can we get an ousted HR person to please weigh in? If we WANT the package or DONT want the package, etc. Yall have no loyalties left except to yourself and we would appreciate the info.
Thanks,
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You need to weigh the risks in asking for the package because nothing is certain. The person you ask/tell might have no control over who stays, and you then might be labeled as someone who isn't worth a long term investment.
Slice and dice. Slash and burn. Rap and pillage.
For those talking about Top Talent...the program officially no longer exists as of this re-org. EVERYONE IS FAIR GAME TO BE CHOPPED.
They said early fourth quarter. I hope it’s sooner than later.
Now is the time and the place for Pioneer's management to be totally transparent on the RIF's processes and who goes and who stays. The last cut in Mar 1919 was much easier as it was voluntary and based on qualifying age. Now, it is much more abstract and more subjective based on business needs, skillsets, and historical performances. All three listed criteria can me gamed, as in the annual reviews on who get the extra coin from the HR pot of gold; and the other 75% are just average performers. Your boss will tell you that "AVERAGE IS GOOD", but in the next cut "AVERAGE WILL NOT BE SO GOOD." Not to sound too religious but the selecting of the good from the bad is going to be an epic and life changing event in quality of life, incomes, careers and futures. Maybe Pioneer could call on the Heavenly Saint Peter for some assistance in casting into the dark abyss the bad actors. Then again St. Peter may come down from his gated Heavenly perch and declare it a mess and send all packing.
Wait can someone clarify are they going to be done before quarter 4 or during quarter 4?
@over-it-all
How do you know if you fall into this category of top talent but not rated top talent on your yearly review? Seems like you get screwed if you work to hard in this company. No top performer bonus check and no severance package.
It’s too bad industry ‘leaders’ like SS and others pulled the wool over the eyes of the investment community for so long. They caused this destruction of people’s lives by pushing an impossible business that yields no returns to investors if on a continual growth pattern. That irresponsible behavior has caused soooo many to be hired and now fired. It’s a sad testament and example of how exec leadership only focuses on their own growth in wealth to the detriment of others. He knew in 2014/2015 the problems with shale growth and covered up capex overspends by ‘adding rigs’ to explain the overages. That simply snowballed the problem. This dividend move should’ve happened years ago. So many lives affected by lies and deception simply to avoid admitting he was wrong. That is PRIDE in the raw and the very reason no one should be ‘loyal’ to any large public company.
@2vlz+16vl1ir6 Top talent as far as who has been designated as a "Top Talent" individual prior to the initiation of layoffs, not necessarily at EOY review. If your unfamiliar, there is a group of designated top talent individuals/assets that get slightly additional perks and long term incentives to stick around. These are the "Top Talent" individuals I am referring to. Whether due to hard work or being managers pet, it doesn't matter. It's whomever management designated as that status. Arguing if the reasoning was right or wrong for them doesn't matter once part of this group, but it also prevents them from being selected in the lay off process since their retention is viewed as necessary for company performance. Hope that answers your question.
My understanding is that HR is running the show. Vp's MIGHT be consulted when they are done with their analysis.
At Over-it-all
Top talent in performance or capability? In my experience there is a huge difference in the teachers pets who get torn talent on their year end reviews and those who actually do the work. I know that some departments are more fair but many aren't. There are favorites and there are those with the most capable.
Top Talent will get no package and no option, that is why this is not a volunteer package. Everyone else, let your manager know. It is really unfortunate the company has created an atmosphere where people are arguing over who gets to go, rather than who gets to stay. A suggestion for any upper management that sees this. Talk to your employees not just the mid level managers. You might be surprised to find out PXD Kool-Aid tastes very different without the added sugar.
Exactly. Employees know the details of the package just not thw WHO. Please leave Mr outsider.
I would like to know if any HR folks are willing to reccomend a course of action for those who want to leave.
Someone is on a "fishing" trip! If you were a frito-ologist, you would know the details of the packages as well as a rough estimate of the impacts!
Agree with everyone on this post. If someone knows useful info please post it. Such as but not limited to package details, numbers cut per department, future cut plans. Please omit personal attacks and general griping which I could do a lot of if inclined. But it doesn’t help. Kudos to all on this post so far, who seem to get it.
Loyalty is a two way street, it must be given to be received, the many excellent and very dedicated Pioneer employees gave much over the years in the building of the company, the increased reserves, the high stock price, and year after year growth of earnings, Pioneer a GROWTH company and a darling of Wall Street. I spent some time today looking at the Lay-off pages on several other oil companies that are going through the same as Pioneer, it was the k–ler perfect storm: poor balance sheets, very low commodity prices, fighting between OPEC and Russian, heavy borrowing and in the end Covid-19. Agree with many of the comments here very positive this page could become more of a resource page for those that are being packaged. It appears that working for oil is going to become a GIG employment
I couldn't agree more. EVERYONE is replaceable. Your loyalty should always be to you family and your career. The companies want blind following but need to get out of the 70s and realize that their employees "are their greatest assets" in practice not in symbology. Allow those who want to go...to go.
I agree Genuinely useful info would be good on this site. Instead of all the gossip and name-calling (not this post in particular, which is fine, but the whole site).
Loyalty that is such a funny word in corporate America. Is it loyal to spend money on a glass building PNR can’t afford? How many jobs could have been saved if fiscal responsibility for employees was the goal? Is it loyalty to hire people into jobs they are not qualified for and hide behind a system that shamefully supported those people at all cost? Don’t cast judgement on people who want the best for themselves and their families! If that means they want to leave with a package then let them go. The stress of being left behind is not worth long hours, time away from family or looking the other way when you see wrong doing! The job market will lead to a job for you if you have skills and a proven track record.
There are good people at Pioneer but there is an undercurrent of very entitled people that ruined the company you hold dear.