@6xtwu+16zEvLP3
Hmmm, interesting theory you have there.
Boomers using this forum platform to negatively influence more young employees to leave, raising attrition levels even more, so that the %PIP will be reduced from next year on and the boomers get to keep their jobs.
That’s genius! Never thought boomers could use reverse psychology to defend their job security. Deliciously devious!
5444 replies (most recent on top)
But but ain’t the young goons the ones that were screaming war cries at the start of this forum, for rallying for a mass exodus?
Remember? To join companies like Shopee, where HR policies and salaries are deemed to be much better than EM?
Why do they now, then require to be coerced to leave and add on to the %attrition - to aid the boomers? Why are they still thinking, to assess their next steps, or leave EM?
Either I am confused, or they are!
Hehe
Telling the young people to consider carefully is good.
Stirring sh-t, creating negativity and encouraging attrition among young people, so that the company will reduce PIP % and boomers left behind continue their high paying good life, is not good.
Younger people, make your own calculations and moves, but remember that not all older people are wise or kind, and people have their agendas
Regardless the industry is a sunset industry. Whether hipo or lopo doesn't matter, it doesn't change the mega trend. Cost of production will continue to rise and margin down, though short term now see inflated commodities price help current situation. Do your own calculations if you want to stay or not.
@6wjlq+16zEvLP3 So far I only heard of 1 SLS and 1 DH quit, the other people who quit are all engineers and technicians. So of course the remaining EM employees, who are lurking in this forum, are mostly SLSs or managers.
seems like there are more SLS here than engineers, too much time on hand. look at the post for planting sls for longer term receiving more downvotes
@6ulfc+16zEvLP3
stop stirring sh-t lah... the younger folks have a much higher chance to see the world in year 2070 whereas you'd definitely be dead. Please use the short remainder of your life to enjoy your landed property... you need a huge landed to fill the emptiness of your cruel, sh-t-stirring heart. Spend the remainder of your life living in past glory... it simply shows us that you have nothing much to look forward to. Imagine being on your deathbed and still talking about last time when you join EM you had xx CL promos and earned $10M. It's all going to be left behind friend. Pathetic. My young advice to you is to please try to develop a kinder heart and stir less sh-t cos you will meet your maker soon
Wah liddat, the strawberries really get the short draw of the stick leh!
I recall that in my first 5 years in EM, I was rotated through 3 jobs in 2 departments ….. and got 2 CL jumps (23-24-25) with very attractive increments!
That’s something the newbie underlings nowsaday can never hope to smell lor!
Haha, I believe that retaining a newbie for at least 5 years on a job has already been ruled, communicated and cast in stone.
That will slow ‘em down oredi lor!
If any strawberry still cannot accept that, the door is always open.
I am just watching and see 2 groups arguing here. Seniors vs the juniors.
But regardless, the people who actually hold the power of the pen (with regards to making decisions on PA, increments and promotions) shall have the final say here, and in the real world.
It thus boils down to the SHs and higher ups, who decide.
So votings (for, or against), in this forum, carry little meaning and no weight - except for peer group consolation!
I think it’s a good move to plant the SLS and upper management expectations and movement aspirations firmly to the ground.
retain them for at least 8 years on any one supervisory role
minimum requirement: fulfilling at least 5 years planning to hold their accountability to career development or their section growth, before even considered for another movement or promotion
give them small, piecemeal increments to be stretched over the 15 years, just to make them LPSA before making decisions!
I think it’s a good move to plant the strawberries’ pay expectations and $aspirations$ firmly to the ground.
- retain them for at least 5 years on any one job
- minimum requirement: 3 rounds of job rotations (i.e., 15 years), before even considered for promotion to any supervisory level
- give them small, piecemeal increments to be stretched over the 15 years, just to make them happy and continue working!
If it’s not about the pay, what the fu-k are we working for? Why don’t we just be charities instead- what a d-mb a-s comment.
Yarlor!
All also want to be earning >$300K pa DH’s pay, by the time they reach 40 - drive posh car(s), live in landed house, plus all other material perks
Now, get this:
For so many of you, there can only be one.
So let the games begin!
@6rguy+16zEvLP3
Very true.
In recent comm sessions, the repeated questions from the younger employees had centered mainly on:
- AWS ($)
- Increments ($)
- Promotions ($)
- PA ….. as this determines the previous 2 above ($$)
So, sadly, it is still all about money($), for the materialistic($) strawberry gen!
Extremely materialistic (and money-faced) strawberry generation.
What more can I say?
As the increment and promotions coming, alongside with the day bus resumption, this site will slowly die off.
Increment and promotions coming next year! Hang on guys!
The rules will always be bent for the hipos. You already know that from day 1. If you can’t stand the heat, get out of the kitchen. There’s more places for you to showcase your talents. However, coming here to KPKP won’t change things and EM will continue to be EM. Obviously that’s not good for shareholders (and you can see it in the price) but there’s really no point in working in a toxic environment.
Wah young engineer buys a Toyota Altis at 1.5 times his annual salary = a DH can buy a Porsche sial !!
But from a local (non-expat) standpoint, the company will still have to retain up-to-$300K/yr DHs and up-to-$500K/yr DMs, regardless of age right?
So it’s got nothing to do with being costly, when well-remunerated leadership is sorely needed now!
nothing to do with age or performance. purely a cost consideration. even if your standards make people vomit blood and high blood pressure, you stay if you are cheap
A case of “out with the old (aging, costly, non performers)” and “in with the new (younger, cheaper and quicker)” maybe?
EM is on hiring spree now? Why huh? Don't understand after watershedding
@6mqyx+16zEvLP3
You’re exactly right about the “meritocracy-based” EM promotion system.
It is all based on one’s Assessed category, (previously - Ranked RGP), CL / salary curve and YEE.
One’s assessed Potential will be the final differentiator, that decides on how long/short you remain in a job, before being considered for your next move.
If you have not yet even attained a SH position before you turn 35 (33, for females w/o NS), you are certainly not a Hipo.
Yours will be a long and arduous journey ahead, in your EM career - where every foothold up the steep mountain slope will need to be fought with grit and tenacity.
Intelligence and capability alone will not cut butter here.
Otherwise, like many stagnating in the “normal band”, you will remain in position for quite some time, while seeing the lower-rung, younger Hipos out-climb and overtake you in a matter of years!
Sad, but very true.
No worries everybody knows exxon standard is world class
Any Sree Wong and Ali FLS and Technicians joining em can be forced trained and become subject matter experts in plant machineries equipments lpo lpsa ocvm webcat pau ka liao in just 6 mths
After 6 mths these new latest worker bees cannot tahan will also quit
They discover in house why need to suffer so much with all the shiiiit
And so the process will repeat again and again
This is the new exxonmobil
Hahahaaaaa
We, worker bees can understand that EM needs to pay dividends to shareholders so that they will continue to invest, needs to pay stock options for higher management because they make decisions, needs to pay increments to top 10% hi-pos so can retain talent. However, pay freeze and PIP to us so those old timer higher management can continue to take 20k-30k package by claiming credit of cost saving.
Hope EM will understand us (worker bees), while most of us resign to join other growing industries (pharmaceutical, semicon, tech) and construction/projects which offers minimum 15% increments because of current manpower shortage situation.
If DH/DM and above level, if you think worker bees like FLS and technicians level can be replaceable with new hires after 6 months training. Please.. you must be sitting on Ivory Tower for so long with fat pay cheque… whatever you talk in safety stand-downs or stand-ups, can’t help anything. There is a reason why field experience and hands-on skill set must be appreciated.
Hi-pos in the top 10% of PA cohort (aka OWM category) get EM stock options too.
In a blink of an eye (a couple of years), for the average Joe / Jane, them Hi-pos will quickly rise way above you in CL status.
If Joe or Jane opts to remain in the company, they could end up as a Lead, or Complex.
But the ball stops there.
SH, DH ….. and eventually DM positions, are reserved exclusively for Hi-pos.
HiPos get mid-year promotions and increments. Remember being ranked well does not make you a HiPo. You need a sponsor to be a HiPo.
What is NSP and MPC
From ST (Sep 3):
The National Wages Council (NWC) will convene next Monday (Sept 6) to develop its annual guidelines on wage and employment-related issues even as Singapore prepares to reopen its economy further.
In its deliberations, the council will take into account the domestic and global economic situation and outlook amid the Covid-19 pandemic, as well as the latest developments in Singapore's public health measures, the Ministry of Manpower (MOM) said on Friday
The NWC, which is chaired by DBS Bank chairman Peter Seah and consists of employer, labour union and government representatives, aims to release its updated guidelines by the end of October.
The new guidelines will cover the period from Dec 1, 2021, to Nov 30, 2022.
Said Mr Seah: "Given that the trajectory of the Covid-19 pandemic appears more certain, it is important for NWC to review the economic and labour market outlook for this year and make relevant recommendations."
2022 NSP @ 5% ?
Comment: It was only 3%, some 5 years ago.
Variable MPC is good
1986 - Hydril.
2022 - ExxonMobil Singapore?
Today a memorandum regarding annual increment and variable MPC is out. Any thoughts hehe...
No “mid year increment” for those ranked outstanding? Fake news from this forum?
I heard that Singapore’s NSP guidelines will be stronger this year, taking into account the Covid impact on the country’s overall economy over the past 2 years.
So EM-SG’s increment range will likely follow suit (expected) to be a bit better too.
20% (or $1K+) increment for new <5 years engineers should not be an issue.
@6jgtx+16zEvLP3 I got Outstanding in past two cycles, yet still get pay freeze. If my increment is any less than 20%, I am out of here regardless of my ranking.
For the young pple still in the company less than 35 yo, how much increment are you expecting?
RL should be renamed R-JLB