#mentoring

They can't take any constructive criticism without getting defensive, making excuses, and refusing accountability. In today's corporate world, errors get you fired so fast, but they seem to think mistakes are just part of the process. Good luck to them. They're going to need it.

Seriously it's hilarious to me how much complaining there is here. Apparently going to the office 5 days a week and actually doing your job instead of taking naps at home is a travesty. Are you guys serious?

I started working here in 2025 as a new grad from college and this place is fu--ing fantastic. I interned here as well. I have fantastic mentorship and am constantly, and I'm also on track for a promotion by the end of the year. This is one of the best companies to work for.

Trust me, you do not need “mentors.” By my second year they assigned me one, and when I asked my teammates what that even meant, they all said the same thing: “We barely talk to ours.” And after my own interaction, I understood exactly why. These people aren’t mentoring anyone ,they just want to claim they’re training, developing, and guiding you so they can collect credit for work they never did. It’s corporate politics. They’re not helping you; they’re helping themselves look important. Avoid them. You’ll learn more on your own in a week than they’ll “teach” you in a year.

Where should the line be drawn between collaboration and unofficial leadership responsibilities?

If an individual contributor is consistently asked to train new team members, mentor offshore colleagues, transfer domain knowledge, and guide technical decisions without any formal recognition, title, is that considered a normal expectation of the role?

How do others handle this? Do you continue taking on these responsibilities, or do you set boundaries and ask for the role and expectations to be formalized first?

I’m relatively new to the company and keep reading stuff about high potential employees etc.

Do Hi-Pos know that they are that or can you just infer from roles you get. If you are told are you informed about career objective or other things. Curious as to how this works. Sponsor, mentor, other related things?

Work life and adulting can feel terrifying if you try to control everything, especially if you are early to middle phase in your career. Continue to do great at your role, irrespective of larger organizational challenges. Take care of your health and family. If you can, mentor a newer employee to give you a sense of legacy. After all is said and done, it is what you are remembered for that will linger.

I've noticed a significant shift lately. There's a huge focus on tracking work instead of doing it. We spend hours building decks to show productivity while actual tasks sit waiting. Meanwhile, there's a push to reduce small benefits that made the place at least tolerable. Sadly, the people who suffer most are the newer hires. They're thrown into projects without any real guidance because the seasoned leaders are too buried in administrative work to mentor anyone. It's a frustrating way to run things.

I am a retiree, been gone and happy for 5 years.
Over the last 2 weeks I have had a few emails, then some phone calls from Chevron folks based in Bangalore.
Seems several people have been giving the team in India the contact details for some of us who are retired.
The nice folks I talked to in India were asking for me be a mentor and help with some technical questions.
What is going on? Who is giving out contact details? have any other retirees had similar communications?

New restructure key goal: Mentor ENGINE resources and get laid off!

Thanks Uncle Chevron!

I know some are and some are not, just want to see if people can share some experiences. No names please.