Thread regarding ExxonMobil Corp. layoffs

Responding to @3Qgyn+16zEvLP3

Dear EM Manager, yes you are right that the “door is always open”. Have you ever thought of those who had worked for 30+ years and more and under the “assurance” understanding that the Company had been telling us that EM is a place for long-term career and they value good people. How do you expect such folks to “walk out” and start all over again?. Now all of a sudden, there is a huge lay-off exercise and this is made worst without the industry practice of retrenchment payouts to tie them for a while as they seek employment elsewhere or help them financially in the short term. The folks laid off are not poor performers and they are forced to leave under the PIP/NSI disguise. How can this be that EM boasts of hiring the best in the market and there are suddenly so many poor performers. What has gone wrong here, please enlighten us?

For the “open-door” policy, as EM want to adopt, then the Company need to be honest and make it clear during recruitment that the they will lay-off the bottom x% every now and then when business is bad and without compensation. Then you see what type employees will you get.
When one works for a company, there should be job security as long as he/she performs and has been told during the yearly assessment. No one seek employment for a Company like what EM is now, notoriously known for. I will not even dare to recommend any young and good guys to join EM now, which I would have strongly recommend in the past. It’s a very sad recent development that has changed my working experience in EM for over 35+ years, where i truly believed EM and proud to work for then.

The frustration we all feel is to ‘f–e-warm’ the younger folks not to rely on EM for long term employment and move on to more secure jobs after having been trained by EM, which the industry will welcome the “best” with open arms.

why em manager in here for? hmm

Wish to clarify - IMHO = in my humble opinion right?

It’s funny - because therein lies the oxymoron. You can’t be a humble EM manager. You are either humble or you are an EM manager. Suppose you are the latter.

I have to agree the level of saltiness in this forum has far exceeded the saltiness of the rubbish chicken chop rice dished out by Killiney’s at HBF.

I am an EM manager and have read the posts in this forum with much amusement (rather than chagrin).
Most of the issues raised are petty and personal.
Very myopic and narrow-minded views, IMHO.
If you want to really make it in life, or career, you’d need to step back and look at the larger scheme of things.
A fellow executive colleague of mine did the right thing, to jump ship and got a 25-month (max) compensation, for doing that!
The door is always open for anyone to leave, if he/she is unhappy with how things had turned out.
Enuf said.

michelin star meals? Paid by our pay freeze.

What’s wrong with GC seen dining at a Michelin-starred restaurant?
It certainly befits her salary and status as Chairman and MD of EMAPPL, and the Executive VP of EXTAP!
Do I sense some saltiness amongst her underlings here in this forum?

Sorry to dash your hopes here. No manager is reading or giving two s–t about what’s being said here, unless they are bored and want to read some jokers and trollers speaking. You know why- because every 26-27th of the month, the bank accounts continued to be filled up. In November / December, the RSUs continued to be issued, regardless of the state of the company. The boos are coming from the cheap seats or in this case, the low CL folks (ie CL < 29).

Bumped into GC at a Michelin star restaurant, so not sure what the issue is. The good times are still around. Can’t sell the RSUs for now- but looking forward to XOM at 100 again. Now just need to cut some of those non-contributing controllers, auditors or controls advisor, who’s costing the company $, adding the costs and dragging the XOM stock down. Waiting for GC to get this done, and boost my net worth.

A person expressed a sense of sadness for my case but ended with a “Lol” immediately. It means so much about this person character. All I can said is beware of those trying to get close with workgroup seniors/supervisors/managers but ignoring average honest worker bee. This kind of people are hypocrite that badmouth others during lunch time & they have hidden agenda.

Really love this forum
Things getting really fired up getting hot and hotter day by day
EM mgmt hope you join this forum too we love to read your feedback
This aint no slido no censored ok

# exxonmobil is gone

LCM-GC is a dump collector. Come on board to do nothing but to retrench workers and gives empty talks and c**ks. Leading a bunch of weak token WINs leaders like headless chickens not knowing how to manage a sinking ship. This is a perfect storm to mark the decease of titanic . A dump wood with a bunch of headless and clueless chickens - the new version of the animal farm at play ...

Those stayed just waiting for something to happen, no doubt. Just matter of time.

@3Qivb+16zEvLP3, you talk like a MF. You think you stayed you are safe . You are just a trash waiting to be dumped at your sell by date. How many old execs when reached their sell by date were not chucked aside. Less talk abt you is Low earthly wanna bee. Marked my words , you be cursed many more times .. you will leave in a much worse condition than many of your peers out there . Wait for your time AH!

By now we should know where we stand. Workload, responsibility and compensation are never realistic here. Some are paid more, move up fast, do less and knock off on time, you are considered to be well taken care and secured. If the opposite happens, means you are just rubbish or mediocre, then better plan for your future. Payment for bills, cars, housing and kids cannot wait.

Actually what are the objectives of all these rantings? Seek empathy? Vent frustration? Incite fear / riot? Focus on the future, not dwell on the past.

If you jia liao bee, everywhere you go also the same. Unless for some luck from your ancestors, you manage to join this company and thought you be in heaven forever. Now kanna banish to h––l, cow peh....

Don't paint a picture outside better lah.... you know.... if you don't have the skillsets that are future proof, you cannot get far.

Employees are like condoms. Once you are done with them, you discard them. I don’t know what’s the fuss...

@3Pryx+16zEvLP3, if managers are not emotionally affected or concerned about the situation, why come here tell people your top quantile is not affected? Mgmt meeting regularly to discuss HR matters, and now panically showing concerns ONLY for top quartile? Is our top quantile mentally so weak? Mgmt must be more inclusive, not just for top quatile but care for everyone. Please..

@3Pryx+16zEvLP3
If you are really a manager, you are delusional.

Attrition numbers are sky high now, it is all the younger employees who are leaving or looking to leave.

It is fast becoming an old folks home!

Wonder if we should slowdown training KL engineers as eventually they will take over us in Singapore. Slowdown this to preserve your position till you find a place. If all KL become expert then SG opportunities will be even less 5 to 10yrs time ??

@3Pdoh+16zEvLP3 Don’t start on your fear mongering please. If there’s still a country study on support functions, attrition numbers are still low.

Last I checked, no one who’s in the top quintile (oh, now it’s outstanding + outstanding with distinction) has left the company. And even those who left, I haven’t heard anyone whose job/pay will make you go wahhh. So what does it show- there’s no better alternative than EM. Stop coming to the sites to complain and do something useful - like send WIN emails or join WIN talks?

@3Poky+16zEvLP3

Of course got time to go to 7F. Finished my work and check out where the business link profits are going to. Other than the jiak liao bee management, a large part of it is going to the support functions who head home ahead of time. Tsk tsk tsk.

There is a wave of young engineers, fellow workers leave the company, not all of them find a super shining job or higher pay, they chose to leave as they have lost faith to the MANAGEMENT. The management FAILED to build trust, FAILED to motivate, FAILED to assure the future of this company, FAILED to manage crisis like this. BIG NLI/LI. Leadership is never SIMPLE, yet here people talk about leadership very LOOSELY, there is whole lot of traits GOOD Leaders need to have, name a few, the honesty, the integrity, the unbiasedness, the drive, the empathy, the serving spirit, the emotional intelligence, highly self-disciplined ... look around how many leaders behave these GOOD qualities, sad to say, some look like gangster, on the surface, seems these traits are there so to climb corp ladder. Compete to win very much internally not so much with external. Young fellow workers, leave while you can. Never debate with your boss or anyone higher than you, else you down to drain, wrong never mind. It takes 10-15yrs to turn big ship from north to south, it can take 10-15yrs again to turn, with external factors, environmental challenges, industry downtrend, oil/gas asset selling around globe to pay huge debt, it may never turn around.

Today I witnessed a horrible act that my colleague (A) backstabbing another colleague (B). Basically (A) do not have any technical quality but survived purely by leeching other people and networking with people such as (B). But after leeching, just turn around and said bad things about (B) in order to good look for (A) itself… I pray (A) get PIP/L soon. Honestly, everyone should not just judge people on the surface (the hidden motive is scary).

The weakest link are honest people (B), (C), (D)…, strongest link are hidden killers (A).

@3Psqj+16zEvLP3

Maybe if you have time to wander around lvl7 at 5pm, you’re probably not very efficient as well..

Went to 7th floor at 5+ Pm and the floor is pretty much empty. This tells you why support functions should be looked at in a separate study. Not enough productive members. Not very different from HR actually.

@3Pgjg+16zEvLP3 You are full of s–t.

If her por lam pah skills is so good, why 50 years old still only at tier 3? Or maybe you are just not going enough. You are the weakest link - goodbye!

@3Pfhm+16zEvLP3

I don’t know what more details you want.

Means support functions may need to cut people.

Any more detailed go and look for GC- have a 1 on 1 with her on the pretext of WIN.

@3Oyxn+16zEvLP3 Yakun Or Toastbox? HR should wait there and validate your comment.

I wish my >50+ y/o tier-3 supervisor get pip this round but her por lampah skills too good. Haizz

@3Olvf+16zEvLP3

"Also there’s going to be another country study but this time not on the business lines but on the support functions instead. And rightfully so, since all those support functions can be done out of BKK or India"

More details please?

What role were classified under business line and what were under support functions? Who can enlighten me?

business line suffered enough this year. It is time for support services to contribute to the cut. This is only fair, if not they continue to be spotted drinking coffee during work hours in the malls.

Of course there’s increments and promotions for a select few. We can’t lose talents, who are usually white. the rest of the slaves shouldn’t expect much.

The only use for the HR manager is to dispense 12 bucks from ESRC to you. Any key HR decision for Singapore is made in Australia, not in Singapore. Please get that clear.

Nobody said anything about promotion-freeze hor. So to the better-than-outstanding folks, they’d still get their “deserved” due promotions this year - which translates to a salary increment.
Call it any other way you wish!
This is the biggest secret withheld from the rest of the masses.

Another day another useless BPR session today for NMPT
Talking proudly abt best practices
But instead mgmt quietly practising unethical practices on NMPT
Suddenly so many managers got free time monitoring us thruout the session even in the field
How to give respect and recognition with the exxonmobil brandname anymore

# bpr was exxonmobil

I heard there’s already raises implemented in Singapore, except it’s by exceptions.

Also there’s going to be another country study but this time not on the business lines but on the support functions instead. And rightfully so, since all those support functions can be done out of BKK or India.

To my friends from support functions, quickly join WIN or I&D to raise your profile. Not a lot of incremental work anyway, but lots of face time and visibility with Senior Management.

Survival of the fittest. This is not even hunger games - at least survival in hunger games depends on skill and competency. This is the weakest link - where managers vote who should go up (people in WIN, asskissers, bootlickers, etc) vs who should be PIPed.

You are the weakest link- Goodbye (PIL)

Wow, listening to your speech - feeling great and going to Win by Exxon!!!
Coming back to reality - fxxk, 8%PIP is coming!

Wow, listening to your speech - feeling great and going to Win by Exxon!!!
Coming back to reality - fxxk, 8%PIP is coming!

Again, another useless DIALOGUE, failure of communications with employee.
bu—t talk.

Relax chill take it easy lah bro.
Many people will cheer shout scream # we were exxonmobil like those 300 MPT who already left smiling to the bank with huge payout no option A or B or the lowest.
For now we no choice lah only will whisper # we are exxonmobil only until the next wave come.

Anyway TQVM for the Google recommendation got anymore good lobang pls share to us all lah bro
Greatly appreciated my fellow em buddy