You're facing conflicts within drilling teams. How can you ensure a smooth workflow?

Look speak to them like human beings not just a number as we all know that’s how we are looked at! Please don’t embarrass yourselves by saying otherwise because you know it’s true People should be treated like people with out the team outside we would be nothing so give them the respect due and you will gain respect back

Everyone has rights to speak about work culture. No blame game and no back side speech should allow. Manager should listen calmly all points from there juniors. As well as juniors also give proper respect to Managers.

This sounds like a very good approach but for it to really happen and have meaning, the company must ensure that people feel supported and looked after. Most of the companies preach open dialogue and no retribution, but still reward managers that push results without making them liable for the motivation and psychological well being of their team

Todos somos uno en un equipo de Perforación, un engranaje perfecto y debes tener confianza en la experiencia de tu relevo y del que hace otro trabajo a tu lado, los liderazgo se respetan y apoyan, el trabajo de camaradería va a existir igual que muchas conflictos, pero debemos y tenemos que respetar la autoridad para que todo pueda estar al unísono y no ocasionar un mal mayor

1. A firm and effective corporate culture is the underlying logic and basis for resolving internal conflicts within the drilling team. 2. If conditions permit, a labour union should be formed and the voices of frontline employees should be regularly listened to. Remember, management team should listen to both sides and have the ability and willingness to put the needs of the drilling team into practice. 3. Provide sufficient material and spiritual support to the drilling team. 4. Rewards and punishments must be clearly defined.

Great point but there is a big missing component: apart from each team member role, I’d important to define how each role interact with each other and what are the handshakes between deliverables

La revisión periódica de los roles es fundamental en un equipo de trabajo, cada cargo tiene una definición y por norma se debe revisar periódicamente. Puede que en una empresa familiar ocurran qué coloquen personas no idónea, pero en una empresa verdaderamente formada y respetada la mayoría de los altos cargos son por meritocracia y con una rigurosa selección.

Conflict resolution is an vital skill but must be accompanied with respect, psychological safety and health initiatives to bring the right environment for the team to thrive as a real team

Sorry. I don't agree that incentive schemes would likely be helpful in resolution of conflict. Such strategies may mask or disguise the overt symptoms and consequences of the problem, but the underlying issue will remain. Sometimes the only resolution is for the team leader to accept their is a problem and resolve the fundamental issue. Fixing the problem can include changing personnel out. Leadership is not all "systemic problem resolution". Sometimes it involves removing an unwanted source of conflict, which may reside in an individual. Probably not a message which is welcome, but it is my view. And I believe some leaders could think about that.

La implantación de incentivos en el trabajo es muy importante en una empresa donde los trabajadores sean valorados, almuerzos, cenas, convivencia, regalos por esfuerzos todo es apreciado por el personal que no sean nómina de gerencia, incluso la gerencia también valora un buen incentivo a fin de a?o.

Team analytics should happen on a daily basis. Good insight on team behavior is an advantage. The engine room will show early signs of disruptive behavior. Understanding the underlying causes can be resolved by gaining detailed information. Training in the form of team building and incentives can build belonging to team members. Personality clashes happens from time to time. This can be managed in various ways depending where the nip points are.