Why engineers leave – and what you can do to retain them

Hiring great engineers is tough. Keeping them? Even tougher. With demand for skilled engineers at an all-time high, companies in South Wales can’t afford to overlook retention. The cost of losing an engineer isn’t just about recruitment fees — it’s lost knowledge, project delays and the impact on team morale.
 

So why do engineers leave, and what can you do about it?

1. Lack of career progression
Engineers are problem solvers by nature. If they don’t see opportunities to grow — whether through training, leadership roles or exposure to new tech — they’ll start looking elsewhere.
 
🔹 Solution: Make progression pathways clear. Offer structured training, mentorship and a roadmap for career development.
 
2. Poor work/life balance
Long hours and tight deadlines are often part of the job, but burnout is real. If an engineer feels overworked or undervalued, they won’t stick around.
 
🔹 Solution: Promote flexible working, ensure realistic project deadlines and foster a culture that prioritises well-being.
 
3. Outdated tools and technology
Nothing frustrates an engineer more than working with inefficient or outdated technology. If your team is struggling with legacy systems, they may start looking for companies that invest in modern tools.
 
🔹 Solution: Keep your tech stack competitive. Regularly assess and upgrade tools to enhance productivity and engagement.
 
4. Culture and leadership issues
Engineers leave bad managers, not jobs. A lack of recognition, unclear communication or poor leadership can drive top talent away.
 
🔹 Solution: Invest in leadership training, encourage open communication and ensure managers are equipped to support and develop their teams.
 

Retaining your engineers starts with hiring the right ones

A strong retention strategy begins at the recruitment stage. Hiring engineers who align with your culture and long-term vision makes a massive difference. That’s where IntaPeople comes in.
 
We don’t just fill roles — we help you build engineering teams that stay. If you want to improve retention by hiring engineers who fit, let’s talk!