The Great Resignation wasn’t just a ripple, it was a tsunami that swept across industries. AtkinsRéalis, a French-Canadian design and engineering powerhouse with over 36,000-strong global workforce, wasn’t saved from these waves. They faced numerous challenges within their Building Information Modelling (BIM) team, a critical department as part of their Global Technology Center in India that supports the Company’s global project delivery model.
Alakananda Bhattacharjee, AtkinsRéalis’s HR director, took a deep dive to understand the root cause. “Our BIM designers felt a lack of growth opportunities. It wasn’t simply about compensation; it was about having a clear path forward,” she explains.
AtkinsRéalis knew they had to address these concerns head-on. Enter ‘Aspire to Excel (ATE), their in-house development programme designed specifically for BIM professionals. Launched nearly two years ago, ATE provides a comprehensive solution. It offers tailored career pathways, mentorship opportunities, and access to cutting-edge tools and technologies. This investment in their BIM talent pool has paid off handsomely.
“Investing in talent development is a win-win for everyone. We get a broader range of perspectives and experiences, and the participants gain valuable skills and a rewarding career path.”
Alakananda Bhattacharjee, director-HR, AtkinsRéalis, india
The programme has empowered over 1,000 BIM designers, equipping them with the skills and recognition they craved.
Bhattacharjee beams, “We’ve seen a significant drop in designers leaving for external opportunities. They’re finding fulfilment within AtkinsRéalis and are excited to contribute to our projects.”
But AtkinsRéalis wasn’t content to stop there. Recognising the importance of strong leadership across all levels of the organisation, they revamped their ‘Line-management Development Programme’. This three-tiered programme equips managers with the skills they need to excel, from handling timesheets and HR systems to delivering effective performance reviews and fostering open communication within their teams. Additionally, the ‘LEAD’ programme is being piloted to address the challenges of managing a younger workforce with different expectations and communication styles.
AtkinsRéalis understood that money wasn’t the only motivator. Employees craved a clear career path, a sense of belonging, and the opportunity to contribute meaningfully to the organisation’s success. To address this, they created ‘Talent Tides’ in 2024. This innovative tool uses regular surveys with tailored questions aligned with the organisation’s culture and expected behaviours. Managers receive automated prompts to check in with their team members, fostering open communication and identifying any potential issues early on. The success was undeniable. “With Talent Tides, we saw less than 5 per cent attrition among participants,” reveals Bhattacharjee. “This programme’s impact was so impressive, we’re now rolling it out across the entire organisation.”
Nurturing young talent is another pillar of AtkinsRéalis’s retention strategy. The “Emerging Professionals Network” fast-tracks high-potential individuals, providing them with mentorship, challenging assignments, and opportunities to network with senior leaders. Additionally, upskilling sessions, pep talks, and participation in technical competitions keep early-career employees engaged and motivated. They’ve also addressed early-career attrition by ensuring a clear picture of the job role during the hiring process. Diverse interview panels ensure cultural fit and realistic expectations are set from the very beginning, preventing misunderstandings and frustrations down the line.
Finally, AtkinsRéalis is committed to tapping into new talent pools and fostering a diverse and inclusive workforce. Programs such as ‘Building Bridges’ and ‘Apprenticeship Programme’ provide training and job opportunities to individuals from less-privileged backgrounds. “These initiatives not only fill talent gaps but also foster immense loyalty,” concludes Bhattacharjee. “Investing in talent development is a win-win for everyone. We get a broader range of perspectives and experiences, and the participants gain valuable skills and a rewarding career path.”
AtkinsRéalis’s story is a testament to the power of a holistic approach to talent retention. By focusing on development, communication, leadership, and fostering a culture of inclusion, they’ve weathered the storm and emerged stronger. They’ve created a thriving ecosystem where employees feel valued, empowered, and excited to contribute to the company’s continued success. Their story serves as a valuable roadmap for other organisations navigating the ever-changing talent landscape.
