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A Year of Polls, People and Progress

Throughout 2025 we asked our network regular questions on LinkedIn. The goal was simple. Understand what matters to talent, what drives motivation, where shortages hit hardest and what industry forces will shape hiring over the next few years.

Thousands of responses later a clear picture has formed. Here are the strongest trends from every poll across the year and what they mean for 2026.

 

1. What talent wants has shifted

Hybrid and flexible working came out as the top priority for people choosing their next role with 37% selecting it over purpose-led work, training opportunities and clear progression. 

This reinforces something the industry has felt for a while. Talent will move for flexibility just as much as pay or purpose. For businesses scaling in 2026 workplace structure is no longer just a benefit. It is a differentiator.

Retention follows a similar trend. Competitive pay, true balance and clear career routes are the three biggest factors keeping people in renewables long term.

2. Renewables is still absorbing Oil and Gas talent

When we asked where most new entrants are coming from the answer was decisive. 52.5% of talent shifting into renewables is still transitioning from Oil and Gas. Engineering consultancies and construction follow behind. 

Cross-sector transition is not slowing. If anything it is accelerating. The more friction we remove in reskilling, onboarding and technical upskilling the faster the workforce grows.

3. Critical skills shortage areas are clear

Grid and Electrical roles dominate the shortage list with 46% identifying this as the tightest area for hiring. 

Interestingly the biggest barrier to solving the shortage is not simply lack of people. Slow hiring processes came out top with 40.6%. Lack of skilled candidates was second with 23.8%. 

In short. We have talent. We need to move faster to secure it.

4. Technology is steering workforce growth

When looking ahead the strongest driver of the next hiring wave is expected to be energy storage and grid forming battery technology at 55%. 

This sits right in line with Europe’s push for grid stability, EV reuse and storage scaling. The workforce anchor is shifting from generation to optimisation and integration.

5. Policy and market signals are split by region

UK professionals highlighted planning and consenting delays as the largest challenge at 50%. 

In the US delayed projects ranked even higher at 64%.

While the drivers differ the outcome is the same. Policy shapes pace. Workforce scale relies on certainty.

6. Purpose remains a core motivator

When asked what drives people in this sector most the top answer was simple. Teamwork and people. 

Half of respondents voted collaboration as their core driver higher than climate impact, energy independence or personal development. In a sector built on mission this is an important reminder. Purpose is powerful but people are the engine.

So what does this mean heading into 2026?

The data paints a clear story.

• talent wants flexibility

• shortages centre on grid and electrical skills

• hiring speed matters as much as candidate volume

• storage technology will fuel the next capability surge

• retention depends on truly balanced working cultures

• the transition continues to rely on reskilled talent

 

The energy transition is technical but the workforce transition is human.

And it is only just beginning.

📩 If you are looking to grow your team or explore new opportunities in 2026, our consultants are here to support you. Contact us at hello@lsprenewables.com to discuss how we can help.