not sure if my numbers are correct, but managers know exactly
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I read about so many people being stretched at Chevron and I'm genuinely curious who this is. I see redundancy throughout the verticals and the inefficiencies are mind boggling. Incompetency is rampant, I truly wonder how money is made when commodity prices aren't through the roof.
Right now all the people in my section of the organization are so stretched. Everyone I know who have left are doing great. Don’t worries guys, save your money and roll with it. Dressing up cv and going on a few interviews was always therapeutic to me in the past. This site always complained about dead wood, can’t complain when we do something about it. Shame they have to stress out the organization so much especially when we are stretched. Many people I know are the only one in the org they do there job, feel for a manager that has to pip one offs.
@OP
I heard 10% PIP and no payout of 60 days if you accept the PIP and don't pass the PIP objectives. This is intended to encourage people to leave with 60 days of payments. Which is the federal law when someone gets laid off. I also think they will offer state unemployment benefits because that will prevent lawsuits. HR wil limply they have a lot of power but most managers do not have the documentation to legally place a person on a PIP. Any manager that does not have the ddocuemtnation will not be effective at managing a PIP and most of the HR reps are in low cost countries so they will be at a disadvantage to support the managers. Think about the number of PIP employees, If there are 10,000 employees in the USA for exmaple, then 1,000 placed on a PIP. HR is already overwhelmed wit hthe reorg and I have heard many complain on thie fourum about the increase in HR work and the slow adoption rate of the foreigh countries to back fill the HR work.
My thinking is the PIP's will be offered as severance of 60 days implying they are doing us a favor, then state unemployment because that is a given but they will su---r people into thinking they got a great deal of 60 days + unemploymnet benefits. They do not want people to take a PIP and then have the managers have to manage a PIP, the loss in productivity for themanager and HR rep will be a burden to the company.
I spoke to an attorney in the fall that told me she felt comfortable getting the severance offer of 2 weeks for every year because they set a precedent with the last EOI offer. I do not have 100% condfidence in that idea, but I do agree with her the PIP fear is a strategy to force attrition.
I have noticed a number of people leaving on their own in the past year, mostly the younger people with good experience and skills. I think Chevron will be at a loss for good staff at the end of 2026. They are having a difficult time ramping up full time staff in India and 50% of the new staff are MSP resources that are being hired as contract to hire options. So they are instilling a lot of fear mongering and that can be enough to scare people into working more but there is a difference between productivity and business value and value is difficult to measure by Chevron managers.
@aj
The managers always have a couple of people they don't like and a few friends on their team to give the rankings that keep the employees off a PIP. The majority of people will receive rankings based upon the relationship with the manager not the value of the employees. It is sad but in the 20+ years I have been here that is how the forced rankings were assigned in the past years.
@cn - "interesting" or "sad" / "stressed" depending on which category one ends up with as communicated by their supervisor in Feb 2027.
Previous “guidelines” had additional verbiage that this post lacks. Things like “no more than” 10% exceeds that drive rankings but no expectations around the bottom percentages- the guidelines were given and measured but not enforced like the top end. It will be interesting to see what gets enforced this year.
@OP
“Let them eat cake… “
What if everyone is great on a team? Will they be forced to label great people as bad?
What if theres new people from the reorg still mastering new roles? Are they going to get ranked awful when compared to senior members who didnt move and had more time to master their role?
@a2 the curve is usually not weighted towards the top- usually towards the bottom. This looks very optimistic
Did McKinsey make many millions on recycling used GE and Exxon strategies that further lower morale, invoke more stress and anxiety, and encourage bad behaviors from a$$holes. This is disgusting.