Powering Up Talent: Energising the Workforce for a Net-Zero Future

Last week, I had the pleasure of joining Ashar Khan , Chief Data Officer at SSE plc , on the Purple stage at MarketforceLive 's Future of Utilities : Smart Energy. The session, chaired by Eric Brown , Executive Adviser to Energy Systems Catapult , focused on the panel topic: Resourcing Energy Digitalisation: The People Factor. It was an excellent opportunity to discuss one of the most pressing challenges facing the utilities sector—attracting and retaining the talent required for the energy transition.

Overcoming Reputation Challenges to Attract Talent

One key theme we explored was the ongoing struggle to attract talent in an industry often hampered by reputation challenges. The public perception of the energy sector, influenced by media narratives, often overlooks the exciting transformation underway. When you "lift the lid," it becomes clear that significant innovation is taking place—but effectively communicating this to prospective talent remains a challenge. The sector must continue its efforts to reframe these narratives and showcase its vital role in the green energy revolution.

Upskilling and Retaining Talent for Digitalisation

Ashar Khan highlighted the importance of retraining and upskilling existing teams to create a digitally skilled workforce. He emphasised how encouraging career returners to seize new opportunities can lead to significant personal and organisational growth. We also discussed the value of assessing the skills within existing teams, fostering cross-department collaboration, and utilising internal capabilities before turning to external hiring.

The consensus was clear: the best outcomes come from a balanced approach. By strengthening internal teams while strategically bringing in external talent, organisations can remain competitive in a market where cross-sector demand for skilled professionals is high.

Rethinking Senior Appointments for Transformation

When advising clients on senior appointments, I often challenge the default approach of replicating the profile of the previous individual in the role. Why? Because achieving different outcomes requires fresh thinking. As Albert Einstein aptly said, "The definition of insanity is doing the same thing over and over and expecting different results." Breaking free from this mindset is critical, particularly when looking to drive transformation or address emerging challenges.

Beyond Salary; Understanding What Motivates Talent

One audience question that stood out was: “Do we need to raise salaries to attract individuals to the energy sector?” The answer, of course, is nuanced. While competitive remuneration is important, it is not the sole motivator for everyone. Many individuals—particularly those drawn to the energy transition—are inspired by flexible working arrangements, the opportunity to make a meaningful impact, and being part of a sector that contributes positively to society. Understanding these varied motivations is essential for crafting effective strategies to attract and retain talent.

Bridging Skills Gaps

Conducting a skills matrix of the existing workforce and leadership teams is a strong starting point to identify gaps and hiring needs. This enables organisations to make more informed decisions about whether to recruit externally or develop talent internally. Additionally, being open to sourcing candidates from other industries can bring fresh perspectives and skills. Many adjacent sectors offer expertise and experiences that could be invaluable in addressing the unique challenges faced by the energy industry.

Attracting Cross-Sector Talent to Accelerate Progress

Recruiting talent from outside the industry will be crucial for accelerating digitalisation and transformation in the energy sector. Industries that are already highly digitalised and technologically advanced harbour a wealth of expertise that could streamline progress. By embracing this cross-sector collaboration, the energy industry can not only meet key milestones in the transition to a greener future but also foster innovation and resilience.

The energy sector is at the heart of one of the most significant transformations of our time: the transition to a net-zero future. Attracting and retaining talent will be a critical factor in achieving this ambition. By reshaping perceptions of the industry, investing in upskilling and retraining, and embracing talent from both within and outside the sector, organisations can rise to the challenges ahead. The key is to think differently, act boldly, and recognise that success in the energy transition depends as much on people as it does on technology.

I help CEOs, COOs, CPOs, HRDs and business leaders improve the diversity, success and retention of their new C Suite, Executive and leadership hires across the Utilities sector, providing recruitment consultancy and Executive Search services. Helping you deliver a much-improved performance and ROI. If you would like to talk more about your unique challenges and to see if I might be a future resource for you, book a call here.