Is Shopee good to join?
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Worst are those stuck in EM but no courage. Got pushed up down left right. Winners already exited.
@4Qiei+16zEvLP3
Cos companies like Shopee has very low hiring standards and see each EM NSI joining them as potential MD material?
I have to say some of these PIP-ed (NSI) folks that got hired into Shopee are not exactly good/capable ppl to work with (at least from my experience). Attitude problem and/or just technically inept.
Maybe engineering is not their passion or cup of tea? But well, if our paths do cross, I wouldn't want to work with them again. :(
Disclaimer: Not saying all that joined Shopee are cr-p as I also see quite a number of capable folks leaving EM and joined Shopee.
Shoppee low standards? Their HR are smarter and practical in hiring, with equal chances and opportunities. Less risk of being slapped and betrayed by scholars.
SG employees are seriously looking down on this bunch of weak local management. So useless.
Cos companies like Shopee has very low hiring standards and see each EM NSI joining them as potential MD material?
ROFL :D
This is just bu-----t. If this is true, how the attrition happen? Why don’t you explain that to me Sherlock?
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@4Oimc+16zEvLP3 honestly, one of the common feedback I pick up while i hunt for jobs is that the soft skills we picked up in EM are not well perceived outside. A few recruiters i talked to ask me to be more direct, crisp during interviews and avoid having that large corp stink (I still dun get it what's our stink), coz these are common feedback hiring managers rejected EM applicants, be it industry or tech companies
Only note from LCM is on haze. How wonderful, but appropriate too since our futures are hazy right after she came in.
When going for interview apply bloody lpsa first whats the worst things can happen
Bloody id--t exxonmobil style
@4Oimc+16zEvLP3 honestly, one of the common feedback I pick up while i hunt for jobs is that the soft skills we picked up in EM are not well perceived outside. A few recruiters i talked to ask me to be more direct, crisp during interviews and avoid having that large corp stink (I still dun get it what's our stink), coz these are common feedback hiring managers rejected EM applicants, be it industry or tech companies.
Well T2 has retirements to look forward to.
For those T2s earning >$300K pa, I don’t think any will tender their resignations lah.
If they do, then they are very foolish.
Just cruise along will do.
This is a place for young to get some skills, software capability and some analytical skills, communication skills, take as much training as you can in early years and mark up your market value. Then go to market to explore more opportunities. Do it quietly. Remember such crisis never the last one.
This is a very good reminder. Being a leader isn't just about LPSA, LPO, LPS or safety touch only. We are humans, working relationship and empathy is important. But that is what they do not have, mainly because those leaders are too young to understand. With the usual 3 to 5 years and I move mindset, this will not solve our problems.
The reason for the Low attrition rate is not bec no one wants to leave . The truth is not many can leave based on the “ generalist “ skill to get an equitable pay to commensurate the years of experience. In short , many pple are stuck ! Only the younger folks are easier to leave and make the transition of career path.
As for the PIP process and the 8% attrition , it’s a way the company is setting the stage of getting rid of workers without pay out in future. Building the track record so that company will not be accused of unfair dismissal. Such is the game plan. Good luck . Will be throwing my resignation soon, the sense of feeling is surprisingly liberating. I tot I will feel abit sad , instead I felt relieve …. Although I had wasted some golden years in this place . The friendship is the only thing worth treasuring . As the for Mgmt , u guys are good to serve as a reminder for what I shdnt be when I become a leader in future . A very precious lesson what I must not be .
Not enough people getting laid off is the answer.
The attrition numbers are still below planned- too many people are staying on, despite the abuse that management has dished up.
This has given management confidence that they can freeze pay while reducing AWS this year, without too much impact to the attrition numbers.
More importantly, despite the organizational churn, we continue to deliver results and compete to win. So get ready for more bad news (or rather no good news until debt is reduced).
GC thanks you for your contributions and for staying on and taking sh-t like a champ.
How many people will be lay off through PIP this year?
Hmmm … statistically:
That will result in the chi-square distribution going awry and playing push-pull on the confidence interval estimation for a population standard deviation of a normal distribution, from a sample standard deviation.
The 8% in NSI will be a heartburn to many - not only for those impacted (and have to be PIP’d, regardless), but also their immediate supervisors / managers.
It is not easy for any boss to agree on whom in his/her team should fill the bottom 8% - even if everyone had done their best …….. and for many, even better than their prior, 2020 performance.
But it’s just too bad. HR had mandated that the bottom 8% must be enforced - based on RELATIVE performance …….. even if everyone had performed superlatively.
So take note that the PA distribution is not a “normal” one (i.e. peaking in the middle), but it has to compensate for the “offset” already made for more spaces in the better-than-outstanding category - to incentivise the top performers.
So it’s really a leveraging game conjured to “re-balance” everything back in the middle, (only) from the statistical mean standpoint, but not necessarily the median! It’s just way too simplistic a model lah, thought out by (non-mathematical) simple minds!
Results should be out by July. Ranking is mostly done in June.
When is PIP date this year ?
And why is that so? Is because of the ranking (now PA) system. Voice your disgruntled views and unhappiness, and you will end up in 5th quintile, or NSI in no time.
So, akin to the Eastern Bloc era of the pre-90s, people live in continuous fear and suppression - as otherwise, their jobs, income, family and livelihood are at stake!
So STFU, do your job well and tie the line - that will guarantee that you will not lose your job.
@4Nhsi+16zEvLP3
This! Truer words have never been spoken. What EM has trained her people so well is to be two-faced liars. You'll never find peace when your actions and inner thoughts don't align.
What the shxt is this Engineering VP talking about?
Bro, introducing your wife to everybody here in the forum doesn't ease the anxiety and desperation and disappointment of the upper EM management and your local puppets.
Sc--w it.
Don’t confuse layoff board rants with reality, workers come here to KPKB, but still go back to work hard and to compete to win.
Should be outstanding with distinction leadership? Because outstanding just don’t cut it anymore, especially for our inspiring managers who’s doing their best to push us out the doors so that the corporation can obtain structural savings!
Where is the attrition? People I worked with 1 year ago are still around, and we are still winning!
Praise our outstanding SG leadership for bringing SG EM to greater heights!!!
@4Mmha+16zEvLP3 After working hours and weekends are for job searching. Where got time to OT?
Same colleagues knock off on time, no OT and not working during weekend. Overloaded and organization is very lean now? I doubt so...
All my colleagues are still around, so I don’t know where the attrition is coming from. I guess that’s why management didn’t give a damn too.
@4Lugr+16zEvLP3
That’s an interesting management concept, straight out of a Peter Drucker book!
You are confusing big time lah, my fierce friend, between a manager and a leader.
What you’ve just described are merely supervisors being effective managers - doing their LPSAs and LPO QR/V&Vs right off the books.
But not all managers make good leaders.
Leadership qualities are strong, charismatic attributes that only certain managers possess, which can “move nations”. This, when coupled with experience, knowledge, vision and empathy, is what exists in some of our T2 DHs, that the company cannot just let go of them now!
4Lssi+16zEvLP3
Good leadership their farking azz lah
Yah only very good at interfering delaying the real worker bees job by asking the same repeated continuous non stop stupid id--t questions whats the worst thing can happen and fault finding lpo reports and penalise employees fail competency level
Like this called good leadership ah
My unit ex bangla general worker also can do his same job carbon copy at cheaper rate some more
Really dunno WTF is happening to em here in SG
God pls have mercy on us all
Long story short - Singaporean worker buay kan, so can’t expect too much. EM has fed you too well for too long. Now we can’t afford too many T3 freeloaders.
Dude the T2s are the good for nothing managers. If they're any good they won't be asking sheet load of questions.
There is some truth there.
Singapore is deemed uncompetitive due to our high salary structure and benefits. It all boils down to SGCX’s manufacturing “cost to produce”.
And that is why EM HR:
- is re-assessing our salary scales against the basket of other related companies (though I’m not sure about the Thai HR manager conspiracy theory)
- has removed some benefits like country club fee subsidies, interest-free vehicle loans, etc.
- has renegotiated our medical insurance plans to wean off 100% coverage above the previous $5K/yr (single) and $10K/yr (family) OOPs.
Qualifier: Singapore has become too costly to operate in, for many industries - so it’s not an EM-unique problem. Many MNCs had upstick from here over the past few decades - to shift to cheaper 3rd world countries to build their plants and factories there.
On the subject of laying off the working level first, during a time of crisis - where the company’s cash flow is so deeply net-negative, ain’t that the best way to keep the company afloat and keep the experience and knowledge (in Tier-2s) intact, to fight another war?
At the end of the day, we can always re-hire to fill the vacuum in the ranks, when the business swings back to normalcy! Fresh grads can be trained and skilled to takeover the vacant jobs.
But if the experience and knowledge (soul) of T2s are all gone at the top, these are just irreplaceable.
DH told me that the only folks that matter are T2 and above...due to their strong leadership to ensure SG stays competitive...anyone else is easily replaceable.
I could not believe my ears and how detach they are...but seeing the inaction from SG Mgt....i believe that is how the upper SG mgt thinks as a whole.
I started job hunt after hearing that comment...and after 2 months found a better paying job.
I really feel sorry for those who remain if SG mgt continues this path....
According to management, it’s the workers who are uncompetitive, and adding to the untenable cost structure. But management is super competitive.
PUI!!!
4Kgjl+16zEvLP3
Your logic is absolutely spot on
Anyway let the company axe the good hardworking very critical sales and frontliners the more the faster the better lah coz we are trash for them
I believe these axed people will be more highly deserved valued and appreciated elsewhere
Let company continue to keep the highly prized valuable fanciful high cost high maintenance administrators presenters and story tellers the longer the better
Yes this company is self charting heading leading itself to slow but surely inevitable death...RIP soon em
Actually you just need more sales and front line pple working in the market. We don’t need L2s and above . These layers are basically administrators . They generate tons of work for reporting upwards but actually they don’t have no much economics contribution. They are high cost , high maintenance, playing politics and taking time away from ground troops ( to generate presentations and data for them to wordsmith and report upward- ie doing the song and dance) from working the market. Unfortunately , the company is stupid enough to axe the worker bees and keep these groups of story tellers around… what do u think is the ending of this story ? The inevitable death…..