The Automation Experience Gap Has Less to Do with Age and More to Do with Exposure
The automation experience gap shows up every day in oil and gas. Teams feel it when projects slow down. They feel it when systems fail and no one knows why. Many assume the gap is about age. Older workers have experience. Younger workers do not. That idea misses the real issue.
The real challenge is exposure. Automation skills grow through hands-on work, not time alone. David Thompson, Automation Manager for the North Division at Design Solutions & Integration, has seen this firsthand during his 19 years in the field. He works with teams across oil and gas, water, and industrial operations. His perspective shows why the automation experience gap is less about generations and more about what people are actually exposed to on the job.
The Real Problem Teams Face with Automation Experience
Operational leaders face real pressure today. Systems are more complex. Downtime costs more. Skilled automation workers are harder to find and keep. Many teams struggle with the automation experience gap because experience is not evenly built.
Some workers spend years on one system. Others touch many systems in a short time. Those paths create very different skill sets. As Thompson explains, “Everybody has different experiences.” Even when someone has the same number of years, their exposure may be limited.
Field workers feel this too. A technician may be strong with one PLC brand but unfamiliar with others. Another may know instrumentation well but lack programming exposure. This creates gaps during troubleshooting and upgrades. Leaders often discover these gaps when something breaks, and no one has seen that problem before.
A Practical Path Forward for the Automation Experience Gap
Closing the automation experience gap starts with intentional exposure. Thompson believes hands-on automation experience matters more than titles or years. “It comes with experience,” Thompson says, “and that experience depends on what you work on.”
Strong teams focus on cross-training. They expose workers to different manufacturers, systems, and industries. This includes PLCs, instrumentation, communications, and field devices. It also includes seeing projects from design through startup.
At DSI, integrators are trained to handle many scenarios. One day may involve programming. The next may involve instrumentation or troubleshooting communications. This approach builds confidence and adaptability. It also reduces risk when one specialist is unavailable.
For leaders, the goal is simple. Create opportunities for workers to see more systems. Rotate tasks when possible. Pair newer workers with experienced mentors. Invest in hands-on learning, not just classroom training. Exposure builds judgment, and judgment closes the automation experience gap.
The Transformation or Results
Teams with broad exposure handle pressure better. Because of that, they spot issues faster. They also make better decisions when systems need to change. When older equipment fails, they adjust as new systems come online.
This matters in oil and gas, where automation workforce challenges are growing. Parts become obsolete. Communications standards change. Systems built years ago may not support modern needs. When teams lack exposure, small failures turn into major upgrades.
Hands-on automation experience helps teams see the full picture. Workers understand how systems interact. Leaders make better decisions about upgrades versus replacements. The result is less downtime, lower risk, and stronger long-term performance.
Thompson also points out that years alone do not tell the full story. Someone with wide exposure across industries often brings more value than someone with narrow experience in one system. This mindset helps producers choose better automation partners and build stronger internal teams.
Conclusion
The automation experience gap is real, but age is not the cause. Exposure is. Teams that focus only on years of service miss the deeper issue. Skills grow through varied, hands-on work across systems and environments.
David Thompson’s experience shows that exposure builds confidence, adaptability, and accountability. Leaders who invest in hands-on automation experience reduce workforce challenges and improve results. Field workers who gain broader exposure become stronger problem solvers.
In oil and gas, where systems keep evolving, closing the automation experience gap is not optional. It is essential for reliability, safety, and long-term success.
About the Guest
David Thompson is the Automation Manager for the North Division at Design Solutions & Integration. He has spent 19 years working across automation, controls, and industrial systems. His experience spans oil and gas, municipal, and industrial environments.
About the Company
Design Solutions & Integration (DSI) is a faith based, 100 percent employee-owned company with more than 25 years of experience in the oil and gas industry. With 125 employees and operations across the Bakken and Permian Basin, DSI delivers electrical, automation, fabrication, engineering, and turnkey field services. The company focuses on integrity, long term partnerships, and high-quality solutions built through a vertically integrated model. Learn more at www.relyondsi.com.