Thread regarding ExxonMobil Corp. layoffs

Somemore BTC is taking over the jobs of everyone locally. Sooner or later, the ones left will be reporting to a BTC supervisor. This is happening to other sites as well.

If this ever happens, say goodbye to your career as the Indians will take care of their countryman 1st. Look at them now, getting promoted left and right, getting excellent when their work is subpar.

Darren Woods, I hope your decision will not be the cause of downfall for EM.

They might lay off another 300 employees by 2026 as part of global restructuring, affecting around ~7% of its workforce in Singapore.

When layoffs occur, no one is completely safe—not even managers. The belief that a specific level or role offers immunity can create a false sense of security. When things go wrong, everyone can be affected.

I’ve noticed that many people adopt a “sitting duck” mentality, waiting for the inevitable. But why wait? There are also those who actively engage in learning, updating their LinkedIn profiles, refreshing their resumes, and staying informed about market trends. This proactive group adapts quickly to changing market conditions.

Unfortunately, I’m one of the leaders who left. If I were still there, I would prioritize those who are agile and bring bright ideas to the company, rather than those who remain passive.

I am guessing that the next layoff exercise will take place after CRISP and ChinaOne start up, shutting down of non-profitable units in tandem with the performance appraisal exercise. What do you think ?

Crisp taking so long to start up and on-spec. Mgmt and hr want to faster start the layoffs. Can Crisp be faster??

Eat the ice cream when you still get, at least it is free

Wah saying best TA today, 1Q 1Q 1Q and thank you, thank you, thank you…
In the end, only give 1 small ice cream. What the he-l

remove all the sh-t in ES and in FEI. we've removed sh-t before and let's remove the sh-t again. fu-k sh-t bullsh-t. i want to work and make money. don't want to deal with sh-t everyday leh. fu-k this sh-t.

Is it true that if you got PIP for two consecutive years, you are out of the company ? My teammate is one of them but he is still around. He is useless, why is he still around ? I don’t care if he loses his EPASS

Want to cut cost ar? simple don't replace any spoilt or broken equipment in the plant lor!!! just run everything to fail and close shop...

that's why don't leave at 6pm, leave at 515pm, that's on time. By leaving at 6pm, the boss will think that since you are already staying late, you can stay later as long as it's before the time for you to claim cab

one day 6 PM plus one indirect boss not let me catch company bus and asked about XXXX: tell me what’s your thoughts and view about it, now, tell me

Hi boss, it is my thoughts and my view, why should I share with you so that you use it for your weekly update? If you really want to seek insight, treat people with respect and ask nicely during office hour please

Cut throat feeling when boss keeps asking why cannot deliver cost cutting target… just by asking “why cannot”, will not yield into saving please

Have you ever wondered why so many ideas come up during offsite meetings, but afterward, it’s all talk and no action? How can we move forward from that? Now they’re cutting offsite meetings, cutting overtime meal claims to just $10??? Come on, even the technicians are earning more than us. And they still expect the best minds to stay here? This is how brain drain happens. Anyway, I’m leaving soon, Bye!!!

A bunch of clueless bosses supposed to find ways to save millions of dollars and make cash from the plant, ended up only able to find savings by cutting offsite meeting in harborfront office transportation claim, say 300 collars… nice way of demonstrating extreme ownership and we are all in this together

Wow, what a dream come true! Who wouldn’t love working under a boss who thinks ‘not urgent, but by today’ is reasonable for everything? 😒 And that whole ‘company standards’ excuse? Classic. As if it makes their lack of planning or vision any better.

Nothing like being on leave and still getting dragged back for the ‘business needs.’ 🙄 And don’t even get me started on the appraisal nonsense—apparently, you’re never doing enough, but somehow your boss totally disagrees (sure they do).

Ah yes, and when all else fails, just blame ‘ownership’ and throw your hands up like there’s nothing that can be done. Sounds like pure bliss working in that environment. 🤢

Wanna look cool while you work in Exxon singapore? These were the top few phases has been used consistently in Exxon!!

1. Your boss always tell you, “not urgent but I need it by the end of today” for each and every assignment.

2. When they want to meet their KPI and they don’t know how to achieve it, they will say “ this is the stand set by the company and wasn’t set by me”.

3. When all he-l break lose and they don’t know why and how things happen, they will say” please take ownership of your work or your plant”. “Things will never happen if everyone takes ownership!!!” Hahas

4. When you wanna go on leave or when you are on leave your stupid boss not able to settle “ can you come back to work today? Because business needs”

5. When you boss wanna impress people, “can everything also can do!!!” “By today everything will finish”!!!

6. During your appraisal, your boss will tell you “ other people say you never do this and that. But I don’t agree however manager agree so your appraisal turn out to be like that”

7. When you boss wanna tell you to get it done even your plate is full, in order to make him look good, ur boss will say “ manager say that he want this by today, so…..”

8. When there is a problem your boss don’t know how to fixed, and your boss will say “ what can I do??? There is nothing I can do”

Cont'

After we left this place... Of course ;)

Sorry guys... For majority, if not all it's:

Renaissance
Rejuvenation
Reward
Recognition

The 4 R's

Resign
Regret
Return
Retrench

Ho sei liao

The 3 Rs
Resign,
Regret,
Return

When senior leadership puts excessive pressure on middle management and creates a culture of fear, it not only undermines the confidence and authority of middle leaders but also damages the overall health of the organization. This kind of top-down pressure can lead to poor decision-making, reduced morale, and a lack of innovation as middle leaders become more focused on avoiding mistakes than on driving the business forward. Fear-driven environments often result in high turnover and disengagement, which ultimately hurt the company’s long-term performance. Shareholders may eventually realize that a strong organization relies on empowering all levels of leadership, not creating a hierarchy based on intimidation.

Does anybody contribute to overrun TA budget?
Sure kena PIP. This year, managing cost is everyone’s KPI.

EM just use you for the turnaround only, after that you all kenna cut throat siah!

Linkin Park (In The End)

I tried so hard and got so far
But in the end, it doesn't even matter!!!!

You tried so hard to make sure the turnaround ended smoothly, They are also trying very hard, to make you kana PIP and lose your job with extreme Ownership!!!

no announcement leh, where's the juice

Some movements, announcement will be out tomorrow

Everyone is dispensable in EM.Good luck!

Technical sls quit meh. Cut cut cut ar. Good to see so many tired folks daily working on turnaround and then just to get cut after it! Extreme ownership Somemore

This thread has increased my respect and feeling of brotherhood with Singapore!

EM is reducing headcount at the end of the year. Firstly 70 contractors need to go. EM employees will go into loop recirculation where excess headcount will move to other departments if possible. Lesson learnt previously, there won’t be official retrenchment packages but only legal PIP prepared to terminate excess headcount. EM really wants to save every single cent since Singapore site does not earn money for the past few years. This is a sunset industry. Upcoming CRISP project is delayed. You don’t expect crispy rewards from this project after start up because of low market demand and high operational cost. Even technical 2nd line supervisor also resign already. More to go soon if there are better opportunities else where. Official announcement should be out in November after the SOP1 turnaround.

the people who thinks they can run sg just because you worked/work in emteh is so funny leh. angmoh is bigger than your head leh. you think you can run ssm or fei because of your "connections". go to he-l leh. sg will be sold off because of people like you leh. just retire or get lost to your country. this is my country and don't do sh-t here. your behind the door connections just drain the people leh. it's funny leh.

why are you still working in EM? just quit leh. no money right? loll. then shut up lehhhh. or just quittt.

lol how old are you when you realised this. Hope not too old.

Anyway, this is the case everywhere. Just to Exxon hires new grads most of the time and they brainwash the hires as though they really joined a family business that cares.

The universal truth is the same in all companies. Your family is the one you go home to. Everything else is survival of the fittest. Don’t be stupid to think otherwise.

Working at Exxon teaches me a few things:

1. When people say work as a team, that team will always have leeches lazy bumps, and ignorant people who refuse to improve themselves. It can be the worker or manager.

2. Empty vessels make the loudest noise.

3. Empty vessel/lazy management gives bad grading to ground staff that can replace him/her immediately given their wealth of experience and willingness to work attitude.

4. Some supervisors think that they can afford to have zero knowledge about plants, but they must be able to manage. (This group of people is the worst, how can someone manage efficiently without knowledge?)

5. Highly experienced ground staff constantly have to advise lazy/empty vessel management.

6. Planning mistake becomes ground staff mistake.

7. Everything is easy and should be complete fast mindset. (when planning a job)

8. Refuse to spend time and think, what is the cause and effect of a planned job? (indirectly setting up for ground staff to fail).

Conclusion

1. It is best to only think of your interest, if it doesn't benefit you don't do.

2. Working hard and having a wealth of knowledge is NOT ONE OF THE REQUIREMENT TO BE A LEADER.

3. People always say "leader of tomorrow", but is should be corrected to "leader of your own life and well-being of tomorrow"

4. If you die of exhaustion or illness due to working too hard in ExxonMobil, no one from the high-level management will visit you and thank you for your hard

work. The only thing Exxon will do is immediately post a job ad on LinkedIn or Career Future to replace the dead you.

5. life is short, don't work so hard

Fire or leak cannot announce paiseh lah no standard
Again Technician fault
But chemical or refinery or company losing money must tell the whole world
Em the best

today's leak or fire incident at PAC? how come no communication at all?

When a company uses Performance Improvement Plans (PIPs) in an unethical way, it can lead to a host of problems, both for employees and for the organization itself. Here are the key ethical issues and consequences associated with the unethical use of PIPs:

### 1. PIP as a Pretext for Firing

• - Ethical Concern: If a company uses PIPs as a tool to justify firing an employee rather than genuinely trying to help them improve, it is unethical. This occurs when the company has already decided to terminate the employee and uses the PIP merely to create a paper trail for legal or HR purposes.
• - Impact: Employees may feel demoralized, powerless, and unfairly treated. The lack of transparency can erode trust in management and contribute to a toxic work culture.

### 2. Unattainable or Vague Goals

• - Ethical Concern: Setting vague or unrealistic goals in a PIP makes it impossible for an employee to meet expectations, essentially setting them up for failure. This can be a tactic to force someone out without providing them with a fair chance to improve.
• - Impact: Employees may feel frustrated, demotivated, or anxious. This can lead to deteriorating mental health, loss of productivity, and even legal challenges if the employee feels unfairly dismissed.

### 3. Inconsistent or Biased Application

• - Ethical Concern: If PIPs are not applied equally across the organization, or if certain employees are unfairly targeted (e.g., due to discrimination based on age, gender, or other biases), it creates an environment of favoritism and discrimination.
• - Impact: Unfair treatment can lead to a hostile work environment, increased turnover, and potential legal consequences due to claims of discrimination or wrongful termination.

### 4. Lack of Support and Resources

• - Ethical Concern: For a PIP to be ethical, the company must provide employees with the resources and support needed to improve. If the company does not offer coaching, mentoring, or adequate feedback during the PIP, it signals that the PIP is being used as a tool to oust employees rather than genuinely help them succeed.
• - Impact: Employees may feel unsupported and set up for failure. It also undermines the credibility of management and HR departments, and contributes to low morale among the workforce.

### 5. Emotional and Psychological Manipulation

• - Ethical Concern: PIPs can be emotionally and psychologically taxing on employees. If a company uses PIPs to pressure an employee into resigning rather than firing them, it can be seen as a form of manipulation. Forcing an employee to resign may prevent them from receiving severance or unemployment benefits, which is unethical.
• - Impact: This can lead to severe stress and anxiety for the employee, contributing to a toxic culture where employees are fearful of retaliation or unjust treatment.

### 6. Reputation and Legal Risks

• - Ethical Concern: When companies misuse PIPs in unethical ways, they expose themselves to reputational damage. Employees may share their negative experiences, which can hurt the company's image. Additionally, unethical use of PIPs may lead to legal claims of wrongful termination, discrimination, or retaliation.
• - Impact: Beyond harming individual employees, this practice can damage the company’s brand, affect talent acquisition, and lead to costly lawsuits.

### 7. Destroying Trust and Workplace Culture

• - Ethical Concern: Unethical use of PIPs can create a culture of fear and distrust. If employees believe that PIPs are used as a tool for termination rather than improvement, they may lose trust in leadership. This can lead to disengagement and decreased loyalty among employees.
• - Impact: High turnover, loss of morale, and poor performance are likely outcomes. It can also create a divide between management and employees, where workers feel that their contributions are undervalued and that the company doesn’t have their best interests in mind.

### How Companies Can Avoid Unethical Use of PIPs:

• - Transparency: Clear communication about the goals and expectations of a PIP is essential. Employees should understand why they are being placed on a PIP and what they need to do to succeed.
• - Realistic Goals and Support: Companies should set attainable goals and provide the necessary support, such as coaching or training, to help employees meet those goals.
• - Consistent Application: PIPs should be applied fairly and consistently across all employees. Any appearance of bias or favoritism must be avoided.
• - Genuine Intent for Improvement: The primary goal of a PIP should be to improve the employee’s performance, not to prepare for termination. There must be a genuine effort from management to help the employee succeed.

### Conclusion:
If a company uses PIPs in an unethical way, it can damage both individual employees and the broader organization. Employees can feel manipulated, unfairly targeted, and unsupported, leading to a toxic workplace culture, high turnover, and potential legal consequences. For a PIP to be ethical, it must be implemented transparently, with clear, realistic goals and a genuine intent to help the employee improve.

so fu--ing funny we singaporean doesn't understand the 'extreme ownership' training vs the americans who did it. stop using the work extreme ownership words in email and everywhere. its he act lehhhhhh. cover and move. extreme ownership in alllll emails and in alllll meeting leh.

extreme ownership folks~

Make sure you own what your TMTS counterpart is doing or can't do well in. You don't have to be G and below to be sent to the firing squad. Your BU is already putting you up for firing pew pew pew