Customer Story:

Oil & Gas Employee Engagement and Retention Case Study: Retaining Talent During Rapid Growth

How a growing oil and gas company used employee survey analytics to identify the factors influencing retention and engagement during acquisitions and organizational change.

Industry: Oil and Gas
Topic: Employee Retention

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Challenge:

An oil and gas company experiencing rapid growth through operational site acquisitions and inorganic growth faced differences in processes, culture, and organizational direction across the business.

Leadership wanted to improve the employee experience and better understand the factors influencing employee retention and engagement during a period of significant organizational change.

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Solution:

ForPsyte partnered with company leadership to develop an employee measurement model that identified strengths within the organizational culture and areas requiring further attention.

An employee experience survey and predictive analysis were then used to identify the factors most closely connected to retention and engagement, including leadership trust, goal alignment, employee development, and work-life balance. The analysis also provided specific insights for individual business functions so leaders could better understand the issues affecting their teams.

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Outcome:

The analysis showed that a relatively small number of employee experience factors had a strong relationship with both retention and engagement.

A few key employee experience factors explained nearly half of what was associated with employees wanting to stay. Those factors explained about three-quarters of what was associated with employee engagement.

These findings gave leadership a clearer picture of where to focus improvement efforts. The organization implemented targeted changes in leadership communication and transparency, organizational structure and goal alignment, employee training and development, and supporting technology.

• Nearly half of what was associated with employees wanting to stay was explained by key employee experience factors

• About three-quarters of what was associated with employee engagement was explained by those key factors

• Leadership gained clear priorities for action, including communication, goal alignment, employee development, and work-life balance

• Targeted improvements were implemented in leadership practices, organizational structure, training and development, and technology

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