ExxonMobil reviews

Employee morale is generally low. Formal feedback tends to be vague and lags behind by over a year, making it difficult to improve in rankings. Career development is often dependent upon the direct supervisor, who may or may not make an effort to provide growth opportunities such as training or special assignments. Senior management is far removed from the entry- or mid-level employee and communication regarding goals and objectives are often contradicted as it moves down through the layers of management. Younger employees feel unheard, not respected, and often taken for granted. In recent years, a number of employees have left the company for a competitor -- not for a new position or even better pay / benefits. They simply found that they were treated better.

Forced rankings mean the suck-ups usually out perform the competent, hard workers. Much of the culture is the holdover from Exxon more so than Mobil. Exxon is a very Engineering lead company and therefore views people as resources rather than assets to be invested in. Supervisors are asked to evaluate their employee's potential when they are first hired in. Depending on your supervisor's first impression, your 30 year career growth potential can be severely stifled by one bad review. There are many supervisors and managers that are victims of the Peter Principle and are now in the level of their incompetence with no opportunity to move any further until they retire.