​Our water & environment team attended the Water Resource Management Expo (WRM Expo) at the NEC in Birmingham this week. Amanda Ansell, Carrington West Head of Marketing, sat down with down with water recruitment consultant Libby Horner, to discuss her key take aways. Libby attended the event alongside colleagues and listened to speakers who provided valuable insights on building sustainable workforces. Here's what Libby had to say.

Amanda: Libby, thanks for taking the time to share your thoughts. What was the general focus of the WRM Expo, and why did you attend?

Libby: The WRM Expo is a key event for professionals working in water and environmental sectors. The focus this year was on sustainable workforce strategies, which is crucial for industries like ours that face specific skills shortages and evolving workforce needs. I attended with my colleagues Chas Earl and Jason Miguel to gain insights on how organisations can build resilient teams, and it was a fantastic learning experience.

Amanda: That sounds fascinating. Could you share some of the main takeaways from the keynote speakers?

Libby: Definitely! The speakers highlighted several practical strategies for creating a sustainable workforce. One of the first points was the importance of visibility and approachability in leadership. Managers need to step out from behind their screens and connect face-to-face with their teams. Walking around the workplace and having those personal interactions not only improves morale but helps ensure that the team’s values align with the company’s mission.

Amanda: I imagine that can make a huge difference to employee engagement. What else stood out to you?

Libby: A big point was the need to align organisational values with career growth opportunities. Employees are more likely to stay with a company if they see a clear path for their development. So, it’s important for organisations to demonstrate how their values and goals support individual career progression. This is key to attracting and retaining top talent.

Amanda: It sounds like having a strong sense of shared purpose is vital. Were there any specific challenges discussed in terms of recruitment for the water and environmental sectors?

Libby: Yes, one challenge mentioned was the skill gap, especially in ecology and environmental roles. Only 0.6% of university graduates enter these fields, so it’s clear we need more strategic recruitment and HR initiatives to address this shortage. Other sectors, like healthcare and sports science, have similar issues, but they’re already taking steps to plan for future workforce needs. The water sector could benefit from similar forward-thinking approaches.

Amanda: Long-term workforce planning was clearly a recurring theme! What about dealing with more immediate staff changes?

Libby: That was another big point – lifecycle changes within the workforce. Many organisations don’t consider how employees' needs change as they move through different life stages. This can lead to costly turnover. The average cost to replace an employee is around £60,000! By proactively reviewing workforce needs and planning for these changes, companies can avoid disruptions and retain more staff. It’s about being responsive to what employees need at different points in their lives.

Amanda: That’s a significant figure. Were there any other practical tips on improving employee retention?

Libby: One practical piece of advice was to really listen to feedback from employees. Many companies only collect this during exit interviews, but it’s better to act earlier. At Carrington West, for example, we ask for regular feedback through surveys and meetings throughout the year. When companies implement changes based on this feedback, they should let employees know why – it builds trust and shows the organisation is committed to improvement.

Amanda: Continuous feedback definitely seems like a smart approach. Were there any discussions on how to tailor workforce policies to different demographics?

Libby: Yes, understanding your workforce demographic is crucial. For example, if your workforce is 60% female, how do you tailor benefits, like parental leave, to meet their needs? It’s important for organisations to create policies that reflect the diversity of their staff. This not only makes employees feel valued but also keeps them engaged and loyal.

Amanda: It sounds like building a sustainable workforce requires a lot of attention to detail. What was the final takeaway from the event?

Libby: The final point was about cultivating a sustainable culture. This means having diversity in leadership and fostering a shared sense of purpose across the company. Employees need to be reminded regularly how their contributions help the business achieve its broader mission. This creates a sense of belonging and motivates people to stay.

Amanda: Thank you, Libby. It seems like there was a lot to take away from the WRM Expo. Any final thoughts?

Libby: The key message was that building a sustainable workforce requires thoughtful planning and engagement. By embedding these strategies into recruitment and HR practices, companies can create a workforce that not only thrives but is resilient enough to adapt to future challenges.

Libby’s insights from the WRM Expo show that there were clear messages coming out of the event around organisations need a roadmap to build sustainable and adaptable teams in the water and environmental sectors. These practical strategies are essential for attracting, retaining, and developing talent in a competitive and evolving market.