Thread regarding ExxonMobil Corp. layoffs

All have left the Annandale site, only the zombies are left…..

MBAs aren't what they're cracked up to be. They're only good at doing the kind of bullsh-t numbers games without context like DW has done...with his MBA...in order to favor the immediate share price rather than the good of the company. So, that's actually a win.

Like below, I'll be going soon on early retirement, company is passive aggressive in wanting to get me to leave.

They pushed me right out the door to early retirement and I love it.

Remember this is the company that hires top MBAs, only to have them doing accounting b-tch work for their first few years. Keep pushing that square peg into the round ho-e.

Just be careful of bias when labeling Advisors, Supervisors, Team Leads, Technology Integrators as talentless. These roles were created by management. Some have little control over their own career and assignments. They are shuffled around to new roles every year or so. There is no mastery. Nevertheless they are told they are awesome or they fake it just to get by.

It’s the stupidity of this system where people are willing to relinquish their careers into the hands of a few.

How funny that @1mdj+1kLYa0J1 thinks we are all one woman. 🤣 Could be we are a whopping 50% of the population.

@1jzb+1kLYa0J1

Until recently, EM does not recruit from outside for Senior Exec positions.
The normal practice is that Outsiders are recruited as hired hands and then they get rid of you. One of the Managers made it clear to me and a small group of new external hires not to expect too much. These roles are reserved for EM lifers.

V Syrup is a prime example of this

EM culture favors ultra compliant risk avoiders and filters out/sidelines creative individuals before they reach management level.

Maybe this is one reason EM has resorted to recruiting outsiders for Senior Executive positions.

Yeah, but she’s not wrong here

Looks like she’s back

In addition to all the other unconscious biases, there is also a ‘tenure’ mentality in some parts of this company, especially with older middle managers. They will downplay and obscure contributions of people viewed as too young or people who have not ‘checked all the boxes’ in a historic career-path sense.

This really holds back people without sponsors or without visibility 1-2 management levels above. I see this impact mid-career folks the most, in mixed-age work groups. It is also an add-on to the female bias, as women seem to be perceived ‘younger’ than men of the same age (or maybe the correct word is more naive then men of the same age.)

There is no need of integrators, advisors, supervisors etc. just manager and individual contributors are enough.

I agree with OP. However, I also think there is a bunch of very young employees who, quite unrealistically, think they should immediately be VPs. Frankly, quite shocked by some of the overconfidence I see, without these young employees having the supporting skill sets or achievements.

Yes, make room for the good ones to rise….and raise more quickly. Just be careful of the young up-and-comer who tells you how great they are. Greatness is proven through character and results. The boastful person rarely has either. At the very least, there needs to be a little time-testing to make sure you really know that the employee is more than hot-air and showmanship.

I have seen some of the worst employees hanging out as Advisors, Supervisors, Team Leads, Technology Integrators etc sort of BS roles. These are the people who ensure that no talent will be left in the corporation. Disgusting

Too bad, at this point I’d argue a whole generation of good employees, if not two, have already been lost/demotivated.