Reviving and Redefining the Aviation Workforce: A Perspective For Today

Remember the maintenance and pilot shortages that dominated aviation headlines before the pandemic? COVID-19 may have temporarily paused those concerns, but as the industry rebounds, the challenge has returned — only now, it looks different.

The aviation industry has spent the past few years rebuilding: hiring back, retraining, and reimagining what the “workforce” even looks like. Some experienced professionals returned, while others retired or transitioned to new industries. Meanwhile, a new generation of individuals that are tech-savvy, values-driven, and eager to make an impact, has entered the scene.

Now, the question for leaders isn’t just how to fill seats, but how to develop and sustain a resilient, high-performing workforce.

At ServiceElements, The Workforce Development Company, we see this challenge through three essential dimensions:

1. Attract the Right People — Not Just the Familiar Ones

The phrase “hire for attitude; train for skills” has never been more relevant. Too often, leaders seek candidates who check all the technical boxes: same aircraft type, same background, same mindset. But in doing so, organizations risk overlooking innovation, fresh perspectives, and cultural evolution.

Real workforce development starts with seeking out candidates who want to learn, want to grow, and want to belong.

This means looking beyond just resumes and into potential. Partnering with universities, aviation associations, and organizations such as Women in Corporate Aviation and the Organization of Black Aerospace Professionals is a great start. Internships, apprenticeships, and structured onboarding programs are no longer just “nice to have”. They’re essential tools for building your future workforce.

2. Onboard and Integrate with Intention

Onboarding should be more than compliance checklists and computer-based learning. It is an opportunity to shape culture, connection, and confidence from day one.

New employees should leave onboarding not only knowing what to do, but also why it matters. They should understand your organization’s values, service culture, and how their role connects to the mission.

Establishing mentorship programs and continuous coaching reinforces these lessons and builds belonging, which is a major driver of retention in today’s workforce.

3. Cultures of Engagement and Growth

Today’s employees are motivated by purpose and progression. They want to learn, contribute, and see a clear path forward.

Organizations that invest in development through leadership training, customer service excellence programs, and other growth opportunities, are the ones that will retain talent when the next hiring wave hits.

Leaders who communicate vision, empower their teams, and invite feedback create workplaces where people don’t just work; they engage.

In an era where workforce shortages are cyclical, it’s no longer enough to recruit talent; we must develop and empower it.

As the business aviation industry continues its climb, those who approach workforce challenges holistically, with a balance of strategy, culture, and human connection, will not only fill positions but build thriving, adaptable teams ready for whatever comes next.

Because ultimately, great aviation isn’t just about aircraft; it’s about people who are mission-ready, motivated, and developed to their full potential.

By Lisa Archambeau, CAM

Lisa Archambeau, CAM is Vice President, Facilitator and Strategist for ServiceElements International, Inc. with a multidimensional career history in the business aviation industry spanning over thirty years. She is a member of the NBAA Business Aviation Managers Committee (BAMC).

Lisa is a Certified Flight Instructor who has put her passion for educating, coaching, and creating adult experiential learning programs to effective use at ServiceElements.