ExxonMobil reviews

CULTURE - Oppressive culture and heartless senior managers have turned the employees into unhappy robots - Institutional arrogance, i.e. "ExxonMobil is #1 at everything; our competitors are pathetic" -- Morphs into personal arrogance common among the employees, e.g., senior managers think that they are gods -- Displaying emotional intelligence is taken as a sign of weakness; thoughtful employees are stuck in middle management - Extremely conformist - Office politics unduly thick - In the energy industry, known as adopters, but not inventors - Backstabbing common among team members (collaboration is not consciously encouraged), i.e., peer will try to embarras one another during meetings FINANCIALLY - No bonuses (almost all the other majors do) while the base salaries are very close one another - Significant, early raises following by (inflation-based) plateuing salaries WORK-LIFE BALANCE - No 9/80s, i.e., employees do not get every other friday off MECHANICS - Heavy nepotism; national origin, marital relationships, region of the country, etc. - Agism - National originism; culturalism; Texan culture and the good-ole-boys network - Most parts of the globe; tolerated racism (All of the above at unduly extreme level) - Personnel decisions are made without direct employee input (unlike at most ther majors), e.g., no internal job postings - (Low) quality of supervisors make employees worse future supervisors MORALE - Psychologically demeaning; low emplyee morale -- Employees (incl. supervisors) scared of doing anything -- Usual management style is to bully your employees; no 360s, i.e., supervisors do not get graded on how their direct reports think that the supervisors are doing - Humor or aving fun is looked down upon -- If you want to die at an early age ("right after retirement" is quite common), ExxonMobil should be your top choice - "High pay and the name attract people; rigidity and low morale drive them away." - Most older employees feel trapped; very few happy employees

Senior management Dallas decided in 2020 that they had too many employees and instead of having layoffs with severance as other O&G companies did, XOM started firing 8% of the employees per year for "performance reasons" and then tried to gaslight the remaining employees about this. Oddly the many, many "execs" we have weren't included in this 8%, just the employees who do the actual work. XOM continues to encourage employees in HC10 locations (the ten counties with the highest labor costs - US, Can, Singapore, Western Europe) to leave voluntarily by lowering their salary curves. My friends who stayed got ~1% raises for 2021 when inflation was 7%. The company is replacing the workforce with cheap labor in India, Malaysia, South America, and Eastern Europe which means fewer and fewer advancement opportunities in the US unless you have an executive sponsor. Longer term issues that still haven't been addressed: No visibility to jobs career paths. Ranking system based on politics and sponsorship rather than actual business results. No work from home flexibility. Endless red tape and "alignment" meetings to make even the simplest decisions. No empowerment, just the DOAG. I resigned in 2021 and am much happier.