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!
5508 replies (most recent on top)
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!
With the 8% NSI...we are all on a 1 year contract. You may survive this round, but what about the next? or 5 years later? 10 years later? Imagine in your 40s or 50s getting NSI....you are Fuked both ways...too old to leave and no one is going to "help" you improve due to your age.
To the wise ones, time to get the he-l out..before it is too late.
This company is turning into a sh--e show...alot of "leaders" (Dept head and above) still around..looking for the next person to load up excess work.
while the engineers / people who do real work are leaving in loads
There’s no mid cycle increment. Unlike China, we still have too many people onboard. Yes, there’s already a lot of work with not enough bodies. However, based on the planners, the departures are baked in the plan and expected. You really need attrition to hit firmly in high double digits percentages before there’s any mid cycle action.
Otherwise it’s really another pay freeze for 2022 and potential AWS cut. Good luck all staying
Mid year increment? If there is then this company sucks at strategy planning can’t even commit to what they had announced or implemented.
@4rcpq+16zEvLP3 ---wow..great motivation..now EM employees whom we hired because they are of high calibre got to be contented with just having a job ....in EM...
Sounds like someone who have no skillset to leave EM and is trying to rationalise why he/she cant leave.
Be blessed that we still have a job. And with the 3 mths AWS no official announcement that it will be cut, that shld motivate us during these trying times. Just think of those who were laid off and got to be Grab riders/drivers just to provide food on the table for the family.
Pls stop complaining about the things that we dont have...Always be blessed about the things that we have...
Mid cycle increment?...you ask GC and see what she will say.
2022 salary freeze firm, AWS reduction on the cards.
Retain staff? SG attrition not that bad...still many remaining slogging hard and winning
Morale? What morale? If you want to feel good...you are working in the wrong company.
Please open your eyes and see reality.
Any chance of mid year salary adjustment (similar to China) to boost morale & retain employees?
Why is / how can NSI (be) a performance enhancement tool?
It is already happening in this year’s PA sessions where people who were assessed Excellent, Very Good and Good in 2020, are now dropped into NI / NSI - just to meet the 8% quota (for NSI).
That 8% (a void created from the 2020 PILs, 2021 country study severance and recent resignations) has to be filled, REGARDLESS.
So how would any supervisor correctly message someone who did well last year, and had continued to do exactly same (if not better) this year, only to have to tell him/her that he/she NEEDS SIGNIFICANT IMPROVEMENT now and will have to undergo PIP … or else ?
Not enough people
Leaving for GC to claim credits on the structural costs reductions. She’s really LCM - lousy country manager man. Morale low and has done nothing to address it except that stupid memo to tell us NSI is a performance enhancement tool. Then why the fu-k is DW not PIPed?
Yes. No increment for 2022 too.
you be living under a rock to miss how many folks are resigning weekly...if you choose to stay on...i hope your faith keeps you winning. Or maybe you are dept head level drawing $20k+
did I miss anything: pay freeze for 2022 is also confirmed ?
This is disappointing especially for younger folks who are supposly at salary creep years in first <10 years of career... missing out a couple of cycles means a lot ...
For now the 3 mths bonus is still around, but not sure for how long...GC still deciding if it should be removed.
2022 pay freeze confirmed though!
Used to intern at exxonmobil. Are they still giving 3months bonus good year/bad year?
Performance assessment is coming soon ladies and gentlemen. Ready to get yourself PIPed or PIP someone in your team! The hunger games are happening soon, and may the odds be in your favor.
Let’s also hope woods get PIPed on 27 May!