Why Do Your Best Process Engineers Start Looking for New Jobs?

Retaining Your Most Talented Process Engineers

With the engineering skills gap growing quickly, it is more important than ever to work hard to retain your talented process engineers. According to a recent survey from Deloitte and SEMI, around 82% of executives reported seeing a shortage of qualified technical candidates for their engineering positions.

If you suffer a higher turnover of top process engineers than you would like, you may need to rethink your strategy for retaining employees. In this article we cover the major reasons process engineers start looking for a new job, and how you can tackle these issues.

Reasons Your Process Engineers Are Hunting for a New Job

When a great process engineer informs you that they are leaving, this can create a huge problem. You may consider offering more money or other perks to encourage them to stay.

However, with a more proactive retention strategy, the problem of talented employees leaving is less likely to affect your organization. Instead of waiting for your top process engineers to jump ship, you should address some of the issues in your company that may be compelling your talent to look for new opportunities elsewhere.

·      Lack of Flexibility

A study by SHRM showed that 80% of employees would be more loyal to an employer that offered them flexible work options.

In many jobs, process engineers spend a lot of time in meetings, responding to emails, and not being able to engage in the work they genuinely enjoy. Allowing flexibility in the work process, so that engineers can work offline and schedule their time more effectively, is critical to retaining great process engineers.

·      No Career Progression

One of the major reasons employees across all industries leave their jobs is because of a lack of career progression.

Top process engineers want to work for companies where there is room for them to advance. Have regular meetings with your process engineers to understand their career goals. Help them with their development and training, and create opportunities that align with their goals.

·      Boredom

Process engineering as a career naturally attracts creative people who enjoy problem solving. To retain talented employees, you must keep them engaged. Offer them interesting problems to solve to keep them inspired and interested in their work.

·      Uncompetitive Pay

If your process engineers feel undervalued, they may start looking for other job opportunities to see what your competition is offering. You should keep up to date on what the going rate is for process engineers in your sector and location. Make sure that you are offering a fair salary with an annual review and increases where deserved.

·      Poor Work/Life Balance

A poor work/life balance will lead to burnt out process engineers. There are signs that your organization is offering a poor work/life balance and that your process engineers are suffering. These include:

  • Working weeks that regularly extend beyond 50 hours
  • Increased numbers of sick days
  • Employees who are fatigued

If you notice such signs, it may be time to reconsider your employment strategy. Speak with your team and ask them what they need. Get their input on what will help them have a more comfortable work/life balance. Perhaps you can arrange for everyone to finish early on Fridays, start offering childcare assistance, or hire another member to join your team and relieve the stress.

·      No Recognition

High-performing employees want to hear every now and then that they are doing a good job. Over time, if your employees aren’t being given the positive feedback they deserve, they can start to feel demoralized.

Feeling undervalued and underappreciated will make your talented employees start searching for another role – one in which they will get the recognition they deserve.

Summing Up

When your process engineers are unhappy, they will start looking for a new job. This can be costly to your company in both recruitment of new staff and losing top talent, slowing down production, disrupting team dynamics, and placing undue pressure on an understaffed team.

The above list covers the major reasons engineers start job hunting. Proactive strategies can mitigate all of these. From making small changes to ensuring the wellbeing of your employees, to re-engineering your recruitment process and compensation packages, the impact you can have on employee retention can be huge.

To benefit from deep sector insight, contact MForce for your staffing needs.