A study by Zippia revealed the shocking number of mechanics and technicians who quit every year. They filtered their database of 30 million employee profiles for aircraft mechanics. Zippia then reviewed the average amount of time an aviation mechanic spends in a job before quitting, and the results are concerning:
- 20% of mechanics quit their job in less than 1 year
- 28% quit in years 1 or 2
- 19% quit in years 3 or 4
It is shocking that nearly half of all mechanics never see their third year with an employer, and two-thirds quit before they reach five years with a company.
The findings mean you typically replace two-thirds of your mechanics every five years.
Based on the numbers, only one-third of your team will ultimately be your long-term employees. Two-thirds of your mechanics are replaced every five years.
These retention numbers are concerning.
Certainly, the current demand for A&P talent is a factor, and mechanics often can increase pay or position by moving to another company. But, the Zippia study also shows that many in the industry are not retaining their employees well.
There will always be jobs to fill for underperforming workers and added positions through growth. But, for existing roles, the best way to fill a position is never to lose the worker in the first place.
5 Ways to Keep Your Mechanics from Quitting
It is impossible to achieve 100% retention. Some employees will leave for reasons beyond your control. But, employers can retain many more by implementing simple employee-focused programs. Aviation is a service business driven by your workforce. Focusing on employee satisfaction will not only aid in retaining your workers but also improve your efficiency, corporate culture, and bottom line.
Here are five ways to focus on keeping your best talent under your roof.
1. Hire for Fit
Retaining employees starts with hiring the right people. Hiring for fit ensures that a candidate’s values and needs align with the company culture, often translating into longer-term employees. Implement a process, or bring on a recruiter with a screening process for candidate soft and hard skill fit. Remember, hire for fit, train for skills.
2. Offer Competitive Pay and Benefits
This one goes without saying — but we will say it anyway. Mechanics are in high demand, and offering competitive compensation packages can help retain them. People are often hesitant to make a change, but sometimes they cannot refuse when a better compensation package comes along. Make sure yours are at least equal to your competition.
3. Provide Opportunities for Advancement
Mechanics who see a clear path for advancement within the company are more likely to stay. Nobody wants to feel like they are stagnating. Providing training opportunities can help them advance their careers and feel more engaged in their work. Perhaps you allow them a few hours a week to float to other departments — like avionics or structures. They learn new skills, and you create internal candidates for future openings.
4. Foster a Positive Work Environment
Mechanics who feel respected and valued by their employers are likelier to stay with the company. Encourage open communication, recognition of achievements, and a sense of teamwork. It is much harder to turn your back on a company that values you as a person. Too often, companies almost dare their employees to leave by thinking there are no other opportunities for them. Trust us, there are!
5. Allow Flexible Work Schedules
This one may be more challenging for particular business models. But, if you can, employees value flexible schedules and work arrangements. Consider allowing employees to choose their start time (within reason) or offering a 4/10 schedule (4 days a week, 10 hours a day). A little flexibility can go a long way in the minds of your employees.
Turnover Is a Pain in the Tail
Employee turnover in the aviation maintenance industry can be costly for companies in terms of time and money. An empty job may result in lost work and revenue that is never fully recovered. Plus, customers may be frustrated by delays or poor service caused by a stretched-thin workforce.
Furthermore, employee turnover can also impact the quality of work. Long-term employees may have a better understanding of the aircraft you maintain as well as your internal procedures. They can provide valuable knowledge and insights to their colleagues. The knowledge and skills of experienced mechanics are lost when they leave, and it can take time for new mechanics to gain the same level of expertise.
Don’t Let It Happen to You
The high turnover rate of mechanics and technicians in the aviation industry is a cause for concern. The demand for A&P talent is a factor, but companies can also take steps to retain their employees. Hiring for fit, offering competitive pay and benefits, providing opportunities for advancement, fostering a positive work environment, and allowing flexible work schedules are ways that companies can focus on keeping their best talent under their roof. By implementing these strategies, companies can reduce turnover and ensure a stable and skilled workforce to meet their needs.