Retaining Commissioning Engineers in a High-Mobility Market

The building services industry is facing a unique challenge retaining commissioning engineers. These professionals are highly sought after, and frequent job changes have become the norm. With billions of dollars pouring into mission-critical infrastructure, especially data centers, demand for commissioning expertise has never been higher. So, how can companies create an environment where these engineers choose to stay? 

The surge in investment in data centers, driven by cloud computing, artificial intelligence, and digital transformation, has created unprecedented demand for commissioning engineers. These projects require precision, reliability, and speed; skills that commissioning professionals bring to the table. With so much capital flowing into the market, engineers have more options than ever, making retention a top priority for employers. 

To keep commissioning engineers engaged, companies need to focus on what truly matters to them. These professionals thrive on: 

1. Solving complex problems and seeing projects come to life, 
2. Opportunities for growth, 
3. Recognition, 
4. And above all, safety and wellbeing 

Opportunities for complex problem solving 

Commissioning engineers are natural problem-solvers. Their role goes far beyond ticking boxes on a checklist; it’s about diagnosing complex issues, validating system performance, and ensuring every component operates exactly as intended. 

In a hospital project, for example, an engineer might troubleshoot a critical HVAC system to maintain precise temperature and humidity levels in surgical suites, where even minor deviations can impact patient safety. In a data center, they could be verifying redundancy in cooling systems to prevent catastrophic downtime during peak loads. These challenges demand technical expertise, creativity, and quick thinking under pressure. When companies provide opportunities to tackle these kinds of high-stakes problems, they keep engineers engaged and motivated. 

Variety isn’t just a perk; it’s essential for retention. Commissioning engineers who work on the same type of project repeatedly risk burnout and disengagement. Exposure to different building types and systems keeps their work fresh and intellectually stimulating. For instance, moving from a pharmaceutical cleanroom project to a LEED-certified commercial building introduces entirely new challenges, validating air change rates in one and optimising energy performance in the other. Companies can foster variety through rotational assignments, cross-functional teams, and opportunities to work on cutting-edge technologies like smart building automation or energy modelling for net-zero facilities. 

For firms that specialise in a single project type, variety can still be achieved by rotating engineers across different clients rather than assigning them to the same client repeatedly. This approach prevents monotony and reduces the risk of engineers leaving to join the client. 

Opportunities for growth 

Growth isn’t just a perk, it’s a necessity for retaining commissioning engineers. These professionals want to sharpen their skills through advanced training, industry certifications, and hands-on experience with emerging technologies. Employers that invest in structured learning programs, sponsor certifications such as NEBB, ASHRAE, or BCxA, and provide access to modern tools send a clear message about long-term commitment. 

Career progression is equally important. Engineers need to see a transparent path forward, into senior technical roles, project management, or leadership positions. Regular conversations about development matter. Quarterly check-ins focused on goals and progression keep engineers engaged and hold managers accountable. 

Feeling recognized 

Commissioning work often happens behind the scenes, yet its impact is critical. These engineers ensure HVAC, electrical, life safety, and automation systems perform as intended before handover. Because this work sits at the end of construction, contributions are easily overlooked. 

Firms that prioritise recognition send a clear message that commissioning matters. 

Examples include: 

• Project milestone recognition 
• Client-facing acknowledgement 
• Internal and external visibility 
• Performance-based awards 
• Peer recognition programs 

Consistent recognition reinforces value and reduces turnover. 

Ensuring a safe and balanced working environment 

Above all, safety and wellbeing must remain a priority. Commissioning engineers operate in high-pressure environments, mechanical rooms, electrical spaces, rooftops, and live construction sites. A strong safety culture goes beyond compliance and extends into workload planning and fatigue management. 

This is explored further in Grace Goldberg’s article on the Human Cost of the Tech Construction Boom 

Practical measures include pre-task planning, correct PPE, refresher training, and digital safety processes. Firms that take safety seriously retain engineers for longer. 

How LVI Associates supports retention 

At LVI Associates, we work closely with commissioning consultancies, contractors, and developers across data centers, healthcare, and mission-critical construction. Through daily conversations with commissioning engineers, we see first-hand why people move and what makes them stay. 

That insight helps our clients: 

• Identify retention risks early 
• Benchmark roles, progression, and workloads against the market 
• Build teams that stay through full project cycles 

If you are reviewing your commissioning strategy, struggling with retention, or planning growth, you can request a call back with LVI Associates to discuss current market realities and practical solutions.