Company Needs

Below is a list the company needs to take to survive long term as an independent. Yes, some overlap for editorial purposes.

1) The COST project was an inept joke. The company needs to start an examination of all company processes with a blank sheet of paper rather than selfish personal desires. Yes, this means the LRP, annual performance reviews, project authorizations, HSE reporting... EVERYTHING.

2) Ethics reporting needs to be truly independent. Current Ethics reporting is a joke.

3) the company needs a real independent project, A&D, and commercial post-audit process with true accountability. Liars and losers should be fired, not severed with a three year package. Yes, you know who you are.

4) current management has failed the company. All SGL 19+ should be ranked and the bottom 70% severed. Yes, ELT especially. Do it yourselves before Exxon does.

5) 95% of current expats should be sent home. If you can't train people to run your own country find someone who can.

6) Drop the hi-pot program. All this does is recognize and reward the best brown-nosers and promote them to positions of incompetence faster. Best example: the current ELT.

7) eliminate management levels starting with the regional presidents. Do y'all realize prices are low?

8) revamp the current performance management system. This currently rewards results rather than value creation.

9) hire a CFO with accounting experience. At best the current one is in over his head.

10) Eliminate executive visits to the BU's. Our masters in Houston have no idea how much time is wasted on these so we can impress. The hypocrites in Houston then put these in their VCIP's to get rewarded for their great communication. Message to executives: we are familiar with the Peter Principal, you demonstrate it every day.

11) Why do we have the same leaders in exploration who have already failed the company? Fire them all and start over.

12) exit deepwater Australia, Colombia, and Niobrara. We all know these will never go anywhere. Do it before we spend and lose another billion.

13) benchmark the company vs true Independents then take appropriate action EVERYWHERE.

14) read the annual employee survey or Eliminate it (maybe you already have).

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19 replies (most recent on top)

You are right and Bartlesville is also rotten to the core!

Corporate America is rotton to the core ... my advice, go do your own thing. Start a business, buy a business and build something sustainable for your family.

Right on. The employee survey: it exists to identify who to layoff when the time comes. Don't believe me? Ask anyone who worked for Phillips shortly before the Conoco merger. Let's just say your answers were not anonymous.

This company is a slow-sinking ship.

Yes, realtors in B'ville scrambling like crazy. Meetings were held on Wednesday for relocation options. Tulsa, Owasso, and other areas may be more viable. Throw all the BS flags you want to, more finance and accounting positions coming to B'Ville.

We'll have to throw the Bullsh-t flag on the relocation! Good try and besides who in their right mind would accept a transfer to that place?

What exactly would more than even 20 people do to keep busy in bartlesville? There's not been any real work there in 10 years.

Good news. Another 100-125 employees being relocated to Bartlesville. Another determining factor that Bartlesville is the right home for COP. Will be done before January 15. Good for the house market!!!!

Hire another manager, all mine did was bloviate and watch ESPN until oil prices dropped!

... clearly not, I wa let go for performance two years ago. Guess that was why it was the first intelligent analysis right?!!

Concerned Stockholder - The first intelligent analysis I have seen on this board. I hope you are in a management position.

Finally someone with brains ...well said ...forgot to say, close down Australia Business Unit West in Perth or at least, fire the ELT and first line managers...

Shut down Bartlesville!

Sad but true, "high potential" is a field in the human resources system. Cannot imagine how management conclude one person is high potential and one person is not high potential. The actual performance of the individual is never a factor in the career of an individual after the high potential status. A cast system, no less.

1) Keep the business unit processes and nuke the rest.

2) ConocoPhillips (ethics) culture is a takeover defence, who wants to integrate this culture?

3) External audits only. Stop the macho you are "kicked to the curb" attitude or reap the consequences when you want to hire again.

4) Exxon is not interested in COP.

5) No need for expats in an exclusive business unit only model.

6) Simples, reward performance - no need for hi-pots.

7) No need for regional VPs in a simple business unit model.

8) ConocoPhillips is not interested in value creation, let's just admitnit and sweat assets.

9) why remove the CFO now?

10) Just manage from the centre on financial perfomance.

11) Centralise exploration and remove the business units from the process.

12) Decide whether this company has a future or not ... then make the decision to divest these opportunities.

13) Quit screwing around with benchmarking and evaluate on financial performance of business untis only.

14) the employee survey exists only to see if tr level of employee screwing is optimal.

Yep sums COP perfect!

15) Close Bartlesville

very intelligent analysis

You are my hero....

Excellent post!

Thread regarding ConocoPhillips layoffs

Company Needs

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