It’s no secret that the drilling industry, like many others, struggles in the current skilled labor shortage. With a lack of qualified, skilled labor coming into drilling, we continue to rely heavily on the tribal knowledge of our most experienced drillers. But what happens when we stop facilitating the knowledge transfer from older-generation employees to new employees? How can we ensure the sustainability of our companies — and our industry — without ensuring we have the talent to backfill the baby-boom generation?
This column dives into how organizations can start succession planning efforts now to help facilitate knowledge transfer and help groom the next generation of drillers.