Oil and Gas Giant Resets Production Strategy
In response to continued depletion of fossil fuels and growing worries over the effects of climate change, many oil and gas companies have made significant commitments to not only boosting their investments in alternative energy, but also cutting back on oil and gas production.
Recently, however, experts have noticed some shifting priorities in the ranks of the world’s largest oil and gas companies. For example, according to a recent Reuters article by Ron Bousso, oil and gas giant “BP has abandoned a target to cut oil and gas output by 2030 as CEO Murray Auchincloss scales back the firm’s energy transition strategy to regain investor confidence.”
In 2020, BP revealed “the sector’s most ambitious” strategy, promising to “cut output by 40% while rapidly growing renewables by 2030.” However, that lofty goal was scaled back “to a 25% reduction” in February of this year.
Now, the company has signaled that it will instead be “targeting several new investments in the Middle East and the Gulf of Mexico to boost its oil and gas output.” This move appears to be motivated by a desire to appease investors who want to stay “focused on near-term returns rather than the energy transition.”
Bousso notes that all the details are not yet known, as “Auchincloss will present his updated strategy, including the removal of the 2030 production target, at an investor day in February, though in practice BP has already abandoned it…It is unclear if BP will provide new production guidance.”
BP isn’t the only oil and gas giant rethinking the future. According to Bousso, “[r]ival Shell has also slowed down its energy transition strategy since CEO Wael Sawan took office in January, selling power and renewable businesses and scaling back projects including offshore wind, biofuels and hydrogen.”
What’s driving this step back from transitioning to alternative energy? Bousso believes “[t]he shift at both companies has come in the wake of a renewed focus on European energy security following the price shock sparked by Russia’s invasion of Ukraine in early 2022.”
While a disappointment to green energy advocates, not every forward-looking plan is being abandoned. Bousso notes that BP “continues to target net zero emissions by 2050.” The company has also “invested billions in new low-carbon businesses” since 2020 and “acquired the remaining 50% in its solar power joint venture Lightsource BP as well as a 50% stake in its Brazilian biofuel business Bunge.”
What does this mean for the oil and gas industry as a whole? There will be no shortage of oil and gas jobs for the foreseeable future. In fact, many oil and gas companies still struggle to hire the skilled workers they desperately need. Moving forward, companies will need to continue to hire skilled workers while also upskilling current workers.
So how do oil and gas companies improve their focus on technical skills? For new and current employees, the answer is technical training. Oil and gas workers need both fundamental knowledge and hands-on technical skills with real industrial equipment they’ll encounter on the job. Be sure to check out Bayport Technical’s wide variety of hands-on oil and gas training systems to take your oil and gas training to the next level!
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Oil and Gas Industry Must Address Methane Emissions
It’s no secret that climate change scientists have laid much of the blame for global warming at the feet of fossil fuels and the oil and gas industry. Now, new EPA rules could impact the oil and gas industry as proposed regulations take aim at reducing methane emissions.
According to a recent Associated Press article by Matthew Daly, “[t]he Environmental Protection Agency said the rule will sharply reduce methane and other harmful air pollutants generated by the oil and gas industry, promote use of cutting-edge methane detection technologies and deliver significant public health benefits in the form of reduced hospital visits, lost school days and even deaths.”
The authors note that “[o]il and gas operations are the largest industrial source of methane, the main component in natural gas and far more potent than carbon dioxide in the short term. It is responsible for about one-third of planet-warming greenhouse gas emissions.”
While the world’s largest oil and gas companies have already pledged to reduce methane emissions, smaller oil and gas companies should be aware that “[t]he methane rule…targets emissions from existing oil and gas wells nationwide, rather than focusing only on new wells, as previous EPA regulations have done.”
The new methane rule “also regulates smaller wells that will be required to find and plug methane leaks. Such wells currently are subject to an initial inspection but are rarely checked again for leaks.” Why target these smaller wells? “Studies have found that smaller wells produce just 6% of the nation’s oil and gas but account for up to half the methane emissions from well sites.”
What does this mean for a wide variety of oil and gas companies? They will need to invest money, time, and effort “to plug orphaned wells” and “patch leaky pipes.” This shines a light on the need for ongoing maintenance in the oil and gas sector. To get the job done correctly, these companies will also need highly skilled workers with hands-on experience with real equipment.
So how do oil and gas companies improve their focus on technical skills? For new and current employees, the answer is technical training. Oil and gas workers need both fundamental knowledge and hands-on technical skills with real industrial equipment they’ll encounter on the job. Be sure to check out Bayport Technical’s wide variety of hands-on oil and gas training systems to take your oil and gas training to the next level!
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Four Factors Contributing to the Oil and Gas Industry Skills Gap
Click HERE to view Four Factors Contributing to the Oil and Gas Industry Skills Gap as a multimedia presentation.
The COVID-19 pandemic and its continuing aftereffects have shined a spotlight on the job market in the United States. Unemployment numbers remain high, yet we see “Now Hiring” signs everywhere we look. What’s going on?
In many industries, there exists what is commonly called a “skills gap” that accounts for the number of open, unfilled positions. This gap refers to the difference between the number of highly-skilled workers that employers need and the number of such workers available.
Nowhere is the skills gap more noticeable than in the oil and gas industry. As Vivek Kumar notes in an IndustryWired article, “[m]any industry professionals believe that a growing skills shortage has been the biggest challenge for the industry.”
According to a Rand Corporation study, the industry will require a “projected 1.9 million future oil and natural gas workers.” Because of the skills gap, hundreds of thousands of those positions could remain unfilled.
In this article, we’ll take a look at four factors contributing to the oil and gas industry skills gap, including an aging workforce, advanced technologies, reluctant millennials, and training challenges specific to the oil and gas industry. We’ll also examine the role training plays in bridging the skills gap, as well as how Bayport Technical’s training solutions prepare workers for success in the oil and gas industry.
An Aging Workforce Takes Critical Skills and Experience with Them When They Retire
In an ideal world, aging employees close to retirement would help to train new, younger workers to take their place, passing along valuable knowledge accumulated from their years of experience on the job.
Unfortunately, that is not happening as frequently as it should in today’s oil and gas industry. Too many workers are reaching retirement age in the near future, and not enough new workers are filling open positions to replace them.
As noted by Jake Wengroff in a Synapse article, “[t]he average age of workers in petroleum companies is 50 years old, among the oldest of any industry…Now more than ever: with an increase in the number of experienced individuals retiring, the energy industry is facing a shortage of trainers capable of mentoring the next generation.”
A Grainger article summarizes the effect this is having on the oil and gas industry skills gap: “[m]any oil and gas companies have large segments of their workforce who are able to retire in the next few years. As these experienced workers leave, companies will have to bring in new employees and contractors who are less experienced and unfamiliar with the facility.”
New Technologies Are Transforming the Oil and Gas Industry
Adding to the skills gap problem is the fact that, according to Kumar, “[t]he oil and gas industry is rapidly moving towards digital transformation.” This is not surprising, as new technologies like artificial intelligence, data analytics, and the Internet of Things are transforming industries of all kinds around the world.
The result is that today’s oil and gas workers need more advanced skills than ever before. As Wengroff notes, “[e]xploration, refining, and distribution of oil and gas and alternative energy sources have become complicated processes, as new technologies are introduced to maximize production.”
Workers without the requisite skills must either be replaced or retrained. According to the Rand Corporation study, “[a]s manual skills become less valuable than the technological ones needed to operate the emerging forms of equipment that are characteristic of this sector, many workers with obsolete skills are being displaced.”
The Rand Corporation study concludes:
“The gap between employer needs and employee skills is widest in the near term, when more jobs will open up than the current output of graduates is likely to meet, retirements will increase among the baby-boomer generation, and reliance on technical skills in the workforce will continue to increase.”
The Oil and Gas Industry Is Having Trouble Attracting Millennials
Attracting workers to the skilled trades has always been an uphill battle. Ask anyone in manufacturing and they will tell you it’s a constant struggle fighting misconceptions and negative perceptions of industry jobs.
The oil and gas industry is no different. In fact, it probably faces even greater challenges than other industries, because many young people tend to perceive oil and gas jobs as hot, dirty, difficult, and even dangerous.
Clearly, if the skills gap is to be bridged, more effort must be made to increase the number of new workers choosing the oil and gas industry. As Kumar notes, “[c]reating job opportunities for young professionals can be an effective approach to lessen the shortage of talented workforce in the oil and gas sector.”
However, no one believes this task will be easy. In fact, there are even newer concerns to address when it comes to millennials and the oil and gas industry. According to Kumar, “[m]any reports reveal that millennials are tentative to make a career in the industry. This is significantly because of the concerns around the consistency of the industry in the future, contributing to a workforce shortage in the industry. As millennials are becoming more tech-savvy, they want to work in innovative and evolving green energy industries.”
The Oil and Gas Industry Has Unique Training Challenges
Further compounding the skills gap problem is the fact that the oil and gas industry has unique training challenges. This issue particularly comes into play when thinking about both upskilling incumbent workers and getting new workers up to speed with the skills they need to succeed.
According to Kumar, “[t]he major reason the oil and gas industry faces skills deficiency are numerous training challenges, including regulatory compliance mandates, training costs to an aging workforce and the need to improve production rates while reducing environmental impacts and safety accidents.”
Wengroff points out that, “[a]s the energy industry grows more significant, and new participants enter the value chain, training is vital.” However, the author notes that this doesn’t mean training gets the attention it deserves, because “[s]pending time in instructor-led training sessions takes away from engineering, design, exploration, distribution, or retail marketing activities.”
Wengroff concludes:
“As with other industries, energy companies face a shortage of resources allocated to training. This may seem paradoxical, given the multi-trillion-dollar size of the oil, gas and alternative energy industry. However, with most funds going to exploration or the development of new technologies for extraction, refining, and distribution, training budgets are considered overhead and are often greatly reduced in size.”
Effective Training Can Bridge the Oil and Gas Industry Skills Gap
As we’ve discussed, there are multiple factors contributing to the oil and gas industry skills gap problem. How do you solve a lack of highly-skilled workers? The obvious solution is to ensure that prospective and current workers have the advanced technical skills they need.
Of course, putting that “simple” solution into practice is never as easy as it sounds. For example, many employers fail to invest in proper training because they feel like that responsibility should fall on the shoulders of educators at the secondary and post-secondary level.
However, that attitude won’t get you far in the oil and gas industry. With unique safety and regulatory compliance issues aplenty, the oil and gas industry simply cannot ignore the need for effective on-the-job training.
Consider these figures from the Rand Corporation study:
“About half of employers (52 percent) reported employing high-priority occupations that require moderate-term on-the-job training (including inspectors, welders, and roustabouts) and about one in four employers (28 percent) reported having high-priority occupations that require long-term on-the-job training (including mechanics, machinists, and wellhead plumbers). Thus, for many…oil and gas sector employers…it is essential to invest in and commit to providing on-the-job training to ensure their workers can adequately perform their duties.”
Moreover, it’s clear that prospective and current employees want and value ongoing training opportunities. Wengroff discusses this fact in his article:
“According to research conducted by the Society of Petroleum Engineers, employees place a great emphasis on training opportunities when choosing employers. According to the SPE survey, three-quarters (74.6 percent) of employees state that learning and development programs are important in their choice of role, and over half (53.3 percent) indicate that a lack of opportunities would be enough for them to consider leaving the company.”
In addition to being wanted and valued by current and future workers, ongoing training is simply necessary. As the Rand Corporation study notes, “training requires an investment on the part of the employer, as many elements of jobs and their corresponding duties are not directly taught in the classroom — even in occupationally focused courses/degree programs.”
Rather than viewing ongoing training as a cost to be managed, oil and gas companies would do well to instead think of training as an opportunity to invest in its workers. Using an analogy uniquely appropriate to the oil and gas industry, the Rand Corporation study concludes:
“Focusing on the workforce as a pipeline that supports careers rather than a single hiring transaction at entry is essential for sustaining the oil and natural gas industry over the long term. Put differently, the contours of workers’ careers will evolve over time, requiring additional training, guidance, support, and (in some cases) additional degrees or certifications. Focusing only on the education, knowledge, and skills that workers gain from school and bring with them to their jobs is potentially short-sighted.”
Bayport Technical Can Help You Bridge the Oil and Gas Industry Skills Gap
Starting a new skills training program can be challenging for any company. This is especially true in the oil and gas industry with its specialized equipment and regulatory compliance issues. That’s why it’s essential to get help from a trusted technical training expert.
If you want to take your oil and gas training to the next level, contact the experts at Bayport Technical today. Bayport Technical features a wide variety of oil and gas training solutions, including trainers and working demonstrators.
You’ll find training aids designed specifically for the unique requirements of the oil and gas industry, including solutions providing training with specialized equipment such as flash drum separators, 3-phase separators, storage wells, cooling towers, floating roof tanks, and more.
The experts at Bayport Technical can help you design a training program that addresses the specific needs of your organization. With years of experience providing training solutions to the oil and gas industry, Bayport Technical knows how to help you develop effective training that will provide your workers with the skills they need to succeed.
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New Marine Corps Doctrine Promotes Education & Training
Click here to view New Marine Corps Doctrine Promotes Education & Training as a multimedia presentation.
The few. The proud. Who are we talking about? The Marines, of course. That particular recruiting slogan has been permanently etched into our memories over the years.
And it’s a great slogan. The Marines are legendary for a training regimen that weeds out all but the strongest, creating a fighting force to be reckoned with. Indeed, the Marines have been on the front lines of every major U.S. military campaign of the modern era.
To be prepared for the future, however, the Marines know that training the same way they have in the past will not be sufficient. That’s why a recent doctrinal publication puts a new focus on education and continued learning.
Industry, always closely connected to the military, would do well to put a renewed emphasis on education and training, too. In this article, we’ll take a closer look at how partnering with a trusted technical training company like DAC Worldwide can prepare your students, workers, soldiers, and sailors for a bright future.
A New Doctrine for a New Era
According to a Marine Corps Times article, “the Marine Corps unveiled the Marine Corps Doctrinal Publication 7 [MCDP 7] in February [2019] as the service aims to promote education, training, and continued learning among Marines so they become students of their profession.”
How significant was this doctrinal development? MCDP 7 was the first new doctrinal publication issued by the Marines since 2001. Its goal: “to motivate Marines to personally assess where they can improve and understand the ‘why’ behind the significance of learning.”
Maj. Gen. William Mullen was quoted as saying “that he’s heard Marines say they joined the service to escape an academic education. But the Corps wants its personnel to understand that the two complement one another and that education prepares Marines to think quickly when faced with challenges.”
According to Mullen, “You need both training and education. Training prepares you for things you know you’re going to have to do…But the education piece comes in when the unknown starts to happen, which it always does.” Mullen specifically referred to the fact that the environments Marines face today present challenges that are only growing more complex.
This new doctrinal change comes as “Commandant of the Marine Corps Gen. David Berger is working to remake the Corps to better compete with potential high-end adversaries…Berger wants a leaner force to conduct sea denial operations, survive in a contested maritime environment and serve as a larger Naval expeditionary force.”
It’s Not Just the Marines
Speaking of the Navy, the Marine Corps Times article notes that the Navy announced in May 2019 “that it was modifying fitness reports to reflect an individual’s educational and training accomplishments, including military education courses, professional and academic certifications, among other things.”
Like the Marines’ new focus on education and continued learning, the Navy’s modified fitness reports are meant to “show that career-long military learning isn’t only job-related technical or tactical training, and that a commitment to higher education will produce Navy leaders with more refined critical thinking skills,” according to an article in the Navy Times.
Future Navy fitness reports will thus document educational performance, including “[m]ilitary educational courses, civilian institution coursework, and professional and academic certifications.” Navy leadership also indicated they will also encourage additional informal efforts, such as learning new technologies.
It’s All COOL
It’s no coincidence that the Marines and the Navy would emphasize professional and academic certifications. Much of the training that military personnel receive prepares them for future civilian jobs.
Obtaining professional and academic certifications while in the military can make it easier for personnel to transition to civilian life when their service is finished. All branches of the military recognize the importance of certifications in making that transition as easy as possible.
For example, the Marine Corps COOL site (Marine Corps Credentialing Opportunities On-Line) helps Marines see how their military training and experience matches up with civilian credential requirements. Such credentials could include important and valuable advanced manufacturing credentials from entities like the National Institute of Metalworking Skills (NIMS) and the Manufacturing Skill Standards Council (MSSC).
Marines using the COOL site can see whether military funding is available to help attain particular credentials. They can also see how the training and skills they’ve already acquired might match up with specific credentials valued by employers, such as NIMS’ Industrial Technology Maintenance (ITM) certification or MSSC’s Certified Production Technician (CPT) certification. There are also COOL sites for the Army, Coast Guard, Navy, and Air Force.
Industry Must Also Evolve
Given the military’s new focus on education and continued learning, it’s important that industries that work with and support the military evolve in a similar fashion. The military-industrial complex consists of all sorts of industries that work closely with the military to help them accomplish their mission.
These industries should take a cue from their military counterparts and begin to develop a similar focus on education and continued learning among their workforce. Industry workers will only be able to continue to keep pace with their military counterparts if they’re also seeking new educational opportunities and learning new skills and technologies.
Pushing an industrial workforce or a military organization toward more education and greater skill development can be a daunting task. That’s why it’s imperative that both the military and their industrial counterparts seek out and rely upon the expertise of a trusted technical training partner.
A Trusted Education & Training Partner
DAC Worldwide is a US-based world leader in technical training solutions. For over 35 years, DAC Worldwide has been helping industrial employers and military organizations with realistic, hands-on training systems.
DAC Worldwide offers a wide range of product solutions to fit all your training needs. From training systems that teach a full range of skills to cutaways that increase understanding of how a component works, we have what you need.
For example, many military personnel work in the same skilled occupations as civilians. This means they need a solid foundation in various technologies, including electrical, electronics, fluid power, and mechanical drives.
Whether you train military personnel working on military bases or civilian crews with military contracts, DAC Worldwide’s military training solutions offer an unmatched range of products to allow you to create the course you need or to fill in any gaps that you have in your current training.
Let’s take a closer look at four specific DAC Worldwide products that can take your training program to the next level:
Lock-Out/Tag-Out Training System (811-000)
DAC Worldwide’s Lock-Out/Tag-Out Training System features a realistic, simulated working process environment that facilitates introductory training with hands-on activities related to the process of identifying and locking out sources of dangerous potential energy in an industrial setting. The training system includes two process tanks; a centrifugal pump; a complex, multi-purpose piping network; electrical controls; a variety of lockable system components; and a lock-out/tag-out kit that features a large number of commonly-encountered locking and tagging devices.
Basic Electricity Training System (400-PAC)
DAC Worldwide’s Basic Electricity Training System teaches basic AC and DC electrical principles. Learners will explore how electricity is used for power and control in various sectors. The trainer covers industry-relevant skills, such as installing, operating, and troubleshooting AC and DC electrical circuits in a variety of applications.
Piston Pump Cutaway (278-132)
DAC Worldwide’s Piston Pump Cutaway is an industrial piston pump that has been carefully sectioned and color-coded to train learners in the design, operation, construction, and maintenance of this common process pump used throughout industry. The cutaway exposes and showcases the complete internal configuration of an industrial piston pump. Moreover, seal features and bearings have been retained to allow realistic, hands-on pump maintenance and operation training.
Centrifugal Pump Cutaway (278-101)
DAC Worldwide’s Centrifugal Pump Cutaway is a sectioned centrifugal pump that provides realistic training in the operating principles, construction details, and maintenance of common centrifugal process pumps used throughout industry and the military. It includes various sectioned components, such as seals and bearings, as well as showcasing the pump’s impeller.
Contact DAC Worldwide Today
Is your organization ready to take its industrial technical training to the next level? Contact a DAC Worldwide expert today for a personal consultation regarding your training needs and how our variety of training systems, cutaways, dissectibles, and models can prepare both industrial workers and military personnel for the future challenges they face.
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5 Skills Every HVAC Technician Should Possess
To view ‘5 Skills Every HVAC Technician Should Possess’ as a Multimedia Presentation, please click here.
While the national unemployment rate might be near all-time lows (3.5-percent in Dec. 2019), one industrial job is expected to grow by more than 46,000 jobs over the next decade: HVAC technicians.
Thanks to a push of commercial and residential building construction that is expected to drive employment growth and job opportunities, the employment outlook is expected to increase by 13-percent over the next 10 years. That is a sizable leap from the national average for all occupations, which sits at 5-percent over the next 10 years.
Not only are there currently enough jobs to go around, but a spike in upcoming retirements has some employers desperate for qualified talent. That’s good news for those interested in joining the HVAC field, as it places them firmly in the driver’s seat of finding an ideal professional match.
So with jobs aplenty, what skills are employers most focused on when hiring HVAC technicians? DAC Worldwide, a company with 40 years of experience working with industry and technical education, has compiled a list of the five most meaningful HVAC technician skills companies are in search of:
1. In-Depth Knowledge of HVAC Systems and Methods
Doctors know medicine. Car mechanics know cars. To be successful in a profession, employees must understand the craft inside and out.
HVAC technicians are no different. They are responsible for knowing about a wide range of HVAC systems, controls, and installation methods, and quite literally, need to know about everything from hot to cold.
Whether technicians are threading and installing gas piping, or laying out duct systems, a deep understanding of all things HVAC is critical. Not only should technicians have the hands-on skills to perform each task, but they should back that up with a strong theoretical knowledge of their subject.
One way to enhance the understanding of HVAC systems is by taking a deep dive into how each piece of equipment works along the process. DAC Worldwide, for example, produces full-size industrial component cutouts that allow learners to take a peek inside real HVAC equipment for the first time. Now, students can see inside the equipment they might be fixing firsthand, providing an unparalleled training tool.
Today’s HVAC systems can be assembled, disassembled, repaired, and programmed, so having a background of mechanical skills is a key component to building a successful technician career. (After all, the more technical knowledge that a technician has from the start, the faster they can learn new skills, an attribute companies consider to be highly valuable.)
2. Acute Troubleshooting and Problem-Solving Skills
The goal for every HVAC technician is the same – aim for safe, timely, and effective services every time. In order for that to happen, techs need to be quick-thinking workers, equipped with a collection of problem-solving techniques, and possess familiarity with the latest diagnostic and testing equipment.
In just one work day, technicians may face a wide variety of issues: one customer may have total system failure, while another is dealing with noise issues, or temperature balancing problems. Being able to quickly size-up the problem, identify solutions, and implement a resolution is the key to finding success as an HVAC technician.
Problem-solving is impossible without an acute attention to detail. So along with ingenuity, employers are also looking for workers that are detail-oriented. Not only should technicians be able to track the work they are completing, but they should also be aware of the intricacies of the equipment they are working on. Sometimes, not paying attention to the details could be costly – either to the equipment, or the technician’s safety. Effective troubleshooting is a combination of accepted troubleshooting procedures supported by a solid knowledge of how these systems work to perform their operations.
Thanks to using real-world components, DAC Worldwide’s HVAC cutaways take detailed training to another level. By providing a look inside authentic components found in HVAC systems worldwide, learners can truly understand the fine details of the equipment’s inner workings. To truly understand how a component can fail, technicians must first understand how it works.
3. Extensive Knowledge of Safety Standards and Protocols
A day in the life of an HVAC technician is not exactly a walk in the park.
According to the U.S. Bureau of Labor Statistics, technicians have one of the highest rates of injuries and illnesses of all occupations. While most of these can be prevented by following safety protocols, it does have the potential to be a dangerous career.
So despite working heights, in confined spaces, or attached to scaffolding, having comprehensive knowledge of proper preventative safety standards can keep workers healthy and business moving. From hazardous tasks like lifting heavy objects to installing electric wires and controls, understanding personal protective equipment (PPE) and other safety codes could be the difference between technicians suffering an injury, or not.
On top of personal safety, HVAC technicians need to be well-versed in government regulations. The U.S. Environmental Protection Agency (EPA), for example, requires that all technicians who work with refrigerants be certified in proper refrigeration handling. There are additional regulations on how to handle pressurized gases, refrigerants, and other toxic or hazardous materials, so knowing regulations surrounding proper and safe disposal will not only protect technicians from an accident or injury, but will also keep clients and the environment safe.
4. Soft Skills, Communication, and Flexibility
Whether it’s a personal relationship or professional contact, we’ve all heard about the importance of first impressions: You only get one, so make it count.
Having a clean, professional appearance, listening to the customer, and showing all-around common courtesy are essential skills that can make or break a first meeting. Out in the field, employees are the face of the company, so making a good first impression is crucial for success of the business.
Possessing natural Customer Service skills are equally as important to this career as the technical skills a technician has. Not only is it a tech’s job to explain repairs and answer questions in a non-technical way, but they need to make the clients feel comfortable, building trust and rapport. This might require a little patience too, as their issues might have been ongoing, and frustration may be mounting. But in the end, having the ability to calmly and professionally talk through all of the issues and potential solutions will put everyone at ease.
Finally, in the world of an HVAC technician, every day is a new adventure. No matter the season, HVAC technicians are expected to work, even in uncomfortable situations.
Sometimes it’s too hot because the air conditioning isn’t working – other times the heat is out, making work conditions frigid. Even in the dead of winter, technicians might have to work outdoors, fixing heat exchanges, for example. Taking ‘flexible’ in a much more literal sense, some units are located in tight spaces, forcing technicians’ bodies to bend and curve in positions they didn’t know it could.
Being flexible is just part of the game. In this line of work, “That’s not my job” doesn’t exist. Sometimes, just being able to make changes on a whim, and occasionally just rolling with the punches, are the most effective tools a technician needs in his or her arsenal.
5. Willingness to Continue HVAC Learning and Training
If smart devices have taught us anything, it proves how quickly (and drastic) technology can change over decades. From minor tweaks to major overhauls, each update includes newer options and faster speeds.
The HVAC industry is no different. While it may not move with the veracity of cell phone technology, tools and equipment are being continuously adjusted to run more efficiently.
Today, there is also a continued push for greater energy efficiency, which includes phasing out hydrofluorocarbons (HFC) in favor of Global Warming Potential (GWP) refrigerants, and a rise of “zero emission building plans” and other green building standards. Soon, the HVAC industry will see an increase of variable speed technologies, which will improve electrical efficiency, air quality, and humidity control.
Without continued re-training within the field, technicians run the risk of encountering a component they can’t fix. So by having the willingness to continually hone their skills will not only be beneficial to their future professional success, but will also ensure timely, safe repairs and installations for all parties involved.
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