All attrition is good. Haven’t reached the planned losses yet. There’s still fat in the system. More need to quit. DW wants another $3 billion structural savings, so your resignations will contribute to his RSUs. Thank you very much.
5508 replies (most recent on top)
Another attrition at f&l, atb bro/sis
The irony is that the continued delivery of the work goals under resource constraints is going to result in either pay freeze or AWS cut, because it’s been proven that we can do more with less. Think about that.
It’s also weird that a Thai is deciding the future of Singapore payroll and in charge of benchmarking? Naturally, the person is predisposed to be biased and the starting position is to do away with the AWS. Why did the Singapore Leadership allow this to happen?
Please look at China - we end up having to introduce increment mid of the year, because the supposed benchmarking is done crappily. And we still don’t see any heads rolling. Probably because HR manager sitting comfortably in Australia and letting the poor local HR managers take the heat and the fall.
Keep talking searching job outside, people leaving. But still see so many people in office, cars at carparks. Rotiprata, talk no action.
Lol all the people that got impacted still looking for job. You think so easy, quit and find something lor. No one will miss you
did my reply to iheardarumor get deleted?
"anyone can confirm this? heard that a sg lawyer got accused of touching younger office guys but his boss likes him a lot so she sent him on overseas assignment to protect him!!!"
anyway i said that this is not new last time under a much older LCM he had a favorite too that got away with touching guys took many years and many complaints to get rid of him so unless you want to be advised by perverts you'd better ask hr to work harder to get rid of such cancers
Need to be factual.. Have a look around the O&G industry. Which oil major is getting pay raise for 2021/2022? Shell, etc have already declared no pay raise & bonus globally. (see forbes article in Feb) It's a lot more disastrous in aerospace/tourism industry.
Salary in EM is already considered higher than what you can get outside. Can go salary.sg and test it against Singapore salary data to see where you stand..
Btw, labor unions, EM HQ and senior management are well aware of this thread. :p
Everything is history, everyone for themselves now. Enhance your career, and remember your ambition can only be fulfilled outside. Those remaining in the dark will envy you next time.
Hope a small handful of SG management get to enjoy NSI by Houston. It is a gift!
Save your tears, mend your broken heart and look for a new job.
Others have already said GC is not GSK, and obviously won’t be taking care of you nor Singaporeans. Too occupied taking care of DW and how he feels- and I don’t blame her. Who’s paying her and rating her. Not you but DW.
So while I empathize your sense of loss, but it’s not worth it. Save and exert all your energies into your job search and improve your career my friend. Wishing you all the very best,
Everything about EM has fallen flat on its face.
It’s corporate business objectives, nor its mission statement to lead industry, nor how it had intended to hire the best, develop, grow its people.
I don’t feel that I belong here anymore.
It’s just that tragic sense of having lost much of what I had put in.
I don't feel compatible with this company's (negative) culture. With current low motivation, work overload, high expectation, not worth it to stay here even if I survive this PA cycle
The company succeed in breaking everyone’s spirit. At least in Singapore. Don’t see any more postings here other than the SCC fiasco. Guess everyone subscribes to hunger games now.
The KPI for SG senior management right now is how many workers we can get rid of without having to pay any sort of package. Even NSI-PIP consumes cash due to PIL option. However, if we make it so undesirable - pay freeze 2 years, AWS cut, cease all awards, have a cut throat PA system, people will leave on their own and there’s more cash in the bank to pay dividends. #truth
If everyone I speak to is actively applying for a job outside, who exactly is working on their day job?
Guess PADP doesn’t differentiates performance, it differentiates the quality of your sponsorship and the quality of your story telling.
Good riddance to that lead engineer.. really useless...
Looks like no much development for engineers nowadays all we have is a big HOOK only, but old rotiprata don’t leave young one no chance to move up . Heard technical got some engineers left but still not enough, then NSI come to play.
Possible reason they said SG attrition is still manageable: we haven't hit the headcount reduction target.
I know for a fact that technical headcount is still above target. So SGCX study is still not enough. Of course everyone knows next round is the min 8% – max 10% NSI.
It's PADP season, do your best writeup, may the odd be in your favor.
We welcome the SCC leak! Why must discussions relating to our future be kept to a select few? Anyway nothing new or incriminating in the leak. Must be shocking to see unhappiness and rebellion spreading across all levels, even those selected for your precious SCC meeting. Inquest?! Pfffttt
But Operations Mechanicals Machineries Analysers Instruments Electricals the Frontliners all the hands on ones who got their hands dirty and facing the real risks dangers in the plant everyday everynite merciless got the chopped most.
In fact we should retain we need more of these kinda hands on people on site rather the ones sitting comfortably luxuriously in office having meetings most of the times and only comes out to trouble us with lpo lpsa ocvm and all the nonsense no value useless rubbish bullshxt shxt.
Not worth to be Frontliners die cxck standing.
End of the day these people will get the credits for good leadership
Leadership our axs.
We Frontliners gets all the PIP NLI LI dunno what else shxt.
@3Zicx+16zEvLP3 Controllers’ is even worse. Go and look at the AP org chart and you would have thought there’s no talent development for Singaporeans at all.
Count how many T2 expats in Singapore first. It’s amazing we have more than when GCG was the site manager. It was a KPI then. Is this even a KPI nowadays?
@3Znor+16zEvLP3 Please scroll down and read thread. It won’t be posted on Intranet.
They really need to screen who’s attending these SCC meetings. Or at least hold an inquest as to which of the attendees are leaking the news out.
What SCC leaks? Please share more
Hopefully, Singapore employees are going to vote white on their proxy forms. Just like how they typically vote in the General Elections.
Wow, even SCC have leaks. Might as post the meeting mins on intranet, so we don’t have to rely on layoff.com?
Heard there’s too many tier 2s not leaving, so not a lot of opportunities for the younger ones too. Will be surprised if anyone below 10 years in the company is not looking for the job– with GC very eager to freeze pay and cut AWS to pay tribute to her masters in Dallas
If brown nosing is such a critical skill, why isn’t this part of our SDA? At least someone should create a CBT on how to bury our noses deep in my bosses and senior management’s as––s? Certainly more useful than the PA CBT.
Can someone get GSK back? Oh wait, he pi–––d off DW, so guess there’s no way back for him.
Then can we at least have a LCM who cares for the people, reflect the situation on the ground and demonstrate some courage of conviction to push back whenever the demands from Dallas gets too ridiculous, or are we asking for too much?
Another thing is clear too– F&L keep producing sh–––y leaders. DW in Dallas, NS, IC in Houston, GC, MB in Singapore. What’s wrong with these people that comes from F&L and what kind of leadership training they got?
Good luck in people searching for new jobs. Need to show the company that we have market value outside. Else they will continue to treat us like trash man – at some point, GC will tell us be glad you have a job, and the privilege to be working for a giant in O&G.
One thing is clear – GC is no leader like GSK for sure.
worst is when some mgt sweeping their mistakes under the carpet, times after times and not getting penalized, yet still drawing big cheques.
It is all about showing Houston what Sg can do to help. Everyone working for these local puppets. Pay confirm to freeze, hurting the lower income, demoralises the mid income, ironically motivates the highest income. Unfair!
EM salary is not the most competitive please. With continued pay freeze, you're getting overtaken by peers in smaller mid cap companies.
If you think of moving after vesting so many years here, you're not gonna get a matching salary offer because no company will pay that much to a jack of all trades. The system was set up to make it difficult for you to walk away. Many of you peg your self–worth to your salary, right?
So what to do? Come here kpkb lor. Play dirty. Join WIN. Work like dog. Take it like you're paying your master back for all the treats he gave you during the good ol' days. Woof!
They are also floating the idea of a 2023 salary freeze should attrition and performance standards continues at current level , to show Dallas that SG workforce is resilient and passionate.
—– twisting the truth to please DW
SG management rationale is since the workforce delivered positive earnings with pay freeze.....there is no reason the raise the salaries. Only when attrition spike above certain threshold or morale of workforce affects business results will the SG management decide to raise salaries.
Sounds like GC is no different from the expats, totally indifferent to the suffering of the employees and more eager to brown nose her white masters.
Positive earnings so why need to freeze increment?
Combined site leadership meeting. – GC and SG leadership maintains the view that SG attrition is manageable meaning SG workforce is contented with current compensation and is still delivering excellent results. Positive 1Q refinery and Chem earnings from SG sites. Therefore 2022 salary freeze is justified while AWS cut is still undecided.
They are also floating the idea of a 2023 salary freeze should attrition and performance standards continues at current level , to show Dallas that SG workforce is resilient and passionate.
On upcoming PA, the SG leadership message to the broader group is " PA is not solely for salary, but for long term career development. People who choose to stay is not solely for salary, but truly believe in EM"
4 left this week but attrition is still manageable. At least now there’s office space for us remainers to work and try to impress the boss before the PA system. One of them is still rated outstanding – guess that slot has freed up for me..