If you all may read deeper into some of the better posts … the rot is in the ES Div.
There you see it, in a fleeting second … Shazam!! and then the flash immediately rolls off into a thunderbolt!
Just wait until that expat gets to his next posting lor …
Why high attrition must be related to one person? Any specific reason or anything Dr. did wrong? I see many posts blaming him and since I am from another division, have no idea.
He is not stupid.
He knew what is going on, he knew what are the real situation in this division and dept, but why would he do anything? just based on some engineers feedback? those are very subjective and doesn't really mean anything. Just because of some such feedback he has to stand up against the guy who sits in that position for 7 years, no one would do that, even as his boss.
maybe his expat assignment is coming to an end, why would he care about the attrition which seems to be a global problem rather than SG specific? you all thinking sacking Dr will resolve the issue? i say no.
there are many department facing high attrition where no Dr is there.
Come on, all are adults here, if you are not happy then leave, or influence others to leave. don't assume it is one person's problem.
Inaction speaks louder than words (or deceit) that is happening within ES. If the guy with authority sits back and does nothing while knowing everything that is transpiring within HIS division, then does he expect things to get better on its own magically, like "Shazam!", and suddenly no more attrition or disgruntled employees?
Of course, the rot goes deeper than just the management. The structure has bred too many layers of inefficiencies where engineers have to report to too many stakeholders (ie. DH, SLS, Complex, RL, BTL, PSS etc). The first step is always to acknowledge the problem, but if the management doesn't even show that they know what the real problem is, what hope does the common folks breaking their back, taking on additional work have to keep them motivated?
The Doctor is clear of his intention, a legacy in his name. He has given FEI a seat at the PMTE table. He has put FEI on the world map. All these are undeniably good, both for him and the company. But along the way, his approach is one of tyranny. He displaced supervisors who have a mind of their own, who disagreed with him, one has left and became Vice President at Sembcorp. During his meetings, every one of his underlings learnt to echo only his thoughts, lest they wish to be silenced. Consequently, this management style trickles down to the working level. The message is clear: if you speak out against management, you’re marked, 3 strikes and you’re out.
The quickest way to ki-l off your department’s passion is to impose your will on their learning, as represented by the attrition rate. Without a voice, the engineers simply clock in for the money, and as evident in the younger generation’s salary, it isn’t much compared to the world outside. In fact, most who left recently command a salary bump of 20-40%, and this excludes fixed/variable bonus.
don't troll, don't impersonate some sls la. they all loyal to EM
EM used to hire FCHs but now we can’t rven find 2nd or 3rd tier applicants from local market. We are even going to JB for interviews.
To be honest, what has changed since Singapore Study in 2021? With the attrition rate still high, the competency level is getting worse as the company backfill those roles with fresh hires. I thought there will be a cultural shift to stem the attrition rate but no. I hope those in the leadership team realised how bad Singapore study is as a HR decision
I feel sad for the SLSs who thought they just need to manage people when they got into that position and they realised that they have to support base work because the base engineers are not experienced enough. Probably worse for those SLSs who don’t have the necessary background. Heard one SLS literally has no one to manage because every one else have left
I am hearing stories of how fresh grads outright reject opportunities at EM because of factors like cut throat culture and performance assessment. We are really far from the times when EM only hire FCHs
double digits % increment
song!!!
U tok kok only lah!
The individual salary worksheets have not even been released by HR for managers’ endorsement and you can bluff people here that you oredi got your increment?
Da Ma De!
I also got my raise today, 2 cm height of my chair… none of the supervisors received the communication yet la… unless you are special one..
Bye Complex eng. Thanks toxic Bee Tech nology.
You for sure Excellent, Outstanding or OPD
Just got my raise lah. Very happy
To the last comment, it is not just about money but it’s how toxic the working environment and culture became in EM for the past years . People leave not just about money. There are many different factors why people leave, if only EM management knows how to value employees hard work and treat them fairly, the attrition rate won’t be skyrocketing!!!
You see SLS, complex, DH, they only know how to up themselves and don’t care about people development. You cannot blame employees why they leave!
You see many EM calefare come here in layoff.com to comprain about money no enuf and personal financial issues - and their finger pointing at EM management, blamed for salary freeze, low increments, static promotions, clamped NSP and all sorrows.
Even to potentially losing their jobs, blaming it on PA and landing in NSI category.
Now they want to rig up mass-tender resignations and exodus.
Buahahahaha!!!
Get a life lah!
#WIS TIG
When I see, Than I go
Yeah that’s very true.
Should we get a financial consultant here for individual who over-stretched their finance? Or should we get management to change increment / benefit pay scheme for those who over-stretched their finance?
Like the old saying, when your di-k not so big, don’t wear so big under garment.
Isn’t this true for all levels example, Technician, Engineers, SLSs, DHs?
But there are indeed many EM staff (both NMPTs and MPTs) living beyond their means on stretched, over-leveraged loans - to support their living in luxury private condos and ECs, and driving expensive cars.
Yet earning only <$250K pa in gross salary nia, what with school-going children, need for tuition, discretionary CCAs like piano, violin, swimming, ballet, golf lessons and even more tuition.
With the current inflation and rapidly rising bank loan rates, many I know are struggling with their near-$1M mortgage loans! At 4.5%, smelly smelly, now paying $45K/yr in interest (only) to their banks! Haha
Not a very sound financial situation to be in.
So that’s why these people are so hard up for money!
see the most recent two posts, confirm hipo sls come and stir sh-t.
this is layoff.com, you all hipo come here for what? want to get laid off is it?
if want to sneaking info I understand, then shut up and watch people telling their true thoughts. otherwise can fxxk off and enjoy your hipo path lah, why bother viewing the posts here?
Rental high, downgrade to a smaller HDB unit lor.
Expenses to high, eat less elaborate lor.
Eat less elaborate meals lor.
Economy chye png - 1 meat + 2 vege, chapatti & dahl, or nasi goreng sambal tumis ikan bilis … all cheap and nutritious.
Rental high, downgrade to a smaller HDB unit lor.
Expenses to high, eat less elaborate lor.
Eat less elaborate meals lor.
Economy chye png - 1 meat + 2 vege, chapatti & dahl, or nasi goreng sambal tumis ikan bilis … all cheap and nutritious.
Attrition rate is so high and more people still have plan to leave. I just hope that next week increment communication doesn’t disappoint more employees.
With high inflation for rental and living expenses, my salary even can’t cover for family expenses.
I am now in charge of major work in TA. But no point sacrificing myself and work until underwear wet to get PIP or low increments.
Good Luck to those who stayed back.
Safety supervisor also tender before turnaround. Fantastic!
Really turning into co-k company with co-k mgmt people
Just becoz you cannot talk sweet cannot present like mgmt got slow old brain cannot remember to perfection stupid useless lpsa ocvm you got C grading
Anyway got C or Z i cant be bothered anymore
Can be proud started the plant safely from ground zero just do my job get paid and work safely till retirement sua lah
Next year get package ask to leave lagi the best
This was exxonmobil
Coming closer to year end, this thread is becoming more and more active.
I think the increment and promotions will be communicated soon, after that, a lot will flee.
The fact this company only rewards the top 20% is clearly telling you that it only needs these 20% to thrive. The rest is just good to have, even if the bottom 50% leave, company will still make good profit, it is only some of the works are left undone, what is the big deal.
Company doesn't need you if you are not ranked top 20%, if you cannot leave it only indicates that you need the company to draw salary, that makes you more redundant and vulnerable, which again will make you an easy target for PIP humiliation. But of course, don't worry, PIP is not designed for cutting headcounts, it is only there to insult and humiliate you, if you are okay you can stay. Just I not sure how much is your tolerance level of such insult, hope you do not end up being mentally disordered.
This applies to all emplyees, including SLS DH and DM.
@dokgl+16zEvLP3
You’re quite right there.
But the seniors (take MPTs >CL26) are not and never will be a static lot.
After a while, with their EM-brand name and experience, they can and will still find alternative, well-paint jobs outside - many as SMEs advisors and consultants.
And when they do leave EM one by one, this will create an even greater, unbridgeable “brain drain” gap - where the company will lose decades of cumulated experience.
What’s left in SGCX will be a bunch of “Indian-chiefs” all talking incoherently, with no clear line of sight in problem solving (due to their lack of critical-mass experience) … and solely relying on just procedures, JLAs and NLI/LIs!!
Straits time: Here’s why the night shift is putting your health at risk. Shift work contributes to a globally increased predisposition to several illnesses, including cancer, diabetes and heart diseases.
WLWLBBQ
Our complex left because our even our Dr cannot cure him, he left for a better one
Even FEI complex also left, WLWLBBQ
Actually, the more senior you are (with higher pay) the more the company will likely push you down to NI or NSI … where there ain’t no increment for you - regardless of NSP guidelines.
This is a way of controlling cumulative SWB (Opex) growth when less-than-top-performing senior employees are deemed to having been paid too much already - across the yesteryears of pre-merger (continuing on for at least 10 years post-meger), where Esso and Mobil were one of the better paymasters in SG, with max employee benefits.
If you look at the comparative sliding-scale salaries for each category of NMPT and MPT jobs, it is the late-40s and upward (to RER) who get paid most, adjusted for inflationary effects over the past 3 decades.
While the company is trying their best now, to remain competitive in attracting new talent - they’d need to also readjust initial offer salaries to new hires in the current hot market (e.g. fresh campus engineer hires are now getting $4,800pm offers … never before!). But this all is a zero-sum game and the company has to take a cut from the same SWB pie, to make such offers right?
Thus the simplest step that could be (and has been taken), is to zerorise the increments of the more senior employees, over a protracted period of time, by parking them all into NI and NSI categories for each and every PA year!
You do turnaround for EM,later EM turnaround you with PIP. Not worth it.
Good to see it’s not just the US being treated like this. At least xom is dealing the same rations of stuff everywhere. Toxic managers seems to be the common thread.
Can't imagine people in PIP will still have to work hard during TA, with frustration and disappointment, likely things can go wrong.
Bolt in piping, gloves in heat exchabger, wrench in towers, sounds all credible scenarios.
Not saying these could be intentional, but accidental fallout is kind of expected. From probability point of view, certain percentage of those fallouts will actually result in real incidents, let's just hope nothing major.
Additionally, SSM technicians and operation technicians quitting right before TA will make the situation worse, you cannot expect fresh comers execute maintenance/startup work perfectly. You all know how much experience is required to make things right.
Folks, keep your eyes open and stay safe. Best of luck.
PIP is coming soon for first quarter of next year, better flee before the turnaround. No point working so hard for EM now.
Saw this female SLS scrolling layoff forum during SCP comm session. Haha perhaps she know that comm session Is a waste of time too
Everyday say safety first. Safety utmost priority. But workers are still being ferried on lorries to the plant. Don't even care about those workers transportation safety, what is safety first? Those safety bs, pls take a look in the mirror before chanting LPS, LPSA or what not la.
sls lai liao
ok lah guys, no more bushiiting here ok?
you all know that is not going to happen, like (technicians resign before TA) like (mass resignations), these are all just tiny little excuses that some of you try to use to bluff the SG management so that they can give you some peanut and make you happy for a while. that ain't gonna to happen. they also wont listen.
Pathetic.
TBH, SG workforce number is still higher than expected and chemicals are not making money, that is why you won't have much pay adjustment, you won't have one time pay like what they did for US UK, what you will have is increasing workload and PIP. Sadly many senior guys who had been ranked very well in their early careers now get PIP, because they are ranked against SLS even DH. By the time they are fed up and want to flee, sadly many are just too old!!!!!! so no choice, had to endure the torturing by his young hipo sls and playaround, end up mentally ill!!!!!!!
If you want to leave, leave on your own terms and conditions, donnt try to find excuses because you are the owner of your future career. Others leaving all have valid reasons, for you, you got to find yours as well.
TA is coming, with attrition in ES, ops amd maintenance, safety will be a bigger and bigger concern...or else, what do you think is the root cause of so many safety incidents this year alone?
No mass resignation after taken 2021 bonus.
Surely NO mass resignation during turnaround. Talk no use!
Many more will certainly resign (or be asked to go) with EMPS transformation, Chem-Ref work process synergies and TMTS future state.