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The Remarkable Growth of John's Service Company

After attending the conference, I strolled over to the exhibition area, which featured around 250 exhibitors. My aim was to visit our partner clients and check out their booths. As I was navigating through the booths, John approached me directly. 'Ah, Rod, long time no see! How have you been?' he exclaimed. It was a pleasure to reunite with him. Beyond our enjoyable small talk, he shared his insights about the value of Ballycatter and imparted some useful information to me, what I like to share,

John Struggled to Thrive in His Business I have always found it difficult to sell to people, John said. I have had my own small engineering company for many years, and I have been fortunate to always have had enough work. I mostly worked for companies I had worked for in the past, or from word-of-mouth or having contacts that have moved from one company to another and then picked up work from them.

John: "I mostly worked for companies I had worked for in the past."

John and His Journey Changed to Growth I think I do good work, and charge a reasonable price, so people have recommended me to others in the past, and I appreciate the reference. I’m not sure why I did it (I was probably looking for a change), but I decided to place some advertising online to do some marketing (as an addition to my usual marketing costs of hockey tickets, golf, lunches, and Christmas whiskey). But… IT WORKED – I had enough work from my two current customers and someone I had worked with years before had seen my online content and called me out of the blue to manage the engineering on a massive project. I wasn’t looking for extra work, so I was in a strong negotiating position, and I was able to hire five more people to manage the work. This really changed my business from a healthy living for myself to a “real” company, and the rest is history. A Conversation That Could Change Your Business It doesn’t hurt to discuss what Ballycatter can do for you – let me know and we can setup a call to chat about your business. Because you never know…

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3 Things to Attract Young Workers The oil and gas sector has relied heavily on its experienced workforce, which constitutes almost half of the industry's personnel. However, with most of these workers set to retire in the next five to seven years, it is crucial to ensure that their skills and knowledge are transferred to younger staff to maintain the sector's expertise. The aging workforce, with an average age of 44, coupled with the declining interest of young people in pursuing careers in the industry, has made it even more critical to attract younger professionals. The industry is becoming increasingly automated and, as a result, it is now more reliant on technology to complete the tasks that used to be done by oil and gas workers. Attracting and retaining younger professionals with expertise in technology and data science has become critical to fill the significant skills gap created by automation. To attract younger professionals, the oil and gas industry must first understand the unique characteristics of this generation. Often overlooked is the fact that a company's digital appeal is crucial, and it must offer meaningful and fulfilling work that aligns with their values of work-life balance and flexibility. Young professionals today prioritize professional development and career advancement opportunities. Only by understanding the needs and expectations the industry can take the necessary steps to attract the right talent and secure its future.
John’s zijn Verhaal Na het bijwonen van de conferentie, wandelde ik naar de exposanten ruimte waar ongeveer 250 stands aanwezig waren. Naast wat rondkijken was het mijn bedoeling om onze partnerklanten te bezoeken. Terwijl ik erheen liep, zag John mij. "Ah, Rod, lang niet gezien! Hoe gaat het met je?" riep hij uit. Het was een genoegen om hem weer es te ontmoeten. Naast ons aangename praatje, deelde hij zijn inzichten over de waarde van adverteren en Ballycatter (altijd leuk om te horen) en zijn verhaal, die wil ik graag delen, Hij Worstelde Met Zijn Bedrijf Ik heb het vaak moeilijk gevonden om aan mensen te verkopen," zei John. En ik heb al vele jaren mijn eigen kleine servicebedrijf, toch heb ik nog altijd het geluk gehad genoeg werk te hebben want ik werkte voornamelijk voor bedrijven waar ik in het verleden voor had gewerkt. En door mond-tot-mondreclame doordat er wel contacten waren die zochten naar een andere service company en daar heb ik ook wat werk heb gekregen. John en Zijn Reis Veranderde in Groei Ik denk dat ik goed werk lever en een redelijke prijs vraag, dus ik denk dat mensen hebben me daarom in het verleden aan anderen aanbevolen, en ik waardeer die verwijzing," zei John. Ik weet niet waarom ik het precies deed (waarschijnlijk zocht ik naar verandering). Maar ik besloot om wat online advertentie reclame te maken als aanvulling op mijn gebruikelijke marketingkosten van hockeytickets, golf, lunches en kerstwhisky.
Contracting Strategies for Oil and Gas Companies The oil and gas industry is more dynamic than ever but the demands on a limited number of people resources continues to increase. The traditional approach of hiring and training staff is becoming ineffective as the current workforce is increasingly mobile and investing in training and development provides limited return as the frequency of people changing employers increases. The popularity of contracting technical and project management among oil and gas companies continously increases and new contracting arrangements are being created. It is commonplace for a company to hire a person to fill a role in an organization without providing a long term employment contract but a fixed term assignment. Referred to as an advisor, 2nd party labour, or in-house support, this arrangement requires active recruitment and management as an employee but typically without the training requirements. This can be a short term solution but has a risk of creating a gap in the organization if the specific person chooses other employment. However, given the transient nature of employees, the commitments, obligations, and potential risks are very similar. Occassionally a company has a short term need for a specific task or project and the best fit is a skilled person who is contracted directly. This "Classic-Consulting" model is driven by finding the correct skill set and provides the flexibility for the contracted person to start and stop when tasks are complete. It is normal for the specific person to be used repeatedly, but works for others during "down-time". This provides oil and gas companies with flexibility on work commitment while still maintaining a high degree of control over the day to day activities.

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