Hey team, time to refocus, management is watching! August is the month to bring your best to 1:1 action. It's also the key time to finalize rankings and share PIP outcomes broadly.
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At least hbf not stinky and broke everyday complaining online.
funny that HBF thinks so highly of theirselves. walaowei. delusional.
Hbf is the best we get better pay than you guys and don’t dirty our hands hehe.
Stop dreaming! Focus on what you can control, like upgrading your skills.
Truth is many people waiting for manufacturing to be sold. Workers will still get the job while management gonna change. Changing management has proven to be beneficial, look at sriracha
Haha, HBF is laughing at manufacturing? You really think you’ll make it after selling off the petrol stations? I’m not sure how many people will be out of a job along with those sales.
this is contributed by more people in manufacturing, since most work are being outsourced.
It’s become something of a Singapore employees joke to keep this going :D so proud of us hahaha! I’m based in HBF and know at least 2 people from manufacturing contributing to this. May the thread live long and prosper, until we get our packages and get booted! Huat ah!
@7mrc too stupid to understand. You must be one of the “unhappy but too cowardly to do anything” farmer left. It’s ok… don’t take it out on your keyboard.
This post has received an average of 2.66 comments daily since it went up back on August 22, 2020 (1738 days ago). It has at least 1000x the number of comments of the average post on this site.
Either someone is really determined, it is some inside joke, or EM employees are so stupid they don't realize that there are other threads about ExxonMobil. I am not sure which yet.
It's the positive vibes that companies want, not negative folks here. They don't have to get the work done, they need the people to motivate. That's what the leaders are lacking in the complex, all busy with their own careers and that's why everyone is stucked without a solution to get better or get out.
All companies can see past the "fluff" on LinkedIn postings. Employee marketing goes back to the classic 1970's book, "What Color Is Your Parachute".
What Color Is Your Parachute? is a self-help book by Richard Nelson Bolles intended for jobseekers. It has been in print since 1970 and has been revised annually since 1975, sometimes substantially. Bolles initially self-published the book on December 1, 1970, and it has been commercially published since November 1972 by Ten Speed Press in Berkeley, California. As of September 28, 2010, the book is available in 22 languages and used in 26 countries around the world. Over ten million copies have been sold worldwide. It is one of the most highly regarded career advice books in print. In the 2014 edition of the book, Bolles writes about how to adapt one's job search to the Internet age.[citation needed]
The book recommends networking to find "the person with the authority to hire you", rather than sending out resumes in bulk, shotg-n fashion. It also recommends carefully figuring out what one is best at and what one enjoys most, which Bolles asserts tend to coincide.[citation needed] The Flower Exercise is a key element of the book, featuring seven ways that job seekers can define themselves in order to inform their job search.
Years later, Bolles explained the book's memorable title as his response at a business meeting in 1968 when someone told him that he and several co-workers were "bailing out" of a failing organization, prompting Bolles to joke, "What color is your parachute?". "The question was just a joke," he said. "I had no idea that it would take on all this additional meaning."
https://en.wikipedia.org/wiki/What_Color_Is_Your_Parachute%3F
While the rest of us are buried in actual work, the DH has truly mastered the art of 'show and tell', posting on LinkedIn, writing meaningless fluff, staging team-building sessions, and enjoying long lunches, all during office hours. Such talent! Are headhunters genuinely impressed by this?
nope it's for the DH to get headhunted
Haha, sounds like DH might be using LinkedIn more as a platform for self-promotion than for just sharing company updates. DH’s is hoping the CEO notices, it does come across a bit performative. I get why that would be frustrating; it’s not just about learning; it feels like a "look at me" moment.
It’s also understandable that you don’t want your face or personal involvement in these training events turned into a public showcase, especially when it feels like it’s being used to build a particular image.
If it’s more about showing up in front of higher-ups, that can definitely rub people the wrong way if it doesn’t feel genuine or if it infringes on privacy. Have you noticed this happening with other team members too, or is it mostly you?
DH on the roll again. why must you put in linkedin? it’s just training. we have friday learnings all the time. put it internally enough lah. what’s the purpose? to show VP and president?some others do quietly. why must put on linkedin? do you ask us whether you can put our faces out there???? stop putting our faces without asking!!! it’s not facebook.
I'm the only one in my global team from singapore and apparently the dashboard show the stats by countries, so it's damn obvious it's me. I'm "encouraged" to fill it. KNN. "Neither agree nor disagree" all the way, except those that praise the bosses I put "Strongly disagree". blardy waste my time. Later they are going to sing their own praise about how successful the survey is because 85% fill it. This song and dance for fk, I'm mentally checked out. Severance package come please.
Must be PR team again. Drama is what the culture is built on, of course we are passionate about it.
No wonder we keep heading toward failure, grown-up adults. We’re professionals seeking guidance and a path forward; not here to watch drama unfold!
which drama? share lor
Lai lai, who haven't do the EM survey, faster go do or else people will come and chase you hehehe
latest drama, any one heard anything?
do you really think the NSI doesn’t deserve NSI. they do deserve it. when you go into PA assessment leh, it’s no brainer they should be in NSI. seriously leh.
but but but if you have inexperience DH or SLS then sorry my friend. they think they can do the job. they ruined people future and hope being inexperience in their “stretch” role. a joke on us. good luck to all of us.
EM will never achieve a high performing team in the current state.
- Environments and cultures were too toxic to nurture people to be a lead. ( when things goes wrong finger point to the one that took the initiative)
- Too much dead weighted assets purchased by god at a sky rocketing price. When god fails to managed assets, blame the pleasant for not being productive.
- Operate the plant with Sinking ship mentality, pump in a bit of money to maintenance, operate equipment still it fail then repair. (Poor men mind set)
- Hire junk and promote junk to take over leadership role😂
- 1 Junk in leadership role is enough to destroy the entire business unit.
- Due to influx of junk, used to be high performers will also be low performers, due to burnout by junk from the top and bottom
Which dh
it’s a joke leh. just need to be people person and people like you bammm easy pass? so many things we do for the plant and we fight and get “bad names”. now just be people person easy pass. i want to do that leh. why the he-l i sprint to 1 billion and keep fighting with people. i should just be nice. good luck DH with no experience as supervisor during PA. global somemore. it’s a pure joke that Exxon/emtec/tc have been doing. a joke leh.
we at site work like a dog. not even lead were given leh. we get PIP. joke on us.
it’s not about being brave. supervisors are all brave. they just want to save their people. easy job. they just keep bad apples forever
@7jkt+16zEvLP3
This way of ranking will never work as supervisors will always have bias towards individuals who are weaker but still ranked better and not in PIP! High performing team is just an aggregate, there is always the weakest link and people who don’t fit in. Question is are supervisors brave enough to call them out.
In a high performing team where each member consistently delivers exceptional results, it can feel inherently unfair when performance ratings still require someone to be categorized as NI, NSI, or placed on a PIP. If everyone is excelling, does forcing differentiation truly reflect reality, or does it risk demotivating strong contributors due to arbitrary or quota-driven evaluations?
Something for everyone to ponder, does it make sense? Open for discussion.
still clueless, you guys can carry on your sourness
Yeah, pretty sure I know who you mean, she came into SAR2 as RL, walked out as DH like it was a drive-thru promotion. The wayang was Oscar-worthy, and the sponsor? Front-row seat, popcorn in hand. Red carpet rolled out, every step choreographed. When you've got the right puppet master, who needs merit?
go linkedin and open your eyes wide sia. dh in kltc and btc worst. eat with admin also put on linkedin liao. to show what? ceo eats with janitor and engineers kinda vibe? nice game out there.
Who is DH on linkedin all good sia?
Oh sure, rankings totally matter, right up until they lay us off for “strategic realignment.” So yeah, just keep farming
eh id--t. don’t spread rumors. sessions haven’t done liao. how to confirm assessment. your news just wrong then put here liao. shame
The ExxonMobil ranking process has been finalized for most functions. Please consult your supervisor to obtain your results. If the outcome is not favorable, you may consider planning your next steps accordingly.
good morning sgcx! haha. what’s on linkedin this morning people rara again? how’s JC? how’s DH all good? DH on linkedin all good sia?
so this JC person, what's the story? don't change topic leh
Wah lao must wait 5 years for sale… I can’t wait so long lah