Unlock Workforce Agility to Solve Talent Challenges in Life Sciences.

Results from a global survey show that executives across the Life Sciences industry feel they’re failing to harness the potential of their workforce.

A survey released earlier this year suggests that the Life Sciences recruitment strategies used by many organizations today aren’t working for employees. Sound like your company? It could be damaging your business.

The study shows that executives in Life Sciences are more likely to face challenges in talent management in the United States than their STEM industry counterparts in the Engineering or Technology sectors. Issues include a shortage of talent as well as difficulties in forecasting and the overall visibility of talent.

These problems have led to lower engagement among scientific and clinical employees. But survey results reveal how you can leverage these challenges to help your own company stand out in today’s working landscape.

Examining workforce agility in Life Sciences from two perspectives.

Our annual 2024 Global Re:work Report features insights from two surveys—one of 1,500 senior executives, and one of 4,000 employees—at all levels of their organizations. Responses came from 13 countries and 8 industries, including Life Sciences, Energy, Manufacturing, Engineering, and Tech.

Workforce agility is the first focus of analysis in the report. It speaks to the question: is your organization able to scale and align its workforce in response to new opportunities? For example, what’s your capacity to rapidly recruit specific skills, or to reassign employees where they’re most needed?

We evaluated answers from both executives and employees in the U.S. Life Sciences industry, comparing them to the response from other leaders and talent across the United States. We found that science companies have significant challenges with poor workforce planning (58%), and 1 in two executives feel they’re failing to unlock the potential of their workforce (53%).

To address these talent challenges in Life Sciences, their priority is to:

• Adopt AI

• Reduce employee churn, and

• Hire more specialized talent for Science and Clinical roles

The survey data shows that retention issues may be driven by a disconnect between what executives cite as key "reasons for leaving" ​and what employees report are their key frustrations. One effect of this gap is that many Life Sciences employees are disengaged. They report feeling bored with their tasks, which have become repetitive and automated.

So, how can Life Sciences companies improve workforce agility? Let’s take a closer look at these and other results from the survey.

Navigating workforce agility and talent challenges in Life Sciences.

Across U.S. STEM sectors, Life Sciences companies are the most likely to face challenges in talent management. One of the most significant issues plaguing the sector is poor workforce planning, with 58% of executives from our survey reporting difficulties in this area compared to the U.S. industry average of 51%. Ultimately, the inability to forecast talent needs accurately and the lack of visibility into current workforce capabilities will hinder the strategic allocation of resources. This can result in missed opportunities, as companies may struggle to mobilize their workforce efficiently in response to emerging demands and innovations.

On top of this, 53% of Life Sciences executives are failing to unlock the full potential of their workforce, which is compounding the problem. This failure could indicate deeper systemic issues. The repetitive and automated nature of many tasks in Life Sciences can lead to disengagement among employees, stifling creativity and innovation.

Strategies to improve employee retention and engagement.

To address this concern, it seems that many Life Sciences firms are:

• Prioritizing initiatives that foster more employee engagement and professional growth

• Adopting advanced technologies to reduce dull, repetitive tasks

• Trying to improve employee retention

• Investing in expert talent.

They’re working hard to create a more agile and motivated workforce, better equipped to meet the challenges of the modern scientific landscape.

This is reflected by executives when we asked which workforce initiatives are the highest priority for their organization over the next 12 months. They reported goals for adopting AI to enable employees to be more effective and productive (35%) and reducing employee churn (35%). The third priority was for recruiting specialist talent (33%). This issue was cited by a much higher percentage than their colleagues in either the Engineering (23%) or Technology (15%) sectors, where niche skills are just as critical.

Closing the gap: Addressing the biggest employee frustrations.

When asked why employee retention in Life Sciences is challenging, both leaders and their employees can agree on one key point: lack of skills development opportunities. 28% of Life Sciences executives cite it as one of the most common reasons that talent chooses to leave their organizations. Similarly, when asked about frustrations with their current employer, 21% of workers listed lack of skills development opportunities among their top three complaints.

This agreement makes skills development a perfect place to find common ground, and simple ways to improve the issue that can make employees feel heard. Yet only 1 in 4 (28%) organizations offer face-to-face or online training. By focusing on it now, you’ll set yourself apart that much further from your competing employers.

Signs that executives and talent see things the same way is good news for organizations that hope to collaborate with their talent to find ways out of the current crisis. However, HR leaders should be sure to constantly realign so that you’re focused on the issues most important to your employees.

Overcoming talent gaps in the Life Sciences sector.

Another one of the biggest employee frustrations is that they feel bored with their tasks. A key goal of executives in Life Sciences is adopting AI to enable employees to be more effective and productive. And 57% of employees agreed that “my employer is automating or has automated the aspects of my role that I find dull and repetitive​.”

Still, 14% of the Life Sciences employees we asked felt their work involved “too many dull or repetitive tasks that aren't interesting to me​.” This is nearly twice as high as the national average among all industries. As such, what are some good retention and recruitment strategies for specialized talent in Life Sciences today?

Consider introducing job enrichment and rotation programs to add variety and challenge to employees' daily routines. By giving employees the opportunity to take on different roles or responsibilities within the company, you can break the monotony of repetitive tasks. This approach not only keeps employees engaged but also helps them develop new skills and perspectives, contributing to their overall professional growth.

Fostering a culture of continuous learning and autonomy in Science and Clinical.

You can also encourage a culture of continuous learning by providing employees with ample opportunities to upskill and reskill. Offering access to online courses, workshops, and professional development programs can help employees feel more engaged and valued. Offer subsidies or reimbursements for external training and certificate programs. Make it clear that the company is invested in their personal and professional growth. This will further help to address their #1 frustration: lack of skills development opportunities.

Another area of frustration, reported by 22% of Life Sciences employees, is a lack of autonomy in how they do their work. This is likely a reflection of heavy regulations across many disciplines. To address this challenge, start by encouraging employees to participate in decision-making processes related to their work.

Also, think about allowing employees to have more say in their work schedules and offering remote work options. These steps can significantly enhance their sense of autonomy. By providing flexibility in when and where they complete their tasks, you empower employees to manage their time effectively while still adhering to regulatory requirements. This approach shows trust in their ability to deliver results without constant oversight, promoting a sense of ownership and responsibility over their work.

Again, try doubling down on initiatives for career growth and skills development. Offer employees the opportunity to create personalized career development plans that align with their interests. Providing access to continuous learning platforms, mentorship programs, and skill-building workshops allows employees to take charge of their professional growth. By supporting their aspirations and providing resources for advancement, you’ll demonstrate a commitment to their long-term success, while fostering a culture of autonomy and self-directed development.

Partner with the experts at hiring experts.

How else can you improve employee retention in Life Sciences? The talent challenges featured in our report highlight a critical need for better workforce planning across science and clinical businesses in the United States. There’s a growing distinction between the efforts that employers are making to recruit and retain talent versus the actual employee perception.

A workforce partner like Kelly Science & Clinical can help. We offer solutions that work to improve workforce planning and enhance visibility into your current workforce capabilities, featuring proprietary technologies and personalized dashboards.

Despite efforts to enhance automation, there remains a serious misalignment between company initiatives and what is frustrating employees, particularly around skills development. That points to a need for realignment. To sustain workforce agility in Life Sciences, firms must refocus on addressing skill gaps and aligning more directly with their employees’ expectations.

Don't let talent challenges hold your Life Sciences business back. Visit our 2024 Re:work Report hub to learn more actionable insights and see how your company compares. Use this insight to drive your own strategy for improving workforce agility in your organization. And partner with Kelly Science & Clinical to stay competitive in a rapidly evolving industry.

What talent challenges is your Life Sciences company facing today? Share your insights in the comments, share this blog, or join the conversation on LinkedIn.

For more information on how Kelly can support your need for STEM talent, visit our web site.