I was with BH for over 15 years. I started out young, fresh out of college and over the years I put everything on the back burner, gave my blood, sweat and tears to a company that saw me as just a number on a sheet. They got rid of me without a second thought. Do I regret working for the company? NO. It gave me the experience I needed to land a better position. The only thing is I will never put so much dedication into any company again. This time around - I’m looking out for my best interest.
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Need more people like you.
3
If you want to keep your job, you need to put in 200% now especially if your competitor is a younger person. If you get hired again somewhere else, you'll need to work harder and smarter to prove your worth otherwise someone else can replace you easily in the covid-19 market.
The 700 million of savings in 2020 are on track for BKR and achieving that by focusing on core operations moving increasingly to lower cost higher margin operations and value chains. Expect the long running trend of employment migrations closer to customers and migration of back office, engineering, and corp staff and leadership to lower cost countries to accelerate even more in the coming age of AI and automation. (Check open jobs and locations on the BKR career site for example).
Long term high performing vet here myself in a high cost USA country RIF’d (although exit package was more generous than i expected thanks to covid!). Allowed me to ramp up my sports training business over the summer I had on the side and damn near replaced 60 percent of my prior income with much less employment uncertainty.
Thats the history of usa unfortunately with the mega long term trend away from high paying manufacturing and white collar jobs towards lower paying service sector and Financial ones with much less middle management or sr career roles in continuously flatter orgs.
I did get a new offer post the uptick with a new company but moving and buying a new house will cost me 300k to 500k in net worth moving to higher cost area and the pay really wasn’t that much better to even come close to compensating (oh of course no relocation benefits also as its a sr role but not the highest tier c-level).
So I took the new job anyway telling them I’m moving after covid and then will just never do that and will work remote and collect a good paycheck along with doing a good job remotely for a year or two until this new company lays off higher priced workers again or the leadership changes direction after a qtr or two.
BTW I’m against operating this way which feel is a bit cynical to me and not how I like to operate, which is with my USA values to certainly put the company first which is how I was brought up, but like you said the companies have trained me well over the years to no longer do that and to put myself first by now that the old social contracts no longer apply in the age of at will no contract employment.
The millennial generation is way ahead of us on this front. A company doesn’t mean c-ap to them and the ones I’ve worked with show zero loyalty, don’t ever put too much of themselves into any one job, are very demanding of their companies and leadership without earning it first or giving much in return, and worst of all unceremoniously drop companies and managers left and right without any warning or care of consequence to the company in order to move on to their next personal initiative.
I had one millennial leave for a new job and give zero notice same day on one of the most critical jobs in my group and she still got a positive reference from some other leaders, Damn!
I used to hate how millennials operated like this but now I’m trying to learn from them to be more like them. To be more millenial with my work ethic and my own interests considering there aren’t any formal employment contracts in the USA any longer, at will employment law in many states, and now zero social contract as well. Combine that with automation, AI and fewer sr roles for mid career growth ... I’m now a new converted millennial!
I just hope companies can manage through the millennial conversion and that safety and customers are not impacted. I’ve seen loyalty from people pull companies through hard periods so many times, but I’m willing to learn how the companies can operate better in and environment of no loyalty with a future workforce loyal only to themselves.
In fact I think Im going to google to find a millennial coach to hire to help me learn how to be less loyal, work less, and demand more of my company and leadership while I maximize my own career return. At a macro level a workforce like this could lead to more automation, higher margin operation, e.g. part time worker in USA at lower cost with job sharing with the Phillipines ... all kinds of new models. Even new social models of being like Co-family habitation and communal unmarried spousal arrangements to lower the costs of having and raising chiIdren and lower the costs of the concept of family while maximizing diversity in personal experiences. There is an exclusive show in the peacock network called way forward or something like this which gives a glimpse of a distopian utopia potential future like this that is very thought provoking.
We are definitely living in exciting times of change where new models of being and existing will take hold and large global companies like BKR are leading the way to our new future a d new values. Time for me to upskill and hire a millennial coach to walk me through my transition to be a millenial as I know leaving old well inculcated values behind is a very challenging thing to do and feels very unsettling and uncomfortable. It is now time to get out of the comfort zone and grow to a better future and much better values championed by our leading global companies like BKR and our future societal leadership generation!
I was a high performer, but my manager was threaten by my performance. He criticized me the most when I achieved my goals! That tells you something about the state of the company.
Toxic managers are thriving in Baker Hughes because the company is in dire straights. HR should fix this.
You’ve said it well. Notice the dislikes on the comment and that pretty much sums it up.
Managers that are weak can’t stand to have a direct report that threatens them. They will chop you’re head off so they can continue with their game. They live in their own world and forget that they should be leading in the best interest of the company as a whole.
Tru Dat buddy; it was not baker or ge's fault you were cut. It was your manger (Christmas humor) or his H1B visa holding boss with a sketchy degree bought from a college in a 3rd world $hithole country, that got rid off you! It's too risky to have someone like you that is both smarter and more knowledgeable than the boss working under him or her.
So, by getting rid of YOU there is no one there to question the BS that's shown on their pretty PP slides about saving millions to the senior leadership that is afraid to ask the right questions because they themselves are either gullible or don't understand all the razzle dazzle on the slides and don't want to appear too stupid in front of their peers or leadership! Now you know the real reason why the "savings" claimed on PP slides never even remotely match the actual figures on the financial statements.......yet the game goes on!!
Your manager got rid of you, not Baker Hughes.
I’m a Technical Manager and luckily your decreased effort is still 150% compared to rookies and the “you owe me just to sit in your chair do nuthin millennials”. Hired a couple of long timers and my department is now meeting every metric! We will certainly hire more people from this pool of experience!