3Hnol+16zEvLP3
You planning to be 20++ 30++ forever
We the 40++ 50++ already had the best time of our lives
Life is good
Life is great
When we were the young younger ones
Enjoy Cheers Life is great Boomers
5508 replies (most recent on top)
EM is dying industry, why waste time with this unethical company. EV is emerging strongly, soon EM will end up unprofitable. Be smart..Don't waste time here, plan to move out if you are still young. EM has FU so many 40+50+ employee
@3Gewn+16zEvLP3 Winning behavior.. Compete to win!.. in Performance Assessment. Shall get my nose ready.. and go for it!
@3Gndy+16zEvLP3 early morning wait at loading bay you will see it for yourself
@3Hrqc+16zEvLP3
Talking about PD/Training department?
There’s so many SLS having 1-2 subordinates. Can we further synergies and streamline these functions? Do you really needs a SLS to supervise 1 or 2 guys? Maintaining these SLS are not cheap. These are indeed real saving to the corporation.
Reality is your boss has a lot more power over your ranking than in previous system. And because of the design of the system, once you are put in a certain category- no one is gg to revise you upwards, there’s only pressure to go down further to fill 8% NSI.
So if your nose is not very deep in your boss a–, don’t think of anywhere near outstanding because you are not getting it. Doing your job very well, it’s only very good. And they will repeat the message once again- that good is good, so be happy with it. If you have ambitions, then pucker your lips and kiss those buns. My own boss is explicitly doing it in emails and throwing anyone who stands in his way under the bus. Classic #weareexxonmobil behavior - compete to win folks.
@3Guhh+16zEvLP3 Which SLS? Name?
Find out where your Division Manager, DH stay. Everyday give them a ride home, you will be save for many years. This what SLS is doing, that why doing nothing in office also can survive.
Is he the one in interracial relationship? Touch where sia lol. Benefits all got cut but still have money to send lawyer on expat assignment. Shiok
anyone can confirm this? heard that a sg lawyer got accused of touching younger office guys but his boss likes him a lot so she sent him on overseas assignment to protect him!!!
This forum has gone quiet. Why is that so? Everyone has moved out of EM? But I still see many at HBF office OR busy preparing for Performance Assessments for a brutal showdown?
FLS runs the show!
Oh yah... OTL runs the show too!
But most of all, the hardworking technician.
Who’s watching?
RL, Technical and ES who might not know what is happening to the field equipments asking general questions which does not really help to address the root cause of the problem. Most of the time the time pressure will set their mindset to think about proper wording and package for easy closure.
PSS/SLSs driving hard to solve KPI issues, managing cost saving items, technician OT and load OTL with initiatives. Might want to look at things happening in the ground. People are the important pillars of the Organization regardless of level.
It’s sad to see even now OTL /FLS are overloaded with cost saving initiative, LPO, NLI/LI (raise for learning but no one judge the value of learning), OCVM, DWS (another “productivity” tool no one using it), barrier hours (damage ops and maintenance relationship, highlighting 0.5hrs, discuss more than 1-2 hrs during stewardship) Q1-1, Stewardship, Webcat, training and verification (which training dept can’t help).... these needs to be done but not to mentioned with “optimised” work force of technicians handling field work.
There isn’t much time for OTL/FLS to have the field presence which IPA/SAI team talks about. Let’s be factual.
It’s probably not hard for any level of management to observe these, the relevant feedback and comment in this website.
Technicians who are managing the heavy work load despite of optimised work force / resigned colleagues or messy daily work plan, I wanna say a big thank all of you and I hope the OTL/ FLS here hears you. I believe there is no lousy worker, but weak leadership.
OTL/FLS who are overloaded with paper work / initiatives, I thank you as well for your perseverance and managing all work items to the best of your ability (argument with ops / maintenance on priority work items) Do also take care of the technicians who are sweating and working extremely hard in the field. Work together.
PSS/SLS, I thank you for sharing most of these information with the DH, with the intent of highlighting concerns faced on the ground to higher management to enable the healthy and sustainable work culture.
While focusing on these task, often we forgot about recognition (simple recognition or public praise) for the people who work for us.
Recognition comes from all level. Its can be top down or bottom up. You deserve it when u do take care of people, earn the respect and not for individual performance.
Let’s not work to be like a machine, work as a human being.
Wish everyone all the best.
Hey performance assessment season is here- therefore the hunger games have started.
May the odds be ever in your favor.
No wonder many people like to be in management role even no leadership skill set. No heart to serve. But POWER in hand with higher pay. Just learn how to SING the EM song, remember standard question set...Young folks to survive must have aspirations to get POWER. POWER. POWER. That matters.
The DH was not innocent at all.
The employee was asked to go, poor thing.
A sign that local management has more and more lower-end people, a sign that EM singapore is sinking and will sink further.
Anyone heard a few months back, a process MPT made threats against a DH and was escorted out of site? The employee may not have done things right but the P DH is no saint either. The way some of our DH engage with people need to change. No one owe them a living.
It is a pain to see one you have groomed many years leaving. As a manager, will try to keep maintain my team's spirit and workload. Of course, as a mentor or even parent would encourage them to see the real world or grow outside. In the past, there were young ones who left and returned to EM, it can be done by playing the cards well. Selfish, but not sure if it still works.
My sup has always favoured my new hire peer more than the rest of us. He was let go in the end. I think the company made the right decision and got tired of his b—s—. Favouritism is very obvious and will only harm the company.
To the younger confident aspiring ones
The Boomers aint no loyal chicken
Show us the money and see how many Boomers will go willingly happily joyfully gratefully.
Getting lower pay outside is expected and we can accept the reality.
We were the young ones before and we are the Boomers now.
Its just a cycle aint no problem making adjustment.
# we were exxonmobil
@3Ezdb+16zEvLP3
Okay, boomer. It must be hard on you to see someone younger have more confidence and aspirations than you do. You want to stay and kowtow to the master, that's cool. But never mistake this for loyalty when the fact is you're too chicken sh*t to prove your worth outside the EM bubble. Keep burying your head in the sand.
In Exxon, its all about LARPing.
IYKYK.
The few senior managers (DH / DM) in this forum are probably laughing their a $$ es off, reading about the resignation threats, jumping ships, non-realistic promotion aspirations and get-rich-quick ideals of the “strawberry generation” work force.
Well, go if you have to. The door is always open!
Job interview situation (re-enactment):
Interviewer: So where do you see yourself in 5 year’s time?
SB Gen: In 5 years time, I would like to be in a section manager’s position, tasked to manage a business line and with a handful of direct reports.
Interviewer: I see. (But played out in his mind, in real time - buahahahahaha !!!)
Really curious how many senior managers are here on this board. Or are they all really dense and drunk on the #weareexxonmobil kool-aid?
Part of the supervisors’ job is to sell a beautiful tomorrow. So keep applying and leave.
look like many lying supervisors telling us good future but when they get fired or leave, how is it good.. I won’t get rank this year but there is no more supervisor to help me
One colleague was gifted, always have insider news from solid higher sources. Surprised everyone with the departure and landed on a safer pasture. Was told to quickly get the prorated aws before it cease.
There are opportunities, just not in SG. It’s going to be in India or China. The only way when you are going to have opportunities in SG is to have potential 40.
Start by joining WIN k?
My supervisor told me that there’s lots of opportunities especially when there’s so many people leaving, but reliable sources have told me he’s looking for a job himself. True story. #weareexxonmobil values here - compete to win, even if it means talking sh– to your reports.
My supervisor asked us not to leave and that there are opportunities. But he resigned after.
my sup always told me being here is good because many opportunities and I will get many good jobs in the future.. but he got fired and they lie to me..
Why wait to be PIP. Might as well start looking now, u still get paid to look around. And the best part is you get to start your new job earlier, build your credentials. Why waste time with this company, waiting for a leadership that says appreciate you with lip service but PIPing you in the background?
You will only spend time in EM when you have no better options?
The no-brainer option obviously!
(B) Go through the motion of PIP for 3 months, only to get the salary and fail it anyway, then leave.
Make full use of the 3 months to attend interviews to land another job and still get PAID by EM!!!
Don’t know which forms you are talking about but I know of people who got nice bumps in their pay when leaving. More responsibilities may not be a bad thing for your career. And if you can’t find something good, it means EM is offering something viable for you and 8% NSI is just part of the game.
Mid-life EM employees who had gone for outside interviews had already realised for many years - that for the same job scope, they will be offered a lower pay, and for the same pay, they will need to take on much more responsibilities!
At this site, all lower rank complaining, manager and FT laughing here.
Technician basic 5k, engineer about 10k, manager above 15k. If you compare same industry, you might said comparison. But if you compare to other industry, you all were highly pay. That why now you can't find a job that match your current pay. If you want to have this pay, then stay on. If really tired of EM culture, just leave EM and get pay cut.
Frankly speaking, technician daily perform routine work, Manager doing LPO, OCVM paper work, all skill were not relevant to outside world, but all getting so high pay. All should be satistying at this covid situation.
Since there is a close to 10 pct chance for any of us to be PIP-ed this year, what will you do?
(A) Accept PIP and work your a– out, to try and pass?
(B) Go through the motion of PIP for 3 months, only to get the salary and fail it anyway, then leave?
(C) Tender your resignation immediately with a month’s notice and get the 1 month salary?
Agree with @3Cufi+16zEvLP3 that AWS can be reduced. If you look at your employment contract or even past Job Advertisement, it says something like this “Historically, we have been paying an AWS of 3 months”. This implies that AWS can be cut. FYI, EM has never cut AWS before but given how they handle layoffs, it can happen. The most they did was “wage freeze” and not wage-cuts.
I hope that they do not touch the AWS as it amounts to wage cut .
If aws is cut sure more to leave. The Impact is more to MPT and higher CL group. Cut 2 mth aws 30 to 50k cut not good for high salary group...
Indeed, if you quit now, you are a winner. You get prorated 3 months AWS. If you can’t quit then you can’t blame the company for treating you like a wh–e.