Everyone now will need to look at the PA system from a bigger and higher perspective, going forward.
As long as the inconvenient-but-necessary 8% NSI-PIP is there, it will work against the most of us from VG (PA mid-point) and below.
Only the Outstanding and perhaps, some Excellent individuals’ careers will be “developed”, given higher potentials, etc.
The question that I’d like to ask all those who have elected to stay on in EM - by choice, or otherwise:
Would you have joined a company (like the EM now), either upon graduation or from a job switch, if you were told that every year the bottom 8% will be PIP’d and risk being asked to go ….. regardless of the number of years of service that you have had.
That is, it’s not only restricted to those who are under the ubiquitous probation period upon joining.
Which means that for the rest of your working life in EM, you will continue to risk your job being severed - insofar as you fall in the bottom 8% heap, each year and every year.
That alone is daunting enough for me to question my continued employ in this company.
My family’s future destiny could be jeopardised if I were to lose my job ….. and it’s impact would be felt much greater with age. I cannot imagine myself losing my job when I am 40-plus, or even worse, when I am 50-plus!
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@5Lwqn+16zEvLP3
I’m afraid not - cos the older and very experienced ones that you and many other past EM expats had worked and interfaced with in SG have all gone, or (forced retired). Managers, supervisors and engineers alike - all good ones, tops in our industry.
Many now in SGCX Manufacturing are very green behind the ears, young upstarts that don’t even know what they are talking about!
Not to mention their (in)ability to lead!
That’s the sad state that we are in now
the attrition is still low which has given management confidence to implement high NSI % next year. Mark my words - you heard it here first. Next year’s NSI will be at least 5% and above! Welcome to Singapore, where workers can have no perks, no dignity and will still continue to work for minimal increments and minimal progression for years! We are Exxonmobil!
Colleagues in Singapore. Hang in there. Hope whatever you decide things turn out well for you. Everyone I know who has worked in Singapore enjoyed working there and speak highly of the local workforce. Hopefully the good times return again.
@5Kzdd+16zEvLP3 What is the point of asking anything? ROFL.
I wonder what’s the deal like for those unfortunate 8% that kenna PIP this year?
Is PIL now an option?
With continuing and escalating attrition, I think the company will be holding back on the PIL option, for now. It won’t be to their advantage - them sly HR weasels ought to know this!
If you know that you’re gonna leave anyway, at some point in time, you might as well take the PIL’s 3-month salary in-lieu, plus the pro-rata AWS, plus encashed leave balance.
That ought to work up to quite a tidy sum eh?
Contented and well paid? My a$$!!
On top of the over-burdening workload with increasing attrition - PM, troubleshooting, RAs, MOCs, BT work selection, etc as baseload, we spend even more time after office hours catching up targets set on LPOs, OCVMs, WebCat modules and many other NVA work.
I can / now get equivalent or better pay outside, doing more satisfying and valuable work that also gives me a better work-life balance.
By 30-something, pro-creation is also now becoming more critical as a life plan. Working in EM is just too stressful and really not worth it, especially when the punitive PA system makes it more of a career nightmare!
Everyone is contented and well paid!
We are ExxonMobil! Hurray!!!
Wah! today Ref Technical comm session is very quiet leh - nobody ask questions one, except for the “anonymous” questions posted in slido.
Everybody must be very contented issit (other than those who already left the company)?
Always remember this (looking back at previous ranking system):
“Very Good” is 3rd Quintile (only).
Last time, where got get a pat in the back and encouragement for being in 3rd quintile? You were deemed mediocre!
Nowsaday, if you get “Very Good” in PA, you will be congratulated for having done well!
Mere words and “positioning” ….. comprehende?
I want my midyear adjustment but my PA is average. Any hope ?
Who will get midterm adjustment? Based on current year's PA feedback session or last year feedback?
What is the increment amount from CL25 to CL26? Is CL26 onwards then considered Manager level?
i think i know who you are, thanks for the encouragement. All the best, will be seeing you around i hope.
Good on ya!
Outstanding With Distinction
Yay I got my midterm adjustment!
Singapore is for everyone! So everyone just come and take what they want and in the end, who’s the worst off? Singaporeans. The rest are happily developed. We just don’t have enough local advocates, and we end up just ki----g our selves. Sinkie pawn sinkie. Add a cr---y toxic environment, I can’t see a way back for EMAPPL right now.
As you can see, the very toxic environment (Singapore against KLTC, Houston against India) by Fnco+16zEvLP3 comments. Due to the way Management is handling this, it generates “unfriendly” competition between colleagues working at different locations due to their “survival”. Is this what the Management want? This is surely the slippery road to a Failed Company, when employees are bickering among themselves. Do you think in the current atmosphere, you will help your colleague perform better than you and put your job at risk? Do you think EM can attract talent to join the Company?
The Management got to put a STOP to this before it become permanently engrained into the culture…..
So glad to see SG being cut and KLTC booming. These "DTLs" or Singaporeans sent here will soon be replaced hehe.
Managers are extra careful or even fearful of OWD, any wrong move affects their reputation in the eyes of the management. Managers will tell OWDs, their potential CLs looking at the longer term future, reducing their flight risk. If we didn't hear from them, means we are the dispensable level. Entry into the OWD, is not about our performance, unspoken criterias were set when we joined.
The very friendly and cooperative working environment in EM, where the experienced ones mentored the new/younger employees will be gone very soon. What EM has done was making the working environment very toxic and detrimental to personal improvement. Employees will become very selfish in terms of helping each other and sharing knowledge/experience for fear that they may fall behind in ranking to the colleagues they helped and into the bottom 10% and then PIP? It’s everyone for themselves then and if there are opportunities to “steal” ones credit, they will do it. There are other negative impacts to this new culture.
Hope the Management recognises this and correct it before it becoming ingrained permanently and they employees don’t trust each other.
As managers, we don't differentiate average or mediocre performers (excellent, very good and good). Priorities are only for OWD.
Check this out, we have our own forum board here:
or
https://www.thelayoff.com/exxonmobil-singapore
The OWD category “quota” was increased to 8% only in this year’s PA - to balance the 8% NSI (to be PIP’d) at the other end.
This gives impetus to reward more of our deserving top performers.
Last year’s bottom-heavy 8% NSI (with no adjustment made to OWD) was for a different purpose altogether - which is to truncate and sever the bottom-of-the-barrel.
@5Dcup+16zEvLP3 so that's for like less than 5% of employees? And what about those who got Outstanding-With-Distinction last year but not this year?
Mid-term salary adjustments will only be given to those in Outstanding-With-Distinction PA category.
Awaiting specific guidance from HR.
If there’s no mid term adjustment to your salary in the country, the management doesn’t care about attrition in your country: fact: Singaporeans are always perceived to be overpaid and perception is reality!
Because the people who have worked long enough see their pay rise so much during the good times find it difficult an equal pay job elsewhere.
If a person is doing well in ranking, there is also minimal reason to leave. The company will continue to pay well to those they think are derserving.
Can someone explain to me why there’s still so many people working here if it’s such a sh-t ho-e? The attrition numbers are so
Manageable and all the managers are extremely comfortable. One senior leader even mentioned the attrition rate is within expectations, and already planned for.
Many new initiatives because every manager/supervisor needs one to put them in a good limelight in next rank cycle. This plus the frequent movements, you can imagine how many new initiatives are created. There no centralise effort that looks into sustainability of the ideas. When things change direction, it is justified by saying we need to be nimble. No end to this. Create something, then alter it in name sake of efficiency and finally remove it because it is totally useless. And we celebrate as if its
a success in every of such cycle. But in actual, its going back to where things were in the beginning. Not saying all are such. But a good number of them are. Its hilarious just thinking about it.
No matter what this company is SLOW. And change management lack of good execution skill set from all kind of managers. Look at all kinds of transformation, change, strategy shift, KLTC, BMR, value chain, culture shift, many of these are very superficial and create chaotic rather simplification. It didn’t hit bottom line, that’s all. One way to avoid this is to eliminate managers and remove middle man. Why do you need a middle man to pass a message and collect feedback, and spend most time thinking inside the box
this works now:
www.thelayoff.com/exxonmobil-singapore
These em sg are delusion thinking they are high value. No wonder getting replaced by foreigners in their own country and outsourced.
lol what a stupid comment. imagine thinking everyone in Dallas is as ignorant as you. I’m sure they think that way that’s why malaysia has multi billions of EM investments and assets. joke
Dallas and Houston can’t tell the difference between KLTC and Singapore. To them, it’s the same Asian backwater and they will just go with wherever is a cheaper place, so to KLTC it is.
This is not an attack on Malaysians. It's the hard truth. Their fresh grads are not even worthed 1K sgd. The smart ones have already left to find jobs in stronger currency countries. Yet these clowns can't see beyond SiNgapOrEans aRe OveRPaId?! Of course overpaid compared to people who don't know their worth. Wait till they see how much the US counterparts are getting. Take that kltc job and stay poor
In my past decade with EMAPPL, the only free fruit received was the usual box of half-rotten mandarin oranges distributed during Chinese New Year and you’re made to believe that this was the greatest gift ever bestowed upon you, just like your PIP/PIL.
Throwing you breadcrumbs, and your survival is contingent upon your ability to savour it as if it were a lobster brioche from a Michelin star restaurant. Unless you have masochistic tendencies, please get out because you deserve better.
You need to believe that there are plenty of decent workplaces outside of this cesspool.
@5Avtx+16zEvLP3 Management doesn’t even want to spend money on fruits. You Singaporeans are already overpaid. If you want fruits, buy it yourself. And don’t keep complaining, snowflakes.
Dear @5Axsc+16zEvLP3, why are you attacking KLTC? That’s not the way good employees should behave. Whether the Company move some jobs to KL has nothing to do with the KLTC staff. It’s the Management who decide, after taking into account the skill, knowledge, drive and most importantly, the cost. If KLTC comes up top, then it means that Singapore staff is not competitive. So instead of running them down, compete with them to retain the jobs here. Let’s not behave like some country who try to beat competition by “attacking” and demonizing the other country with lies and no evidence.
We, Singaporean are much better than this.
Company do well, everyone cheer. Just because down cycle, then complain so much like guniang. weak