Two of the most difficult challenges we face in the drilling industry are hiring talented drillers and keeping those drillers onboard. We spend a great deal of time, effort and money recruiting the best talent, but then we sometimes forget that we must continue to recruit them even after they’ve joined the company. In such a niche industry, we always face the threat of having our best drillers leave to work at a competitor — or, even worse, in an entirely different industry.
So how can we address this challenge and ensure the sustainability of the workforce for years to come? Obviously, we need to retain our best talent, but how do we do that and remain competitive? In today’s column, I’ll explore how developing and communicating total rewards can help your organization prevent turnover among drillers.