Nabors Industries

  www.nabors.com
  www.nabors.com

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Nabors Industries Reviews

50 Reviews
2.2
50 Reviews
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Nabors Industries President & CEO Anthony G. Petrello
Anthony G. Petrello
20 Ratings
  1. 1 person found this helpful  

    Lots of unrealized potential; if it were cultivated.

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Anonymous Employee in Houston, TX
    Current Employee - Anonymous Employee in Houston, TX

    I have been working at Nabors Industries

    Pros

    Paycheck always goes in the bank on time.

    Cons

    This company, like any other in O&G follows the ebb and flow of the industry. The real tragedy is how the company is run.

    CEO- is a lawyer who could not care less about people. His only concern is the bottom line (the money). His attempts at showing empathy as a result of employee surveys were pathetic at best, and never resulted in a measurable change of any sort. He talks a good talk, even brought in a large consulting firm and spent a LOT of money to figure out what the issues were... The result, More of the status quo.

    CIO- very intelligent man who has been given the keys to the kingdom, and is very close to the CEO. Too close if you ask around... This CIO controls every aspect of the company either directly, or indirectly stemming from the totalitarian IT system that is in place. Up until a year ago, you couldn't even plug something into the USB port of your PC. They were disabled. Nothing occurs in the building, even facilities maintenance or the cleaning staff vacuuming the aging floors, without an IT ticket. The CIO continually home grows IT systems and customizes platforms to such an extent that it creates a self sustaining ecosystem for his IT staff. We have more developers than a video game company.

    HR issues- as an organization we have a large talent pool. Some very intelligent minds in the organization that we are very lucky to have. However inevitably, they all leave. Regardless of if it takes 4 days, 4 months, or 4 years. They all realize they aren't being compensated for their market value. Then, instead of promoting within, investing in the talent that we have so much of, we spend countless amounts on consulting groups and contract labor of various types. All of which is vastly more expensive than engaging the talent we have in the organization.

    This company could be great, if the senior leaders would let it be.

    Advice to ManagementAdvice

    Wake up. You're killing your company, your brand, and your talent pool. So many recruiting efforts and referral bonuses... Try that level of effort to retain the employees you have.

    Doesn't Recommend
    Negative Outlook
    Disapproves of CEO

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