Clear Petroleum encourages comprehensive development of its cooperators through ‘Good Practice’ Program

In 2023, Clear Petroleum started ‘Good Practice’ – a program designed by staff from People & Culture department to promote competition and the welfare of its cooperators. This initiative arose after the pandemic, with the purpose of reaching – particularly – field operators, whose geographical distances and different work schedules make in-person meetings difficult to organize. The program has expanded around the whole company, including directors, managers and administrative staff; this way strengthening as a key vehicle for Clear Culture diffusion. 

‘Good Practice’ was originally meant for the operating unit, but due to its positive results the program was spread to the whole company. This reflects the company´s intention of promoting an inclusive and cooperative corporate culture that leads to surpassing organizational boundaries. The program offers not only practical tools but also useful knowledge on daily tasks targeted at the comprehensive development of its cooperators.

‘Staff from People & Culture´ wanted to meet field workers and tell them that we’re ready to help them, providing them with tools and knowledge that they can apply on their daily activities. The main goal is to leave our desks and show up in every area of the company, stated Ezequiel Gonzalez, People & Culture manager.

Three key pillars to success

‘Good Practice’ Program is organized according to three main pillars:

• Communication: foundation of any efficient work team

• Teamwork: cooperation is essential to reach common targets

• Leadership: encourage leaders who inspire and guide their teams.

This year Clear has incorporate a new unit: Emotions Management, which contributes to the three main pillars mentioned above – offering a comprehensive perspective of the emotional well-being and its impact on the working environment. 

‘Our intention is that this program represents a learning and growing environment for all our cooperators, regardless of their relationship to the company. Emotions Management is a key tool to reach cohesive teams,’ added one of the directors of Clear Co.

So far, over 200 cooperators from the administrative area have been part of the ‘Good Practice’ program – taking an active participation in different company branches – such as Neuquén, Buenos Aires, Santa Cruz, Comodoro Rivadavia y Mendoza. Sessions have been carried out both in-person and virtually (through the use of Microsoft Teams Platform) – this way giving the possibility of participation to employees in different locations. The number of people involved demonstrates not only Clear´s compromise with the well-being and development of its cooperators but also shows the flexibility of the program – which has been efficiently adapted to different regional backgrounds and working methods.

Besides, the versatile layout of the units has paved the way to make training more accessible to all the company levels (including three/four-people teams and also groups of over twenty attendants – like the meetings held in Las Heras Base. This flexible approach has permitted not only the improvement of leadership and technical abilities but also the strengthening of the concept of teamwork and belonging among cooperators.

Furthermore, ‘Good Practice’ program has been particularly welcomed by the field operators – the first one to take part in this initiative – benefiting from the closeness and the practical approach of the contents. These successful experiences have been the foundation for the extension of the scope of the program, promoting permanent improvement and topic branching – which aims at the integration of the cooperators under the same shared values such as communication, teamwork and leadership.

Clear puts faith in continuing the expansion of the program – adding new topics targeting at people´s well-being. The company commits itself to continuing the promotion of work culture, where training, mutual respect and emotional well-being are considered a priority.