So has the CO-KS gone?
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I really liked the long message posted yesterday about SLB transformation effort and where it did not work well (But I could not find it today and I suspect it has been deleted). The message was well thought and I believe reflects the thinking of many front line product managers and experienced engineers. I hope the top SLB and EMS management can read the message and reflect how they can do a better job in the execution of these good ideas. My suspicious is that many managers have heard of and realized the same thing but the SLB organization is so large that it is hard to make adjustment.
Even though I left SLB prior to all of these transformation initiatives but still wish Schlumberger well. Schlumberger is viewed as THE leader in oil field service and its success is good for everyone in the industry in an environment where operational efficiency and safety is the king. With increasing competition and cost cutting from clients, transformation is needed for Schlumberger to move to the next level of performance and it will take some effort and time to get it right. The industry is moving towards less people and more automation and knowledge and process capture are important to achieve that. But Schlumberger should never forgot that the employees are the most critical for its success.
Also just want to say to the people who left or got layoff by Schlumberger, you are an excellent bunch and you will find many companies are ready to take you when the business picks up again in 2017. Good luck to you all.
The SLB Transformation is one of the biggest waste of time. The process only works on paper but not in reality. The person or people who came up with this transformation mess should be transformed into being fired. Schlumberger has never added any value to Mi Swaco other than to destroy a once great company.
is she good looking?
In NAM they go through two presidents and finally settle on a woman. Her name is CO-KS so at least we all know who's in charge despite all the token females to meet a quota.
Worst oil market in a few generations and the company sends out a damn survey about gender balance. That's all you need to know. Concerned more about protecting the few women that actually WANT to work in oil instead of whether they are worth a crap or as good or better than their male counterparts.
Re: Employee attitude surveys; If they have to ask, they already know.
It has all been for the worst. Look at the survey results! Let's buy Cameron, ask Gallup's asinine questions company-wide, spend a fortune on flying useless managers to group hugs, and at the end of it all show SLB in the 20th percentile. If employees don't give a f-ck, how could the transformation ever work?
very true. it has got worse with all the firing of experienced personnel and no amount of transformation can change that
Transformation has improved service quality failure rate dramatically. I
I have more questions in addition to OP's question about the effectiveness of so-called "transformation".
Where is the "transformation" for the management of this company? Since the downturn started, SLB management kept misreading market trends and making wrong decisions and strategies, which led the organization into deeper trouble. Cameron is a good example. All the low-level employees who got laid off didn't cause this trouble. So why is the "transformation" NOT focusing on the source of the problem? There are many incompetent managers and other high-level employees who have survived with only their network skills and abilities to present them as a “useful” employee.
Is the word, “transformation” really the right word for laying off innocent people? Every time SLB management say “transformation”, it sounds like an insult to all the former employees. Why should they be “transformed”, when these people just followed whatever they were told to do by the management?
Going back to OP’s question, I don’t think the “transformation” is working. If it worked, what sorts of improvements have we observed so far?