Retention and engagement
Our global, diverse workforce represents a source of competitive advantage for ExxonMobil. We retain and develop our employees by fostering an environment where personal and professional growth is encouraged, and career objectives are developed and achieved. During the annual performance assessment and development process, every employee has a structured, documented discussion with their supervisors about work accomplishments, training objectives, development opportunities and career interests. This process provides the basis for ongoing employee coaching and continuous performance improvement. The company’s training programs, mentorships and networking opportunities also help employees grow and develop throughout their time at ExxonMobil.
Another aspect of our retention and engagement strategy involves providing a robust corporate and technical training program. Our major business units spent $96 million on training employees in 2013, reaching more than 87,000 non-unique training participants. To maintain our position as a technical leader in the industry, we directed more than 71 percent of our investment toward professional technical training. Additionally, more than 3,900 employees at various levels of the company participated in ExxonMobil’s leadership development training programs in 2013, of which 30 percent were women and 59 percent were employees outside the United States.
Our workplace flexibility programs assist in maintaining employee engagement by addressing individual employee needs and maximizing employee productivity. ExxonMobil offers a variety of workplace flexibility programs, which may be customized and used individually or in combination to meet individual needs. Each country’s workplace flexibility program differs based on legal requirements, infrastructure and culture. Examples of workplace flexibility programs include adaptable workplace arrangements, modified workweeks, part-time regular employment and adjustable work hours.
ExxonMobil communicates openly with employees, through frequent one-on-one and team discussions, as well as larger organizational meetings. In 2013, ExxonMobil’s business line presidents held nearly 50 town hall-style forums and interactive meetings with employees, addressing topics such as safety and future business plans, as well as answering employee questions.
Our benefits programs are an integral part of a total remuneration package designed to support our long-term business objectives, as well as attract, retain and reward the most qualified employees. The goal is to be responsive to the needs of employees throughout their career and into their retirement.
Ensuring access to affordable health care helps employees manage health care issues and reduce related financial concerns, assisting them in being productive and focused on their personal and professional responsibilities. Benefits coverage for spouses is based on legally recognized spousal relationships in each country where we operate.
The funding levels of qualified pension plans comply with applicable laws or regulations. Defined benefit pension obligations are fully supported by the financial strength of ExxonMobil or the respective sponsoring affiliate. The company provides retirement benefits that support our long-term career orientation and business models.