You mean you should wait for the capable to resign so that you can hang on to your RSU and CL promos. Good luck @dxmza+16zEvLP3
5506 replies (most recent on top)
Oh sh-t, a few more attritions from refinery. Sigh.
Are you sure?
Which division you from?
Technical and Process haven’t even started communicating RSU..
With a promotion from CL 25 to 26, 21% increment is no big deal lah.
Nothing to brag about!
To dxmza+16zEvLP3
That is one impressive jump. I assume with promo?
you dont see anybody complain about BPO. because we have the best leadership. BPO ALL THE WAY!!
I got 21% increase, CL26, Outstanding.
85 RSU.
Thank you EM. I will stay, let those incapable resign so I have more shining achievements.
Some people who commented does not understand what is the problem in EM. It is not all about money! Also, FYI not only EM can give higher pay. I left EM with 30% base pay increment. My main reason is no technical growth (bosses put themselves first even they are technically capable, all they do is talk). Money was just secondary.
If your boss is like dr and minions, then you will realise how is life in ES and FEI in particular,
What is the RSU by CL & assessment group this round?
Stop complaining and go to work!
https://www.bloomberg.com/news/articles/2022-12-07/exxon-employees-win-inflation-busting-pay-hike-just-weeks-after-record-profit
Seems overall the increment is quite decent for most, looks like most will lie low and continue doing the whatever BS that people complain about here and brace for the recession to come! Time to close this thread!
@dutpn+16zEvLP3
Good luck to you when you loose your job at 40-50 something. Try looking for a new job at that age. Very short sighted of you. Good you remain in EM and EM need people like you.
wah, sounds very sacry so many are leaving.
I know many are leaving in ES, which department are you in and how is the attrition rate now especially after increment is communicated?
Brand new day another resignation
Feel sad to lose a good colleague but happy he leave this once upon a time a good company
More to follow i guess
Faster hurry up go employ new hires lah em
I can confirm that for the 40–50-something individual contributors in EM, if you try to go outside, you’ll never get the SAME SALARY for a similar type/scope of job that you’re doing now.
To get the to the same salary scale outside, you’d need to take on even wider / more responsibilities (up to Division management level, or even a small plant/site). Companies headhunting will never offer these jobs to you, since your overall competency does not match the attributes for that higher-level job, that they are seeking to fill..
Palm on heart … been there, done that!
So decided to stay put - despite the PA/NSI, EMPS Transformation and TMTS to come … until the day comes, when I am made redundant.
ok lah don't complain lah uncle.
You already got very good pay liao.
Typically at your age, your pay is already matching an MD pay in a small company. Just because EM do not give you a payraise doesn't mean they mistreat you. They hiked up your pay when you were young and more productive, at a rate of double digit every year, and now you are at your 45+ even 50+, you are ranked against your SLS and DH, how do you expect the same double digit payraise???? Do you think you as a individual contributor are making more contribution than a manager? I do not think so lah uncle.
Quietly enjoy your high monthly income and don't do damage to the company that actually pays you well. Don't be greedy, that could be a monster that swallows you and your loved ones.
Or else, you try it outside, see if they can match your pay with your pathetic skill set. FYI, NO WAY!
Young man, EM pays you coz they need you now.
When all the stars are aligned such as TMTS and transformation then you see. Out you go with the best PIP/NI/NSI program. Likely the whole village will be heading down from BTC/KLTC and Zooming you with MOC discussion.
Go and ask your senior what types of treatments they are getting it right now! FYI, zero increment; Humiliation!
So glad I stuck with EM, got over 30% increment for 2022 and 2023 combined. Meanwhile a lot of ex-colleagues who left for e-commerce or tech companies in the past 2 years got laid off.
Are you guys happy with your pay raise?
@dsxnv+16zEvLP3
Less inflation does not means no inflation.
EM executives would like to thank all the hardworking, dedicated and loyal low level employee for their 10% base pay boost.
Am afraid not.
This has already been discussed ad infinitum at E M Corp level, much earlier in the year.
The ivory suits in Dallas had viewed SG’s inflationary impact to be much milder that what had hit the US and EU economies.
This was despite the financial world knowing that our splendid and effective GoS / MAS had mitigated the inflationary downsides, by adjusting and floating the SGD, to better reflect its true forex value against the basket of major currencies.
This had resulted in the Singapore economy suffering “less” than the workforce in US and EU. Thus the across-the-board one-off salary adjustments given to employees there, did not apply to Singapore. Period.
GC did make (similar) comments like such … but all to no avail.
Saw posts from US and UK salary programs, it seems like this year’s increment is better than expected. If this also applies to SG, I guess attrition rate will be slightly slower for next few months. Unless management and culture is still toxic, people may be still leaving before TA events.
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?