ExxonMobil Project Engineering reviews

5 days a week and ranking

Being a large organization, it takes time for ideas to be incorporated at a large level (i.e. needs to be formally presented to a VP after 38 PowerPoint revisions before forward traction) Although it’s now a rating system, the performance appraisal process still reeks of the former archaic forced-ranking system Formal and careful (i.e. careful not to offend the “wrong” person) culture discourages dissent and making mistakes (and thus rewards maintaining the status quo or supporting senior folks’ perspective) - i.e. change and challenging thoughts are less welcome than they could be Lack of transparency with career progression (i.e. no open posting/communication of available positions as well as general secrecy of next role(s)), which means employees are potentially not utilized to their best ability With the traditional, good ‘ol boys culture, continue to deal with inappropriate, inconsiderate, or offensive comments and unconscious bias With recent impact of low oil prices, COVID-19, parts of the corporation have been significantly reduced, questioning long-term job security for those roles (including roles whose positions are being outsourced)