Lately, I’ve been seeing a worrying trend in the automation world: specialists are jumping ship at rates I haven’t seen before. Sure, the “Great Resignation” hit a lot of fields, but it’s been brutal for automation teams—and the fallout goes way beyond just hiring replacements. From my work with manufacturers, processors, and integrators, I’ve watched losing key people send shockwaves through operations that linger for months, sometimes years. Too many companies still see this as an HR headache when it’s really a full-on business risk.
What Turnover Really Costs
When I help clients deal with automation talent turnover, the obvious costs—like recruitment—are just the tip of the iceberg. Here’s the real damage:
- Replacement Bills
You’ve got hiring fees, onboarding, and training. For specialized automation roles, that’s usually 75-150% of their yearly pay. It adds up fast. - Lost Know-How
The bigger hit? All the undocumented tweaks, custom systems, and tricks that walk out the door. I was at a plant recently where one guy leaving stalled production for months—his PLC code was a mystery to everyone else because it was barely documented. - Project Delays
Automation projects hate staff changes. A pharma client I worked with saw their timeline balloon by nine months after losing a key player—every delay just piled on more headaches. - Team Burnout
The folks left behind pick up the slack, get swamped, and start eyeing the exit themselves. I’ve seen one departure spark a domino effect that gutted entire teams. - Missed Chances
The worst part? The upgrades and ideas that never happen. When teams are stuck firefighting turnover, big-picture progress grinds to a halt.
One midsize manufacturer I helped crunched the numbers: losing three automation specialists in six months cost them $2.8 million—five times their combined salaries—when you factor in all this chaos.
Why Automation Pros Bail
From exit chats and talks with candidates, I’ve spotted some common threads pushing automation folks out:
- Tech Rut
These are people who live for tech and puzzles. If they’re stuck with outdated tools or same-old problems, they’re gone. - No Freedom
The best ones want to solve problems their way, not just follow a script. Too much micromanaging sends them packing. - Business Disconnect
When automation’s just a cost-cutting checkbox—not a game-changer—specialists feel like cogs, not contributors. - Dead-End Roles
A lot of companies don’t offer clear next steps for tech pros. It’s either stall out or switch to management they don’t even want. - Burnout Trap
Automation folks are often the first call when systems crash—nights, weekends, whatever. Without backup, they burn out.
Retention Tricks That Actually Work
Companies keeping their automation talent are getting creative:
- Tech Community Vibes
Smart firms let their specialists geek out at conferences, contribute to open source, or join user groups. A chemical company I work with started a “connected specialist” program—time and cash for industry involvement—and cut turnover by 35% in a year. - Room to Innovate
Giving pros time to tinker—like quarterly “automation hackathons” one client runs—keeps their problem-solving itch scratched. - Tech Career Paths
Forward-thinkers build roles like “Principal Automation Engineer” or “Automation Architect”—big titles, bigger pay, no management required. - Knowledge Safety Nets
The best treat documentation and cross-training like mission-critical ops, not HR busywork. Pair programming’s a lifesaver here. - Work-Life Fixes
On-call rotations, remote support options, and “recovery time” after emergencies are keeping people sane—and in place.
Building a Team That Stays
The companies nailing retention have a vibe in common:
- They see automation as a superpower, not just a budget line.
- Specialists get a say in tech calls, not just orders from above.
- They shout out tech wins, not just profit bumps.
- Learning’s a must-do, not a perk.
Steps to Lock It Down
If turnover’s hitting you—or you want to dodge it—here’s what I’d do:
- Spot the Risks
Figure out who’s got the keys to your kingdom and how likely they are to bolt—think tenure, skill demand, and how engaged they seem. - Harden Your Knowledge
Don’t wait for someone to leave. Make documentation and sharing non-negotiable. - Map Out Tech Careers
Give pros a way to grow without forcing them into suits. - Bake in Learning
Carve out project time for playing with new tech—it’s a win-win.
The fight for automation talent’s only getting hotter. Companies that treat keeping people as a strategic move—not just an HR chore—will come out ahead in stability, innovation, and the market.
Let’s Talk: Facing Turnover Trouble?
Is your team bleeding automation pros? Or are you a specialist weighing your options? Reach out—I’d love to brainstorm how SGP Technology can help you build a rock-solid crew that sticks around and delivers.
