@6fned+16zEvLP3
You don’t know meh?
In light of increasing attrition, SGCX Manufacturing had been given the EM Corp go ahead and waiver to resume re-hiring in all earnesty.
The EM Singapore site is just too strategic to lose and allowed to collapse.
5507 replies (most recent on top)
@6fbjs+16zEvLP3
Do you actually know what you are talking?
Forget the Singapore country study lah.
What’s even larger than that, will be TMTS - which is in the process of being fully rolled out, in phases.
The final headcount reduction targets (I’ve seen it) will be final-effected only in 2-3 years down the road.
So expect more HC rationalization to come!
Sure boh.. RL CL26? Some work 5-6 yrs already become RL. What real world experience they got? Jin sakti
I suddenly see a lot of SG EM job ads in Linkedin. I thought hiring freeze until next year?
RL are just CL24 and glorified engineers
Be RL rly shiok sia. Just ask questions only.
PIP also don’t need to leave what.. now no one can make you leave unless it’s country study or move you to HCL but no more country study already cos company too poor to pay more retrenchment package. Just enjoy the salary until retirement
These RL will rather wait for PIP and will not leave. No one outside world will pay them to talk BS. Only staying here and laughing all the way to the banks.
Useless RL please leave for good to EM… Recommending BS and don’t bring value. The plant will still runs well w/o U. Holding CL26, taking big paycheck of $13-18k is a waste of EM resources.
Yes, the youngsters will need to appreciate what they have now.
- To remain at least 5 years on the job, before being considered for next move. This one announced oredi
- Doing same job for 5 years = slower paced-increments!
- Still face NSI/PIP possibility each year (dread this)
- Liddat, a potential SH role consideration comes only after 15 years (will need at least 3 job rotations, before deemed ready)
- By then mid-40s oredi, so a DH role will be considered when nearer 50-yrs old
- After that, can cruise to retirement over the last 10-15 years of your working life
Such is our career destiny ahead, in EM :(
But ah ….. only YOU can make that change!
So dream BIG, my friends!
Appreciate what you have now and you will have more. Complain about what you dont have and you will never have enough.
What is AWS please?
When so many folks leave yet work remains the same, plant capacity remain the same, mean whoever stay on get more work. More stress. We need to demand higher pay.
if so many people left the company, does that mean those who stay on will get higher increment next year? if not, i also won't want to stay on after jan liao
6efjv+16zEvLP3
Company busy thinking of creating more time wasting useless no value work like LPO2 PIP2 NLI2 LI2 OCVM2 EVISION2 all NEW VERSION 2
Mgmt leadershit busy doing walkabout asking same stupid repeated question all over again and again creating trouble for worker bees
This one nobody DOUBT
Another management posting.
1 already left last week
Yesterday another 1 tendered resignation letter
Already operate with minimum manpower
Now going below minimum manpower
Oh God is so damned scary working at em plant nowadays
Do mgmt really care....DOUBT SO
Better start searching before worst things happen and myself getting stress and serious mental health
This is exxonmobil 2021
no need to benchmark. RL, SH, leads and CL26 above, it is overpaid while working level is short changed especially young folks.
To make it clear, I’m not complaining those salary package of old timers.
If continue with pay freeze regardless of their salary range, more employees will resign. As far as I know, most of us (low CL level) are either looking for outside opportunities or already took other offer.
You may say stop whining, but do you think we are naive enough to work our a-s off so that we keep our 5-6k per month and our bosses keep 20-30k per month?
More cases like the whole shift team or many engineers from same section will resign together soon to join our neighbour competitor company.
Please don't anyhow say they very free. They busy firefighting now, I just hear of 4 engineers resigned past 2 weeks!
Anyone knows what is the outcome from salary benchmarking, especially AWS?
I think there are generally 2 camps here.
- Those who earn well above $15K pm, who are comfortable with their finances and are working mainly for the pay (carik makan) and if deserving, upward mobility too.
These are the SHs-and-above, and also the contented, high-salaried 50-something professionals.
The second lot are the more worrisome, discontented complainers (whom, many have quit):
- The newbies with less than 10 years of service and earning less than $10K pm. These are the people starting off with life, with budding families and mounting loans (including high-interest “personal loans” and bank overdrafts).
Their recurring struggles - especially at end-of-month, to balance their finances. Those with schooling children and mounting tuition fees and CCA needs, transportation ….. from primary, through pre-U.
So each salary freeze and “No AWS” decision point will impact this lot more than the other.
In staff communication sessions, they will usually focus on Slido questions relating to salary remuneration, career development, PA, job stability / mobility and the likes.
Look at @6clqq+16zEvLP3 post, more positive reactions than negative.
Looks like this site got a lot management or a su---r for management's preaching reading. Since like management very free.
6dgtq+16zEvLP3
Now thats the real hard na--d truth
No denying
Straight to the point bro
The PA system, even if sucky, like any of the Exxon systems will take a lot of time (and word from the top) to change again. In the meanwhile, just buckle up the seatbelt and go along for the ride. If you feel like puking or if you don’t have pressure of monthly bills, you should leave the place. Otherwise, it’s not good for your health.
But you should know one thing Exxon managers are very very very very bad at - and that is telling the emperor / empress that they have no clothes. Instead, the managers will just fawn over their top bosses and telling them how nice their new clothes are, even though they may be stark na--d and unshaven.
All the best
PIP only works if there is regular new blood coming in. Do you have any idea what's happening now with no hiring and with a much smaller pool of employees after all the layoffs and attrition? That's right, people who are typically ranked very good or good are now in PIP range. How is it that these people were previously very good or good (and really hardworking and needed for the company) are now in PIP? If they choose PIL, do you think we can just replace these experienced employees 1 for 1 with new hires?
From your post, I can tell you are either management or a su---r for management's preaching.
6clqq+16zEvLP3
You must be belonging to the top 3 or 5 % top performer
Good and happy for you
No need to PIP PIL or whatever PR--K method
Just put the package on the table and see how many will leave voluntarily
Not only the bottom worst performers but also the top best performers also will take and chao
This em has already lost its world class reputation and integrity
Well you can stay perform more and be the greatest around if youre not PIP though
Have a nice day
I strongly support the idea of PIP-ing the bottom NSI - be it 8%, or 3%.
This lot will need to wake up their ideas about their non-performance, when compared to the general herd in their equivalent CL grouping.
If they seriously think that they can continue to draw a comfortable salary (and with guaranteed, automatic annual increments) by doing mainly baseload work, with little passion and initiative, then they seriously deserve to be coached (aka PIP’ed) lah.
Not happy issit? Then opt for PIL lor!
My dream is to retire at ExxonMobil at 95! No other oil&gas company compares to ExxonMobil! Rejected! #wearexom
Will the refinery be around in 68 years? Hopefully I will still be working in EM then
@6bdrv+16zEvLP3 how do you know don't have? I know a colleague who often get panic attacks since last year... it could be due to COVID, kids or this MLRP ranking... but it all add up
@6bllo+16zEvLP3
In the SAF, it goes by many names.
Going through the motion; cho-hee (Hokkien), wayang (Malay).
We’ve all been through that lah!
None had resulted in IMH cases leh.
If the PIP thing is just a "going through the motion" exercise as declared on this forum, then the people responsible should really be ashamed of themselves. Folks, these are real people we are dealing with. They have emotions, mental health, and families.
Also demonstrates the remarkable lengths we churn things for no useful reason as if we did not take doing things for show to the extremes already.
That but, of course!
Question is does this 8% apply to management roles, SLS above.. cannot be no need significant improvement, lead untill the whole morale all time low.. attrition all time high, earnings all times weak.. chòas all time mess...
What @69txw+16zEvLP3 said is true for the delivery of message in SG.
How ironic every year em makes it mandatory for every employees to attend and signed off the blardy boring BPR sessions even though not related or little value to NMPT blue collar worker bees
These same hardworking experienced knowledgeable seasoned loyal worker bees assets are kicked out and now becomes the rival and competitors for exxonmobil
Thank you very much for all the wonderful training and knowledge sharing
Now let the fair competition begins with your very own got fired got sacked got PIPed ex exxonmobil employees everywhere
Come on we also want our new company to be prosperous competetive and profitable minus the boollshiiiit LPSA LPO NLI LI OCVM PIP
What we can and always do in em we can also do in our new company
We were once exxonmobiled
You’re mostly wrong about the 8% NSI.
For 2021 PA, it had remained HR’s last bastion (globally) to weed out the non-performers and higher-salaried boomers - more so in regions like the Americas, where headcount remains HQ-heavy.
To be consistent, there cannot be separate HR NSI/PIL guidelines for Singapore (or for that matter, any other region), when we are not even in the same boat as EM USA HQ, re HC-length.
So stick to the 8% we did, but managers have been told that the PIL option will not be automatically offered, unless specifically requested for, and it will be the standard 3-months.
For those who accept PIP (by default), they will be told that failing it this time will be unlikely this and all PIP’d employees will be strongly supported by management to pass upon completion. This would have been communicated during their closed door 1:1 sessions.
So there you go. The truth is out there!
BLUF (Bottom Line Up Front).
what's the point? zero increment lah... and for these people increment likely to be v low to zero for the next couple years.
If you are late 40s and above, and already milked your max pay... PIP so be it. can PIP all the way to retirement still okay. If you are young, every year of bad ranking got negative compounding effect on your lifetime salary. You still want to stay? Even if sup beg you to stay, sure pass, but what about next year? and next? If you are NUS grad, how many years do you want to hentak kaki on $6k salary while your peers earn 10k+?
Also, it must be that Dallas lost the plot and didn't expect attrition to be so damn jialat way back in Mar and Apr when they did the ranking. They thought 8% PIP means 4% will take PIL and leave. They didn't know it will cause 20% attrition. This is We are ExxonMobil brilliance
actually, what's the point of 8% pip if almost sure pass?
69ynb+16zEvLP3
Faster kick out the better lah
Very true you said very short of manpower at all working levels
Just unbelievable very sickening em allow plant to run and operate at minimum sometimes even below minimum manpower and preach safety no 1 nonsense rubbish bu-----t lah all these
Just be safe work safe to all my good hardworking fellow em Frontliners
May God bless us all