Employee Engagement and Experience for Energy and Utilities
Communication, recognition and the conditions people actually work in.
What this looks like in energy and utilities
The parts of employee engagement and experience that are specific to this sector, rather than general.
Engagement for Project and Operations Teams
Mobilised teams and shift teams need different things.
What this coversHide
Engagement for Project and Operations Teams
Mobilised teams and shift teams need different things.
What this coversHideA project engineer at a remote site and a control-room operator on rotating shifts have almost nothing in common in how they experience the organisation.
Project and site teams
- Rotation and leave predictability
- Site accommodation and facilities standards
- Visibility of the next project before this one ends
- Family contact and travel arrangements
Operations and shift teams
- Roster fairness and advance publication
- Night-shift recognition and facilities
- Competency progression and authorisation levels
- Voice in operational decisions that affect the shift
Roster predictability is the most consistently raised issue across both groups, and it is usually the cheapest to fix.
The general method — what employee engagement and experience covers, the questions it answers and what an engagement produces — is the same whatever the sector, and is set out on the employee engagement and culture page. What is above is the part that differs for energy and utilities.
Other HR topics for energy and utilities
Where to start
Most engagements begin with a review of how this runs in your business today, then a written process and the sequence to implement it.
See all HR topics for energy and utilities, or another industry.