So many people in their mid career age are resigning. Add to that the number that have been PIP forced out and we won’t have anyone in their 40 year age left. I guess people have realized the promise of the pension is no longer real. I for one have seen too many people forced out after decades of high assessments to believe they’re isn’t a real effort to force people out before they can retire at 55.
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Based on HR’s talent analytics data, 15 years plus or minus is the most common time where people leave. This is right before the poor salary treatments for older employees begins, and most XOMers hopefully have built meaningful and marketable outside skills. There are a few time periods where people are at a good spot to look externally and 15 years is likely the last one for most people out of highly specialized disciplines.
Two points:
If you find yourself without externally marketable skills by 15 years, then prepare to stick it out for the remainder of your career even as a low performer because you won’t do this well anywhere else.
If DO have marketable skills and you aren’t O/O+D with CL34+ (arguably 36-38) potential, you probably aren’t on the career trajectory that you could be on, so now’s the time to seriously look for something outside before you stagnate further.
The slowing of promotions has been in full effect for a while now…lots of dropped potentials as well. If you want to make it to 55 you’d better be in your mid 40s, in a lower CL, and be content to stay there till they mercifully let you leave at 55 exactly
They know who butters their bread 🧈! 😂😂
@dc healthcare.gov go on the exchange, if you have saved properly and managed your finances you can even qualify for a subsidy.
And before anyone knocks it think about how the company health coverage has gone down over the years, you can actually select a better plan from BCBS, for instance, on the exchange.
What about medical? I’m curious how people are possibly retiring before 55 with no medical.
We do not operate Guyana.
How many senior professionals with 20 year experience are needed when we operate only 15 refineries and Guyana, Permian and a few african assets. if you assume 20 disciplines, and each discipline represented across 25 key assets,,,then only 500 CL 28+...and maybe 50 executives (2 for each asset)...Sound like we need much more Executive reduction and reduction of CL 28/29 and slower promotions for the rest. This will steadily push people down the rank group as the bottom 20% are PIP...so the second quintile drops into next pip layer in next 3 years. Assume 5 to 10% attrition with losses grouped in high cost areas and in marginal assets and lower performers. LPRevious high performers with 5 to 10% raises will no longer be promoted and drop to inflation raises as botoom ranked disappear and more 4th quintile people must drop to lowest quintile (an no longer eligible for promotions or pay raises). The distillation column always has bottoms (low value products that must be disposed of at the lowest cost possible. Low value products take investment to upgrade and these investments do not make the cut so DISPOSE