Thread regarding ExxonMobil Corp. layoffs

Judged on High Impact except for LCS.

LCS is bleeding money with nothing to show for it, but full of Sponsored HiPo Cosen people that will be at top of list even though only produced some PowerPoint.

I completed 2 projects with over 200% return, making millions daily but get ranked below the PowerPoint jockeys that produced less than zero.

Impact is just a ruler to compare worker Bees. Sponsorship is still covering entire top 40% of each rank group.

@2lgd+1ian4cfG
You are full of it concerning the ranking, as it befits somebody who probably hugely profits from it (HiPo to manager).
EM’s forced ranking that guaranteed upper third places for the sponsored always suc_ked, but fundamental changes have been made in the last two years. In the past the sponsored would go into management, based simply on the fact that some high-ranking old fa_rt liked them. At least that left the regular workers able to prove themselves and be ranked in the middle third.
Now we’re ranked based on the “impact” of our work, in other words on how important the job you’ve been assigned is. You can be as good technically as as hard-working as possible, if you are not sponsored you don’t get a high impact job so you’re a non-entity without any long term career prospects, waiting for your job to be shipped to a low-cost country.
Ranking by impact is an aberration harmful to any company. In the past it was clearly specified that people are ranked by their work, not the work’s “impact”, because there are always less desirable jobs that still need to be done well. Our management has dementia and is hiding behind boilerplate lies like “we’ve always had ranking, it’s part of the deal”. You’ve changed the deal, you stin-king liars and cheats, posing as “leaders”.

I elected to leave because I was tired of dealing with my horrible manager in Baton Rouge. She constant lied to her reports and to her superiors. She had admins do work that she volunteered to do for the department heads. She threatened the poor admins with their job if they didn’t do the work. She is ruthless. I hear she’s still in management. Hopefully in a place she can’t ruin anymore.

50% of the comments were id--tic, irrelevant or uninformed. 2/3 of the remaining were trivialities. Only a couple of good comments. The woman just advertised her business.
Nothing to see here. Move on!

Ranking was always part of EM, we knew it and most of us grudgingly accepted it because of various other reasons. The reasons that we are at this state of bad morale today are different. It is the destruction of any trust and confidence in our management that started primarily in the second half of Rex Tillerson’s years, culminating with the fake meritocracy that brought us DW and the others, with the disastrous decisions of over hiring pre Covid and the insensitive treatment of employees during Covid. Of course the implementation of hard percentage of NSI contributed due to its idiocy but this is not the “ranking”. They would have done it even without “ranking” of the rest.

We all tolerated ranking before.

Forced Ranking influences nearly all interactions among employees. Not in a good way.

Just think “Root Cause”.

@hwu+1ian4cfG Exxon IS ALREADY a shell of its former self. I've been with the company 20 years and I can assure you this is nothing compared to what we used to be.

Can you believe some employees are trying to gain brownie points by justifying the ranking system in the linkedin comments on this post.

This is the kind of culture EM has created that you have to lie everywhere to move up in your career !!

Interesting post and 550+ likes, 64 comments and 10 shares on LinkedIn (in just 16 hours)

https://www.linkedin.com/feed/update/urn:li:activity:6963473187212849153/

ExxonMobil: I think it’s time to reevaluate the ranking system you use during annual performance reviews!

I’m having a record number of top-level talent come my way across drilling, completions, production, reservoir, and geoscience disciplines from ExxonMobil.

They don’t feel valued for their hard work because of the ranking system they’ve been forced to use each year.

Are they landing new jobs?

Yup - in a heartbeat.

And in new sectors like tech, too!

However, the fact remains that company culture is a HUGE part of retaining high performers.

If anyone from ExxonMobil’s HR department(s) sees this post, I’d love to hear the reasoning behind the performance review system.

For those of you who have left Exxon or are considering a move, is the ranking system a significant reason why you’re looking to jump?

@1lzz+1ian4cfG what's this about vacation accrual? I hadn't heard that yet. Or the move to WE3...

The most accurate answer to the LI post would be “They. Don’t. Care.”

But it’s not good form to badmouth your current or former employer… and even if the post got a million likes, it still wouldn’t change a thing.

Bet those Dallas elite do not adopt WE3.

WE3 for thee and not for me.

Also, the forced ranking system and manipulation of that system to falsely place sponsored id--ts at the top are the root causes of the culture that inspires departures.

Only cowards and the incompetent lunatics running the place haven’t found that post on LI and “liked” it. I urge everyone to “like” the post. If you don’t which are you, coward or incompetent lunatic?

Wait until the arrival of the Dallas reptiles and We3 next year. People will be falling over themselves to get out of here. Is it a coincidence that the year they change to We3 that vacation changes from Jan 1 full accrual to monthly by percentage?

Ranking $us too btw but it’s not the only reason…

We are all just HC10, or whatever the term is that represents high cost FTE

Here are four letters that are at the heart of why people are leaving:

TG & DW

It's about cutting heads. They don't care about keeping actual talent and technical skills. They thinks it's all trivial. Exxon is going to end up a shell of its former self due to such a brain drain. DW is in it to look good now because he will be gone when the repercussions are felt.

I really hope there’s a reform of annual review process where it’s not focusing at putting people into categories. I strongly feel for introverted talented individuals have huge disadvantage when coming to performance assessment cycle. But unfortunately the em culture only valued employees that are extrovert and present themselves nicely. Doing 120 percent above the expectation is not enough, needless to say you also need to develop others ??? Im very disappointed or maybe the new way of lay off is through PA cycle.