Facing Workforce Challenges in Aerospace: The Power of Retention
For 25 years, Elisen has been steadily growing, and facing the complexities of the aerospace industry with resilience and adaptability. Yet, like others in the field, we are not immune to the growing challenges in workforce retention and talent development. The demand for skilled professionals is intensifying, while an aging workforce, talent shortages, and shifting career preferences are reshaping the labor market.
Here’s what the industry is facing, and how Elisen is rising to the challenge.
The State of Aerospace Talent
The aerospace labor market has undergone significant changes in recent years:
- Aging Workforce
Many seasoned aerospace professionals, with decades of hands-on experience, are reaching retirement. Their departure leaves a significant gap in expertise. While entry-level talent is available, finding professionals with 10 to 20 years of experience—who combine technical expertise with practical problem-solving skills—is increasingly difficult.
- Shifting Career Preferences
Young STEM graduates are gravitating toward fields like artificial intelligence and software development, finding these industries more appealing due to their growth, prestige, and perceived innovation. Aerospace, while foundational to modern infrastructure and national defense, is often seen as less dynamic by comparison.
- Global Competition and Cost Constraints
To manage costs, many large aerospace companies have offshored design and engineering work to countries like Mexico, India, and Morocco. While these regions are building capacity, the gap in practical experience and access to seasoned professionals remains a challenge. This approach can lead to inefficiencies, particularly for high-stakes, complex projects.
- Immigration Barriers
Aerospace relies heavily on international talent to fill critical skill gaps. Recent changes in immigration policies and slower visa processes in countries like Canada have made it harder to bring in highly skilled workers. This adds further strain to an already limited domestic talent pool.
- The Cost of High Turnover
Acquiring new talent is expensive and time-consuming. According to industry estimates, replacing an employee can cost up to twice their annual salary. In aerospace, where projects often require years of specialized expertise, the impact of turnover is even greater. High turnover disrupts workflows, erodes institutional knowledge, and slows down project timelines.
Retention, therefore, offers a clear advantage. Employees who stay with a company longer contribute to a deeper understanding of its processes, greater innovation, and a more cohesive culture.
How Elisen Prioritizes Retention
Elisen has built a reputation as an employer that values its team, offering an environment where employees thrive. Here’s how Elisen stands out:
Diverse Project Opportunities
At large aerospace companies, employees are often siloed into narrow roles, such as working exclusively on repairs. In contrast, Elisen offers its team exposure to a wide range of projects. From new aircraft design to cockpit upgrades to special mission modifications, employees have the chance to work on different aspects of design and repair, gaining a breadth of experience that keeps their work engaging and rewarding.
Flat Organizational Structure
Elisen’s lean and agile structure allows employees to contribute directly to projects and see the results of their work in real-time. This hands-on involvement fosters a sense of ownership and accomplishment that is often lacking in larger organizations with multiple layers of hierarchy.
Commitment to Stability
Unlike companies that hire aggressively during boom cycles and resort to mass layoffs during downturns, Elisen prioritizes stability. By maintaining a lean, loyal team, Elisen avoids the disruptive cycle of hiring and firing. Even when project flow slows, employees remain on payroll, a commitment that fosters trust and loyalty.
Investing in People
Elisen understands that loyalty is a two-way street. Employees who feel valued and secure are more likely to stay. The company’s approach—paying full salaries even during lean times—demonstrates its belief in investing in people, not just projects. Beyond financial stability, we actively foster work-life balance and allow open communication about personal challenges. By understanding employees’ unique situations, we can develop practical solutions that help them succeed both professionally and personally. This empathetic approach builds trust, loyalty, and a more cohesive, motivated team.
Flexibility and Career Growth
Employees at Elisen are not confined to repetitive tasks. The variety of work and opportunities for skill development ensure that team members are always learning and growing. As a smaller company, we also offer mentorship and open communication, helping employees to receive personalized guidance and career advancement opportunities. Our nimbleness allows us to adapt to individual needs, foster innovation, and keep work engaging. This dynamic environment appeals to those seeking variety and long-term career growth in the aerospace industry.
Retention: The Strategic Advantage
In today’s competitive aerospace market, retention offers a strategic advantage. Companies like Elisen that focus on retaining their workforce not only reduce costs but also build stronger, more resilient teams. This approach allows them to maintain quality, deliver projects on time, and foster innovation—all while enhancing their reputation as employers of choice.
By prioritizing retention, Elisen has created an environment where employees feel valued, engaged, and motivated to stay. As the industry faces ongoing workforce challenges, this commitment to its team ensures Elisen is not only meeting today’s demands but also preparing for the future.
For companies navigating similar challenges, the lesson is clear: retention is not just about keeping employees—it’s about building a foundation for long-term success.
