What I don’t get it... we keep talking about Thai HR. Then what the he-l is Singapore HR doing? We have a Singaporean LCM and Singaporean HR manager, and yet we seem to be worse off than when we had ang mohs masters lording over us. What’s wrong with these Singaporean leaders who’s supposed to advocate for us? What are they doing, other than pleasing our colonial masters?
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Hello @4xgwt+16zEvLP3.
Singapore employee worthless? Then why EM set up plant in Singapore?
Is it someone had stepped on you foreign talent tail and feel discomfort? Not happy can go back your own country to suffer.
@4xgwt+16zEvLP3 Don’t worry. The Singaporeans are getting fu---d real good by their own LCM and Thai HR. What’s worse than being let go? Doing more work and getting paid less - and still get caught in a more vicious and subjective ranking cycle.
4xgwt+16zEvLP3
You from Mars or Pluto
Majulah Singapura
Worse thing is whenever the Thais come here and stay, it’s always on company expenses as an expat or on biz trip. Not spending their own $$$, of course won’t feel the pinch of Singapore living. Try staying here and raising kids on Singapore salary, and you will see how xiong it is.
Not sure how much we can complain Thai HR screwing us over, when our LCM allow this. GC too busy wagging tail rather than pushing back?
An SGD10K salary is equivalent to THB250K there.
A <10-year engineer at Sriracha, or analyst in BKK office will be far from drawing such a “high” salary there!!
The cost of living in Thailand is too wide a gap, compared to SG, to warrant / justify such an equivalence.
For the Thai HR manager, he/she has got an unconscious and distance bias (that SG employees are over-remunerated) and will need to re-calibrate.
For those of us who had worked under Thai managers here previously, will remember having received not-so-good increments.
Doesn’t matter what kind of compensation there is.
3 months AWS is going away.
A shame that Singapore employees are now getting screwed over by some Thai HR. Wonder what has happened here? I don’t see this Thai HR benchmarking the Americas pay. WTF.
Need to regain our pride somehow. We are being colonialized once again.
@4vxmt+16zEvLP3
Haha. Have u heard of wolf in sheep clothing ? I guess in this case is dog in man clothing …. . Dog walking on twos … with the money being paid to her … how many humans will not bent down and just wag and bark like a dog. What is the prob selling out her country men? Engine 1 shd do us all a favour to vote out DW. He is the most useless leader EM ever has … the only achievement he could claim is bringing down a titan like Xom .
The longer you stay , the more disservice u are going to do to yourself . Just bec you have been top 2 quantiles for past 10 yrs u think your trajectory will maintain ? U know how many high flyers like u ( when they were young or better than u ) got retrenched ? Wake up! As you age , you trajectory will also flatten unless u are really executive material . Even u are , u need to be tested too , no guarantee u will survive . Stay and pick up all the generalist skill , see how are u going to find job outside of equivalent pay , not even if u are willing to accept 20% pay cut . Bite the bullet to change runway while u still young . The writing is on the wall! Dead wood has no money to look at renewable. Where on earth do u think he has the money to pay dividend ( some more promise shareholders: himself to increase div) , service $70 bn debt and cash to burn venturing into renewables ? How much assets must the company write off ? Now u understand why he worked so hard spending millions of dollars trying to block Engine 1 from electing new directors on board ? He rather burnt millions to do this nonsense than to give a matching retrenchment Comp to the employees .
So if he is compelled to spend money renewables , where do u think he will get the money from ? Cut div ? Or cut salary? Think!! I tot EM employed smart pple ???
SG workforce very motivated
Hahahahhh you very damned sure or not GC and the gangs in the comfort of your offices
With all the dirty tricks and sh--s to penalize good hard working employees
Not anymore many more employees resigned you can count very lucky already
I also very worried my own unit few alteady left now everyday everynite running on minimum manning
Many more quietly have gone for interviews already so only time will tell
Worst thing can happen not enough people to run the plant i tnink i also better cabut liao lah who can tahan working like this
# em SG lost all motivation
Just hope this company can survive for another 15yrs..make some money when market good loose some when bad.. so I can retire. Cannot jump boat for me too late.. so just do whatever boss ask to do. Make sure not in NSI layer.. tide through. Future earnings will be tough in next decade more stringent emission target more pressure from external competitors.. low cost refiners chemicals...The trend is here.
Good times gone those in higher managers maybe think the same all human and salary worker. Those in VP SVP.. also have 5 to 10yrs to go.. not big deal. Leave with a legacy or fat pay check ? Short term or long term, self or next gen ? You bet...
If all DW needs in Singapore is someone to wag the tail and say yes to everything, then why put GC in place? Why not just put a dog? Suppose the dog will cost less and be more loyal too.
Sounds like GC's kpi will be met, if our employee's interests are not met.
4veoy+16zEvLP3 - GC will feedback to Dallas that SG workforce is motivated, YTD earnings are positive meaning SG is winning, no worries on attrition as remaining workforce just need to work harder for this great company. Proceed to freeze 2022 salary and reduce AWS so shareholders and ourselves can ve further enriched :)
I hope those remaining will rejoice!
hello SG folks,
Can you share your secret to staying so motivated even when your salary freezes for 2 years..maybe more.
Apply harder to the various tech companies folks! Quickly before GC shows solidarity with DW and eliminate the AWS. Then, your negotiations will be weakened.
The AWS is definitely going away especially when it’s a Thai who’s conducting the review and she definitely doesn’t like Singaporeans getting the AWS.
All the best to you all looking for jobs!
For the last 10+ years - algae technology was supposed to be on the cards …….. where?
Lately, it’s been fuel cells and carbon re-absorption.
Sure won’t hold my breath on it.
NATO.
No Action, Talk Only!
PR should STOP all the unethical means in deceiving the public about our emissions, and STOP faking using media and advertisements. You are making things worse, deceiving the public and ki----g the earth and our next generation.
Breaking news:
Dutch court rules that Shell has to cut its carbon emissions by 45% by 2030 in landmark case.
EM shareholders are forced to hand 2 board seats to environmental activist nominees. That Petronas Malaysian guy who was just elected in, may now have to go.
Chevron shareholders back proposal for more emission cuts.
So for those who have opted to remain, where do you see yourself (and for that matter, the company, and the whole fossil fuel / oil business) in 10+ years time?
Better go re-establish your career (or what remains of it) somewhere else. This is the most honest-to-goodness advice and guidance that I can provide to our younger employees.
LPS / LPO, NLI / LI, IMPACT, MOC, OCVM, etc., are not what the manufacturing industry at large and non-related financial / commercial / IT businesses would consider as transferable skills.
The longer a fresh graduate remains in EM Manufacturing, whether by choice or otherwise, his/her marketability will decline and will soon realise it when interview rejections become more rampant!
Be honest with yourself. What core skills do you have and would be able to bring with you, into the new company, that they’d want to pay you for your 5-10 years of experience?
EM might seem like a good place to be during this pandemic when graduates don't have much of a choice, especially when many are forced to take up traineeships. The artificial demand is going to disappear with the pandemic, and those new to the company aren't likely to stay long.
Once reality hits, we can expect to see more attrition. The oil price recovery may look great on the books, but it's not going to attract new hires unless there are transferable skills and/or a good compensation to make up for being in a dying industry.
Shopee is not included because mgmt sees it as a start up
4tnbj+16zEvLP3 the truth is our managment do not care about accuracy or "fairness"..it just a paper exercise to determine the % increment.
If you interact with senior mgt...you will realise they are in their echo chamber....that is believing EM is still a highly desired place where SG graduates are dying to join...
Thats the reality...still think this is a place to work long term? Suggest you think thrice...
Always wondering if the pool of benchmarking companies for salary is fair when it excludes places like bank and tech and reason given is that our people dont go to these places. With some knowledge of knowing our people that manage to make it into bank and tech, should they start including these places for salary benchmarking? Also since quite a number of our people are joining Shopee, is it even part of their benchmark?
For all my years in EM, I’ve never seen the possibility of annual recurring PIPs that can be given to anyone - as long as he/she falls into NSI category!
It does not matter if you are an experienced Lead, Complex, SH, DH, or even DM!
In the past ranking cycles, PIP was usually reserved for under-performers below RGP 11, AND who have LESS THAN 5 YEARS service (that is, a YEE of 23, or less).
So usually in the past, experienced but older under-performing staff, accomplished individual contributors who were just “cruising” along, are usually messaged that they are in the “bottom third”. That’s all. No PIP threat.
But now, PIP has become a free for all, anything goes!!
Let’s PIP woods too. Vote white proxy form to ensure DW has a boss to answer to, and also to ensure we get out of the Woods!
I agree with the message on why take a pay cut and leave. I mean, what’s the absolute urgency for u to stomach this pain considering u r well positioned in the top 2 quintiles throughout. For a 10 year old hire (assuming fresh grad) that means u still have good momentum to progress. I agree things are not looking fantastic at the moment, but if you are in growing business like Chemical eventually (probably by ~2023 latest) there will be a need for people to step up with new projects in the region coming along. Unless there’s a fantastic offer, I don’t see why well positioned folks need to rush to leave. Regardless everything said, I believe EM will still be profitable vs many other companies in the next 20 years. Jumping ship means everything will have to reset, why give up the momentum u have built over the last decade and short change urself with a 15% paycut. If u r frustrated and jaded, go take a break to manage that frustration. Don’t take it out on ur pocket.
Agree...if there are offers just leave, dont look back.
The other major consideration is EM no longer has long term career/security with the revised assessment..as someone pointed out we are all on "annual renewal"...you might not get hit now but what about when you are in your 40s or 50s...by then you are surely stuck.
EM was worth slogging for in the past because it provided relatively greater job security vs outside. With that taken away...you are better off elsewhere.
Getting offers? Just go. If the offer is lower and you can stomach it..just go.
Think long term...the company is returning to profits...but do you really think the culture and treatment towards employees will revert to the pre covid days...i doubt it.
For SG employees, its downhill from now on...just look at one aspect...job migration to KL, India and BKK.
@4susx+16zEvLP3
You’re 10 years with EM? Presume you joined straight after graduation?
If you’re not going to be promoted to DH level by your 12th year, suggest you get ready to jump ship by then.
That will be in 2023, or thereabout.
Why take a pay cut to leave EM? There’s still lots of other offers. 10 years is not too late too. So stay on while looking for other jobs. Good luck!
Anyone else getting cold called by recruiters? Got a call recently for a similar role ~15% lower base excluding variable bonus. ~10 years with EM. Ranked top 2 quintiles for most years. Brain says ride thru the down cycle. But feeling so so jaded. Is it worth staying?
Progression is indeed limited for the young employees because more jobs are moving away to the demand centers in India and China. What’s left for you Singaporeans?
The recent SG workforce study is just one of the multiple studies on-going...but will be guise/renamed such as TMTS...expect more job cuts (unannounced of cos)
What is certain for SG workforce in near to long term are
Near Term
1) 2022 salary freeze, possible 2023.
2) AWS uncertain
3) Non field jobs moving to BKK or India
4) With jobs moving, career progression is limited
5) Yearly 8% NSI - means at a certain point 90+% of us will be PIPed in your career.
Long term
1) how relevant will EM be with the tsunami of climate change voices, how will our biz survive in the era of sustainable energy.
So to those remaining....what do you think? ;)
Such a nice gesture for China to have mid year salary adjustment. LCM, any chance for SG?
Your job ….. our jobs, will not be guaranteed, at least over the next 2-3 years forward.
If you think that the SG country study is done and over with and the (low) hit rate was just that few hundred people who had been severed / asked to go ….. how wrong you are!
The whole TMTS headcount reduction plan has just been put in motion and the 3-year forecast (2021, through 2023) is to have further headcount reductions and reorganisational “optimisations” made. So there’s much more work ahead to further loadshed, with or without parallel attrition - although the latter would help the process.
Your job ….. our jobs, will not be guaranteed, at least over the next 2-3 years forward.
If you think that the SG country study is done and over with and the (low) hit rate was just that few hundred people who had been severed / asked to go ….. how wrong you are!
The whole TMTS headcount reduction plan has just been put in motion and the 3-year forecast (2021, through 2023) is to have further headcount reductions and reorganisational “optimisations” made. So there’s much more work ahead to further loadshed, with or without parallel attrition - although the latter would help the process.
If the company is paying fairly, why is there a need for the ops tech to do grab food on free days. There’s just too much financial insecurity.
Ops tech doing grabfood on off days lately, riding their luck. Better don't get NSI for this, you are supposed to REST.
@4rbpr+16zEvLP3
I am not even sure if many can last 5-10 years.
Don’t forget that with 2 strikes of PIP, given over consecutive years and you are out!