 12%. There have been at least 15-20 departures that I know of in 4Q. I have team members who have just made it to 2-3rd round of interviews and will leave once the offer arrives.
OP, this is my data. These are facts. Is it really any different in Houston???
Confirmed, min GPA for college hires dropped from 3.7 to 3.2
that is data
I was ranked O when I delivered average. I was ranked VG when I delivered extremely well the following year. The only thing that changed were politics. The data (including KOs) hasn’t matched supervisor feedback so far.
Bro I interned 2 years ago and most of my hiring & intern class are gone. If that’s not attrition, I don’t know what is
Original Post must be from someone in HR
SAP has all the data OP. Regretted was far between back in the day. Regretted now has surpassed unregretted. Managers are posting job openings on LI, forums discussing attrition concerns, GPA for Campus hires lowered, departing cube photos daily. The evidence speaks for itself. People who now understand there is a good work life outside EM …. are pushing others to make the move.
Have interviewed contractors recently and they too are going elsewhere now.
Original Post is untrue. My group has never had a resignation in 10 years then since March 2021 has had 4 young employees quit.
Not normal attrition by any stretch of his/her very small imagination.
Also heard from recruiter that rejection of offers is off the charts for EM. We may be meeting recruiting targets but having to make 4x as many offers to achieve.
@OP Poe’s Law?
I’m only asking because no reasonable person with knowledge of the situation could truly believe what you posted.
BK are you the OP? It sure sounds like it.
Is this spokesperson Casey Norton spinning nonsense, falsehoods, and alternative facts?
🤥
"I might not like that's what's happening, but I have no reason to convince myself falsely that it's not."
Is that a quadruple negative, opie?
Why don't you just sp-t it out, what you mean.
You must be a graduate of the DJT School of Communication.
OP is either troll or low IQ PowerPoint artist making to a low level management.
L3 admitted 3x typical attrition in recent forum.
Also, the +/- 20% move limit was there exactly because everybody knew that managers were playing games. This changed with the recent “upgrade” of the ranking system. People had been pointing to management this obvious issue from the very beginning.
It is also widely communicated this year that we have unprecedented rejection rates in our offers to college hiring in the US (my info is for schools outside Texas and Louisiana).
Finally, I have heard (but not confirmed) that we have lowered the minimum GPA requirement as well.
OP, you’re just showing us how inefficient our management is. It’s not just that each one of your statements is a blatant lie, but you’re never going to change anybody’s opinion with posts like that. Like all EM management, you are completely not used to operate outside your “safe zone” where nobody from below is ever heard, and the people around you only tell you what you want to hear. All what you can do is repeat whatever comes down the pipe to you, regardless how absurd it is.
I work with analytical equipment of which there are only 5 or 6 operating in the world.
I'm going to another one of those operations as of Jan 10th
I suspect I am unwanted attrition.
But, for once with EM, I get what I want.
And a sweet relocation package only tops it off.
Thanks for the training!
My mind is my property.
So, if others say "there is mass exodus" you judge it as "wishful thinking", but if you say "There is no mass exodus" you judge it as a "fact"?
Show me the data.
@OP+1eaXnZ1w….You are not winning anyone over with this bs post This BS no longer can be force fed and The employees will no longer drink your kool-aid.
@usr+1eaXnZ1w as someone who went from q1 to q5 in the last ranking cycle, with no subsequent clear explanation for, or heads up indication of my massive decline in contributions, I can tell you that it is not overblown.
Even as an individual contributor aged 49.
Ain't that the truth...
OP : show me the data to convince me …
@usr+1eaXnZ1w
“ people at the top are either political or talented” - THAT is the lie that brought this company in the ho-e where it’s now.
The “political” aspect you’re singing praises to is known in plain English as brown-nosing and a$$-kissing. You have correctly defined the essence of EM “leadership” - as much of these things as possible.
You’re absolutely lying about the change that allows anybody to be dropped from anywhere to NSI. It used to be a max of 10%, revised to a max of 20% around 2016-2917 when the company first got into the business of eliminating experienced people. The careers of many deserving but not “political” technical people have been saved years ago precisely by this limit to supervisor’s subjectivity.
Opinions are opinions and facts are facts. You’re lying through your teeth to protect the vested interests of your group. Get a reality check, look where you and your ilk have brought this company.
@hgh+1eaXnZ1w
Do they say something interesting?
@qly+1eaXnZ1w Regretted attrition isn't calculated based on potential, CL, ir any of our normal metrics. The potential system is filled with frauds yes, but for the most part people with lower potentials are people who both just aren’t very good and who can’t be political. And people at the top are either political or talented. And politics is needed a bit at the top, although not nearly as much as we allow it to be. So it does somewhat work, although it’s not great.
The “sudden death drop” fear is significantly overblown. You were always subject to being let go of after a year if you truly sucked or truly had a supervisor and a manager that hated you. That’s nothing new, and nothing different than how the rest of the world works. All this change did was essentially remove the unofficial HR veto, which almost was never being used anyways.
Better grab those new hires now or regret it later.
Half the Petroleum Engineering departments in US Universities are closing up and/or merging with other departments.
that's attrition of another order.
I feel like the same five people post on this site repeatedly.
@ruc+1eaXnZ1w
One of the key “features” of today’s EM is that it has become virtually impossible to tell apart “regretted” vs. “non-regretted” attrition. The “potential” system is out of control, with HiPos being by definition the only value in the company. The ranking system is more fake than ever, having now a single purpose: demonstrate that the sponsor’s choices were right and keeping the management material high in ranking at any cost. Even at the ground level, the changes in ranking (Sudden Death Drop) allows any supervisor to fully express their subjectivity at a pathological level.
The management lives in a bubble where it is absolutely impossible to differentiate between high and low performers.
A few years ago when the Company was in a growth mode, they hired left and right. Some of the experienced hires are great but a few are not qualified. I know One that outright lied on her resume. These people are wreaking havocs but they managed to sweep their mistakes under the rug or management chose to look the other way. There should always be a mechanism to identify a way to move people to the right jobs for their skills instead of this revolving door that is called career development.
OP, are you high? FFS
I believe that you are mistaken
OP, you wouldn’t dare to post these brazen managerial lies on LI, because even there people might push back and you and EM would become more like a laughingstock anyway.
So why bother posting it here? Keep it for the scripted town halls, where you will succeed to make people even more angry.
Yes there are still people applying. But the talent of people applying is laughable. People who wouldn’t have had their resume looked at for more than 5 seconds are now getting interviews. In many places, we still aren’t hiring interns or college grads either.
I’ve sat in on a few interviews for people looking to join in our area, and I’m seeing people with 15 years experience in a domain have less knowledge about it than me who graduated two years ago. We turned down every applicant because the team would rather work a little harder with less people than work extra hard to undo the terrible person’s mistakes. We went from wanting to hire multiple candidates and only having space for one, to having space for many and wanting to hire none of them.
The exxodus is definitely happening in certain areas. Previously it was semi random who quit and who didn’t in terms of what group they were a part of. Now, there’s clearly defined patterns. And if you look at the P&B sessions and the decks being presented at those, you can absolutely see that various LT are terrified of what’s going on, particularly in the higher talent people. If you look at attrition from the standpoint of regretted losses vs not, you’ll see our regretted losses has skyrocketed drastically, while our non regretted losses has dropped. That’s a huge problem, but if you look at the top number you won’t necessarily see it.
I think it is true that everyone is unhappy with the company.
This came to light for me when in the UW auction, used office chairs commanded many time the bids/money than events with management.
I’m almost 20 years with company and I’ve never seen this level of attrition, it’s absolutely above average by a wide margin and that’s just in North America. At our gbcs globally a number of them are in worse shape.
You’re pushing the boilerplate management lie. A year and a half ago EM has started a “scorched earth” policy towards its employees, with the absurd purpose of replacing experienced employees with cheap new hires and/or workers in countries with cheap labor. This is an unprecedented, self-destructing strategy that alienates not only regular employees, but even EM’s cherished High Potential, arbitrarily chosen “management material”, who realize this is not sustainable.
We have an unprecedented wave of people leaving, including young managers marked for top positions and young technical people just promoted to lead positions.
This is highly visible not only internally but also externally. Articles have been published on the topic and “Good bye” pictures with the Houston campus Cube have become the symbol of corporate decay.
I’m sure that there are still hungry people who apply, but their quality is unavoidably going down. In case they are still naive, further oversized, career-ending PIPs will teach them all what they need to know.
To take the measure of the company’s rot, one only needs to hear one of the major lies pushed around by corporate stooges like you: the oversized, endless PIP is for the employees’ good!
I was part of recruiting last year. Although it may be true that people are applying, the number of quality applicants that we interviewed was a fraction of what it was in the past.
The truth is the company is using the employee performance evaluation system as a tool to have layoffs of up to 8% every year to avoid paying an industry standard severance package. That is the truth.