Seems like attrition is still fairly high; must be lower than last year but every day seems like LinkedIN is going crazy with cube pictures. No changes in stance; performance assessment NI beatings continues until morale improves
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The exodus in EMIT where nothing is documented is going to have lasting repercussions.
So many people "want to spend more time with family"
I’ve heard it’s running around 15% YTD here in Houston.
Attrition at XOM is huge right now. The wave of retirements has already started. Resignations continue (just look at LinkedIn). And, on top of all this, DW has given the order that 5% of the remaining employees must be NSIed even though they are top performers. Yes, you read it right, top performers. All the low or average performers are already gone. The folks that remain are the ones that were ranked very good, excellent or outstanding last year or the year before. So, how do you choose who to NSI from two or more people that you know are excellent? And, if the supervisors don't do it, HR has been ordered to do it for them. So, good luck. And, to make matters worse, 13% have to be NIed this year. Good luck to y'all. I am handing in my resignation in July. I am out.
And I heard that HR are not really too happy with the new experienced hires coming onboard who aren’t meeting the standard and getting paid more. This will just motivate more of our folks to leave…
The performance assessment process this year is brutal. Strong performers are going to be getting the NI response just with the forced ranking. EM wants this or wouldn’t have said such a high percentage for NI + NSI. TG is probably laughing as she spends her RSUs.
@1nxw+1gWakf13 you are totally correct that no company of XOM's scale will be hurt by any single person leaving. no one is irreplaceable. but when you cut the ENTIRE WORKFORCE >25% in 2 years that is a much different animal. that will have repercussions for the company for decades to come.
Good question for a quarterly forum. They obviously don't want anyone to know because it is evident that it is high. Also, it is true that we are losing a lot of knowledge with experience, but that is and always will be a constant. These people are not being replaced with unqualified people. They may not possess the history and knowledge of the ones that have left, but if they use the proper resources, they will get up to speed much faster than their predecessors. This is true for all companies. ExxonMobil is not alone in this struggle. I always find it amusing that these people who leave go out with the attitude of "the company is going to be hurting without me" or "they'll be calling me because I'm the only one that knows...." The truth is the company has been around for much longer than they have and they will continue to find a way to keep going without them. No one is unexpendable.
Agree with @hqb+1gWakf13
Already seeing the effects of unqualified people replacing those who are highly trained.
Not high enough. Keep resigning.
PIPing 5% will motivate many more to leave.
The departures are on such a large scale that if there is a big safety event, attrition likely to be a root cause. Management not addressing the attrition problem then becomes negligence.
Attrition far worse than last year when retirement increase included.
Last year the average service of a leaving employee was near 5 years.
This year average is closer to 20 years of service.
EM is losing irreplaceable knowledge. Already seeing the effects of ignorant people replacing workers that had 30 years of knowledge and 30 year established network to achieve the tasks that are impossible this week in their absence.
The replacements for the retirees already showing their weaknesses.
Seems EM will soon realize that the company cannot rely on a written procedure executed by a new hire or contractor, the knowledge of long term employees is key to success.