@8Nwge+16zEvLP3 Why / for what reason do you think your manager is being honest or straightforward with you? Much easier for your ,manager to say what you want to hear in order to keep you motivated and off his/her back
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@8Napp+16zEvLP3 Huh? That’s not what my manager tell me…
what is the career progression from where I am now? (newly minted Supervisor at 35 years old)
How long more to manager, then DH?
What compensation changes?
DH by 50? Friend, too late liao lah!
Many became DH by 37-40.
Your boat has already sailed lor!
April announcement is to share changes to the organisation in view of F&L+Chem merger and potentially compensation changes such as AWS etc.
What big announcement in April? How do you know?
- 20%payhike irrespective of your performance
- 25% increase in bonus to all Irrespective of your bonus
- . promotions
What big announcement in April? How do you know?
What is the career progression to become DH by 50?
I’m still a supervisor at 35 years old. How do I know if I’m on track?
@8Mqtk+16zEvLP3
No.
A 50 yr old DH and earning up to $400K pa (with other material perks, interest-free car loan, country club membership, EM stock options) and probably owning landed property in SG ….. staying on in EM is a very wise decision indeed. Especially with such a short runway left!
To earn that kind of money outside EM, he would need to be at least a director, or MD of an SME … and probably shoulder broader responsibilities!
What big announcement in April? How do you know?
If have jobs faster leave, don’t need to wait for bonus then leave, bonus will be prorated. Coming April big announcement and don’t wait till then. Many heads will be rolled.
I am waiting for the upcoming due bonuses! All of us NMPTs are planning to resign immediately once we take those $$$$ in our pocket! Leaving the plant operation for you all to manage... blehh :p
50 Years old because if you are stupid to stay till Then, you probably deserve what rubbish they dish to you
Why 50 years old? Are you serious?
Why run?
@8Moog+16zEvLP3 Depends how many years. As long as you hit manager by 50, you are okay.
@8Moog+16zEvLP3 Run
I am 35 years old still stuck as Supervisor… any chance to make executive or manager? Is my career at a dead-end?
Any juicy news happening in Exxon today?
I heard supervisors are doing 2-3 jobs now because no new headcount. Sustainable?
All the nice jobs taken by expats or moved to other locations. What can I do? Can I approach LCM for help?
If management positions are moved from Singapore to China and India, how can I still get visibility?
Any advice here? And don’t ask me to plant trees.
I planted trees and liked management posts on LinkedIn. More than ready for squid game.
PIP PIP hurray!
When headcount reductions are met either by PIP or by attrition, we are one step closer to the 2B structural earnings.
Squid game is beginning soon, so hope all of you are ready.
Are you sure PIP will be at 8% or higher? 7 companies cut down to 3. No excess workforce is not possible. Why use layoffs when there’s PIP? max PIP is 10%. So might even see that this time right? Raise from 8-10%. Just like GST - raise from 7 to 9% both raise by 2%.
If you observe the ship is sinking, why have you not jump ship yet? Why still covering the 10 bins with only 7 bins cover
Surely you can’t be waiting for the 8% PIP to get you right?
@8Jato+16zEvLP3
Fully agree with you. The company is too heavy now and light bottom. They cut the worker bees that are actually working on the pretext of weeding out dead woods . Honestly speaking , even if we spare one or 2 dead woods , it will not cost a fraction of these execs. Let us be honest, who come out with all the recovery plans , strategies etc to make the business better ? The worker bees ! These execs just shamelessly take the ideas and upline the Comm . Have any of them come out with any brilliant ideas or even nego with customers to make things happen? No! So the last round of retrenchment , we got rid of so many experienced folks , we lost our commercial edge , left overs like us work like dogs trying to cover 10 bins with 7 covers ! Yet we have these execs hanging around doing unproductive song and dance ! How not to sink the ship?
If this company cut sls above by 50% guarantee all suddenly become very effective and motivated, the problem is corrupted corporate management culture protect those layers, cut 10 to 5 layer sure will win
But don’t tell others to go while they stay
Can’t blame them. They can complain here and plant trees because they want to avoid 8% PIP. Everyone has families to feed.
I know some Anonymous came here to complain about management but volunteer to plant-a-tree & sing along with them in the office. Please know your friends and analyse more angles than reading comments here. It is easy to go while your Anonymous friend still enjoying their life
@8Hept+16zEvLP3
But these are the exact tired, obese chaps, who have been shown the EM money and are earning in excess of $300K pa … more so, the DHs of up to $400K pa, who are greatly incentivised to remain and be rooted in EM.
Cos they will never attain even anywhere close a remuneration, doing the same work, if they had gone elsewhere!
This lot transcends across the 40-50+ demographic cohort. And dig in, they will!
This place creates many unhealthy, tired looking and obesed chaps, just look around.
Mgmt can just stick to slido received and read all the beautiful self praises and rewards
This is our forum
No censors no holds barred
Mgmt not happy what we say who the fxxk damned cares lah
As there are regret investments made, there are also regret employments.
The annual NSI / PIP / PIL is to provide the company to regularly remove chaff and dead wood, from the seeds and fruits.
Perpetual renewal of quality human capital - to retain only the best and allow a degree of freedom, for the company to continue hiring top quality employees each year (to backfill those who had been forced to leave).
Many of the NSIs put on false fronts during their interviews, overselling themselves - only to show their true mediocrity after being employed. They do very little work, talk a lot, go home on time and have no substance up there ….. always asking stupid questions all the time.
These pariahs in the company will just need to be forced-weeded out!
Can anyone enlighten why there is a need to give NI/NLI/PIP/PIL during good and bad time? Obviously this is way to cut cost and force ppl leaving! Do you knows how much is $2B? It is $2000M and it’s a lot of money! Toto only $16M and already driving ppl crazy.
Yup. How right you are.
There are two(2) Manufacturing Directors each, for the Americas and EMEAF regions ….. but for AP region, they collapsed it into just one entity.
And AP is the world’s largest demand-growth market by far, sprouting myriad emerging economies!
That says only one thing - AP (especially Singapore) headcount will also likely be consolidated accordingly.
With OSH Kosh B’Gosh now helming AP Fuels, let’s see whether the Energy Products business could be turned around, with a little help from our Aromatics business partners.
Now that GC reports to JC, under Ventures,
I got out >SGD70K cash from my last 2 EM stock options (the USD-equivalent from not exercising the options) that were awarded to me in last decade.
Not too bad and a tidy sum indeed!
@8Ggqm+16zEvLP3
It would be obvious to the Exxon Mobil Corp BoDs that cutting back on Corp HQ headcount (one of many reasons to move from Dallas to Houston) … as well as SGD-salaried senior staff here would be the most effective way to attain the $2G cost reduction in 2022-3.
How many CL29s (DH equivalent, not even Executives) are there in EM sites worldwide, who are earning >USD300K (SGD400K) pa?
Perhaps only Japan previously, until we divested GSK-Tonen.
Hey, the management in Singapore has always told you that if you are unhappy, the door is always open. Why do you act surprised when they really follow through. The fact that many still stay behind and be part of the PIP list shows you that the worker bees here are able to take a lot of sh-t and still work. So once again, if you are unhappy, don’t come here to complain. Head outside and try to get a job at the current pay or higher. Odds are you can’t.
Logic.
We care about our people and we are aware that trust was damaged in 2021.
Solution: Hire more people and establish a pipeline of talents.
THIS IS NOT TO REBUILD TRUST.
This is to cover their a-s so that even the remaining worker bees leave there wont be impact to business continuity.
Thankful that management is honest to tell people to fxxk off and we always have replacement. Applause.
Hard to believe that the Singapore post started in August 2020 has the most views, the most reactions, and the most replies on this site.
My guess is that our employees in Singapore should be worried that they will be selectively targeted in 2022/2023 for the next $2 billion in cost reductions. Since world crude and natural gas prices are at an all-time high, it cannot be helping our gross margins at the integrated refinery-petrochemical complex on the island.
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