Any movement in Houston?
14 replies (most recent on top)
100967 - in all seriousness though, was that the rel layoff demographic. I fit exactly into the demographic you listed, with the exception of being in my late 30's (sue me…..). I went to an organized breakfast for those released in Canada and was shocked to see who had been let go - all I would consider good employees/fairly high performers, not exactly the 'fat' as somebody so eloquently stated earlier
Sorry for being long winded but serious question - has anybody received any kind of feedback, whether from a former work colleague or otherwise, that shines a light on what the rationale was here?
You must be talking about me.
More than 89% were in their 40's and 50's, had solid 1, 2 or 3 Performance Ratings for the past 5 years and were making more than $180K base salary.
Does anyone know the percentage of layoffs? What demographics groups are mostly affected?
I appreciate those with experience responding to someone who is only "smug." While reading this thread, it reminded me of what I witnessed a year or so ago at a "time management" class. One of the questions the instructor posed to the group was. . . ."What do you find makes it difficult for you to do your work, concentrate, meet deadlines, etc.?"
As we went around the room to state our answers out loud, I was expecting to hear some of the following answers . . . . "There are oo many meetings, email, metrics, daily reports, etc."
Instead, countless young employees responded with the following answers . . . "Facebook & IM's distract with an occasional nod to some other social networks."
NEVER would I have expected those answers, and I used to teach time management.
I don't know what is happening here, but I've also witnessed young employees watching TV, sports, U-tube, and even movies with their headsets on while working. I have liked to use headsets myself to listen to light background noise to drown out the visiting, but this is too much.
I'm not trying to beat down all of the younger employees, but I hope you remember this moment in COP history. Your turn will come. We were all young once and replaced those on their way out the door when THEY selected early retirement in the mid '80's. Thank GOD, the staff reduction was not mandatory, and there were plenty of wise, experienced mentors left to advise and guide us. This company is no longer one of collaboration. Time is getting ready to be pretty tough for you, because no one can buy, beg, borrow, or steal experience. All loyalty is gone, so have fun!
I am betting that 98989 is one of the many youngish engineers who were promoted quickly to SGL15 as part of the misuse of the promotion guidelines to enhance retention. Now we have a plethora SGL15 engineers, geos and land staff who are not qualified but act like they are the next CEO. We should have done level and pay reductions to get the prima donnasto a level where they can perform and gotten rid of the old guard managers who have no leadership abilities or vision. Citing Drucker or CPMS will only get you so far without understanding of what you are talking about!
In our group, they got rid of the one manager who was actually doing work and brought in a bunch of stuttering fools who are part of the senior manager's clique. Even sadder, though, is the fact that they are taking credit for work that is not theirs. Integrity was also cut from the SPIRIT values to save money.
We also now have a bunch of barking spider supervisors (educated fools) who are all about blame and reporting upward. Meeting facilitation and daily BS reports are more important than understanding, experience, motivation and leadership. i hope the severed leaders remember us when they need people at their new companies!
COP definitely removed limbs and organs with very little fat! The weak senior management that came up with the $1BN savings goal and 15% staffing without any basis or plan allowed their weak managers to purge based upon money and threats. If you are quiet and spend your time planning and IMing about social events, you are the mindless implementer that they need. The SPIRIT "values" are a fantasy, for there is very little true leadership or vision left at COP. It is more like a government agency than an oil company...a blunt tool.
Well said 99127 & 99136.
Well said 99127 & 99136.
And Eagle Ford, Baaken and Niobrara were executed and managed by Production Operations. Oil Sands, AP LNG, Freeport LNG, Magnolia, Piceance, Angola, GOM, Alaska LNG, Chukchi Sea, Peru, Nigeria, Colombia, etc are managed by Major Capital Projects...and all are underperforming, sold or failed.
Fat...? 98989 is a shining example of the new normal at COP. Under-whelming narcissists who believe that networking (I.e., a$$kissing) is more important than learning, and that MBAs and certifications are better than field experience. The reason why several of us will retire, and why COP is doomed. The dry holes and underperforming major capital projects are all that this company is now capable of. Have fun moron, your day will come when your chosen host is laid off or retires. And remember, Without Eagle Ford there is no COP!
No there are no May layoffs, we already got rid of the fat in April.
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