Compared to outside, it’s still a decent company. But it depends what kind of standards do we want to hold EM to? As a MNC, it’s not fantastic and it’s treatment of employees invariably leave a very bitter taste in the mouth, especially the new PA system. It’s causing a lot of unintended departures and I foresee it’s going to get a lot worse before it gets better.
5508 replies (most recent on top)
I came from a smaller company, before joining EM.
Yes, you can tell straight away that the quality of people that EM employs is nothing less than outstanding - not only from the academic / intellect attribute (brain matter), but also individuals with character and charisma …. each in their own way.
As you get to know your colleagues and supervisors over time, you’d realise that each have had their own shining life journeys and “history” - from ex-bonded scholars, 1st class honours, dean’s list, valedictorians, double degrees, student union leaders, heads of registered societies, even young grassroots leaders, etc.
There is much to be learnt and assimilated from those working around you in EM!
While smaller companies do have similar charismatic talent count in their own right (but usually restricted to the top tier, or the owners/directors), the general staff there are mostly mediocre, otherwise.
Bad times we have to let people go, that’s reality. Only the ones who were let go cannot accept it and are still feeling disgruntled. In every company, people come and go. Some of the troublemakers make it sound like it’s the end of the world. Get a grip.
I left 3 months ago to join one of the FAANG companies and to be honest, in my short 3 months here, I learnt a lot more about my time in EM. The exposure and type of work isn’t something that you get easily outside.
Also, we really have some great employees in Singapore! I’ve worked with so many amazing people. I can’t really say the same now.
But what I can say is when it comes to employees benefits and rehiring of employees close to retiring, EM truly takes care of its employees. It’s just unfortunate that the industry is declining and EM’s reluctance to change its PA system is frustrating and will be detrimental to its survival.
@https://www.thelayoff.com/post/@5vjip+16zEvLP3
Yes prorated leave and AWS.
Upon resigning, will the unused leave days be prorated before converting to pay? etc if resign in June then unused leave days get prorated by 50% for pay out.
At current situation every $$ count, still despite oil price higher, balance sheet is weak have billions debt what counter offer are u thinking about, regardless outstanding or not it is ok to have attrition, and everyone is dispensable, literally everyone, business still go on even have so many ppl axed or left. Also when u tender it is showing sign that u want to leave but u play tactics that Hr and your boss don’t give a sh-t about it, the most on the surface will say hey it is really regret who and who decided to leave, wish u all the best. What it also means the org has so many redundant ppl walking talking around but take far pay check home in the past, maybe even now in some functions and some layers (somehow got protected), so cost structure is too complicated, but but why was this not done in good times and now in bad times, causing so much frustration…shortsighted? Err…
Errr you mean that Matt, Fabio and Jean should all be let go first lah?
You are a whole load of BS!
Why don’t we cut layers of management, especially the number of expats in SG. I don’t see how these expats has helped in making us nor Houston HQ more competitive. Most senior management making decisions still don’t really understand how Asia works! And yet a lot of the revenues are coming from Asia. It’s just BS
It’s a fact that Singapore manufacturing need to reduce manpower to be competitive. If the site manager is not worried, why SLS worry?
@5tkdj+16zEvLP3 EM is running on minimum manpower for cost saving, so replacement is not required.
Thats why they are SLSs, right? Let them worry about manpower. They are paid to manage resources. You manage your own career trajectory. You might get pulled here and there but that's the price for staying put.
@5tkdj+16zEvLP3 Anyone is replaceable, but the problem is no one is getting replaced now. Not only that, the SLSs don't seem to have any backup plans despite the high rate of attrition. They keep getting blindsided by every resignation and have to scramble to find people from other places which are also short on manpower every time.
Hey always remember - more attrition is better than no attrition, especially when there’s a commitment to reduce 3B in structural costs.
@5ssvt+16zEvLP3 You wait long long, the door is always open, anyone is replaceable.
In today’s context I really doubt so. Imagine the precedence this will set
Hey all, is there any possibility of counter offer for >3 years experience and ranked Excellent/Outstanding if tender?
It seems that there are a lot of vindictive, salty people here - who had left the company, forced, or otherwise.
Refer the rotten ones.
Of course don’t refer friends into the company, unless you hate your friends. Do you want the company to treat any of your friends like a used co---m- to be discarded after fu----g? No right? Then don’t do it. Accumulate some good karma please.
Poor management, ask people to refer friends into work. I ask friends to stay away. Cannot sarbo friends.
The truth is unfairly treatment for employees, biased review with management power, corrupted promotion and rewarded program and distribution and Low quality middle and upper level management, fail to lead to grow in value proposition but grow in complexity and toxicity, resulted cultural denying habit of mistakes by leaders, and lead to downward cycle. Leaders also has no aspirations rather than monetary benefits they get, cannot change much but sing well with some useless programs and wasteful process and system, kept busy.
Who says?! We hire the best and the brightest. We are just unlucky for now. We will be back. GC has already shown commitment to Dallas and we will get rewarded. At least she will be!
It was once a very good company but poor management led to today situation. For instance, polymer units reemployed one of its previous staff and created an Operation Advisor role. He has no quality and survived because other folks working very hard to keep the plant running smoothly. This decision resulted younger generation suffer from people like this. But there are good reemployed pioneer generation as well. Except organization really need to properly screen through and measure their value before reemploying them.
@5pjfa+16zEvLP3
What “July bonus” are you expecting / looking forward to?
There is none AFAIK.
If you are thinking about the mid-cycle salary re-adjustments - that’s reserved only for the “Outstanding With Distinction” category of performers ….. i.e., the top 10%.
If you don’t even belong there (in the upper stratosphere), you can choose to hold your breath till you turn blue, yet no “bonus” will come your way in July! :)
@5pisv+16zEvLP3
May I know why you view PIP as “unethical”?
PIP is just a Performance Improvement Program.
Some tech terminate after PIP, some down grade and cut pay.
Some of us are waiting for the July bonus before tender. If no bonus, more to go.
So anyone received your PIP orders? Isn’t it very unethical?
What MOM investigation?
You’re delusional.
With billions of capital assets already invested in SG, EM is deemed a preferred investor and has the right to hire and fire.
The GoS knows where our little red dot stands, if we were to push back and the investments go away. Then, even more jobs will be lost!
Let’s not miss the woods for the trees!
Stop dreaming, there want even a formal investigation.
Any one has any idea on the MOM investigations going on? Is the case closed and ExxonMobil is off the hook.
I find this layoff site pretty useful. Was interviewing around, got some good leads but when I check the ground sentiments on this site, looks like everywhere is as cr---y as EM. The situation in EM is definitely not unique.
So remember to do your background checks. Everything may look rosy on the corporate site and during interview but be sure to also get informal insights on Glassdoor, Layoff, etc.
Nah, I’m staying put in EM. However, giving myself a better chance, I’m getting an ang moh name right now.
The best opportunities are not found in oil and gas. It’s found in tech. Let’s go all out now to apply!
Don’t think about a bright future, especially if you are not ang moh. Singapore is on cost cutting mode with a LCM that’s not advocating for Singaporeans. Must be daft if you think there’s still a lot of opportunities. Hunker down, take your monthly salary and spend wisely.
The crisis is not over yet and never the last one
Yea and his DH projects earning a gross salary of $30K pm - and he’s probably already there now.
Hehe you should like my section head, echoing @5mmgz+16zEvLP3, who is probably a DH!
I agree with @5mmgz+16zEvLP3’s approach in the sense that we should project forward with some sort of an assumption on what you think you can achieve within EM and then do your best to understand if the offer is able to give the same trajectory in that same time frame.
But 30k/month seems steep to me, I assume if you are at least 15 years in the company consistently in Outstanding or Outstanding with Distinction that can be a reasonable reference (in that case your current salary should be above 15k/month already)
For younger folks (less than 5 years) if you are in excellent/outstanding consistently I think it’s fair to expect ~10k/month by the time you are 10 years in the job based on general info shared so far and also my personal experience - of course, that’s assuming you are confident in retaining the same level of performance forward. I know some naysayers will say the system has changed, 8%NSI will have downward pressure etc but the truth is when you go out of EM, you should assume as it is also going to be a competitive as environment as well and also through the 2 cycles I have seen people who have continued to perform consistently.
In summary, my advice is for strong performers - I won’t be tempted by a mere one time 20% increment for a switch if I’m in your shoes. (To be honest I will likely consider 50% but I really doubt anyone will offer 50%) Unless I’m confident that the longer term progression in the new company is comparable (via trusted sources like personal friends in that company) I won’t rush to make that move since I will expect to still get decent increment and learning opportunities in the near future. Until the point I feel that I am stagnating I personally don’t see an immediate need to jump.
So if you are currently a young employee ranked Good and below, do yourself a favour and get a new offer soon. If you are outstanding and excellent, you can afford to wait awhile but don’t lose momentum in your work performance and continue to chase after opportunities to build your fundamental competencies. If you are very good, it’s a tough call there.