Why investing in capability, not just headcount, is the smarter path forward
Across the industrial sector, a quiet but critical problem is gaining speed. Engineering teams are shrinking, not because the work is slowing down, but because skilled automation professionals are retiring faster than they can be replaced. At the same time, control systems are evolving, platforms are more interconnected, and demands on teams continue to rise.
This isn’t a future concern. The skills gap is already here, affecting how you operate today.
A Shift Too Big for Staffing Alone
For years, companies have treated the automation skills gap as a hiring problem. But many are now realizing that it runs deeper than unfilled job openings. It touches every part of operations: how projects are completed, how systems are maintained, and how well teams can adapt when things go wrong.
When a veteran engineer walks out the door, it’s not just a job vacancy. Years of undocumented logic decisions, restart sequences, and troubleshooting experience are disappearing with them. These details are rarely written down. Yet they are the difference between smooth operations and unnecessary downtime.
At one hydropower facility, the only person who understood how their PCS 7 batch logic interacted with aging field devices was preparing to retire. Without that knowledge, routine updates would become high-risk projects overnight.
In another example, a chemical plant migrating to Ignition found its internal team undertrained and overwhelmed. When alarms triggered, the team relied on Google searches and support calls to stay afloat.
These scenarios are becoming more common and more dangerous.
The Real Solution? Grow Capability from Within
Hiring is important, but it’s not enough. Today’s automation roles require a unique mix of electrical, mechanical, software, and data skills. Developing that level of expertise takes time. The bar keeps rising, but the runway to train new engineers is shrinking.
That’s why the most resilient organizations are shifting their approach. Rather than rely solely on new hires or outsourced help, they are building internal capability with intention. Here’s how:
Involve junior engineers in design reviews, logic walkthroughs, and commissioning. Don’t silo tasks or ship everything to a third party. Every project can serve as a training ground.
Cross-generational collaboration accelerates learning. Whether it’s side-by-side testing or informal Q&A sessions, mentorship remains one of the most powerful and underused tools in automation.
Live systems are risky. Simulation platforms like Siemens SIMIT allow teams to experiment and learn safely. At Pigler Automation, we use virtual environments to test logic, train operators, and reduce go-live anxiety.
Good documentation is more than compliance. It’s an investment in long-term resilience. Visual logic overviews, system behavior guides, and recorded walkthroughs can shorten onboarding and preserve critical knowledge.
Stronger Teams Start with Smarter Strategies
At Pigler Automation, collaboration should build capability. Our engineers don’t just deliver systems. We work alongside your team, creating space for questions, walkthroughs, and hands-on learning. When we leave, your team should feel more confident, not more dependent.
Whether you’re preparing for a system upgrade, onboarding new engineers, or trying to hold on to what your senior staff knows, you can take steps to build strength from within.
Want the Full Guide?
This blog only scratches the surface. Our full PDF guide, Closing the Automation Skills Gap, dives deeper into strategies, real-world stories, and practical steps you can start using today.
Closing Automation Skills Gap
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Let’s build the future of automation, together.
Every organization’s situation is different. If you’re facing a knowledge gap, planning a major upgrade, or simply unsure where to begin, we’re here to help.
