Is this true for Phillips 66, 75% of the company’s are having problems keeping collage graduate's? I have a friend that wants to retire but he was asked to stay to get a person trained. For now every new person that came in has quit after one month.
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Way to go ELT, last ditch effort to ostracize and pi-s off all your high performers by pigeon holeing them into zero growth futures??? Has anyone been to these “month of learning” conference room virtual chats? All about improving oneself on your own and driving your own growth without any specifics of P66’s role in that m, well because they aren’t going to help you. Get the message that experienced people need to get out and the new hires shouldn’t get comfortable. And the stock keeps tanking as we underperform all peers. Great work ELT!!
This job architecture topic seems very hush hush and only talked about informally or within small groups. Since it isnt being trumpeted from the rooftops, it does not seem good for us employees. Even though I dont even have confidence I understand the full extent. It also feels like the company is moving further and further towards disincentivizing high performers.
@v2 I can confirm that it is true as I have been trained on the new architecture.
We are paying people to do a job and no longer interested in people or their development. You want to move up? Apply for a role at a higher SGL when it becomes available. Gone are the days of spotting talent, developing them in role, and ensuring that they continue to move forward in terms of pay.
My advice to everyone: treat management as they are treating us. Do your work but don’t give the extra hours that you used to. Management has not earned the trust to go that extra mile for them.
We’re all being squeezed with outsourcing to India. Some of these projects are upwards of 90% India resources and the work quality is not up to par.
P66 explicitly doesn't pay for performance anymore. Raises are based on % of midpoint entirely. Theoretically, high performers will get salary grade bumps, but word is that the new model is that you can't get a salary grade bumps until someone in your function with the higher salary grade retires or moves to a different box.
If that's actually true and not just the telephone game twisting the intent, I'll be quitting shortly.
I’m as curious as to how this title alignment exercise is going to illustrate career progression. As I see it, all it’s going to show is how your incompetent peers are making more money than you, yet P66 “pays for performance”. Can’t wait =)
@pc Keep hearing HR is about to release these job architectures that are supposed to give us transparency and line of sight to said “career progression”…from what I’ve heard from those who’ve seen the materials, the only progress and path will be out the door. We can always count on HR to do d-mb thing.
Outsourcing is a problem for sure, but only for fairly limited support functions. We have been losing new hire engineers at the refineries that are pretty outsourcing proof.
As to why? Well, the ELT is convinced that a lack of clear career progression is the problem, so they're making a lot of really terrible changes to try and address that. I'm inclined to think organizational churn is a bigger problem. The constant changes and threat of layoff has everyone's morale in the dumpster. Nobody likes working somewhere people are pi---d off all the time, and the ELT seems intent on keeping it that way.
The problem
Is outsourcing to india
I can’t tell if the question is asking if PsX is losing 75% of its new hires or 75% of all companies are losing their new hires?
Either way, in this job market, neither of these seem likely scenarios. Everyone’s trying to keep the jobs they have and new graduates are struggling to get hired.
life goes on. CEO still gets $15MM+++...so what
Horrible spelling aside, yes. It's a big problem. A few years ago the attrition rate for new college grads was something like 28%
You can't even spell college or properly pluralize a word...