From alarm clocks to turbine blades: The 5-star journey of Han Weilong

The Yixing Plant is the only facility in Siemens Energy’s global blade and vane supply chain that integrates all post-casting machining processes in one location. Manufacturing turbine blades the core components of gas turbines is an extremely demanding task:

• Extreme environments: They must withstand temperatures close to 1,600°C
• Massive forces: They endure centrifugal forces equivalent to 10,000 times their own weight.

Since the plant was established in 2016, Han Weilong has grown almost in parallel with its development. Starting from basic operations, he gradually took part in processes requiring ever-higher precision and standards, step by step entering the world of gas turbine blades often described as the “crown jewel” of the manufacturing industry.

Working with high-temperature alloys meant facing a lack of industry benchmarks and limitations in traditional machining methods. There were no ready-made answers.

Han Weilong searched for technical references, studied available materials, and repeatedly experimented using scrapped blades. Through countless rounds of trial and error, he adjusted parameters and optimized programs. Together with his team, he completed three systematic rounds of optimization of the EDM process and machining workflow, significantly improving equipment efficiency and production capacity.

During a critical delivery phase of a heavy-duty gas turbine project, production schedules were tight and coordination demands were high. Challenges arose from new equipment installation, tooling adaptation, and process stability.

By clearly defining responsibilities, arranging training in advance, and strengthening cross-team communication, Han worked closely with the project team to push forward on-site preparations step by step.

Throughout the process, he coordinated with engineering and process teams to implement agreed solutions, while also helping frontline colleagues understand key control points. This ensured that operations were carried out steadily, meeting safety and quality requirements. As workflows became more stable, the team completed milestone tasks as planned, and the experience gained became a valuable reference for similar projects in the future.

“If everyone can work independently and confidently, the team becomes stronger—and delivery becomes more reliable.” Han Weilong

For Han Weilong, personal skill development is never the final goal. As a team leader, his focus is on helping the entire team grow together. In his view, people have different strengths, and development approaches should vary accordingly.

“Personal growth is never the end goal. What matters is helping the whole team grow together.” Han Weilong always says.

Some team members learn quickly and need more hands-on opportunities. Others may lack initiative and need encouragement to stay engaged. Some occasionally doubt themselves and require timely support and reassurance. Effective development, he believes, must be tailored to the individual.

This seemingly light-hearted “laziness” has led to continuous team progress. Under his guidance, the EDM and fast-hole drilling teams have developed more than ten employees rated from 2-star to 4-star skill levels. At the same time, the EDM team has steadily built experience in quality stability and collaboration, setting an example for other teams.

To experienced colleagues, Han Weilong is a technically strong and innovative role model. To new employees, he is a warm, patient, and professional mentor.

For Han Weilong, true fulfillment comes not only from improving his own technical skills, but from seeing more people on the team gain confidence and continue to grow. It is in this atmosphere of mutual support and shared progress that he has chosen to move forward together with the Yixing Plant—steadily and for the long term.

Note: The Yixing Plant 5-Star Skill Evaluation System aims to enhance and motivate the skill development of blue-collar employees. Skill levels range from 1 star (basic job qualification) to 5 stars (highest level). Eligible employees are recommended by departments and evaluated through cross-functional reviews. Employees rated 3 stars and above are reassessed annually, with adjustments made if standards are not met.