Shift supervisors and assistants in the new era
Thread Content
In the workshops of the new era, there is a strange phenomenon regarding the positions of chief operators and assistant operators. Nowadays, some people are unwilling to take on the role of chief operator in these workshops (back in our day, everyone rushed to become chief operators, as it was seen as a recognition of one’s abilities). The reason for this is that the salary difference isn’t significant, monitoring operations indoors requires a lot of effort, and some assistants are too lazy or lack the necessary skills to be competent assistant operators. Is this a problem in your area as well? Everyone is welcome to join the discussion
Yes, and there are quite a few. Their idea is that I just want to be an assistant coach – the main coach takes on the responsibilities, it’s more demanding, the salary difference isn’t significant, and there’s more freedom… there are many reasons for this
Our company does not have separate chief operators and regular operators; everything is managed through DCS, with staff rotating between different roles. Additionally, adjustments can be made in terms of compensation, by creating a larger gap in salaries and earnings
It is caused by a disconnect between income and responsibilities. Another reason is that the chief operator’s chances of getting promoted are slim.
It seems that some people now want to take on secondary roles; often, it’s because they are not capable of handling the main responsibilities, and it can even be said that they may not do a good job in secondary tasks either. Especially in installations where one position has two or more deputy operators, for some of these deputy operators it’s sufficient to have a basic understanding of the relevant knowledge; after all, there are experienced senior employees to guide them. If those senior employees aren’t sufficient, there’s still the main operator, and if even that doesn’t work, there’s the team leader. It’s more those who don’t have the skills to be a chief operator who claim that being a deputy operator is better than being a chief operator, rather than those who possess the skills to be a chief operator but still do the physical work of a deputy operator, work night shifts, help the chief operator keep track of time, and come up with solutions to problems when special situations arise. Such people are truly exhausting.
Income, career advancement opportunities, and personal aspirations are all factors that play a role! The small gap is due to problems in your management – there are no incentive mechanisms, so of course no one wants to take on this role!
At the company level, the gap between the main operator and the assistant operator should not be too large, to prevent the assistant operator from refusing to do their work if the gap is too big: lol
Yes, without any incentive mechanisms, the appeal for the chief operator is not great
Mainly, there is limited room for advancement; secondly, the income differences are not significant, and the tasks are numerous and complicated, with high responsibilities despite a low position. It’s the same with us; the incentive mechanism isn’t clear
Are there any good incentive plans? Anyway, the career advancement opportunities for the main operator aren’t very great
In short, the salary gap is small; increase the salaries of the main and assistant operators so that there’s fierce competition for those positions