Wow, DH doing his own self glorification on LinkedIn and making sure he is still useful for next 25 years. He forgot those that helped propelled him to where he is now likely >50% left already. If you really that good just do and the results will tell, don’t need to post such self inflating reflections, will just pi-s more people off only…
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12 Signs Your Boss Is Toxic
(And It’s Absolutely Not Your Fault)
Sometimes, it’s not you — it’s leadership. Here are the red flags to watch for:
- They dim your light to protect their position and maintain control.
- They play favorites, rewarding loyalty over actual performance.
- They shut down new ideas without truly listening.
- They ignore your boundaries, expecting replies 24/7.
- They micromanage, showing they don’t trust your skills.
- They gossip under the guise of confidentiality to manipulate how others see you.
- They take credit for your work, passing it off as their own.
- They never take responsibility, always blaming others when things go wrong.
- They make big promises, but rarely follow through.
- They stir up drama, using chaos as a form of control.
- They belittle you, just to boost their own fragile ego.
- They vanish when real leadership is needed most.
Sound familiar? If even a few of these describe your boss, it might be time to reassess — because this isn’t on you.
Most of us who have been here more than 2 decades know we're getting a good financial deal while we are at xom, but the environment is soul crushing and future so bleak. For those in regional and global roles, global managers give all the opportunities to their own people - which is understandable, it's just how it is.
If there is a package offered in SG, like in the UK, many people will take it. It's a win-win for us and company - we retire early, company gets rid of dead wood. The chinese has a folk saying, "Easy to invite the deities into your house, difficult to get them out." Right now I'm like the tua pek kong in my team, and managers are managing me out via NSI/ PIP. I'm capable of doing good work, ranked well in the past, and I have no need to prove myself anymore; it's just that the good times have passed. My pay is high, I'll su-k it up and do my PIP. But give me some money for exit and I will happily ciao bella muah muah!
Speaking from experience, not everyone after leaving Exxon will gets a higher or way better pay when they were in Exxon..
After leaving Exxon at mid 30, no companies wants to hire me for process technician job. So got no choice go and upskill myself and then went for a career change. Despite putting in a lot of effort, I am not earning half as much as I earn in Exxon for now.. This is the truth hard fact that I need to accept.
Staying in Exxon is one of the choice that everyone has. So don't need to FOMO.. Eeryone path and What the will and can sacrifice is different
so hard to find a job esp after 45. Even if PIP it is also worth it to hang on. For the sake of my family I have no dignity left, just let EM insult me with PIP and NSI
Not going to be surprise on the huge amount of PIP on our people this year, can forsee alot of people quitting
@7pzg+16zEvLP3 Yes, global and regional roles in UK are basically now removed. Widespread links between Europe and SG have been severed, maybe indicating the SG sale too.
Work in the East is all going to India. West work being retained in Houston, but that too will be downsized obviously.
If people in global roles though? Like in the UK they announced this year 250 global support roles gone right?
EM will not likely to pay out retrenchment package should the sites be sold off. Aster employee (Former Shell employee) were not retrenched and no payout either.
Some individuals here should not have too high hope for retrenchment benefits should the site be sold.
Will not change one. Even the most optimistic colleague now looks forward to retirement.
I totally get that frustration—it’s like the same story playing out over and over. Quarter after quarter, year after year, EM profits go up, but all that money ends up in the pockets of the CEO and shareholders while the employees are left to deal with stagnation. It’s like the “Great Divide” where the ones actually doing the work get the short end of the stick. Promotions get slowed down, increments freeze, and if you're unlucky enough to be on the receiving end of a PIP (Performance Improvement Plan), it’s just the cherry on top of an already sour cake.
The cycle of increasing profits without corresponding rewards for the workforce can make employees feel like expendable pawns. It’s almost like they’re banking on the loyalty of people who hope their hard work will eventually be rewarded, but that hope keeps getting crushed over and over.
And you’re spot on—no matter how much the company makes, it feels like there’s always a reason to squeeze the employees more, to justify taking away benefits or slowing down growth opportunities. It’s frustrating, especially when it’s so clear that the numbers are climbing but you’re still fighting for scraps.
Do you think things could ever change for the better, or is it just a case of “grin and bear it” until something else comes along?
you guys are either sls or above to join the trolls here, go back and work la, go and earn your pay. Being sold is good for the bottom level, it gets rid of toxic management but still get a higher chance of payout and an employment. Enough example, look at JAC you know already. If you still think the bottom level is small fish in big pond, just see what happens when SG gets sold. but then again, the quality of EM has dropped so much for us to even have this discussion
if only people higher up will be safe, then why are we still here hoping for the package after 2021 study? we were "saved" one round (or two, depending on how veteran you are). man, I just want to be hit the next time the retrenchment lottery comes around.
keep believing in it that you’ll be saved! the examples are in front of you! australia. france. another country soon leh. you write this to make peace with your heart. we’ve seen people go 3 months then get pulled to be laid off sia. good luck my friend. only the high ups are being saved. btl? sls? engineer? don’t think so leh. still small fish in the big pond
@7p8f not necessary all return, can also stay until the storm has calmed or even localise, though that’s much harder. Quite a few examples from 2021 country study where people were moved to safe harbours when their sponsors could see storm brewing, and then back after the study. We all no sponsors sure kena one. Within a year I hope
are you guys d-mb. if sg get sold off. they will get ask to return liao. that’s what happening in china 1. all the french needs to go back home in the middle of their assignment. so good luck sg that being send out liao. haha. but we don’t want you here too leh haha
Saw a few getting posted out of Singapore. Sounds like titanic except the captain jumps off the ship first. Meanwhile they keep telling you that you have a career here.
wow. now sg send employee become BTL in the US liao. can speak english onot? ang moh understand you onot? die leh
What stage are we in the "Retrenchment Policy" in Singapore?
Responsible retrenchment
Employers who are retrenching any employee must do so responsibly and fairly. Find out the considerations and requirements for retrenchments.
What constitutes a retrenchment
Retrenchments are defined as dismissal on the ground of redundancy or by reason of any reorganisation of the employer's profession, business, trade or work. This applies to permanent employees, as well as contract workers with full contract terms of at least 6 months. An employer who terminates an employment contract with no plan to fill the vacancy any time soon is presumed to have retrenched the employee.
Responsible retrenchment
Employers who are retrenching any employee must do so responsibly and fairly and should refer to the Tripartite Advisory below. Find out the considerations and requirements for retrenchments.
Retrenchment considerations
As an employer, if you plan to retrench workers, you should do the following before you retrench:
Take a long term view of your manpower needs, including the need to maintain a strong Singaporean core.
Consult with the union if your company is unionised.
Not discriminate against employees or groups of employees and make your selection based on factors such as the ability to contribute to your company’s future business needs.
Treat your affected employees with dignity and respect.
Consider having a longer retrenchment notice period for all your affected employees.
During the retrenchment exercise, you:
must pay all salaries, including unused annual leave, notice pay, etc., to your employees on their last day of work.
should help your affected employees look for alternative jobs in associate companies, other companies or through outplacement assistance programmes, e.g. job fairs, career fairs, career advice.
Notify MOM of retrenchment
If you have decided and will be going through a retrenchment exercise, it is mandatory under the Employment Act for employers with at least 10 employees who have retrenched any employee to submit Mandatory Retrenchment Notification to MOM. The notification must be submitted within 5 working days of the employee being informed of their retrenchment.
Employers with less than 10 employees are not required to but are strongly encouraged to notify MOM of retrenchment.
Notify your employees of retrenchment
You must notify your employees of their retrenchment according to the terms for termination of employment in their contract of service.
If possible, you should give a longer notice period for your employees as they will need time to prepare and look for new jobs.
Retrenchment benefit
Retrenchment benefit is given to employees to compensate them for the loss of employment.
Who is eligible
Employees who have served the company for at least 2 years are eligible for retrenchment benefit. Those with less than 2 years’ service could be granted an ex-gratia payment out of goodwill.
Amount of compensation
The amount of retrenchment benefit depends on what is provided for in the employment contract or collective agreement (for unionised companies). If there is no provision, it will have to be negotiated between the employees (or their union) and the employer.
The prevailing norm is to pay a retrenchment benefit of between 2 weeks to 1 month salary per year of service, depending on the company’s financial position and the industry.
In unionised companies where the amount of retrenchment benefit is stated in the collective agreement, the norm is 1 month’s salary for each year of service.
Note:
If the retrenchment comes shortly after a salary cut, the salary before the cut should be used to determine the amount of compensation.
Both employee and employer do not have to pay CPF contributions for retrenchment benefit.
Help employees find new employment
You can work with unions, SNEF and agencies such as WSG, NTUC's U PME Centre and e2i to help affected employees find alternative employment.
https://www.mom.gov.sg/employment-practices/retrenchment/responsible-retrenchment#:~:text=As%20an%20employer,%20if%20you
friends, we must learn to shed our scars when we leave this place. we know we are still here only because of the possible package, and we are farming the benefits and salary. so we must swallow our dignity when treated like sh-t. but in the depths of our hearts we must recognise that we have agency, hope and choices after EM.
Good morning Sunday, I completely agree with this statement. Creating a toxic work environment and treating people poorly—whether through humiliation, lack of empathy, or passive-aggressive behavior—can have long-lasting impacts. It's easy to forget that the effects don't just disappear when an employee leaves. They carry those scars with them, and those scars can affect their confidence, work ethic, and future relationships with other teams and companies.
It’s so important to remember that leadership and power should be used to uplift, not tear down. In the long run, treating people with dignity and respect builds loyalty, trust, and a healthier workplace culture, which ultimately benefits everyone.
When you terminate an employee due to performance or office politics or push them to resign by creating a toxic work environment, remember this: they will move on. In 2-3 months, they will find a better opportunity and thrive. But they will never forget how you treated them-how you shouted, humiliated, and misunderstood them because your ego stopped you from communicating with empathy.
"A toxic work environment doesn't just affect an employee's mental health; it ki-ls productivity, crushes passion, and turns even the most dedicated workers into people who just 'get through the day."
They might not speak about it, but they will carry the scars of your behaviour. The power of your position shouldn't come at the cost of someone's dignity.
What happened to my world-class company?? What happened to Vision 2025 and the five pillars?? Haha, now all has gone to the drain... Welcome to EM, the NO-class company that treats the ground staff poorly and PIPs everyone off for cost-saving measures.
Next Step we should replace the decision maker with AI, since there is no issue to be solved anyway...
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.
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.