Leaders need to be visible and communicate clearly with the entire workforce if they are to build commitment, motivation and performance. Our CEO and senior managers use a number of tools to engage with employees. We communicate the big picture about our business through CEO newsletters, webcasts, all-employee meetings and during personal visits by managers to offices and the fleet.
Developing Strong Teams
Every 18 months, offshore and onshore operations management come together for a three-day meeting designed to build relationships and share ideas across the business. With a mixture of facilitated workshops, formal and informal dialogue, the emphasis is very much on open participation and two-way communication. This has greatly helped in closing gaps and building stronger working relationships between PGS office and offshore teams.
Our performance management process is designed to help people perform at their best by motivating them to achieve or surpass their goals. The process is designed to be fair, transparent and consistent, clearly linking reward to individual performance.
Each year every employee agrees their work and personal development goals with their manager, and agrees on specific measures of their own performance. As a minimum, PGS commits that all PGS employees shall:
- Participate in an annual formal performance appraisal with their manager to gain honest and open feedback on their objectives, performance, attitude and behavior
- See a clear link between their annual objectives and their performance evaluation
- Have excellent performance recognized and rewarded
People focus is about valuing all our employees, and the various skills they bring to our company. We aim to develop their talents and support them as their career with us evolves. PGS employs a highly specialist and diverse international workforce, capable of engaging with diverse communities. We encourage balance, equality and a culture of respect. This is part of what makes PGS a great place to work.
Our goal is to attract the best talent available. We take steps to ensure there is no bias of any kind, including gender, ethnicity or age, in our recruitment campaigns and activities. Whilst we are proud of the international content of our regional headquarters, our smaller offices have proven the success of investing in local employment.