i blame myself for allowing my boss to have an easy life. Should give them more work so they deserve that pay they get
5443 replies (most recent on top)
You must be new to Singapore. We are raised in a culture of complains and moulded to blame every thing else but ourselves. Hence the volume of content in this thread.
However, none of these should be taken seriously as Singaporeans are also quick in picking up technology to better ourselves, in this case venting on a forum is a better alternative to domestic violence.
Hard to believe that the Singapore post created in August 2020 has over 600,000 views with 4500+ responses.
August 22, 2020 by Anonymous | 601708 views | 2262 reactions (+1655/-607) | 4519 replies (last 5 hours ago)
wah all these comments sure make the boss steam. Especially when they see controls issues, steam become higher pressure
lots of barking here by talkers only.. without you the lights still on...no action all talking lehhh
Lol, I think you misinterpreted, control is necessary, but overdoing it is like a dr-g—too much, and it becomes counterproductive. When taken to the extreme, it doesn’t add value; it just slows everything down. Balance is key.
And….. you are wrong. Control and compliance is what keeps the lights on. If you cannot appreciate it, you deserve to be a bottom feeder.
When a company prioritizes control over efficiency and loses sight of the bigger picture, it adds no real value. In other companies, where productivity is key, holding safety stand-downs for near misses and minor injuries is impractical. The constant back-and-forth over trivial matters hinders real progress. No wonder SG hires so many people just to accomplish a simple task.
At work there is no such thing called friends... when someone needs to throw someone under the bus they will throw any or everyone under the bus just to save themselves.
Only share stuff that can promote yourself... other than that don't bother... The current EM site is no longer a safe space to open yourself up.. Management are eagerly setting up people for failure, the more open you are, you will becomes the open target for people to shoot down...
will crispy crispy really make money??? pls lehhhh...save us
Careful guys when you talk to people especially those potential sls. Don't feed them information for them to turn around and bite you back. Ranking session soon
Well, it does not matter, after all, given the predicament of this site.
With or without "leaders of tomorrow," the lights will always be on, and things will always be moving if there is a REAL DEMAND.
Everyone is dispensable, and so are you!
No one can control whether people choose to slack and post stuff here and there. That is the beauty of this forum: Anyone can post stuff and write about how they feel during work hours or after work hours.
Since the site is not making any real money, why is there a need to work so hard? For who? You might as well just enjoy your time there. Can avoid any work avoid. Don't feel like working, take MC to recharge your mind before returning to the slump.
Just continue to leech. They will not fire you anyway, so don't let those comments from tomorrow's leaders affect you.
Sounds about right. They are your leaders, if they don’t tell you to work, you will sure slack and spend time posting here. I guess they are paid to get things moving and keep the lights on.
When sh-t happens, of course you go under first. So many others need their leadership, unlike the dispensable you.
knn many sgcx SLS that go hbf cannot do work one. only thing they know is ask others do work and talk like without them the sky will fall down. claim the credit and then throw pple under the bus. really have to be careful these days.
How can SG ever hit the 1B SGD profit?? If there is still OT and hiring more people to do all job? This site does not make money and they kept taking opportunities to guess light technician and making us work harder... saying things like " must give in 110%" KNN Pui!! give in my L@n Ji@0 la!! give in so much to get warning letter than kanna fired by the company??
More work little manpower and everything urgent. Then SLS dont know how to prioritize. Always carry operation team ball. Then No OT, No weekend and then cannot meet LACD, then a lot questioning. Really problem nowadays.
EM now going towards removing headcount via mental torture. More headcount coming back to their own base plant so more people will be on PIP. And now its ongoing ranking period.Getting from bad to worst. Is there any other valuable information anyone know. Do share it in here.
Don’t worry. Only small subsets of people returning from expat. We still have a lot of people in Houston who just started or still going strong!
KLTC is a joke! DHs all inexperience. one came back from sg. die lehhhhh cannot work. others sg expat liao no space here for them. other expats all one to come asia to relax leh. then we at site do all work like a dog.
I don't even bother to open and read em website even open email at minimum at work
Anyway love this Layoff site even more
Keep posting commenting and updating and reach next and another milestones my EM Comrades
Singapore has reached another milestone. 600,000 views with 4501 replies and 2258 reactions. The #1 ExxonMobil posting on The Layoff.com
600458 views | 2258 reactions (+1651/-607) | 4501 replies (last 2 hours ago)
I think some engineers steal the toilet cleanser. Time are bad my friend.
Is it part of the cost cutting, why there is no more refill for toilet seat cleanser?! Its disgusting especially there are so many toilet users with poor toilet etiquette..
Staff currently assigned to capital projects which is a separate "capital expense" will be moved back to operations as OPEX. Singapore complex will be forced to reduce OPEX by PIP'ing operations staff.
Wow another 2 BTs merged. How much savings?
When the employees return from projects, there will be excess headcount. In order to reduce unwanted headcount, your boss will PIP you, always find fault and tekan you until you cannot tahan so you resign yourself. No need to pay you 3 months. Cost saving achieved. Still the same old tricks used in covid time.
I'm curious about what will happen once the China 1 and CRISP projects are completed, and what will become of the many surplus people. 2025 is likely to remain negative, but perhaps 2026 will see a positive shift.
they are all coming back from projects, standby ar
I want to ask FEI why sending their famous people out to other department? Now we all feel the pain.
Just remember the objective of the company now, is to quietly layoff people without layoff them publicly…
It is not making money now, and assets has been proven to be useless.. whatever good work the ground has done will be redundant…
Don’t take things too hard.. just go there and be an actor… whether you did a good job or not the company ultimate goal is to get rid of you…
You think your boss don’t know that u are overloaded? Think again what is the intend behind the overload issue??
In the end of the day who will get the warning letter? 😂
PSS used to work like crazy, the BTLs these days just wanna check the box and go hbf
let it burn. If your BTL or SLS isn't working OT and you are, then something is wrong.
Was not able to do my work properly over the past few years due to the level of workload. Supervisors always say that we need to be able to prioritise and push back on low value work but management likes to give stupid task. How?
You end up with a half fked system where everything is done half fked. When things start breaking down and reliability events start to occur more frequently, management will come out to say that it is not the work process causing the issue, it’s the human factor.
I am not staying around anymore
A whole brigade of highly compensated “leaders” whose most impressive skill was perfecting the art of looking busy while achieving absolutely nothing. A true masterclass in corporate inefficiency!
A daily routine of show and tell, expertly crafted to look important while accomplishing nothing. Wandering around, “checking in” on the team just to feign concern—without actually lifting a finger to help. And when you ask for advice? Blank stares and corporate buzzwords because he has no clue what’s happening. Honestly, can we just replace him with AI? At least AI pretends competently!
Continue performing your role while seeking new opportunities. There’s little benefit in complaining, as the company’s primary responsibility is to its shareholders. Employees are viewed as assets contributing to profitability, and when an asset is no longer effective, it is replaced.
The one and only reason that people still stay in Exxon is because they are willing to sacrifice their personal growth for money…
Don’t work too hard, as you will be fired or the plant will be sold off anyway.
Take care of your own plot of land can le… don’t bother to learn nor teach… it is a waste of time anyway…
This plant has been consistently losing money and the only for Exxon to earn back their money is to sell off..
Meta reportedly laid off the bottom 5% of its workforce, but many of these employees were previously high performers who had been on maternity or paternity leave in 2024. After their leave, they were classified as low performers and subsequently let go. The cost savings from these layoffs allegedly contributed to top executives receiving bonuses of up to 200%.
Are we on the same path as Meta—rewarding executives while cutting those who took time for family?
Also, if your performance is going down, meaning outstanding in previous year and excellent in current, you will not be considered for promotion as your performance is degrading.
Worker bees, pay attention:
If your first-year rating is “Good” and your second-year rating is “Excellent,” your salary increment for the second year will still be based on the “Good” rating. The ranking system works on a cumulative basis but is heavily weighted towards recent performance.
If your third-year performance drops to “Needs Improvement,” then your previous “Excellent” rating may not hold much weight. Instead, ExxonMobil may argue that you are inconsistent in maintaining high performance, which could justify a lower salary increment or even a stagnant pay raise. This system allows the company to control salary progression and ensure that only consistently high performers receive strong increments.
From the company’s perspective, this method helps control salary increments and keeps costs down, but it also risks losing experienced employees who feel undervalued. Over time, such a system can lead to lower morale, higher turnover, and a work culture where employees focus more on internal competition rather than collaboration.
Those SLSs or leads with substance and takes care of their team mostly left for other industries and doing really well.. well the companies out there only have EM to thank for…