Objectives/Scope: Please list the objectives and/or scope of the proposed paper. (25-75 words)

Engagement programs were envisaged for employees across the group companies as part of enriched motivation measure. The volatility in the oil prices had resulted in market instability that necessitated a "do more with less" strategy. Three primary behaviors: Say, Stay and Strive were identified as decisive forces that could improve performance. To retain the competitive advantage and for employees to feel appreciated, employees need to enjoy first then belief then value their contributions.

Methods, Procedures, Process: Briefly explain your overall approach, including your methods, procedures and process. (75-100 words)

Organizations hoping to drive engagement must tap into employees' passion, commitment, and identification with the Organization. Equations considered:-

Right employee for the right job: Can do & will do

Results: High performance + High retention rate = sustainable success and growth

Possible roles for a candidate in an organization + organizations values + potential candidate preference to job and work environment= Motivational fit which is one of the best ways to have highly engaged employees is to hire them.

Engagement Drivers: Right employee for the right job Leadership with the right skills Work environment supported with strong systems and strategies

Results, Observations, Conclusions: Please describe the results, observations and conclusions of the proposed paper. (100-200 words)

Some of the solutions are:

Good job card, Spotlight recognition, Employee of the month, Star of the month, Graffiti board, Standing meetings, Art & Talent sessions and Volunteering and charity.

Tactics used to develop, manage, monitor & improve engagement rates are:

The unification of Job Titles across the group was one of the key pillars for the stellar success of the program. Creating clear direction. Open and honest communication. Workplace culture that fosters positive employees' morale and promote high performance. Continued focus on career growth and development. Empowerment. Recognizing and rewarding high performance. Commitment to employee well-being.

Awards instituted were:

  • Best Leader award

  • Best Employee award

  • Best Social Responsibility award

  • Best Team award

  • Best Innovation & Quality Award

Novel/Additive Information: Please explain how this paper will present novel (new) or additive information to the existing body of literature that can be of benefit to and/or add to the state of knowledge in the petroleum industry. (25-75 words)

This mechanism can enable leading companies with employees stationed across the globe to transform the image of Oil & Gas industry from a "Zombie" organization to an "Engaged" Organization. Some of the process improvements are: Surfacing issues, Engage employees in defining solutions, Quick wins (JDI & Action workouts), Monitoring and regular reporting on progress- Creating improvement- dashboards, Defining new targets for improvements, Suggestion scheme for improvement ideas and Recognition, acknowledgments, and awards

Keywords:
project management, promote high performance, information, knowledge management, key take away message, high performance, objective, personnel competence, attitude, employer
Subjects:
Strategic Planning and Management, Professionalism, Training, and Education, Information Management and Systems, Project management, Personnel competence, Knowledge management
Copyright 2017, Society of Petroleum Engineers
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