5 Signs You Need to Expand Your Department and How to Start

The expand-contract cycle of hiring in the oil and gas industry can mean that industry team managers must monitor their teams’ work to determine when it’s time to hire or fire. With the industry heating up again, many are entering the “time to hire” phase of the cycle.

Here are five signs it’s time to expand your department:

You have more work coming in than you have places to put it.

If you’ve got more work or more project opportunities than you have people to address it, it’s time to bring in more talent. This is particularly true if department leadership has started taking on tasks that are better suited to their teams, simply because their team members are already juggling too much work.

Overtime isn’t occasional anymore.

Are your team members regularly taking overtime, coming in early or staying late? If so, hiring a new team member may be the most cost-effective option for addressing the increased workload. Not only do overtime or extra work hours mean more money, they also run the risk of burning out your existing staff, leading to a decrease in work quality, an increase in mistakes and a rise in turnover when you are least equipped to handle it.

Small balls (and sometimes big ones) are getting dropped.

If staff are making mistakes they don’t ordinarily make, they may be feeling the effects of overwork. Adding a new team member may be all it takes to restore everyone’s work to its previous high-quality standard – and to add an inspiring fresh perspective in the process.

You need something done, but nobody has the skill to do it.

“Skills gaps” are common when work expands and new technologies, tools or options come into play. A new hire gives you the opportunity to custom-tailor skill sets to fit your existing skills gaps, and it can be the best option when you don’t have time to educate or retrain existing staff.

One person’s vacation is everyone else’s crisis.

One vacation, illness or injury, and the entire department suddenly runs into chaos: Chances are good it’s not that one team member holding you together, it’s that everyone was already stretched as far as they could go. Avoid breaking the team when one member needs a break by having enough people on deck to manage the work.

If you see these signs, it’s time to talk to a recruiter. Recruiting firms with a focus on the industry see the signs of increased hiring as well, and they’re ready to meet energy companies’ needs with qualified talent and strategies for better hiring.

At FootBridge Energy Services, we specialize in connecting oil and gas industry companies to some of the best available talent in the field. Contact us today to learn more.

Skipped Over for a Promotion? Don’t Let Your Career Stall

Watching a promotion you’ve worked for go to someone else can be angering, frustrating and disappointing. Not only do you miss the benefits of the promotion, your plan for your career has suffered a setback.

It’s important to respect your feelings, but don’t let them mire you in resentment. Instead, use this energy to plan the next step.

Here’s how:

Find out why you were skipped over.

Ask your supervisor, or those responsible for the decision, why you were not chosen for the promotion. Avoid the urge to “vent”: Your goal is to gather information about your performance, so you can address the problem head-on.

Ask for specifics. If specifics are scant, make little sense or don’t exist, take note of this fact. It may mean you were skipped over not because your skills are lacking, but because your company’s system for granting promotions isn’t well-defined. If so, this system may continue to have negative effects on your career.

Make a plan.

If you have specific feedback on why you didn’t get the promotion, do what you can to address these issues. For instance, if the other person was more experienced or certified in a certain area, join teams that work in this area or sign up for a certification class.

While making your plan, consider the “big picture.” For instance, is this the first promotion you’ve missed, or is the loss becoming a pattern? Were you given reasons for the choice you can control, such as your current experience levels, or reasons you cannot, like seniority? This perspective can help you decide whether more work in your current position is worthwhile, or if a job change is required.

Seek allies.

A mentor at your current position can provide additional perspective on your work, as well as advice on positioning yourself for the next promotion cycle. Also, don’t hesitate to seek help from a recruiter who specializes in your field and industry. Your recruiter can provide “outside” perspective and may be able to help you find an employer who will provide the feedback and support you need to hit each of your career milestones on your schedule.

At FootBridge Energy Services, our recruiters can help you plan your next career step with connections to some of the best oil and gas industry jobs available. Contact us today to learn more.