Desafíos

With expanding operational footprints and increasing production demands, the company needed a modern, scalable way to motivate field teams, strengthen cross-functional collaboration, and reinforce a safety-first culture. The lack of structured recognition mechanisms and real-time visibility into achievements led to inconsistent engagement across operations.

• Gaps in motivation around production targets: Field teams lacked consistent performance-linked triggers that celebrated achievement of output goals or effective handling of production-critical tasks.

• Difficulty recognizing efficiency gains and uptime improvements: While operational teams maintained crucial equipment such as compressors, pumps, separators, and drilling support systems, achievements in uptime and optimization often went unnoticed.

• Fragmented safety recognition across hazardous environments: Incident-free streaks, near-miss reporting, and safety drill completions were not consistently acknowledged, weakening reinforcement of safety behavior.

• Limited visibility into technical innovation at the field level: Technicians developing optimization hacks, workflow improvements, or engineering modifications had no formal recognition mechanism.

• Lack of structured appreciation for offshore and rotational work: Rotation cycles—often 21/21 or 28/28 days—put significant strain on employees and families, but acknowledgments remained ad-hoc.

• Challenges reinforcing collaboration across multi-disciplinary teams: Cross-functional teamwork between production, maintenance, HSE, drilling, and well-services teams was mission-critical but insufficiently celebrated.

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Personas involved

• Field Engineers & Technicians: Execute production tasks, equipment maintenance, and process optimization.

• Platform Supervisors: Oversee daily field operations and ensure production continuity.

• HSE Officers: Enforce safety protocols, conduct audits, and track safety KPIs.

• Maintenance & Reliability Teams: Maximize equipment uptime and ensure asset readiness.

• Operations Leadership: Monitor production performance and drive cultural alignment across remote teams.

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The solution

To elevate field performance and drive operational excellence, the organization launched a unified recognition and reward framework deployed via Xoxoday Empuls, tailored specifically for the realities of onshore and offshore operations. This created a culture where productivity, safety, innovation, and teamwork were consistently acknowledged through automated, data-driven workflows.

• Unified performance recognition across field locations: Daily and weekly accomplishments—including hitting production thresholds, minimizing downtime events, or responding quickly to operational anomalies—were surfaced through automated prompts, ensuring timely acknowledgment from supervisors.

• Real-time visibility into achievements with automated insights: Supervisors gained dashboards summarizing recognition activity, safety contributions, uptime improvements, and technical achievements, enabling balanced and inclusive recognition across distributed teams.

• Safety-first reinforcement with milestone-based awards: Incident-free days, completion of toolbox talks, participation in safety drills, and near-miss reporting were linked to structured awards, strengthening commitment to a zero-harm culture across hazardous field environments.

• Recognition for innovation and technical problem-solving: Engineering insights, process improvements, energy optimization ideas, and equipment troubleshooting contributions were highlighted through team-wide announcements and reward cycles.

• Rotation and remote-work appreciation: Field teams working long rotations offshore or at isolated sites received cycle-completion bonuses and family-support acknowledgments, positively impacting morale and retention.

• Collaboration-driven appreciation programs: Multi-disciplinary teams who delivered seamless handovers, supported shutdown/turnaround events, or resolved operational challenges collaboratively were rewarded with team-based recognitions.

• Seamless redemption through a global rewards marketplace: Employees received instant access to a diverse range of rewards—including merchandise, experiences, travel options, prepaid cards, and wellness products—improving engagement across distributed operations.

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Impact

The unified framework delivered measurable improvements in productivity, safety behavior, and team morale across onshore and offshore sites.

• 19% increase in production output across high-priority field assets

• 27% improvement in equipment uptime driven by proactive maintenance engagement

• 44% rise in incident-free streaks across offshore and onshore teams

• 2.8x increase in innovation submissions from technicians and field engineers

• 33% improvement in rotation satisfaction scores across remote operations

• 38% increase in cross-functional collaboration recognitions

• 88% reward redemption rate across field and technical employees

• 23% reduction in attrition among frontline operational roles

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Conclusion

By implementing a unified, automation-driven recognition system tailored to field operations, the organization significantly improved productivity, reinforced a culture of safety, and strengthened team cohesion across remote and high-risk environments. The approach enabled timely recognition, celebrated technical excellence, and elevated morale across the field workforce—ultimately enhancing operational resilience and sustaining performance across Southeast Asia.