In the energy industry, high performance is essential. Some aspects of the business are highly technical, others extremely dangerous. Subpar employees must be identified quickly and steps taken to improve their performance or eliminate them from your company. When assessing the performance of employees and contractors, there are many factors to consider. Narrowing those diverse factors into three categories can help to streamline the assessment process.

Knowledge. This is the most important quality to assess. A contractor without the prerequisite abilities to perform the job responsibilities effectively can harm fellow employees, the project and your bottom line. No amount of interest and attitude can make up for inadequate skill, education and industry experience.

Attitude. Whether good or bad, attitude affects the performance of not just the individual employee, but also those around that employee. Assess what the employee’s attitude brings to your organization. If his or her attitude is negative, are their skills important enough to justify their attitude? Do they lack the tools required to perform effectively? Are unrealistic expectations placed on him or her?

Interest. Is the employee assigned to a project or position that is the correct fit for them? If an employee is bored, they will underperform. Consider transferring the contractor to a different department or project where they will be more challenged. This win-win solution produces a more productive employee for you and better job satisfaction for them.

Don’t make the common employer mistake of hanging onto people too long, thinking that replacing them could be even worse. Building a talent pipeline can give you ready access to the people you need. It allows you to prepare for positions that have a high attrition rate, specific skills or ongoing demand.

When employing contractors, you have a choice as an employer. You can request another contractor from your staffing partner or take steps to improve their performance. This begins with identifying areas for improvement and developing measurable metrics to track performance.

Create SMART goals designed to achieve company goals and improve performance. They should be Specific, Measurable, Achievable, Results Oriented, and Time Specific.

Keys to Effective SMART Goals:

  • Make them specific, targeted and measurable.
  • Write them down and keep them close to refer to frequently.
  • Talk about them with colleagues who can help keep you accountable.

Optimizing performance in the energy industry can be assured by working with the right staffing and recruiting partner. Choosing a recruiter who specializes in the oil and gas industry can help you streamline the recruiting process improve the quality of your hires. For additional advice on finding the best talent, contact FootBridge Energy Services. Our experienced recruiters specialize in placing top talent in the energy industry. Contact us today to learn more about our recruiting services!