shocked to heard that no lawyers impacted. some of the older lawyers I worked with are the laziest and lousiest, always giving inpractical advises with no good solutions for the biz ... like that of course the biz loose contracts lah! esp that snr FT from hk ... always spending money to get outside lawyer advises instead of advising herself. Sg shld get rid of useless ft like that and give Sgreans back our jobs!
5508 replies (most recent on top)
Good luck to all the folks to receive the news. May the odds be ever in your favor. Else, you’re just staying for the PIP cull happening later down the months.
@3bxpa+16zEvLP3
Call me skeptical but I don't trust those numbers. Structural changes are coming, which, other than headcount, will affect benefits, compensation, training, advancement, etc. Stay and not worry if you think the leaders can turn the ship around and there's still future in O&G. Exxon may be too big to fail near term, but if you still have many years to go before retirement, you should seriously think beyond surviving forced ranking year in year out.
Legally compliant doesn’t mean it’s ethical. And ExxonMobil falls in the former category. Not latter.
PIP is a b—s— program, and if it’s works, Woods would have been out of the job 2 years back. EM was last in shareholder returns amongst O&G majors under a guy who claims he loves winning. The only winning is DW’s wallet, rain or shine, the RSUs and associated dividends keep coming baby!
I have read so many people posting about concerns about PIP used for reducing headcounts in the next few years but I think it may not be so bad? If we refer to the numbers announced - 14k jobs reduction by 2022 vs 2019.
Of which, 7000 is expected to be employees.
So far the layoff numbers announced is already around 4300 jobs. Means there’s about 2700 jobs more to cut. Considering the actions taken results in attrition from 2020 to 2022. That means about 900 attrition a year. Considering we were at about 70000 employees, that is about 1.3% attrition which doesn’t feel much higher than expectation I would say.
In such a case, will there really be a need to reduce headcount via PIP? I know of many people who have passed the PIP in 2020. Moving forward we may still be having high % of NSI near to 8%, but that shouldn’t translate to everyone of these 8% having to leave right? It could be a norm for people to go through PIP year after year just now how it was in the past where we have people getting rank in 5th quintile year after year.
Sounds like only half the story was shared with MOM and Media. No doubt a PR stunt, there is only one department behind all these. Talking about ethics... way lacking behind.
The TMTS Lead’s job is not about NOW now - that’s already set in motion, the redundancies and all.
It’s about ensuring that the restructured organization will meet the eventual headcount targets as stipulated by the TMTS country study for Singapore. That will be another 2-3 years ahead.
TMTS lead just onboard and haven’t started exercising chopping heads... this is a multi years program and can’t k–l all overnight. Behind the scene, hiring big time in KLTC and BTC. Sit back and relax, your turn will come for PIP...
Atlast @3afww+16zEvLP3, you got it “right” a. It’s precisely the dirty laundry that we all need to air so as to help our colleagues who had been undeservingly laid-off, not because they were non-performing but because of the Unethical Company that ExxonMobil is, avoiding severance pay to the deserving.
If the other Companies come across a resume from EM employees who were laid off recently, I would encourage them to seriously consider to “grab” them before others do so. They may be over-qualified in some cases but they are skilful, dedicated and loyal potential employees who will do their utmost. A lower pay may be ok if that’s all the Company can afford (but not too Low as you may lose the chance to hire one of the best around).
Take heart guys, those who had been undeservingly laid-off, the smart companies out there will be looking out for you guys. For slightly lower pay to start, you will rise very fast thereafter when you are hired. Jia You.
https://www.cnbc.com/2021/03/04/exxon-ceo-darren-woods-says-company-will-still-pay-a-strong-dividend-despite-2020-losses.html
Us top management continue to be committed to paying strong dividends. DW's key deliverable.
@3afww+16zEvLP3 is some management, not part of the layoff but afraid the young ones exiting for better future. SELFISH. Some interviewing us whether bothered by the news, don't tell the truth, if not risk becoming the next target!
To @3afww+16zEvLP3
Wish you to be PIPed this Aug/Sep, most “like” for you...
At the end of the day, this is a US company. American culture are known to be individualistic. It's a "me" culture, that explains all the bonuses that the top ranked officers are still receiving despite company losing $20bil last year.
Why is dividend not cut and company taking debt to pay the dividend? Reason - all the decision makers in the company have alot of company shares and to cut dividend will directly reduce their expected income (they are already sitting on huge paper losses). Investors that are really vested based on the company's fundamental will be ok with the company reducing dividends during this bad time and focus on building the future instead of taking debt to pay dividend.
Sadly, there will be no managers volunteering for pay cut as this is not an Asian culture where the high level management will feel embarrassed about their failed strategy and take responsibility by taking pay cut. There is absolutely "no shame" as individualistic culture is what it is.
Look on the bright side, this place is not the only company in the world. (Alot of people in the company is slowly becoming frog in the well) You may have to take a pay cut but it will only require some lifestyle adjustment, so be it. Life goes on
To “@3afww+16zEvLP3”, I am sad to read your posting. You must either be very dumb or stupid. Come on, when we chose a Company to work, what are the criteria - a Stable, People-caring and of course, a good Paying one. We all need to have job Security and for what? We all aspire to own a house, buy a car, provide for our families. How can one concentrate and work our best when there is no job security!
The current EM practice of lay-off is not the normal way to cut headcount and this is not what EM had been ‘preaching’ (or hoodwinked us) all this time, quote “Good Times or Bad times, EM do not pay bonuses or fire employees” (do you remember this phrase?), a ploy to attract and hire the best in the market and it did so successfully. If the Company “suddenly” find there are 20-30% of his employees are ‘poor’ performers, there must be some thing wrong with the hiring process. In the Company “forced ranking” process, there will always be people at the bottom 20-30% and this group will always feel insecure. Imagine, with a total of about 4,000 employees (much higher when you talk about global) in Singapore, about 800-1,200 employees feel vulnerable and insecure and they are supposed to be among the Best in the industry (and most of them are!). How can EM expect them to cast this worry aside and give their all in their work? EM is a big Company where there are many good things to learn besides this. Future employees will come for the “skill training/learning” and then leave for more secure and ethical Employers.
Using the disguised abnormal “poor” Performance-based criteria (especially without being told previously and received counselling, as part of EM employment process) to lay-off people under this circumstances is UNETHICAL for such a proclaimed past “Ethical” Company. This is very different from “retrenchment” when cost-cutting is necessary for the survival of the Company. In this situation, selected employees are ‘helped’ by the severance pay to cushion the pain and buy time for him/her to find a new job so as to minimise the disruption (financially).
What I have presented here is simply, the reason why I feel that “ @3afww+16zEvLP3”, is wrong in his thought process. Such an employee is the ONE that the Company need to be very careful with and not the 20-30% “bottom-ranked” ones.
This is exactly what WE the employees MPT or NMPT feel very badly hurt dissapointed disgusted angry with !!!
WE are clearly freely being bullied and terrorrised by MGMT !!!
And very sadly and dissapointing even our own MOM cannot help US !!!
By all means WE can understand being retrenched but pay US a proper and deserving compensation.
Got options and paid the lowest.
The longer longest you work here supposed to get a bigger deserving compensation package but instead it works opposite only get given the lowest payout option !!!
But can give big huge payout and bonuses to you and we all know WHO even in bad crisis times like this !!!
WTF we're wasting our precious long longest time being a loyal employees and get given peanuts !!!
Dear EM so sorry in the future nobody will work hard and stay loyal like US 20-30 yrs and beyond anymore !!!
Gone are the days of loyalty and job hopping is the new standard 5-10 yrs the most in EM !!!
You EM have done a great self inflicted damage to your own good reputation !!!
Companies like Shell or even local company SIA have done practiced and proven to be a world standard world class in good and bad times and being honest straightforward in terms of retrenchment and compensation !!!
People will always remember how we are being treated and no doubt people will come back and join again and give their ALL for these proven world class companies !!!
Very sorry severe damaged has been done by EXXONMOBIL itself !!!
PIP is the other severe damaging tool and practices by EM !!!
WTF i just cannot get it understand it for the last 20-30 yrs of good service and then suddenly you're being PIP-ed your performance is sub standard unsatisfactory !!!
Suddenly higher mgmt managers got plenty of free time to go ground field plant tour BU by BU voluntarily to get dirty to make US declare and sign pledge letters and headhunting to PIP US !!!
Please lah EM just copy do what Shell or SIA is doing and have done just tell straight WE have to go !!!
Just save and practice the GREAT WORLD CLASS STANDARD PIP SYSTEM among yourself among MGMT CAN ???
Time to go WE will GO !!!
Thank you very much and goodbye life must go on with or without EM !!!
WE now know knew the REAL EXXONMOBIL !!!
#WE WERE EXXONMOBIL !!!
Employees are hardworking, positive and honest. s'pore management the root cause to the negative vibes with all their actions.
I can totally understand the company's need to cut personnel due to business reasons. I am just disgusted by how the personnel cut situation is being managed. You wanna cut personnel, just be straightforward about it. Pay the right compensation and move on.. The way personnel cuts are being handled is just lack of integrity. Yucks.
Matter of fact, we still having excess headcount after the mini reduction. You know where you stand, do what you can.
@3alwb+16zEvLP3 So negative. Go read up on the winning behaviours and perhaps do some weekend reflection
@3afww+16zEvLP3 is saying shut up and do your work. Nothing about re-examine the way we work. Nothing about being competitive. Self reflection zero.
Some people are taking about rot problem with SLS DH. “If you think it’s so easy why don’t you do?” Hello they are promoted to make this and if they s— why must we keep quiet?
Don’t talk about the problems otherwise other people will think Exxon s—s? What logic is this? Sunlight and disinfectant is the best way to solve problems. Not pretending like everything is okay and shut up and back to work?!???
Put your head in the sand and nod. Typical loyalist.
Question is, do you want to be right? Or do you want to be rich?
@3afww+16zEvLP3 why you even bothered coming here if SO motivated? equally affected and unstable, afraid of missing out something? Trying to differentiate? If really that outstanding and secure, no need to be here one, DW will be upset. Listen to his advice, go do work during weekend and offdays, and control own journey.
@3afww+16zEvLP3 Who cares about industry.. as long as I am perceived as outstanding.. that is all that matters.. I plan to stick around for a long time.. and yes, whiners should grow up.. if they do not know how the internal game is played.. failure to adapt to win in performance assessment is entirely their fault.. misfits..
Wah FOMO inserting phishing link here ..... we are all EM-trained leh ..... cannot anyhow click one ! :)
sia suay place and employer to work for, was hired one year ago and feeling ashamed now to tell friends I working here.. ee yucks..
8% PIP to provide that structural efficiencies which DW was touting about with AS on investor day. There’s no voodoo from Mr Woody nor any strategy. Just plain old cost cutting while milking the cash cow and praying that oil will shoot to 100. So will the stock and all the RSUs will be worth a lot more. 300 departures in Singapore is a small price to pay with no pain and lots of upside for DW and his Dallas cowboys.
Good luck for those who are stuck in this toxic environment,or brave yourself to share the actual working environment with the outside world, save your life before the ship sink. Not worthwhile wasting your career with employer who failed to be truthful to its workforce.
This round retrenchment is to put up a show to MOM. The next cycle PIP is coming soon, buckle up!
Helicoptering the young guys (so called High Flyers) to supervisory position is another failure of the system.
Those are fresh graduates out of school for a few years and then got promoted to SLS level, which has been proven to be failure of the management system.
The manament are full of those kind of high flyers unaware of the real world outside exxonmobil, yet making decisions for the business and feeling powerful. b—s—.
This is across the company including US, and it is these people who made strategic error and misled the company to cliff.
Now suddenly become sober and start to talk about connecting the outside world, respect our customers etc...and #WeAreExxonMobil, donno even what that means. Company spirit change so frequently, might be a sign of mental disorder huh?
A distorted system fostered distorted management, which distorted their views towards the real world, which then distorted the life of many hard working innocent employees, SAD.
Very experience and expensive one will get NSI and young one will get layoff package. Finding the cheapest way to cut based on total system cost...
SLS got no power one lah. Same like the rest of the worker engineers. Toothless tigers.
The real drones with power, are the DHs.
How can SLSs be given the power to fire people one? Liddat they will sure sack those direct reports whom they have grievances with, right?
So the direct supervisor sure not allowed to pick one lah! Cannot.
It’s all based on 2020 PA outcome. Period.
Such a stoopid question. Duh!
Just found out today that the SLSes do not have a say in the determination of the namelist. I was pretty shocked to see that only the DHs and Technical Division Manager deciding the fate of the working group, when they do not even communicate that much with us. Worst part is that the SLSes will only know of the namelist on the same day the victims are announced. That just sounds like bad decision making - they may have very well annexed someone who was crucial to the team without them even knowing. But yeah go ahead anywayz - it's not like we expected much anywayz.
@39gaa+16zEvLP3 Have to show that PIP is a good program. Although the target groups are the same..
Why layoff when you can PIP?
This is #weareexxonmobil @ work, under the compete to win work stream.
Our sg management sacrificed these 300, extending their own jobs and benefits for just one more year. Selfish intention and actions, you will see their grin when progressively back to work.
Just like 300, this sacrifice will save thousands! Prepare for Glory. Make a Stand!!! #thisisSPARTA
Very funny that the NSI (PIP) is 8%, much higher than the recent 300 layoff at 7%. Do note that this is an annual affair and looking forward to 3q PIP...
Think of the people left behind with our sh– ranking still in place. More work by smaller teams led by clueless s—ups. These desperate id–ts will stir sh– or make sh– up to maintain their rank.
Have fun with the endless reorgs, turf wars and management talk about care care care. Don’t forget - after all this, you still got chance for PIP.
You can already see the people who will do the bare minimum and cruise until year end (if REALLY got 3-mths. Sure boh???) and leave on their own. The real good ones will monitor and apply on the side and leave as the job market recovers.
Everyone knows that attrition will meet the REAL target. This number won’t show up in the news!!! Be smart. #not300
Chem leadership did a good job communicating to various levels. Answered all questions asked. Sad to hear that it’s a unique experience though.
Esso diesel will be banned soon? Smoke screen from win n pga to mask the fact that SG site is a serious threat to a Greener Singapore Future? It's a shame to work here.