We are all engineers here… do the math. 13+% NI is required, and when <5 years with Company, NI = MLRP. With two strikes and you’re out policy, no one will stay past 1 PIP cycle. Therefore, 0.87^5th = your chances of making it to the 5 year mark as a new hire (49.84%). Get ready for years of continued downsizing and churn. IExtrapolate further and near 0% will make it to retirement. But don’t worry, they value you and there is no better time for a career at ExxonMobil (at least that’s what they say).
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See that new hire experienced next to you. They make more than you do.
True ture, but you YNs are soft AF, it's been the hunger games up in this bish at least since the early 2000s when I graduated. LOL
Fact. Listen to this, people. Nothing but fact!
Calculate your real raise by comparing what you make each year in a consistent year dollar. For example, calculate all of your prior year salaries in terms of the year you were hired. If hired in say 2020 then use the calculator below to say my salary today was equal to how much in 2020, etc.!you will find that even with a good ranking the raises over time are smaller than you thought. Also remember the best raises are when you are first hired and they are larger then you will see in the future. In addition if you do not have a CL increase then your raises slow and stop as well. And CL increases are slowing for everyone due to pushing down ultimate potential and pushing down the CL requirement for roles.
https://data.bls.gov/cgi-bin/cpicalc.pl
@fq 100% correct. And the chances you ever cash in on those promised RSUs are very very small.
Even if assessed well, plot your salary vs inflation and see that EM pays you less every year.
Complete disregard for keeping your salary up to date with inflation.
With downgrades in HR policies like moving to a pathetic health and dental insurance, and HotDesking during a surplus of office space, we can conclude that EM desires attrition to increase.
The annual PIP layoff is just a baseline moved up or down based on how many more EM wants to exit in addition to attrition.
Somewhere in HR there are managers given targets to increase attrition, and those HR Managers are dreaming up new ways to make employees miserable and motivate them to leave.
Or just copy my plan: joined XOM, padded resume for 5 years, jumped to a higher role elsewhere before getting the boot... worked out perfectly!
Hipos who really deserve to be hipos are much better off leaving and being rockstars where there is more upside potential. Private equity backed startups are the way to life changing wealth.
It all doesn’t matter, we need to hit United way goal for 2026, slackers!!! Don’t look up 🆙 👀
Even if you do manage to stay, there are fewer opportunities for progression and an increasingly toxic workplace
OP is spot on and this is why you see so many people leaving including voluntary resignations of people who have been and continue to be assessed well. People walking away from large numbers of RSUs that they now realize they will never see. Mid career people who realize they have little chance or making it to early retiree status at 55 and zero chance of making it to 60 or 65. Planners working for VPs resigning is unprecedented and is happening. Why would a planner leave? They have seen the company’s plans and realize there is no future here for anyone who is not in Bangalore.