Enable employees to reach their full potential

Investing in people for long-term careers

Our people are our biggest competitive advantage. The skills and capabilities that allow our workforce to meet the world’s energy needs today are the same critical skills required for ExxonMobil to play a leading role in a thoughtful energy transition.

Our employees have expertise in a wide range of disciplines, including engineering, finance, mathematics, chemistry, and biology. It takes decades to build core capabilities within our global workforce and requires investment in people for long-term careers.

Each employee has an individual development plan, informed by their interests, skills, and experiences, which guides them in achieving their career aspirations and reaching their full potential. These development plans include stretch assignments, supplemented with training. This approach takes significant investment and allows us to maintain our competitive advantages and achieve our strategic objectives.

A career-oriented approach

Our career-oriented, individually tailored development planning approach is unique and requires deliberate career planning, formalized skill development, and training. We invest in long-term careers that can span the full breadth of ExxonMobil, with career paths that allow employees to build skills from specific work assignments, projects, on-the-job experiences, and through focused technical and leadership learning.

Many employees move into new roles about every four years. In 2025, more than 11,500 employees took on a new job role providing an opportunity to grow and develop new skills and capabilities. For many employees this also included an opportunity to work in another part of our Company or another country. This also means that many employees will have the opportunity to work in many different jobs throughout their career with ExxonMobil.

On-the-job training occurs throughout every career, leveraging skills and experiences for roles that stretch and challenge employees while building additional capabilities for future positions. More than one million course-based training sessions - including classroom and digital learning - were delivered in 2025, enabling employees to sharpen skills at their own pace. 

Employees and supervisors engage in ongoing development discussions to remain aligned on career aspirations, development opportunities, and future roles.

Supervisors review their employees' current skills and experiences and identify future development areas. Each employee has a tailored individual development plan, providing employees greater clarity of the experiences required and the breadth of opportunities available across the Company to reach their potential.

This focus on development, coupled with ongoing talent reviews and robust succession planning, allow us to identify talent pools, and evaluate skills and capabilities needed to succeed now and in the future.