Becoming obvious that management enjoys getting rid of people WITHOUT saying it out. Meet the KPIs and keep their jobs. Still keen to work for them?
5508 replies (most recent on top)
Doesn’t change anything. Jo Teo didn’t do anything. The new minister won’t do anything too. Will you pi–––d off anybody who has put down 25 billion at your place? No right?
A lot of people in the plant are leaving, but it seems that the plant is still running well. Looks like we are truly over staffed to begin with after all.
Please, all your complaints doesn’t really matter, and no one really cares. Newspaper rather report on some trivial neighborhood dispute than what EM is doing, because for outsiders, they will be thinking some whiny babies crying on some tougher ranking system.
Stagnant pay and potentially AWS cut for you, and you can’t do anything because you can’t get a job outside anyway. So just be stuck here because you can’t find a better deal than EM. Our HR benchmarking is spot on – once again.
There are ppl say something up only to protect their own interests. Pretend they know the system well but not actual work. don't know how to do it by themselves. But they know the system only on the surface not actual intent. So the number game starts.. such a poor thing...te worker bees know how work can be done in smart way but managers kept busy ask if not means no need them at all..
Dear @3Vgas+16zEvLP3, I don’t believe GC does not know of this post. Let her come on to this post and declare that she did not know of this post when EM is “ki––––g” the Company and there is so many complaints. EM management is like the ostrich which stick its head into the ground – does not want to know the real issues and believe their actions are good for the long term. I hope GC is not another one that we cannot trust..........we have lost the trust in EM and to re–build this, takes a lot of effort and a very long time.
This board is only more active after 7 pm.
A sign that many of the complaining ones are the hard working as––s in the day, Got no time to read or post anything here.
However, no matter what, no incremental, AWS cut, for 2 years.
Good luck All.
Really dunno what is wrong what is happening WTF em is doing with us
We have work to do but fls/otl very busy forcing us to come up with quality and quantity lpo lpsa
Quality quantity our axs lah we have a job to do and complete lah not wasting time talking sh–t and coxk
Whats the worse thing can happen
I say the worse plant gone and people also gone nothing left anymore
Still can ask some more whats the worse thing can happen
Is em and their little napoleans stupid axshole du–b or what
Really getting from bad to worse this em site
Not suprised at all many already left and more otw soon
No motivation to work with current workload + hi management expectation... #burnout
Stop complaining on such boards. No one reads it and no one cares. spoke to GC about this and she doesn’t even know about this board. So I don’t know why will there be people posting stuff everyday. Focus on your job so that you don’t get PIPed.
Definitely no increment for 2022 too. It has been communicated to people with CL way higher than yours. So just wait for the memo in October.
SG management knows those who are capable of finding a new job would have already left...those who remain are either hopeful or have no alternative. SG attrition remains low, 2022 pay freeze is decided and management forecast those who are here today will continue to deliver and stay even without pay increase. That is the reality.
Any Tom, Di–k, Harry and mother’s son can apply for a job, but how many actually found one. Not many, so all stay here, because our pay is still competitive. Otherwise, how you explain the packed level 8 now.
No pay increase and we still around? You wait and see, many I know are actively applying for jobs... including myself as well. Good bye at least I still get my prorated BONUS!
No pay increases – but still many people around. We are still okay.
2 things have been confirmed among SG leadership
1) Pay freeze across the board will continue in 2022. Official Comm only in Sept/Oct ‘21.
2) Narrative to all employees on PA intent is for future career development, not solely for salary.
AWS cut yet to be confirmed.
It’s been confirmed at different forums that we won’t transition to a variable based bonus. It will just be a straight cut to AWS, if it happens. That’s because there’s a view that we like to provide stability to the payouts – dividends, pay, AWS, and we won’t want to create volatility in payout through a variable bonus.
Eliminate the surplus AWS, replace with performance based ones, star performer will get more than before and vice versa. Now we are talking! Let's do it.. fight it out.
I believe the attrition rate has not fully reflected recent events. We are only starting to see the beginning of an exponential curve.
Should have cut aws at the onset of covid and declining oil price ma. Now vaccine out liao, economy recovering, still think about cutting aws? Classic example of how slow EM moves with time.
Salary freeze across the board will continue for SG in 2022 as attrition continues to be managable and results are still delivered.
The outstanding item yet to be decided is on AWS removal as removing it constitutes a direct 20% pay cut, SG management is concerned that will spike attrition.
Young ones leaving not a concern, because can offset their fat pay cheques, enjoy michelin meals at our expense. Hundreds or thousands must be cursing them daily, suay vibes being absorbed them.
An informal survey amongst all our friends has informed me that pay freeze for another year won’t impact the attrition numbers – but will improve the EMAPPL’s competitiveness, so we should do it.
Those less than 5yrs is easier to change the runway. Being Young is a huge capital in fact. But those longer service here in decade likely stuck include many managers, many SLSs...
Blind or what, so many young ah boys/ah girls leaving or left. Is the committee's definition of "young" including themselves? accidentally included uncle and aunties?
Doesn’t matter. HBF, there’s not a lot of changes. Young people still around, still motivated, working hard to be at outstanding levels. No reason for increments when we survey the industry, no one is doing increases. We are competitive. That’s what SCC is told. Now compete to win. Even GC said we need to be lower costs to be competitive– go and read your LCM message.
Alright – enough chat, now get back to work. Shareholders need to be paid dividends.
Young pple can't wait to get out with salary freeze. Did they look at attrition rate by CL or age?
Shout
We are ExxonMobil
We are ExxonMobil
We are ExxonMobil
Okay – problem solved
Yes, salary freezes are more or less confirmed for 2022 too. Industry leading management don’t pay for themselves you know. What’s the king/queen going to eat when the peasants take some of the food.
SG workforce continues working hard,delivering results aligned with management expectations and attrition remains low.... with that strong reason to continue salary freeze in 2022.
@3Seik+16zEvLP3 Don’t fear monger here. Everything is going on fine. Step into HBF 8th floor and the office is still pretty full and bustling with activity. Went to the 5th and I don’t even see any space where I can sit. Shows you why 8% PIP is manageable. Obviously, there’s the reason why there’s no increment next year too. No one wants to leave and the company only wants the creme de la creme.
At least star awards don’t pretend that it’s a fair and transpsrent process, and make the audience go through training on how the process helps them.
Periodic meetings for jokers and actors, no difference from stars awards.
I firmly believe that We Are ExxonMobil, together with this new performance assessment process, that will propel $XOM stock to $100 again
XOM at $100? Either you're completely delusional or don't know basic finance.
To borrow the titanic analogy, the cost cutting is like dumping furniture overboard while there is a large, gaping h..e in the hull.
Quite a number of people tendered last week, and even more today. Looks like a good time to throw mine too
Its a great wonderful thing you have already left em soonest so what even by PIP
You've already seen witnessed know what exxonmobil is all about throughout the last long 35yrs
Wish you all the best for the next phase my friend
Believe me many are waiting just like you my friend
In this company, no one can do things alone. So for those people stabbing others be sure you use your right and intelligence to fight back. Get the right opportunity or hunt for such opportunities as nobody make no mistake. Then raise NLI/ LI use the tools in your favor wisely. But again if you have better way out to f......k off do it asap while you are young and have the human capital, still learning fast, not wait till you at 40s 50s it's too late.. of course that require challenge yourself, remember improvements need change, no change no improvement. Sound familiar to you...
Apr SCC meeting
1) SG EM attrition rate remains manageable.
2) SG EM compensation remains competitive from market survey and is attractive in retaining and attracting talent for a world class workforce.
3) SG HR recommends to continue salary freeze across board for 2022. Only to communicate during Sept/Oct '21 salary planning cycle.
Thank you m friend, @3Skuj+16zEvLP3 for your sympathy. I am sure our paths (and many of you in Singapore) had crossed in my 35+ years with EM.
You guys, take care of yourselves and stay safe.
LCM already tell you - PIP is a performance enhancement tool. So it must be true k.