Breaking free

Breaking Free – The Story of Farid at Lumina Palm Oil Refinery

Farid had been a process engineer at Lumina Palm Oil Refinery for five years.

On paper, it was a dream job: the salary was generous, the benefits solid, and the company’s products were exported to markets across the globe. But behind the polished corporate brochure was a reality Farid could no longer ignore.

Every morning, he woke up with a knot in his stomach.

He counted the hours until the end of his shift.

He avoided the break room because conversations there often turned into whispered complaints about management.

The refinery’s culture was toxic.

Managers dismissed concerns without listening.

Recognition was rare.

Office politics thrived while teamwork suffocated.

Farid kept telling himself the pay made it worth it — until one late night at the plant, while monitoring the refining tower readings, he caught his reflection in the control room glass. The tired eyes staring back weren’t the eyes of the eager young engineer who had joined five years ago. They were the eyes of someone surviving — not thriving.

That night, he decided survival wasn’t enough.

The Turning Point

Farid began to quietly plan his exit.

He updated his skills, connected with industry contacts, and applied only to companies with strong reputations for employee well-being.

When the day came, he submitted his resignation.

Colleagues were shocked. “But the pay here is great,” they said.

Farid smiled. “A good salary can’t fix a bad culture. I’m choosing my growth, my health, and my future.”

A New Chapter

His next role was at a smaller refinery in Johor. From day one, he felt the difference:

The plant manager listened to feedback and acted on it.

Achievements, big and small, were recognized.

Engineers were given autonomy to test process improvements without layers of red tape.

There was trust, not fear.

Farid began to thrive again.

He looked forward to challenges, mentored junior engineers, and felt proud walking into work.

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Lessons from Farid’s Journey

The experience taught him that building a thriving workplace isn’t luck — it’s leadership:

1. Make people feel heard – Listen sincerely and act on their input.

2. Recognize contributions – Appreciation fuels motivation.

3. Give room to grow – Skills and autonomy turn employees into innovators.

4. Create trust – Remove fear and mind games.

5. Fix the real problems – Toxicity won’t fade on its own; it must be confronted.

Farid often shared this with his new team:

“A healthy refinery doesn’t just refine palm oil — it refines people’s potential.”

Because when a workplace fuels its people, they don’t just stay — they grow.