any info regarding that there may be select individuals at certain facilities being on a stipend or bonus to stay on and not leave to retain some kind of knowledge base in the event they may be beneficial to the future business plan?
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729 pretty much nailed it. Don't think for yourself. Superiors, to no fault of their own can't help.
The process manuals got started back in the 90's and it soon became well known that the manual was being used to beat the hell out of anyone that had an Irregular Job. The employees rapidly learned to turn that against the mis management in order to survive. Obviously both were wrong but the manual was terribly mis-used and this was a natural reaction to that. Now give that 20 years down the road and here is what you have: Employees that are mostly clueless ( they are NOT stupid ) and would love to understand what is going on but that is not going to happen. It is much easier to beat them with the processes than to teach. Today, they have mostly unknowing higher ups telling the workers what to do but with no experience themselves. So . . . . .if a guy has a job problem he is not allowed to think on his own, he must call the people above who - can't answer the questions. Can you hear the rumble from all the Baker people's feet as they want to run away from this.
so then could some of my select co-workers be getting preferential treatment? granted i made it this far but, i should start taking a more careful notice eh? thanks
usually certain personnel at the company being bought will be granted retention benefits, but not at the acquiring company. They keep you around till they get their game plan ready, dont think for a minute you're special:)
Don't know if they call it bonus or stipend and not sure at HAL but definitely happening at baker. Upper management know they are out once the merger clears so they are being PAID BIG BUCKS to stick around and keep the show moving.
And Santa Claus will bring you a new BMW. Halliburton has little interest in keeping experienced mature hands.
That's why they came out with best practices.
I had 40 years of generating revenue. In the field.No write ups or cost correction jobs.
6 of us were cut. Between 35-42 years of service. Zero loyalty to employees.