Why Are Structural Engineers Leaving the Industry — and What Can We Do About It?

Written by Buddy Arthur

Structural Engineers are the silent architects of our daily lives. They design the bridges we cross, the buildings we inhabit, and the infrastructure that keeps our cities running. Yet, a concerning trend is emerging: many are choosing to leave the profession.

A recent poll we conducted revealed the following reasons:

• Burnout – 21%
• Lack of Career Growth – 4%
• Compensation – 68%
• Other – 7%

While compensation is a significant factor, the discussions that followed highlighted deeper issues. This trend isn't isolated; it mirrors broader challenges in the engineering and construction sectors.

Industry Context: A Broader Challenge

According to Deloitte's 2025 Engineering and Construction Industry Outlook, the construction sector experienced a 10% increase in nominal value added and a 12% rise in gross output in 2024. Construction spending surpassed US$2 trillion, and employment reached 8.3 million in July 2024, exceeding the previous peak of 7.7 million from 2006. Despite these positive indicators, the industry faces a pervasive talent shortage. This paradox of growth amidst a labor crunch underscores the urgency of addressing workforce challenges.

Strategies to Retain and Reinvigorate Structural Engineers

To address these challenges, companies can implement the following strategies:

1. Transparent Compensation Structures

Regularly benchmark salaries against industry standards and maintain open dialogues about compensation. Transparency fosters trust and ensures engineers feel valued.

2. Clear Career Progression Paths

Develop defined pathways for both technical and managerial advancement. When engineers see a future within the organization, they're more likely to stay engaged.

3. Address Burnout Proactively

Implement flexible work schedules, set realistic project deadlines, and encourage the use of paid time off. Recognize that burnout is a systemic issue, not a personal failing.

4. Invest in Professional Development

Support licensure processes, offer continuing education opportunities, and establish mentorship programs. Such investments signal a commitment to employee growth and development.

5. Cultivate an Inclusive and Recognitive Culture

Foster an environment where feedback is encouraged, achievements are celebrated, and every engineer feels seen and appreciated.

The Path Forward

The engineering and construction industries are at a pivotal juncture. While growth indicators are promising, the talent shortage poses a significant threat to sustained progress. By addressing the root causes of dissatisfaction among structural engineers, companies can not only retain top talent but also ensure the continued success and resilience of the industry.

We invite you to share your experiences. What strategies have helped you stay in the profession? What changes do you believe are crucial for the industry's future?

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