A couple of months ago I heard about people being released from SDR (Boston research center). I'm now hearing rumors about some useless brown nosers being transfered there. Is SDR hiring or is it just another way of fattening the overhead costs?
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I cannot believe that I have to work with such imbeciles.
It is indeed a problem that is common to most big companies, not only a slb one. I realized after chatting with my managers and HR that their perception of my colleagues are completely different from mine. Actually, they are negatively correlated: they tend to consider the reliable hard working guys as disposable "working ants" whereas they are favorably impressed by the big mouths of slackers.
Back to SDR: thanks to their recent recruits they finally have an opportunity to beat SSR at the b---s----ting game. That would be an achievement!
It is the problem when HR is drawing the line, based on a ranking, based on a paper trail. Who begins to understand the process, can manipulate the paper trail, can manipulate the process. Limitation of a big company, upper management is driven to control through policy and process, which are inevitably flawed.
This might looks funny but it is actually the only way it works.
I had a genius in my team but he was fosil in his chair for 20 year till he
Got laid off due to lack off b---s---tig skills.
If you want to be transferred to a research center, there are two golden rules:
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Get sure that your visibility is much higher than your "commerciality"
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Flatter your boss, network with his boss, praise your contacts at the research center, etc.
Simple practical guidelines:
1 - Fail to deliver commercial projects or services. That may sound counter-intuitive but if you are "bankable" there is no reason for your current location to release you.
2 - Focus on reservoir symposia, Eureka, internal and external workshops, Fizz, blog posts, articles or patents. That's all good for your visibility. Don't be afraid if it takes a lot of time. Anyways you wouldn't want to spend this time on developing or delivering anything commercial (see point 1)
3 - Work mostly on protoypes, proof of concepts, freebies, university projects. Don't worry if it costs more than it brings (see point 1), it will help for your visibility (cf. point 2).
4 - Concentrate on fashionable things. If blockchain and hydrogen are "the next big things" in the Gartner's hype cycle, then you should be working on blockchain or hydrogen. It doesn't matter if it does not correspond to any actual customer need in the O&G industry (cf. point 1) it will definitely put you on a map (point 2).
5 - Move fast to another project, don't wait for things to be finished: (1) they probably never will be (points 1,3), (2) it's not necessary to insist after you have squeezed all the "communication juice" (point 2) and (3) you don't want your management to realize that that stuff is useless (point 4)
6 - Reuse as much as possible pre-existing work. Use university work, incorporate open source code, etc. Unless it's from google (which sounds cool), let everybody think it's yours. Anyways your product ain't be commercialized anytime soon (points 1 and 3) and you'll be long gone before anybody discovers (point 5). Remember that communication is your sole objective.
7 - Leave the dirty work to others. Get introverts to work with you, hire interns from local universities. There is no point wasting your time on the technicalities of the project, you just want to stay in charge of the communication, publications and patents (point 2). Nobody cares about whom does the actual work anyways.
8 - Regularly update your managers, their managers and, more importantly, your VP about your progress. Allow them to announce your results and provide them with ready-made marketing material. If you help them shine, they'll help you climb the career ladder.
9 - Talk favorably about your boss to researchers you know. Talk favorably about researchers you know to your boss. Do the same with your VP, your N+2, your center or operations manager, etc. There is a good chance they'll eventually learn that you said good things about them. They'll like you.
After all slb is bulletproof and knows how tocatch up with rest of ofs companies.
Proposed to close down 146 offices and location which are not in proximity of fields and ofs ops. Abiut 20 software division, india focuses more on spftware and support too. Several segments merge by end of 2018.
All the research/software centers in expensive locations need to be closed down.
I think we need crew change eveywhere.
yes it is true cause we need talant