How can you integrate new team members into existing field service engineering teams?

Agreed on this, Let them free to learn in his own way. Associate with older one to understand the system. In my opinion Just Change the thought process of them related to system. In my recent days one line was famous - Treat system to your baby. once you understand your baby you will easily integrate worh system.

A minha experiência me diz que antes de fazer uma sele??o é preciso saber o que a posi??o exige de habilidade e conhecimento. A responsabilidade deste processo de elei??o de novos membros é de única e exclusiva responsabilidade do gestor do projeto. Isso se aplica a qualquer outra área ou até mesmo atividade independente do tamanho ou responsabilidade. Mas como gestor, a prepara??o de uma boa entrevista é um dos caminhos mais assertivos para determina??o do novo membro. Dê notas para que você possa ao final das entrevistas ter um ranking que irá lhe apoiar na sua decis?o. Se quiser falar mais ideias sobre este tema, fa?a contato pelo direct.

Before entrusting new team members with projects, evaluating their skills in the field service engineering domain is crucial. Utilize quizzes, simulations, or interviews to gauge their competence and confidence. Tailor training and mentoring based on the assessment, addressing any gaps. This is also an opportune moment to acquaint them with company policies, procedures, and standards, ensuring a seamless integration into the team. Proactive skill assessment sets the foundation for effective onboarding, fostering a cohesive and high-performing team.

évaluer avec les collaborateurs leur volonté d’intégrer de nouvelles attributions de prendre en main de nouveaux projets il est nécessaire qu’ils soient moteurs et conscients de leur propre changement avant de changer les processus. Tout commence par soi-même

Interviews, an honest conversation, of course these are a good way to see where someone aligns with your team. I don’t like quizzes, let’s be realistic here. In power generation, you can tell in about 5 seconds if the person you’re talking to knows their business or not. This is not a “fake it till you make it”’profession. All of the good engineers I know, even the best, have no issue telling you their weaknesses. This work is way to important to be anything about humble. In my experience, a simple conversation will do. This is a very unique field in that regard. And if blessed with working for a great company, all you have to do is mention an area you want to improve on, just like a that a training class will be offered.

Costumos agrupar pessoas que se complementam e possam trocar suas habilidades entre si. Assim o projeto vai em uma evolu??o exponencial. Se quiser falar mais ideias sobre este tema, fa?a contato pelo direct.

In my line of work I have both been the mentor and the trainee. I have found that direct guidance of a new colleague is usually more helpful than self learning techniques. The mentor needs to spend some time each week to make a clear and realistic list of things that need to be covered and then choose the right way or appropriate material to deliver that knowledge. Traps to avoid: allowing more than one person to assign work to the trainee, using material that is not responding to the trainees skillset.

I have always paired new field service engineers with experienced mentors or myself. I find it very important to allow new hires to work alongside more seasoned technicians and allow them to do the actual work , you cannot see what someone is capable of if you do not let them make mistakes and learn along the way.

To the point above, after you know your new engineers’ strengths and weaknesses (as a humble bunch, we will even tell you where we are weak) it’s more important to work on those weaknesses than it is to continue building strengths. Not that it’s mutually exclusive, but putting a fresh engineer weak in precision work, for example, with a veteran that is not only quite good at it but also patient, you’ll see that weakness shrinking in leaps and bounds faster than any other learning method out there. Generally us field guys are a hands on bunch, and mentorship and being hands on is an excellent teacher. Take care of your veteran engineers folks.

Pairing new field engineers with experienced ones help the new joiner develop their skill aptitude In the required area These mentors could transfer the right knowledgeable to new service teams

To feel part of, motivates ! Involving new engineers in activities helps align with team values; it's easier for them to observe, fostering a sense of alignment with the organization culture. Meetings serve as an avenue to discuss challenges and find collective resolutions enabling the new members to adapt quickly to problem-solving skills and feel part of the team. Assigning roles in project activities and regular interactions enhance communication and increase collaboration. In my current job and my previous roles, my managers have always utilized this technique and it helps.

This question is specifically about integrating new engineers. What better way to do so than to actually INTEGRATE THEM into the team. ASAP. If you work for a company that values all their engineers opinions that some of us are lucky enough to do, newcomers should be integrated into these meetings right away and expected to contribute. A great way to introduce them to other district or team members, but more importantly, everyone has unique experiences to bring to the table. No way is it any sort of token gesture either, this stuff is way too important and dangerous to not accept help from every single member and make them and their opinions encouraged.

Siempre es importante hacerle sentirse parte del proyecto u otra actividad a realizar, escuchando sus opiniones , sus teorías, y sobre todo considerarlos , ya que podría ser una alternativa a las soluciones ya brindadas y así se genera mas metodologías de resolución ,

While the SMART framework and OKR method are valuable, it's also crucial to emphasize a supportive and inclusive team culture. Encouraging open communication, mentorship, and acknowledging diverse strengths can further enhance the integration process. Balancing structured goals with a people-centric approach is key to fostering a collaborative and high-performing team.

Les objectifs : Atteignables quantifiables réalisables mesurables et validés par toutes les parties impliquées. Souvent amener des collaborateurs à faire partie de la réflexion sur le projet leur permet de dépasser leurs limites leurs craintes et leurs attentes en se projetant dans un objectif co construit souvent plus ambitieux que s’il était juste descendant

In my opinion, mistakes are a great opportunity to be a great one. My father tells me a golden rule is to be a good one you must know 10 mistakes from 10 people to have 10 solutions if you don't make any mistakes you haven't any solutions in your life hope all of us make that to encourage others no matter no judges all something will be ok and didn't make the same mistake again.

First & foremost thing to learn. Feedback & mistakes are best learning to improve self confidence. Mistakes are best teachers. It will create confidence to enhance the knowledge.

Well, my concern is that it is not always the best idea to learn from mistakes, they are sometimes costly. One thing that I know is that the person who is motivated and self driven and a growth mindset will always carry the day. The efficiency of our work is not on the quantity of work done but measured on the basis of quality, time and customer reviews but that's not all.

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Mistakes will give a best lesson to you learn with correct approach and values of misses. Never dominant them for their mistakes. Need a tight hold of lacks.

I have plenty of experience in integrating new team members and what always catches my eye in deciding if you have what it takes is being pro active. By that I mean is u will never be expected to have knowledge in the product, But don't be afraid to put ideas across even if their wrong it's shows you are actively thinking about the problem and trying to solve it and not just watching waiting for the answer. And their is only so much you can learn from watching so ask if you can do the work your self under supervision. Things like that always impress me and if I see your eager to learn I will be eager to teach.

Integrating the new team members into the engineering projects demand you already know thier various abilities in terms of the available projects. Then you can then know where and which work responsibilities to place each. For those that have low performance during assessment you can decide to involve them on the job training. Giving such opportunities helps one to gain self esteem and skill enough to execute the job on his own. The key point here is integrating the new team to fit for performance production or drilling engineering results. Always encourage them when they make mistakes after corrections

Integration requires understanding of the product. Installing, Using in different applications, understanding customer, products and Engineer team.

Lo mejor es involucrarlos con personas experimentadas ya que la experiencia y procedimientos aprendidos son la mejor ayuda a los técnicos de campo que están ingresando.