Thread regarding ExxonMobil Corp. layoffs

I heard from my colleague that one of MC members in today dialogue session mentioned "he will still execute PIP and retrenchment exercise the same way again if given that pandemic circumstance" because somebody asked whether it was success or failure with that exercise.

The damages have been made, as outcomes - attrition rate is higher than expected, lost many talents to competitor companies, low moral at the moment, company's reputation and employees' trust have been broken.
There is still no learning yet to handle differently, yeah? HR training alone to conduct PA result won't help much without addressing root cause of creating anxiety for employees.

Something crossed my mind, is it that kind of standard MNC's management has? Is it running as my grandma's coffeshop business, hire and fire staffs on need basic without any foresight? Retrenchment is inevitable - who made mistake of overestimating market to hire until over-staffs??? Nonetheless, it can be handled differently without much damages.

Most people resigned under your section, departmart or division, you failed as a manager since people don't want to work under you. Isn't it manager job to inspire his people to get full potential to contribute for the organization?? Every talent the comapny lost today, they will be helping the competitor comapny to grow. Management will need much effort than giving a small box with fruits to bring up morale of employees

How many supervisors indeed know the plant well and have good interpersonal skills to run the team? So far I have yet to see one. Most job are led by senior technicians as they remain as anchor for their reporting organisation. Supervisors are not required. Company can save cost by hiring an admin staff to manage technicians leaves, OT, performance appraisal, LPO and so on (and they can do it even better). Supervisor promoted mostly by PULLING relationship and this is one contributor of downfall. Wipe out these middle man and spend the money wisely.

Clerk salary maybe $4.3k and supervisor salary range managers and HR should know it better.

There is no need to reclassify them as well. They had taken enough advantage from the company. Example, asked technician come back for overtime to do their job (not their money ma. Win win situation. Ah Gong coffin money. Not my one. Just call OT to do my job. So, I can lebak one corner)

KLCC hardpressed to have more work go their way. Why? You won't get Singapore kind of salary anyway. Even if you join 3rd tier company in Singapore, you will earn more with the currency exchange. But alas, Malaysia Boleh. Small salary boleh. Do sh---y job also boleh.

Supervisors are reclassified as technicians. This is very political.

@5Asfk+16zEvLP3

That’s why U NSI PIP lor hahahah

But all these sharing have not exposed before is very useful for really good people and talented people, but also good for normal people so that the strategy to optimise own destiny and path become clear, benefit young folks, to make wiser career choice, like some CL and salary information you’d never hear from ppl the truth. And Performance assessment has lot to do perception. Whether the right strategy or not, right decision or not doesn’t matter, it’s that perception and relation matters. You also don’t need to speak super well to be in executive positions, nor you need extra foresight and visionary, which lead to current state of situation. It maybe quite common in any large legacy corporations, yeah rich history but lack of innovation and visionary management, anyway continue to prepare my CV and if there is good opportunities will move for sure .

Never mind la. Bo bian liao. Bad decisions by Dallas, all kenna, including worker bees. You already know it’s not going to be fair. If it’s fair, DW and his team should be NSIed and PIPed. Just accept it and find a new job. If no better choices, then of course stay and take the sh-t lo. No point come forum ji ji wu wu. Spend the time and effort wisely, brush up your resume, and of course, shout we are ExxonMobil in the meanwhile. You never know when it’s going to come in useful for your PDS, in case you don’t get to leave the company.

@5zunl+16zEvLP3
Why do you think KLTC is better than SG site engineers? Manufacturing site doesn't need another KLTC PE: powerpoint engineers (not professional engineers) who remotely read equipment manual from vendor, telling what to do.
Even some of our young fresh grad engineers are struggling to contribute value added engineering solutions to the plant design. The problem is we do not have any hands-on and adequate technical training programs.
During initial two years of EM career, BTL always asked me RCFA and recommendations on equipment failure. The only thing I did was asking vendors and just delivered the message. To be honest, we learnt the hard way. I spent most of my time speculating risk scenarios to develop RA and MOC stuffs rather than technical calculations. I can see some of the engineers think themselves as SME. Anyway, this is how we have to market ourselves to justify increments.

It is higher paid but not overpaid. If you consider amount of work, effort, time, resources our technical engineers spent vs other companies. My take would be comparable.

More work = more paid

But there are some act busy people as well. They are in all functions. These people tends tell others they very busy, whole day chit chat and keep telling others they very busy, send out email past midnight then tell others they are hardworking. These people are overpaid for their poor acting skills.

A lot of whiners in Singapore too, despite being so overpaid and expensive site

Stop spreading fake news.. KLTC >>> SG
And sg is too expensive..

When is the next round for PIP?

Singapore site should be one of the best performer in this company & in this field. Except PD (digital manufacturing) & LPS group. I find them do not have the quality & job scope does not bring real value to the company. These departments are created mainly for people with sugar daddies and sugar mummies. I only respect real hard working engineers & managers that are true leaders! I am sorry if I offended PD, LPS group and bias managers. There will be people who agree in this view

I don’t fully agree with @5yrvo+16zEvLP3‘s comment on the 300 laid off are at the bottom of the pack. Many of them are experts in their field of Speciality but due to the age (or close or passed retirement age) they are laid-off. Of course there are some who did not do that well. How can one say that an employee who has chalked up 20-40 years are no good?

The 300 that were let go or in PIP are bottom rate for sure

I want to echo and repeat what @5xfyc+16zEvLP3 said- Singaporeans are world class. I’m a long time employee from Africa.

I want to echo on what@5wtzk+16zEvLP said. Singaporeans are top rate no doubt about it. I'm a long service EM employee from Eu.

#WeAreExxonMobil
#GoodVibesOnly
#NoFud
#ExxonIsTheBest

Another long service US EM employee here. I want to re-iterate what @5wipf+16zEvLP3 said. Worked with many in Singapore and all were first rate.

Hey @admin. Can we get this troll cr-p by Post ID: @5wnie+16zEvLP3 off of here?

The last comment was clearly a troll tossing a grenade. Don't fall for it. I am a retired U.S. employee who worked a great deal with Singaporeans and visited Singapore many times over the years. I can tell you from personal experience the Singaporean work force in EM is top rate. I don't know of any EM employees who would agree with the comments made by @5wnie+16zEvLP3.

And a quick note to @5wnie+16zEvLP3. You are really a disgusting person to try to invade this site and inject such a poisonous comment. Clearly you have never worked for EM. While I find you revolting, in another way I feel sorry for you. You must be deeply disturbed and unhappy inside. I don't say this to insult you, but rather to ask you to wake up, step back, and take a look at yourself. Is this really the way you want to be? Are you proud of yourself? If you can try to be honest with yourself, you can change and turn your life around.

We don’t need locals in Singapore for useful things. We can send 1 smart American expat to replace every 20-30 wanna be white Asian Singaporean to handle the work. We don’t need natives. They are just crowd. White Americans are the leaders.

Compared to outside, it’s still a decent company. But it depends what kind of standards do we want to hold EM to? As a MNC, it’s not fantastic and it’s treatment of employees invariably leave a very bitter taste in the mouth, especially the new PA system. It’s causing a lot of unintended departures and I foresee it’s going to get a lot worse before it gets better.

I came from a smaller company, before joining EM.
Yes, you can tell straight away that the quality of people that EM employs is nothing less than outstanding - not only from the academic / intellect attribute (brain matter), but also individuals with character and charisma …. each in their own way.
As you get to know your colleagues and supervisors over time, you’d realise that each have had their own shining life journeys and “history” - from ex-bonded scholars, 1st class honours, dean’s list, valedictorians, double degrees, student union leaders, heads of registered societies, even young grassroots leaders, etc.
There is much to be learnt and assimilated from those working around you in EM!
While smaller companies do have similar charismatic talent count in their own right (but usually restricted to the top tier, or the owners/directors), the general staff there are mostly mediocre, otherwise.

Bad times we have to let people go, that’s reality. Only the ones who were let go cannot accept it and are still feeling disgruntled. In every company, people come and go. Some of the troublemakers make it sound like it’s the end of the world. Get a grip.

I left 3 months ago to join one of the FAANG companies and to be honest, in my short 3 months here, I learnt a lot more about my time in EM. The exposure and type of work isn’t something that you get easily outside.

Also, we really have some great employees in Singapore! I’ve worked with so many amazing people. I can’t really say the same now.

But what I can say is when it comes to employees benefits and rehiring of employees close to retiring, EM truly takes care of its employees. It’s just unfortunate that the industry is declining and EM’s reluctance to change its PA system is frustrating and will be detrimental to its survival.

@https://www.thelayoff.com/post/@5vjip+16zEvLP3

Yes prorated leave and AWS.

Upon resigning, will the unused leave days be prorated before converting to pay? etc if resign in June then unused leave days get prorated by 50% for pay out.

At current situation every $$ count, still despite oil price higher, balance sheet is weak have billions debt what counter offer are u thinking about, regardless outstanding or not it is ok to have attrition, and everyone is dispensable, literally everyone, business still go on even have so many ppl axed or left. Also when u tender it is showing sign that u want to leave but u play tactics that Hr and your boss don’t give a sh-t about it, the most on the surface will say hey it is really regret who and who decided to leave, wish u all the best. What it also means the org has so many redundant ppl walking talking around but take far pay check home in the past, maybe even now in some functions and some layers (somehow got protected), so cost structure is too complicated, but but why was this not done in good times and now in bad times, causing so much frustration…shortsighted? Err…

Errr you mean that Matt, Fabio and Jean should all be let go first lah?
You are a whole load of BS!

Why don’t we cut layers of management, especially the number of expats in SG. I don’t see how these expats has helped in making us nor Houston HQ more competitive. Most senior management making decisions still don’t really understand how Asia works! And yet a lot of the revenues are coming from Asia. It’s just BS

It’s a fact that Singapore manufacturing need to reduce manpower to be competitive. If the site manager is not worried, why SLS worry?

@5tkdj+16zEvLP3 EM is running on minimum manpower for cost saving, so replacement is not required.

Thats why they are SLSs, right? Let them worry about manpower. They are paid to manage resources. You manage your own career trajectory. You might get pulled here and there but that's the price for staying put.

@5tkdj+16zEvLP3 Anyone is replaceable, but the problem is no one is getting replaced now. Not only that, the SLSs don't seem to have any backup plans despite the high rate of attrition. They keep getting blindsided by every resignation and have to scramble to find people from other places which are also short on manpower every time.

Hey always remember - more attrition is better than no attrition, especially when there’s a commitment to reduce 3B in structural costs.

@5ssvt+16zEvLP3 You wait long long, the door is always open, anyone is replaceable.

In today’s context I really doubt so. Imagine the precedence this will set

Hey all, is there any possibility of counter offer for >3 years experience and ranked Excellent/Outstanding if tender?

It seems that there are a lot of vindictive, salty people here - who had left the company, forced, or otherwise.

Refer the rotten ones.

Of course don’t refer friends into the company, unless you hate your friends. Do you want the company to treat any of your friends like a used co---m- to be discarded after fu----g? No right? Then don’t do it. Accumulate some good karma please.