Statoil ASA (now Equinor) is Norway’s largest private owned company, with offices and operations across the world. The organisation is a key supplier within the energy industry, mainly oil and gas.
In 2006, Statoil was to introduce a new system for employee feedback and personnel development – ‘P@S’ (People @ Statoil). There was a need to align and explain the new system to both managers and employees. An important aspect of this process was to ensure that the system was used properly throughout the organisation, regardless of the respective location.
The process consisted of two parts, with a Dialogue Mat for managers and employees. The purpose was to ensure the best possible quality in employee feedback sessions and personnel development. The first step was training managers, so that they could facilitate their respective employees with further training.
A central part of the process was the connection the each individuals’ experience with the company’s goals and values, as well as the work environment. How things were implemented and carried out in the company should be just as important as what. This is directly linked to the work environment, both within the individual department and between the various units and locations in Statoil.
Each employee’s performance was directly linked to Statoil’s strategy system – “Ambition to Action”. Simultaneously, the focus on how each individual employee should contribute to the work climate was always emphasised.
The work with the Dialogue Mat has been so successful that we are currently revising and further developing the process in close collaboration with Statoil.
