Why does Enbridge insist on not using the best procedures when merging departments.
Some GDS policies are far more advanced than our counterparts. Instead of selecting the best way to do things, they just choose the Enbridge way. It's beyond frustrating for us.
Also the software is atrocious. Everything is completely FUBAR'd. Is hammering a square peg into a round hole just the way they do it? And it seems like the people making the decisions are only at their job for 5 minutes before they go somewhere else.
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They will absolutely do the opposite of the best way ever time due to risk aversion. They target an acquisition based on its return modelled operating under its existing conditions but then apply the most inefficient policies and practices possible to the point that the acquired companies no longer generate profit under the ‘Enbridge way’. For example they will probably spend unconscionable time and money to move gds from a great system (SAP) for example to a horrible one (Oracle) simply because their bureaucracy requires it.
@d2 - and don’t forget that the person responsible for leading unify is now an EVP. Just like every “leader” that’s heads up a failed initiative, they become a VP!
@wq please don't use "Nailed it" when you missed the point completely.
NAILED IT!! That is exactly the Enbridge way! Oh, and you forgot, make things so frustrating for employees that all of the good people leave! Enbridge promotes mediocrity. If you are good at your job and driven, you will either leave, or eventually get tired of beating your head against the wall that you just give up!
When you acquire companies, you cannot do a gap analysis, procedure comparison, and efficiency study each time. That's costly, lengthy, error prone, and ultimately bound to fail. Too many problems to ever list, but start with the fact that the acquired org is probably in disarray and SMEs are jumping ship.
Rather than spend a couple million trying to figure out if there are things to adopt, you drag into alignment when you can. If there are truly good ideas that may come across, you hope that the people holding them can eventually point them out.
What do you expect? No one speaks up because they are to scared of being labeled a negative person and have your career stifled.
This isn’t just a problem with enbridge - but with the entire culture in most companies where politics rule ( large corporations ).
And what happens when they speak up - some middle manager / director beats them down so they can continue to create the illusion of high performance so they can get a promotion.
It’s all social media-facation of work - it’s all about the looks not the reality
LOL, remember when we "harmonized" SCM between the US and Canada? The US was over 1.5X more efficient than Canada. (Procurement spend, orders, PO's, per FTE) The end result? Copy everything Canada did in the US and lose those efficienies. It's the Enbridge way! The anti- LEAN company!
Yeah that’s exactly how we integrate. We had a “unifying project” a few years back funnily enough named “project unify” that tried to bring all assets under a handful of different softwares across the companies…Workday, oracle, Maximo. It was done poorly. Cost a ton of money and nobody liked the end results but hey let’s keep doing it because eventually it will all work out. And as far as decision making people moving constantly that is also the Enbridge way. If you want to move up in this company you’d better move to a new department and/or BU every couple of years or you will absolutely stagnate in your career. We don’t want you to have too much knowledge regarding the people you oversee.
very accurate.