By Robin Schawe, Integrated Energy Vice President & Global Workforce Solutions Leader, KellyOCG
At our most recent Talent Leadership in Action (TLIA) event in Houston, I sat down with energy industry leaders from procurement, human resources, and talent acquisition. One of the most discussed topics was the aging workforce in the integrated energy sector — and the lack of a ready pipeline to replace it.
The graying of the energy workforce isn’t a future problem; it’s here now and happening faster than anyone wants to admit. It’s called the “Great Crew Change,” and it’s reshaping the energy industry.
Energy Workforce Demographics: Retirement Risks and Critical Talent Gaps
According to Utility Dive, more than 50% of the U.S. oil and gas workforce is eligible to retire within the next decade . That means within 10 years — or less — we’re facing the loss of institutional knowledge, experience, and critical technical expertise. And too few younger workers are stepping up to take their place.
In Houston, energy leaders expressed frustration with the short-term fix that’s become all too familiar: rehiring retirees as high-cost contractors because organizations haven’t built the internal talent pipelines to replace them. Collectively, TLIA event attendees are tired of paying top dollar to bring back the same people they didn’t adequately plan to replace.
Addressing Gen Z and Millennial Retention Challenges in the Energy Industry
Let’s talk about the next generation. While energy companies are investing in early-career recruitment, Gen Z and younger millennials are leaving almost as quickly as they arrive. Why? Because this generation is different. They’re not necessarily here for the corner office. They want:
- Meaningful work
- Continuous learning
- Transparent leadership
- Flexible schedules
- Clear paths to advancement
When they don’t find those things, they will walk. And this isn’t just a talent issue; it’s a compliance and financial risk, too. Unfilled roles delay projects, inconsistent training increases safety hazards, and turnover drives up operational costs.
Strategic Workforce Solutions: Building Talent Pipelines for Energy Companies
The good news? This is a solvable problem. But it requires urgency and a strategic shift in how we think about workforce planning. A smart workforce solutions partner can help energy organizations turn this challenge into an opportunity through:
- Expert consultation tailored to the unique workforce challenges of the energy industry
- Global sourcing networks to quickly fill high-skill roles
- Custom reskilling and upskilling programs to evolve your workforce alongside your infrastructure
- Embedded, real-world talent building strategies that attract and retain diverse talent with staying power
KellyOCG also puts a premium on honest conversations with your workforce. No empty promises — just communicating real, actionable strategies that drive progress and create positive outcomes for your employees.
Build a Resilient Workforce That Stays
High-performance teams don’t just materialize. They’re built. Today’s workforce wants more than a paycheck. They want to feel valued, enjoy opportunities for growth, and know their work matters. If you’re not listening to your people — especially Gen Z — you’re going to lose them. But if you listen, you can build something powerful. A resilient, future-focused workforce that can drive your business for decades to come.
What I heard at TLIA was determination. Energy leaders are ready to confront this challenge head-on. But only companies who act now, and act strategically, will be successful. Time is up. The “Great Crew Change” is here. Is your organization ready to evolve your workforce and drive sustainable growth? Contact KellyOCG today to learn how our industry-leading workforce solutions can help you build, retain, and future-proof your teams for lasting success.