Fields marked with a * are required

SIGN UP FOR OUR NEWSLETTER

Mitigating the Engineering Brain Drain Threat

References Cited

The Coming War for Engineering Talent, Recruiting and Retaining Engineering Talent

The impact of the retirement of Boomer engineers is something I have been tracking for some time. It poses a serious threat to productivity in engineering organizations. While there are process and organizational changes that can be made to address that threat, there are also some technologies that can make an impact as well. The folks at Cadalyst approached me to write about that as a topic. Here’s a quick excerpt of the article.

Engineering is an iterative process. Some things you get right immediately. Other things you don’t. You hope all the mistakes are caught before a product is delivered or launched, realistically, that just doesn’t happen. Some problems slip through the cracks and eventually come back to you as change orders.

It is at that point that an engineering manager must step into the role of crime scene investigator, attempting to reconstruct the product-development process to determine how a problem occurred and how to resolve it when, all to often, the original designer or engineer is no longer with the organization. They might have retired, taken a promotion, or moved on to another company. In an age when the massive Baby Boomer generation is ready to retire and disgruntled Gen-Xers are left in their wake, it’s an all too familiar reality. So, now what happens? In short, you have to figure out what went wrong.

The whole article can be found on the Cadalyst site here.

Chad Jackson is an Industry Analyst at Lifecycle Insights and publisher of the engineering-matters blog. With more than 15 years of industry experience, Chad covers career, managerial and technology topics in engineering. For more details, visit his profile.

Like this post?

Sign up now to get more like it

Fields marked with a * are required

SIGN UP FOR OUR NEWSLETTER

Comments are closed.