Pros
On-site gym and trainer were great!
Cons
When Jim Wright and Scott Rowe left, so did any personal involvement with "the pee-ons" (I actually heard a VP call employees that). There is no mentoring. No exposure to upper management. Doug Milke was hired to be a hatchet man and he did a great job of it. He is completely detached from the entire workforce. And that's a trickle down effect. If I wanted to talk to my boss I had to make an appointment. And if I even sent an email to the manager above my boss, he had to be copied. Otherwise, someone might realize how useless he is. Everyone I knew, and I knew just about everyone, was completely miserable and over worked. I was supposed to build a safety culture at my facility but nobody cares about safety and in that environment, they never will. It's a joke. After working for my boss for several years, I can tell you nothing about him as a person outside of work. He is a robot. He invested no time into actually getting to know me on even the most superficial level. At a company luncheon, he was once asked how long he had been married and he refused to answer. It actually made everyone very uncomfortable. There was no team culture or involvement. There were just supervisors and worker bees. Morale is lower at Cameron than at any other company I've ever worked for. Managers are drones and if they aren't drones, they're tyrannical. There is no originality. I had one boss who never even read my resume and I worked for him for years, constantly trying to advance. I even put my resume in his chair and saw him throw it in the trash before he sat down. My boss after him actually paid attention and mentored me (ONLY one I ever saw do that) and I was promoted. This was a total anomaly since I didn't go to A&M or Harvard and wasn't a GRDP. He, of course, was laid off because he wasn't a GRDP and was over the age of 50. Well, the new boss had no clue about what I did but took credit for all my work. I was shocked to see his resume on Careerflow (which was also useless) and read that he had taken credit for EVERYTHING I did. Every process I implemented was on his resume as his accomplishment. He was such a yes man that every time I'd come to him with an idea, his first response was "Well, what are the other facilities doing?". Who cares? If everyone else was jumping off a bridge, would you? This is a policy we aren't following that needs to be implemented! Just make a decision already or, since you know nothing about it, let me do my job. He didn't have an original thought in his head and always went with the status quo. No innovation at all - except for mine that he was taking all the credit for. The only guidance or mentoring I ever got was from Corporate so when SLB came in and swept them clean, that resource was cut as well. Also, they care way too much about the GRDP's when they are firing good, hard working employees with tenure and experience. GRDP's actually bragged about their new assignments during the downturn when hundreds of people were being laid off because the GRDP's were getting their jobs and knew they were safe. And, at some point my salary was cut but I have no idea when. Nobody ever told me. A few years before that, after a stellar performance appraisal, I received a 1% raise and was expected to be grateful. That was the last raise I got and it was in 2014. They did away with merit raises and never even bothered to tell employees. The constant fear of being laid off was beyond stressful for everyone. But those GRDP's had nothing to fear and let everyone know about it. Oh, and the "Behavior Observation Program" is the biggest, most stupid waste of time I've ever seen yet they made it mandatory. Nobody cares! I hope SLB got rid of it. Nobody cares about monthly safety reports. Nobody cares about safety statistics at all. Especially HR. There is absolutely no support from HR. You can total your company vehicle while being completely at fault and there are absolutely no ramifications whatsoever. From day 1 it was highly evident that management was completely remiss, VP titles were handed out like candy, and managers did not care about their teams as people. I hope SLB made that better but I highly doubt it.