Attracting and Retaining Skilled Workers: What SMEs Can Learn From Current Challenges
The competition for skilled workers has become one of the defining strategic challenges for small and medium-sized enterprises across Germany. This development was clearly visible at the recent congress “Skilled Workers in SMEs – Attracting and Retaining Talent”, held at the German Federal Environmental Foundation (DBU) in Osnabrück. The event brought together regional managing directors, HR leaders, policymakers, and experts to discuss how companies can position themselves for long-term resilience in a rapidly evolving labor market.
M&P Energy – part of SIERA, contributed valuable insights from its work as an engineering partner supporting municipalities, utilities, and industrial clients in navigating technological transformation. The company’s Managing Director, Marius Raabe, participated as a panel speaker, sharing perspectives on workforce expectations, the engineering profession, and organizational development in times of change.
SMEs Are Facing Structural Shifts in the Labor Market
Across industries, SMEs increasingly struggle to recruit and retain qualified employees. Rising demand for technical expertise, demographic change, and regional disparities in talent availability all contribute to a more competitive labor environment. Companies not only need strong employer branding—they must offer a work environment that reflects the expectations of today’s workforce.
During the congress, speakers emphasized that the shortage of skilled workers is not merely a temporary challenge but a long-term structural shift. As Michael Hafemann, Chairman of Klima-Frieden Osnabrück & Osnabrück Land e.V., stated, the goal must be “to develop concrete approaches that strengthen SMEs and make the region future-proof.”
This means taking a holistic approach that goes far beyond recruitment.
What Skilled Workers Look for Today
In discussions on leadership, employee retention, and organizational culture, several themes emerged regarding what modern workforces value most:
| Key Expectation | Why It Matters for SMEs |
| Meaningful, purpose-driven work | Talented professionals seek to contribute to societal challenges such as energy transition and climate protection. |
| Authentic leadership in uncertain times | Employees expect transparent communication, empathy, and stability from management. |
| Opportunities for continuous development | Professional growth is a decisive factor for retention, especially in technical fields. |
| Flexible work conditions | Hybrid models and autonomy help SMEs remain competitive against larger employers. |
| A culture of appreciation and real care | Employee well-being has become a measurable driver of productivity and loyalty. |
These expectations align strongly with the transformation underway in the energy sector—one of the industries where skilled workers are in highest demand.
The Role of Engineering Professions in a Transforming Economy
One of the core discussion points addressed to Marius Raabe was the question:
“Are engineers a special type of workforce?”
From M&P Energy’s perspective, engineering professionals bring unique potential—and unique expectations. Engineers play a decisive role in transitioning energy systems, decarbonizing industry, and modernizing infrastructure. At the same time, they often seek:
- technically challenging work,
- interdisciplinary collaboration,
- opportunities to contribute to climate neutrality,
- and workplaces that embrace innovation rather than resist change.
Raabe emphasized that “companies must face change and actively use it to remain innovative and competitive.” For technical professions, a company’s willingness to evolve is often a deciding factor in whether talent chooses to join—or stay.
How M&P Energy Positions Itself as an Attractive Employer
M&P Energy, operates at the intersection of technical innovation and meaningful societal impact. The company supports clients across Germany and Europe in designing and implementing climate-neutral heat strategies, sector-coupling concepts, and large-scale energy projects.
This positioning naturally appeals to engineers, planners, and project specialists who want to apply their expertise to real-world challenges.
Key elements that contribute to M&P Energy’s attractiveness as an employer include:
- Purpose-Driven Projects
Employees engage in projects that directly advance the energy transition—from large-scale heat pumps to industrial waste-heat utilization and digital optimization of energy systems. Purpose and technical depth go hand in hand.
- Interdisciplinary Collaboration
As part of SIERA, the company works across disciplines such as environmental engineering, digitalization, and sustainability consulting. This creates dynamic opportunities for knowledge exchange and project diversity.
- Responsibility and Autonomy
Engineers at M&P Energy take on substantial responsibility early on, supported by clear processes and an experienced leadership team.
- Continuous Professional Development
The organization invests in ongoing training, technical certifications, and knowledge-sharing formats, ensuring that employees remain at the forefront of industry developments.
- A Culture Grounded in Respect and Authenticity
The company places strong emphasis on open communication, transparent decision-making, and genuine care for employee well-being—values that align closely with the expectations discussed at the congress.
Leadership in Uncertain Times: A Decisive Factor
Speakers at the congress explored the growing importance of leadership in a volatile environment shaped by economic fluctuations, regulatory changes, and rapid technological advancement. Topics such as “Leading in Uncertain Times” and “Tangible Impact Through Genuine Care” highlighted that:
- Leadership is no longer only about strategic direction—it is about emotional intelligence.
- Teams perform best when they feel heard and valued.
- Employees choose leaders as much as they choose employers.
M&P Energy reflects these principles through a management approach that combines technical expertise with human-centered leadership. This balance is essential for retaining skilled workers in demanding project environments.
Why SMEs Must Approach Talent Retention Strategically
SMEs cannot rely solely on traditional incentives such as job security or competitive salaries. The labor market has shifted, and companies must now position themselves through:
- Strong organizational identity
- Clear contributions to societal challenges
- A modern understanding of workplace culture
- Authentic communication and transparency
From M&P Energy’s perspective, the companies that succeed will be those that view transformation not as a burden—but as an opportunity to become more innovative, more resilient, and more attractive to skilled talent.
Conclusion: The Future of Work Requires Adaptability, Purpose, and Strong Partnerships
The congress in Osnabrück highlighted that the shortage of skilled workers is not an isolated phenomenon but part of a broader structural shift in the world of work. As employee expectations evolve and technical professions gain even greater relevance in the energy transition, SMEs must rethink how they lead, how they communicate, and how they create value—for their teams as much as for their clients.
M&P Energy – part of SIERA, demonstrates how companies can navigate this transformation by fostering a purpose-driven culture, offering meaningful engineering work, and creating environments where people can grow, contribute, and innovate. Organizations that embrace change, invest in their workforce, and align their mission with future-oriented challenges will be the ones to attract and retain the talent that shapes tomorrow’s energy systems.
Now is the moment for SMEs to act.
Strengthen your organization, invest in your people, and build the capabilities needed for a resilient future. If you want to explore how engineering expertise, strategic workforce development, and forward-looking energy solutions can support your goals, M&P Energy is ready to collaborate.Let’s shape the next generation of sustainable, competitive, and future-proof enterprises—together.
