The Real Challenge: Stop Losing Electromechanics to Competitors
If you’re an HR director or employer in the industrial sector, you already know: skilled electromechanics are a rare commodity in 2025. The job market is tight, demand far exceeds supply, and each resignation costs you—a lot. A qualified electromechanic can find a new job in just a few days. Meanwhile, it takes you weeks, if not months, to recruit and train a replacement.
So how do you reduce turnover and retain your best employees? Higher wages alone won’t cut it anymore. What makes the difference today are structured retention strategies adapted to the realities of the market. Here are the real solutions that work in 2025.
1. Retention Starts Before Hiring
How you recruit directly impacts your turnover rate. Many companies hire electromechanics in a rush, prioritizing experience and salary expectations over long-term fit. The problem? A poor hire often leads to a resignation within six months. Companies that successfully retain their electromechanics focus on cultural fit and clear expectations from the very first interview.
What makes the difference?
- Hire for more than technical skills. An electromechanic who aligns with your company’s values will stay longer than a top technician who doesn’t fit in.
- Be transparent about the job realities. Work schedules, job duties, and company culture—unexpected surprises often lead to quick exits.
- Involve the team in the hiring process. Having future colleagues validate a candidate improves cohesion and reduces compatibility risks.
Why this works: An industrial maintenance company in Laval reduced turnover by 45% by overhauling its hiring process and ensuring new hires were vetted by existing team members.
2. Compensation Alone Won’t Retain Talent—Work Conditions Matter
Salary is a key motivator, but it’s no longer enough to keep employees loyal. In 2025, electromechanics are prioritizing work-life balance over just a paycheck.
What sets top employers apart?
- Stable and predictable work schedules. Employers with unpredictable shift changes lose talent the fastest.
- The 4-day workweek (40 hours) is gaining traction. Many industries are implementing this model to boost employee satisfaction.
- Clear and structured retention bonuses. Example: $3,000 after one year, $5,000 after three years. This isn’t an expense—it’s a profitable investment.
Real-world case study: A manufacturing company in Quebec implemented a 4-day workweek for electromechanics. Within a year, turnover dropped from 38% to 12%.
3. Career Growth Must Be a Reality, Not Just a Promise
An electromechanic who feels stagnant will start looking elsewhere. Career progression must be clear and accessible.
How to build a retention-focused career plan?
- Offer continuous employer-paid training. Robotics, automation, and predictive maintenance are evolving fast. Employees who train, stay.
- Provide internal promotion opportunities. Develop pathways for electromechanics to move up to leadership or training roles.
- Implement mentorship programs. Pair junior workers with experienced staff to enhance knowledge transfer and engagement.
Why this strategy works: A metal transformation company in Trois-Rivières cut turnover in half by implementing specialized training and promoting from within.
4. Work Environment and Leadership Matter More Than Ever
Even with great pay and flexible schedules, employees will always leave a bad workplace.
How to create a workplace that employees don’t want to leave?
- Adopt a leadership style focused on recognition. Employees who feel valued and appreciated stay longer.
- Hold regular check-ins with staff. Engaged employees feel heard and respected.
- Invest in modern, safe equipment. Cutting-edge tools reduce fatigue and boost job satisfaction.
Case study: An industrial maintenance company in Sherbrooke introduced quarterly feedback sessions between electromechanics and management. Employee retention jumped from 72% to 89% in one year.
Conclusion: Retention = Competitiveness
In 2025, employers who retain their electromechanics understand that retention is a strategic investment—not just an unavoidable expense. Companies that implement these strategies lower turnover, boost productivity, and naturally attract top talent. The future belongs to those who anticipate and adapt. Want to build a solid, long-term retention strategy?
Contact Agence Carrières today—we’ll help you create a sustainable, high-performing team.
We have represented over 95,000 candidates across our various divisions since 2016. We can quickly present you with qualified profiles.