By Audra Drazga

Advisor to APC Media and Executive Editorial Board

 

There are certain topics in this industry that never fully go away… they just cycle back into focus.

Workforce is one of them.

Over the past several weeks, I've seen a growing number of articles, LinkedIn posts, and conversations popping up around hiring challenges and the growing gap between experienced talent and the next generation stepping in.

It took me back.

Back in the early Energy Central days, our inaugural issue of EnergyBiz magazine - editor Marty Rosenberg in 2004 - focused on the “Greying Workforce.” At the time, it was a looming concern.

Here are a few excerpts from that article that stood out and probably applies again today:

“The average electric and gas utility employee is now 48 to 49 years old… The future is coming rapidly.”

“We’re approaching a bubble that’s going to burst.”

“Over the next five to ten years, about 50 percent of our employees will be eligible for retirement.”

And maybe the one that stuck with me the most:

“You have a guy who’s an expert because he’s been doing his job for 40 years… wouldn’t you like to have that knowledge captured before he’s ready to walk out the door?” 

Fast forward to today… and once again, the issue has risen to the top of the conversation.

The Trends We’re Seeing Now

According to reporting from several other industry sources, the power sector may need more than 750,000 new workers by 2030.

Meanwhile, others note that nearly half of the current workforce is expected to retire within the next 5 to 10 years. 

Put those two data points together - and the scale of the challenge becomes very real.

Across the industry, a few themes are becoming hard to ignore:

1) The Experience Gap Is Real

Utilities and energy companies aren’t just losing people - they’re losing decades of institutional knowledge.

This isn’t just about headcount.

It’s about:

• System knowledge
• Operational judgment
• “We’ve seen this before” experience

And that’s not something you replace overnight.

In a recent conversation hosted by Kinsey Grant Baker -  featuring Patrick Hughes of National Electrical Manufacturers Association, one theme stood out:

Behind every new piece of infrastructure - every EV rollout, grid upgrade, or transmission build - is a workforce that has to design, build, and maintain it.

2) Hiring Is Getting More Competitive (and Complicated)

The talent pool isn’t just shrinking - it’s shifting.

We’re competing with:

• Tech companies
• Data-driven startups
• Adjacent industries moving into energy
• New HR systems meant to streamline hiring—but often making it more complex

There’s also a growing sentiment from job seekers:

 “Is that job real or not?”—as the rise in duplicate or inactive postings creates hesitation and frustration in the market.

And Pamela Cannon, TRC, couldn’t have said it better in her recent LinkedIn post - We are not a “sexy industry

“We are not replacing them fast enough.

Why? Because the industry has a perception problem. Power isn't ‘sexy.’ It doesn't have the Silicon Valley glow-up. It doesn't trend on social media. Nobody's posting ‘just accepted my dream offer at a utility company 🎉’ and going viral.”

At the same time, in the discussion with Patrick Hughes, the point was made that the industry isn’t just trying to replace retiring workers - it’s trying to expand the workforce to meet entirely new levels of demand driven by electrification and infrastructure growth.

That’s a very different problem.

It’s not:
Replace 1 for 1

It’s:
Replace + expand at the same time

And that’s the challenge.

3) The Skills Mix Is Changing

It’s no longer just about traditional engineering and operations.

Now it’s:

• Data + domain expertise
• Software + infrastructure understanding
• Digital + physical grid integration

And that shift is being reinforced across the board.

In recent insights shared from TRC - “Beyond Modernization: 10 Strategic Shifts Driving Grid Transformation in 2026” -  they highlight the increasing need for digital capabilities alongside traditional infrastructure expertise as part of broader grid transformation efforts.

This shift in skills is also showing up in how work itself is evolving on the ground. In a recent feature from APC Media - Transformer Technology Publication, “Shaping the Future of Industrial Maintenance: Generative AI, Condition Monitoring, and the Rise of the Citizen Maintenance Worker,” the concept of the “citizen maintenance worker” is explored - highlighting how generative AI and condition monitoring are enabling a broader set of workers to take on more advanced, data-driven responsibilities. It’s another example of how the industry isn’t just facing a workforce gap - but a fundamental shift in the types of roles and capabilities needed moving forward.

So What’s Driving the Renewed Focus?

A few forces are converging at once:

• Load growth is back (data centers, electrification)
• Infrastructure is getting more complex
• Timelines are tightening (interconnection delays, grid constraints)
• Digital transformation is accelerating

Put all of that together, and the margin for error shrinks.

Which means the value of having the right people - with the right skills - has never been higher.

A Thought That Keeps Coming Up

As I’ve been reading through recent articles and LinkedIn conversations (including insights from many of you in the industry), one thing keeps sticking with me:

We’re not just dealing with a workforce shortage…

We’re dealing with a workforce transition.

And transitions add a level of complication.

They require:

• Rethinking how we hire
• Rethinking how we train
• Rethinking how we transfer knowledge

Would love to hear your thoughts on the matter.