Chevron is beginning to resemble Boeing during its most turbulent years. Leadership has implemented aggressive cost-cutting measures, resulting in significant layoffs and extensive outsourcing—decisions that have compromised both operational stability and long-term innovation. The normalization of constant disruption has led to safety concerns that were previously unheard of, and the workforce is visibly strained, both mentally and emotionally.
Despite this, executive compensation continues to rise, and shareholder returns remain disproportionately high. There appears to be a disconnect between leadership and the realities on the ground. The lessons from Boeing’s missteps—particularly the consequences of extreme cost-cutting—seem to have gone unheeded.
Rather than acknowledging their role in the current state of affairs, leadership is likely to deflect responsibility onto employees. The decisions made by Mike and Mark have had a profound impact on Chevron, and accountability is essential. At a minimum, their compensation should be redirected to support the remaining workforce. Ideally, their resignation would mark the end of what many now refer to as the “Chevron Dark Ages.”