Last year's "engage to excel" survey has shown that the "Petrotechnical experts" (PTEs) were on average much less "engaged" than the rest of Slb employees (which, themselves were not particularly engaged).
The management recently decided to come up with an emergency response plan to remotivate this workforce. They promised us an increased involvement in business decisions, better career visibility and promotion potential, plus time and support for innovating and making a difference.
This was announced last week, and it all sounded good.
Alas, this week - by mistake - HR sent the Key Performance Objectives of the Geomarket Operations manager of my segment (Ooops, product line), i.e., our sole and only boss, to all employees Grade 10 and above.
What did we discover? He has absolutely zero objectives related to "engagement" or "engage to excel". Zero. He actually has only three objectives: the first one is about year-on-year IBT growth, the second one about the quarterly net made by his team and the third one related to the days sales outstanding (i.e., how long does it take to get our services paid). End of the story.
Oh, and he promised to entirely chop off of our subsegment (and ourselves) if we don't manage to achieve a better IBT than last year. In the meantime, everybody was piled into an open floor plan, like cattle.
We are now super engaged (into job searches).