Thread regarding Marathon Oil Corp. layoffs

I agree; a lot of the previous comment happened in the Bakken groups during the last round— those trying to drive positive change were shown the door while the incompetent and new “leaders” kept their cushy jobs, along with their giggly favorites right out of college.

Having a big mouth and short man syndrome gets you far at MRO.

I generally agree with the list below, but I found that these moments are also used for just getting rid of people whom leaders don’t like or favoring others. Just being left out of the favorite list puts someone at risk and I’m sure most readers will realize that the favorite list is completely unrelated to productivity, intelligence or high performance.

Lots of times it is the very people who are trying to drive positive change who are shown the door because the poor managers don’t want to be challenged, work hard, be accountable or be shown up.

In response to Unemployed Thanks to my Asset Manager (UTAM):

Your direct supervisor is likely telling the truth, especially if your direct is a supervisor vs. a manager. In most departments someone at the VP/Director level will make the decisions and supervisors may not be told before the day of the layoff. A good VP/Director will typically solicit input from front line supervisors, but not all are good and an arrogant or incompetent “leader” may decide on her own without consulting people more knowledgeable than herself.

In my experience, people get laid off in roughly the following order:

1. Known discipline problems , known performance problems and people who cause too much “drama”, embarrassment or distractions for their supervisors. The drama and distractions category includes those who create frequent negative attention from management in departments other than their own or above their own department. Inter-department conflicts tend to create a lot of work for direct supervisors and creates more enemies for the employee engaging in it.

2. People who are very close to retirement and would be happy to ride off into the sunset with a severance package.

3. People who are brand new (under 2 years industry experience) because they tend to not know much, so can’t compete when deciding between them and more experienced employees.

4. People working slow assets or projects - it’s hard to retain a full staff on the West BFE prospect if nothing happens there for the next ten years.

5. People who are inflexible or not versatile, whether by attitude or abilities. Koala bears make a good living eating eucalyptus, but they starve quickly if the habitat changes. Some employees are like this - really good at one process or working one asset, but if the technology changes or asset gets sold they kind of starve.

Sounds about right. And with the HR leaders in place, there is no doubt that there is zero intelligence being applied. The blonde hair ball doesn’t have it in her to do anything but giggle and look out for her own position, trying to fake it till she makes it to the bitter end. Incredible.

I spoke with my first line supervisor the other day and asked him about being laid off. (1) He indicated that the layoffs were initiated by asset managers of higer tier management. (2) 1st line managers get told the day of the layoff. They are generally left out of the loop. (3) Many of the layoffs were just head counts. Tillman and the 41st floor couldn't give a sh– about the employees. All they care about is cash flow to keep the maturing asset portfolio afloat. Oh and of course, they only care about getting their bonuses. The soldiers on the battlefield are crew expendable as needed.

41st floor has taken a company with a diverse portfolio & turned it into a portfolio that is largely uneconomic. Nice going MRO, now that Noble is being bought out, you're next... My guess would be ConocoPhillips since the EF acreage is immediately adjacent to the EF acreage.

Adios MRO, you're gone by the end of 2020 if COVID continues.

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I really had hope for MRO!
But instead they became the cliche of oil & gas..., photos ops only please...