Maintaining a skilled workforce in the maintenance department

In industry, every minute of downtime can cause losses. What does this mean for maintenance? First of all, that maintenance is an extremely important, strategic department of the company. It is this team of engineers, technicians and specialists who are responsible for the continuity of work, safety and reliability of machines. In this context, maintaining qualified staff takes on even greater importance. How to do it? What to watch out for?

Rotation in the maintenance department

Retaining qualified people in the UR department is a serious challenge. Companies are increasingly struggling with high staff turnover. The reasons? Not only the salary. Employees also pay attention to development opportunities, employment flexibility, benefits and organizational culture. Experienced technicians in particular can count on interesting offers. The largest, international corporations offer high salaries, modern tools and many development options. However, this is a certain threat to small companies. Smaller, less flexible companies face a serious risk of losing key competences.

The departure of an experienced UR employee does not only mean an empty position. It also means the loss of knowledge, familiarity with machines and processes. It may also mean the loss of a person who acted as a mentor for younger colleagues. This type of experience cannot be easily replaced. The implementation time of a new specialist is usually quite long. However, that is not all. The efficiency in the first months rarely matches the predecessor. At the same time, the remaining team members have to take over the duties of the absentee. This can lead to burnout and even greater risk. Thus, a vicious circle is created. Each departure generates tensions, which increases turnover.

Remuneration – the foundation of staff retention

The competitive labor market and the risk of leaving mean that appropriate retention strategies are needed. Where to start? Salary should be the foundation. In the UR sector, technicians with several years of experience expect more than just a stable base. Bonuses, shift work allowances, and weekend allowances also count. Companies that do not update their pay scales in line with the market risk losing valuable employees. However, money alone is not the only factor. For many employees, predictable employment, access to modern solutions, and team management are equally important.

Professional development and training. An investment that pays off

How else can retention be improved? A rather underestimated, but one of the most effective ways is to take care of development. This is especially important in UR. Technologies change quickly. Machines are becoming more and more advanced. Technicians who do not have access to training eventually feel cut off from progress. This, in turn, causes frustration. It also often provokes the decision to change jobs.

How to solve this? Employers should invest in courses, certifications, internal and external training. It is also worth taking care of development paths – from junior technician to team leader. Sometimes the mere possibility of learning new tools can be a factor that determines employee loyalty. What’s more, it is a benefit not only for the employee themselves. The company also benefits from it, whose staff is becoming more and more qualified.

Work environment. Organizational culture and team management

The role of the organizational climate and culture in the team and the direct superior cannot be ignored . Regardless of the salary or benefits, an employee will not stay in a place where they do not feel respected. What should you watch out for? Including ignoring the ideas of technicians, conflictual relations with the superior or lack of communication. All of this translates into low morale and a desire to leave.

Companies that promote a culture of openness, respect and cooperation can gain loyalty and many other benefits. It is also worth accepting the real influence of employees on improvements. A well-managed UR team works more efficiently. But that’s not all. In addition, it is more motivated and resistant to the pressure of external offers.

Strategic approach to retention

Maintaining staff in the HR department cannot be just a temporary measure. It must be a well-thought-out, long-term strategy. The company must take into account the real needs of employees and analyze the market. It is also necessary to adjust the strategy. Conditions change all the time. It is also worth reaching for HR tools. Satisfaction surveys, exit interviews or individual development talks will be useful.

In addition, the company should take care of modern solutions in everyday work. When performing current duties is more enjoyable and less problematic, employees simply feel better – and they want to stay in the company more. In the context of maintenance, CMMS systems play a special role . Their functionality includes many useful options related to planning, implementation and recording of repairs or maintenance activities. We invite you to familiarize yourself with the possibilities of the QRmaint platform – contact our representatives and find out what you can gain