Tech giant Google hires those who add to team, not those who fit in.
https://www.straitstimes.com/business/companies-markets/tech-giant-hires-those-who-add-to-team-not-those-who-fit-in?xtor=CS3-18&utm_source=STiPhone&utm_medium=share&utm_term=2021-04-13%2020%3A04%3A22
WIN again! Why must our country lead talk to us through this lens of women? Is she leading Women first? And Men second?
She can’t be bothered to take your manhood. You jolly well serve it on the platter for her, and it’d better be golden ba–s.
Agree!!! It’s like nowadays it’s better to be a Eunuch than a man in EM. Empress Dowager I support you - take my manhood
NSI will happen to any one of us at some point in time unless we get promoted all the way. But it can’t be because you need to be ang moh to be at the top. Good luck.
@3Kjfb+16zEvLP3 you are right. Most don't have plan B because they believe NSI won't happen to them. Haha.. how naive. Many are still enjoying life, I saw many still acting really confident, as if they are performers.
3Jkqk+16zEvLP3.
Nothing wrong with how your supervisor was behaving . It’s only human nature ! If you speak to all the execs (who are still enjoying the good f-tpay) whether Xom is still worth investing your prime life . They will say “Yes !” Until the day they are mistreated by the company which will definitely come one day. This company puts rejuvenation over experience like the Chinese saying “长江后浪推前浪，前浪死在沙滩上” . All the exec dogs have their day. So if u are smart, invest your prime life for alternative ... this company is a goner ... it can never reinvent itself . It’s walking in the shadow of de–hjust like kodak ... marked my words . It will be another case study for MBA. I still have some years to go, I have set my mind to change course ...not sure abt u .
The hard truth is many don't have Plan B if kena NSI-ed especially those in 40's, even though we have been warned early...
ExxonMobil tower is falling down, falling down, falling down.
ExxonMobil tower is falling down, the facts is true.
Frankly speaking, I haven't applied any jobs. If I'm getting NSI later this year, I will just take PIL. If I survive this round, just gonna continue working. But deep in my heart, I know that EM is dying and I should switch industry with brighter future.
You need to know the fact, EM has no $ to pay us increment and bonus. Selling assets to pay dividends. Trying ways to please shareholders and don’t care the feeling of hardworking slaves like us. I’m looking forward to greenery EV corporation, good bye my fellow colleagues!
Morale will pick up after you fired people are gone. My supervisor is going around telling people to leave now that he is impacted. Now you see why they were impacted? Hypocrites
https://www.todayonline.com/commentary/why-ranking-employees-performance-backfires
If a company has to sell its assets to give dividends. You pretty much know this company is a goner.
Australia first now Norway. Dominos keep falling. For those saying demand hasn’t peaked what are your thoughts? Certainly it has peaked in parts of the world. https://mobile.reuters.com/article/amp/idUSKBN2BV22Q
Maybe a matter of time fuels market will be dead.
sad to see such reputable company destroyed the morale of its employee, resorting to underhanded appraisal system to let go the staff
What are posts removed?!
The disruption is everywhere for oil and gas. More EV. More biojet fuel. Yeah it's TRUE the oil and gas won't die in 50yrs but it's harder to compete with those disruption with innovation with technology advancement, also the energy shift. It maybe just barely surviving for next 10 to 20yrs. Looks how many refineries have been sold in last 10 to 15yrs.
While chemical maybe survive longer but you can bet competition from China and India, low cost production. How to make more money here ? Big question mark. Sweet spot gone for many opportunities appeared in the PAST at least next 5 to 10yrs.
This thread is dead. I'm convinced it's the same old fart who has EM living in his brains rent-free that keeps coming back and posting the same vitriolic spam over and over. You can tell by the poor English and his love for double fullstops. Let it go, buddy.
It was fun while it lasted. Best wishes to everyone.
@3Hxfw+16zEvLP3 Too late.. I had been having private “mentoring” 1:1 sessions with rankers months ago! Good chance to bring down fellow competitors.. it is all about perceptions! #WIN
3Hnol+16zEvLP3
You planning to be 20++ 30++ forever
We the 40++ 50++ already had the best time of our lives
Life is good
Life is great
When we were the young younger ones
Enjoy Cheers Life is great Boomers
EM is dying industry, why waste time with this unethical company. EV is emerging strongly, soon EM will end up unprofitable. Be smart..Don't waste time here, plan to move out if you are still young. EM has FU so many 40+50+ employee
@3Gewn+16zEvLP3 Winning behavior.. Compete to win!.. in Performance Assessment. Shall get my nose ready.. and go for it!
@3Gndy+16zEvLP3 early morning wait at loading bay you will see it for yourself
@3Hrqc+16zEvLP3
Talking about PD/Training department?
There’s so many SLS having 1-2 subordinates. Can we further synergies and streamline these functions? Do you really needs a SLS to supervise 1 or 2 guys? Maintaining these SLS are not cheap. These are indeed real saving to the corporation.
Reality is your boss has a lot more power over your ranking than in previous system. And because of the design of the system, once you are put in a certain category- no one is gg to revise you upwards, there’s only pressure to go down further to fill 8% NSI.
So if your nose is not very deep in your boss a–, don’t think of anywhere near outstanding because you are not getting it. Doing your job very well, it’s only very good. And they will repeat the message once again- that good is good, so be happy with it. If you have ambitions, then pucker your lips and kiss those buns. My own boss is explicitly doing it in emails and throwing anyone who stands in his way under the bus. Classic #weareexxonmobil behavior - compete to win folks.
@3Guhh+16zEvLP3 Which SLS? Name?
Find out where your Division Manager, DH stay. Everyday give them a ride home, you will be save for many years. This what SLS is doing, that why doing nothing in office also can survive.
Is he the one in interracial relationship? Touch where sia lol. Benefits all got cut but still have money to send lawyer on expat assignment. Shiok
anyone can confirm this? heard that a sg lawyer got accused of touching younger office guys but his boss likes him a lot so she sent him on overseas assignment to protect him!!!
This forum has gone quiet. Why is that so? Everyone has moved out of EM? But I still see many at HBF office OR busy preparing for Performance Assessments for a brutal showdown?
FLS runs the show!
Oh yah... OTL runs the show too!
But most of all, the hardworking technician.
Who’s watching?
RL, Technical and ES who might not know what is happening to the field equipments asking general questions which does not really help to address the root cause of the problem. Most of the time the time pressure will set their mindset to think about proper wording and package for easy closure.
PSS/SLSs driving hard to solve KPI issues, managing cost saving items, technician OT and load OTL with initiatives. Might want to look at things happening in the ground. People are the important pillars of the Organization regardless of level.
It’s sad to see even now OTL /FLS are overloaded with cost saving initiative, LPO, NLI/LI (raise for learning but no one judge the value of learning), OCVM, DWS (another “productivity” tool no one using it), barrier hours (damage ops and maintenance relationship, highlighting 0.5hrs, discuss more than 1-2 hrs during stewardship) Q1-1, Stewardship, Webcat, training and verification (which training dept can’t help).... these needs to be done but not to mentioned with “optimised” work force of technicians handling field work.
There isn’t much time for OTL/FLS to have the field presence which IPA/SAI team talks about. Let’s be factual.
It’s probably not hard for any level of management to observe these, the relevant feedback and comment in this website.
Technicians who are managing the heavy work load despite of optimised work force / resigned colleagues or messy daily work plan, I wanna say a big thank all of you and I hope the OTL/ FLS here hears you. I believe there is no lousy worker, but weak leadership.
OTL/FLS who are overloaded with paper work / initiatives, I thank you as well for your perseverance and managing all work items to the best of your ability (argument with ops / maintenance on priority work items) Do also take care of the technicians who are sweating and working extremely hard in the field. Work together.
PSS/SLS, I thank you for sharing most of these information with the DH, with the intent of highlighting concerns faced on the ground to higher management to enable the healthy and sustainable work culture.
While focusing on these task, often we forgot about recognition (simple recognition or public praise) for the people who work for us.
Recognition comes from all level. Its can be top down or bottom up. You deserve it when u do take care of people, earn the respect and not for individual performance.
Let’s not work to be like a machine, work as a human being.
Wish everyone all the best.
Hey performance assessment season is here- therefore the hunger games have started.
May the odds be ever in your favor.
No wonder many people like to be in management role even no leadership skill set. No heart to serve. But POWER in hand with higher pay. Just learn how to SING the EM song, remember standard question set...Young folks to survive must have aspirations to get POWER. POWER. POWER. That matters.
The DH was not innocent at all.
The employee was asked to go, poor thing.
A sign that local management has more and more lower-end people, a sign that EM singapore is sinking and will sink further.
Anyone heard a few months back, a process MPT made threats against a DH and was escorted out of site? The employee may not have done things right but the P DH is no saint either. The way some of our DH engage with people need to change. No one owe them a living.
It is a pain to see one you have groomed many years leaving. As a manager, will try to keep maintain my team's spirit and workload. Of course, as a mentor or even parent would encourage them to see the real world or grow outside. In the past, there were young ones who left and returned to EM, it can be done by playing the cards well. Selfish, but not sure if it still works.
My sup has always favoured my new hire peer more than the rest of us. He was let go in the end. I think the company made the right decision and got tired of his b—s—. Favouritism is very obvious and will only harm the company.
To the younger confident aspiring ones
The Boomers aint no loyal chicken
Show us the money and see how many Boomers will go willingly happily joyfully gratefully.
Getting lower pay outside is expected and we can accept the reality.
We were the young ones before and we are the Boomers now.
Its just a cycle aint no problem making adjustment.
# we were exxonmobil