What Drives Your Company Culture? Engineering, Maintenance, or People?

Identifying and Shaping Your Company’s Culture: Are You Engineering-, Maintenance-, or People-Driven?

In any company, there's a culture, whether it's a background detail or something more forward-facing—it’s the lens through which decisions are made, operations are prioritized, and problems are tackled. Whether you realize it or not, your organization likely leans toward one of three core cultural drivers: engineering, maintenance, or people.

Understanding which one defines your workplace can help you find your place and work more effectively, and even influence the direction your company grows.

Engineering-Driven: Innovation and Optimization

In an engineering-driven culture, technical expertise leads the way. These companies thrive on data, new tools, and solving complex problems. You’ll see this in upstream operations like shale, deep water, or enhanced recovery projects where engineers and technical staff have the most influence.

You’ll notice:

• Data is the go-to tool for decision-making.

• New technologies and process changes are frequent.

• Engineers have a major voice at the table.

  
  

These environments excel at rapid problem-solving, with a strong emphasis on the technical. However, they can sometimes overlook practical field insights in favor of theoretical solutions. Stay curious and engaged with new ideas, but don’t be afraid to voice hands-on perspectives—real-world fixes often bridge the gap between concept and execution.

Maintenance-Driven: Reliability and Uptime

Here, the priority is keeping things running smoothly, safely, and without surprises. This culture shows up most in midstream and downstream sectors, where aging infrastructure and in general, tighter margins make uptime critical.

You’ll notice:

• Maintenance teams have real influence and larger budgets

• Metrics like downtime and failure rates dominate.

• Preventive maintenance is highly structured.

  
  

These companies run smoothly and cost-effectively, thanks to a strong focus on reliability and routine. However, a cautious mindset can sometimes make it hard to introduce improvements. To succeed, work closely with operators and maintenance teams, and suggest small, low-risk changes that enhance performance without disrupting what’s already working.

Want to dive deeper? Listen to our episode on how technology is changing field operations on The Crude Cast.

People-Driven: Safety and Communication

In high-risk environments like offshore platforms or remote fields, people-driven cultures shine. The focus is on communication, teamwork, and keeping everyone safe and engaged.

You’ll notice:

• Safety and leadership development are top priorities.

• Field and office teams work closely together.

• Trust and morale are highly valued.

  
  

These environments foster strong teamwork and consistently prioritize safety, creating a supportive and dependable workplace. However, they may be slower to embrace new technologies or process changes. To do well here, focus on building trust, communicating effectively, and encouraging collaboration—your ability to connect with others will be one of your greatest assets.

Explore more in-depth communication strategies in the book Crude Communication: Extracted Insights from the Oilfield for Improving Collaboration.

What Culture Are You In?

Ask yourself:

• Who makes the key decisions—engineers, maintenance leads, or safety/HR teams?

• What’s prioritized—innovation, reliability, or communication?

• How is success measured—by optimization, uptime, or engagement?

  
  

The best organizations strike a balance. Early-stage assets might need engineering brilliance. Mature operations demand reliable maintenance. And at every stage, people matter most.

What’s your biggest challenge in making data-driven decisions on the field?