Australia’s oil and gas sector is ramping up, with major projects creating strong and sustained demand for skilled labour. Employers are facing a common challenge — how to build crews that blend seasoned professionals with fresh talent in a way that delivers safety, efficiency and long-term workforce resilience.
In this article, we explore practical strategies for balancing experience and new entrants in oil and gas teams. We look at what this means for field-based workers, supervisors and employers and how to get the mix right in a competitive labour market.
Why Getting the Mix Right Matters
Strong crews are the foundation of safe and productive oil and gas operations. A team that balances experience and new talent offers:
- Knowledge transfer: Experienced workers pass on practical skills, safety awareness and operational insights
- Fresh perspectives: New entrants bring energy, adaptability and openness to learning new technologies
- Workforce sustainability: Developing fresh talent ensures employers are not over-reliant on an ageing workforce
In a market where projects like Scarborough, North West Shelf and Beetaloo Basin are all seeking skilled workers, employers who get this balance right will have a clear edge.
Challenges in Blending Experience and Fresh Talent
Building mixed teams isn’t without its challenges. Employers must navigate:
- Retention of experienced workers: Competition between projects means it can be difficult to hold onto seasoned talent
- Training demands: New entrants require support, supervision and formal training, all of which take time and resources
- Team cohesion: Bringing together workers at different stages of their careers requires strong leadership to avoid friction and build trust
Addressing these challenges early is key to creating high-performing crews.
Strategies for Employers
Employers can adopt several strategies to create teams that effectively blend experience and fresh talent:
1. Structured mentoring programs
Pairing new workers with experienced mentors helps:
- Transfer practical skills and safety habits
- Build confidence and capability in new entrants
- Strengthen engagement and job satisfaction for both mentors and mentees
Formal mentoring programs should be backed by clear objectives and recognition for mentors who contribute to workforce development.
2. Layered crew structures
Designing teams with a deliberate mix of experience levels ensures:
- Senior operators and tradespeople can provide oversight and guidance
- Intermediate workers can step up into leadership and technical roles over time
- New entrants have clear pathways for progression
This approach reduces risks and helps maintain performance even as teams change over time.
3. Targeted training and upskilling
Investing in training that supports both experienced workers and new talent is critical. This can include:
- Supervisor and leadership training for experienced workers looking to move up
- Foundation skills programs for apprentices, trainees and new entrants
- Cross-skilling to increase versatility across roles
Employers who prioritise training will build crews that can adapt to changing project demands.
4. Retention and development pathways
To keep experienced workers, employers should offer:
- Opportunities to move into senior, supervisory or specialist roles
- Recognition for contributions to mentoring and team development
- Competitive conditions that reflect experience and commitment
For fresh talent, clear progression pathways help build loyalty and reduce turnover.
The Role of Supervisors and Team Leads
Supervisors and team leads play a critical role in blending experience and fresh talent. They are responsible for:
- Setting expectations for teamwork, safety and performance
- Identifying and addressing skills gaps within crews
- Supporting mentoring and knowledge sharing on the job
- Managing dynamics between workers at different experience levels
Strong leadership on site helps create crews that work together effectively and deliver consistently high standards.
What It Means for Workers
For experienced oil and gas professionals, the shift towards mixed crews offers new opportunities:
- Mentoring roles provide a chance to pass on knowledge and build the next generation of workers
- Leadership pathways are increasingly available as employers seek to strengthen team structures
- Flexibility and willingness to work with new entrants will make experienced workers even more valuable
For new entrants, joining mixed crews means:
- Access to real-world learning on the job
- Clear pathways for skill development and career growth
- Opportunities to build strong foundations in one of Australia’s most important industries
Both groups will benefit from being part of teams designed for long-term success.
FIFO and DIDO Workforce Considerations
Blending experience and fresh talent in FIFO and DIDO settings requires additional focus on:
- Site culture: Crews often spend extended periods together. Building positive, supportive cultures is key to retention and performance.
- Rosters that support mentoring: Aligning swings so that new entrants are consistently paired with experienced mentors helps ensure continuity in learning.
- Wellbeing support: Supporting both experienced workers and new entrants through the challenges of remote work helps build resilient teams.
Employers who get these settings right will see benefits in workforce stability and safety outcomes.
The Business Case for Blended Crews
Building teams that combine experience with fresh talent delivers several commercial advantages:
- Improved safety performance through knowledge transfer and strong oversight
- Reduced risk of labour shortages by developing internal pipelines of talent
- Greater adaptability as crews can respond to changing project needs with a mix of skills and perspectives
- Enhanced reputation as an employer of choice for both seasoned professionals and new workers
In a competitive labour market, these benefits are more important than ever.
At Enxgy, we work with employers across Australia’s oil and gas sector to help build workforce strategies that balance experience with new talent. Whether you’re building a new crew or strengthening an existing one, Enxgy has the expertise to help you succeed.
