Thread regarding Schlumberger Ltd. layoffs

It’s not fun? Of course it isn’t, it’s called work for a reason little snowflake.

as ex-slb veteran from support function based out of Houston, i can tell you to hang in there for atleast 3 years then quit. make your best focus to work well with your manager and you will be fine

after 3-years, expect your experience will add 25-35% to your baseline salary if you market yourself within linkedin or peer network. my actual increase was close to 40-50% and also keeping my vacation merit from slb

slb is a great name for resume, worst place to be consumed.

goodluck

I am planning to leave, because there are so many piggy managers in the company.

It has become terrible place to work. All good people who have generated billions in revenue for the company have been fired. A few remaining with more than 10 years experience are at that tipping point of snapping. One can expect a mass exodus anytime now.

They have a bad reputation in the industry for letting people go who are over 50. They let many go during this last downturn. Oil and gas is a very unstable industry. I’d advise you to open your own business or work for the government whether it be city, state, or federal.

@jwc The blue print, or actually its concrete embodiment in the form of a balanced scorecard, was the first massive error of PK. It has been breaking all the rules for an efficient and effective incentive and management tool. In many cases it lacked proper balance between financial and non financisal ibjectives and has been directly and blindly cascaded from the segment president or VP to the base staff, without any personalisation, explanations, etc.

Engage to Excel was originally not designed at kicking out disengaged employees but for understanding why they are disengaged and fix it. Unfortunately, it lacks many relevant questions notably about the perception employees have of the company /segment strategy, their feelings towards the management qualifications and communication effectiveness,and the criteria used for promoting employees.

@jom it was indeed wholly necessary to reduce costs. And to release some people. The way costs were reduced and the selection of employees to be released, however, are debatable.

I totally agree with that many surviving managers have connections so they don't even know about any technical stuff and they can still be technical lead. The real technical experts were shown the doors.

Some managers were hired from GE without credentials. They are . Just busy rep o rating to h I ghee managers and without any contributions and take credits from their team. I don't understand why they are hired in the first place. Check the transformation center at enclave. Most are either transferred from the field and they know nothing about IT, and each one works with one contractor's help them, or they know nothing's in the field they are leading. It simply because Paul put money to that center, 1billion per year to do the Sap system integration. And the managers don't know how the architecture works, so they just spend thousands per day to hire consultants. It's a huge waste of money. Considering it just support a super expensive project with m of re than half are useless and corruptive connected people from outside schlumberger. I think the first task is to purge these people. But the simply don't care culture is hard to.fix with so much h negative feelings among employees.

Unfortunately, you have arrived in the midst of a significant downturn. The atmosphere is tense because there have been many hard decisions made over the last few years that have been wholly necessary and just as wholly unpopular. However, SLB still remains a great company, there is a huge amount of great employees and managers - seek them out. There are great career opportunities for you to progress, develop and strive forwards. The great thing is while everyone is sitting around a moaning and waiting for the upturn to leave or trying to avoid sticking their necks out so as not to get fired, you can leap frog half of them and carve out an excellent career. Think less about the toxicity and more about what you want - then go get it.

Why don’t you all get onboard with the engage to excel initiative and start following company orders. You either engage and excel or get out. We don’t want people who are not committed to the blue print ethos. Blue print is there for a good reason to keep people motivated and focused on the company goals and if you can follow these simple guidelines then clearly you are not Schlumberger material. Engage and excel or disengage and get out

Many employees are still in SLB because it is hard to find a better paid position in the oil industry today. It does not mean that we like the job or the company. We are mercenaries. You should carefully consider the balance between the financial benefits and the rest before planning your next move. If you really have a low starting salary it should be easier for you to find a more satisfactory work environment elsewhere.

I don't think anyone is upset with you. We are upset with manager to sacrifices good employees for their own survival.

Most of current managers and teamleads chosen by their connection so basically There are only handful of employees left which are actually productive. Imagine how working atmosphere will be between gangs of thugs.

My advice will be save save save save money because of you are honest hard-working soon you will start panicking.

2nd that, it's the SLB way.

Keep your chin up and stay the course, you will be fine. Hang in there and in a matter of time you will understand and become just as disenchanted, disengaged and irritated as the rest of us. That’s what makes us whole and gives us a sense of unity and esprit de’corp. That’s french ya’know. Meanwhile go through your day to day motions, keep your head down and dutifully focused on your work as that really helps pass the time. Focus on getting to the mid-day feed and then to “gates open” at the end of the day. You will be fine.