Staffing in the oil and gas industry has always been complex, but the evolution of technology and the job market has made workforce management more critical than ever. From unpredictable field schedules to high turnover rates, oil and gas companies face a variety of challenges that directly impact employee recruitment.
Understanding the Challenges in Oil and Gas Staffing
Oil and gas staffing presents unique difficulties due to the industry’s 24/7 operational demands and fluctuating project requirements. A McKinsey study reports that employee turnover in oil and gas can reach up to 11% in certain roles, largely driven by irregular schedules and high-stress environments.
The average salary in the oil and gas industry is $99,959, according to the U.S. Bureau for Labor Statistics. Turnover can cost up to 33% of an employee’s salary. These figures highlight the financial and operational impact of poor staffing decisions, making strategic workforce planning essential for both employee well-being and operational efficiency.
Strategies to Improve Oil and Gas Staffing
Before diving into specific recruitment and retention tactics, it is important to recognize that effective oil and gas staffing requires a holistic approach. Companies must first assess current workforce needs, identify gaps in skill sets, and evaluate scheduling patterns to understand where overstaffing, understaffing, or turnover risks exist. Establishing a clear staffing strategy lays the foundation for all subsequent efforts
Recruitment and Onboarding
Effective oil and gas staffing begins with recruitment and onboarding. Companies must attract skilled candidates by highlighting opportunities for growth and stability while ensuring an efficient onboarding process to reduce downtime.
- Focus on career growth opportunities
- Improve employee experiences at work
- Create a healthier work-life balance
- Implement referral programs
- Utilize a tested training framework
Focusing on targeted recruitment and offering clear career pathways ensures that new employees are set up for long-term success. This approach also builds trust and engagement early in the employment lifecycle.
Preventing Burnout and Turnover
95% of HR leaders claim employee burnout is “sabotaging workforce retention”. Long shifts, unpredictable schedules, and insufficient time off can quickly erode engagement and increase attrition. Addressing these issues proactively ensures employees remain healthy, motivated, and committed to the organization.
- Invest in innovative scheduling systems and practices
- Promote employee recognition and rewards programs
- Create flexible work arrangements
- Regularly gather insights from workforce analytics
- Implement employee feedback programs
By implementing these strategies to reduce burnout, companies also improve retention and morale. Employees who feel their time, well-being, and input are valued are more likely to stay, perform at a high level, and contribute to a culture of engagement and safety. Over time, these practices help organizations maintain a stable, experienced workforce while controlling the financial and operational costs associated with turnover.
Enhancing Employee Engagement and Well-Being
Employee engagement goes beyond perks. Research from Gallup consistently finds that engaged employees are 59% less likely to seek a new job within the next year. Providing employees with control over their schedules and visibility into staffing decisions fosters trust and loyalty.
- Prioritize consistent communication across the organization
- Incorporate transparent scheduling policies
- Implement an employee wellness and mental health program
- Develop diversity, equity, and inclusion Initiatives
- Set aside time for team-building activities
A McKinsey report highlights that high-performing oil and gas organizations achieve productivity gains up to 17% by optimizing staffing and engagement strategies. Overall, these strategies demonstrate that investing in employee engagement directly drives both workforce productivity and long-term organizational success.
Measuring Success in Oil and Gas Staffing
Success in oil and gas staffing can be measured through key metrics such as reduced turnover, fewer scheduling grievances, controlled overtime, and improved employee satisfaction scores. By tracking these indicators, organizations can continuously refine staffing strategies to meet both operational and employee needs.
By focusing on strategic oil and gas staffing, companies can mitigate turnover, burnout, and operational inefficiency. If you’re looking to optimize your staffing through a next-gen employee scheduling software that prioritizes these areas, book a demo today!
About the Author
Claire Pieper is the Digital Marketing Specialist for Indeavor. In her role, she specializes in crafting strategic and engaging content, ensuring that customers are well-informed. Claire is dedicated to enhancing the customer experience and optimizing the user journey through Indeavor’s solutions. To learn more or get in touch, connect with Claire on LinkedIn.
