Urgently seeking skilled technical professionals: Are we turning into a nation of office workers?

Andreas Bachmann: Mr Tettamanti, why aren’t MEM professions considered cool?

Nicola R. Tettamanti: Jobs in industry are often portrayed as dirty, outdated, unhealthy and physically demanding. In fact, we’ve had an image problem. A MEM profession becomes cool when we highlight its purpose. Industry solves problems for society, for the environment, for our well-being. That’s the message we need to get across. Purpose matters to young people. And we need to think carefully about how to reach them outside of vocational fairs, too.

Christof Bolliger: Technical professions are among those most affected by the shortage of young talent. Why is that?

NT: Technical jobs often involve hard work – and that can be off-putting for some young people. The second reason might be the widespread belief that, for example, commercial roles offer more opportunities for advancement. The truth is that you can also rise to leadership positions in technical professions – provided you have the right soft skills.

AB: What is your association doing to address the shortage of young talent?

NT: We recognised the problem a long time ago and are doing quite a lot. Through our intercompany training centres, Swissmechanic plays an important role in vocational education and training. Our 14 regional sections and partner organisations are also making significant efforts to make MEM careers more attractive to young people. As an association, we support – together with Swissmem and other stakeholders – the initiative to combine vocational and industry marketing and to develop a unified positioning for the MEM sector.

CB: For many, vocational training is seen as less valuable than an academic education. Is it a model on the way out?

NT: On the contrary! We should be proud of the dual education system – many countries envy us for it. Vocational training gives young people an understanding of their profession and of how a company operates. They gain real insight into the world of work and are part of it from day one. The combination of practical work in a company and classroom learning, supplemented by intercompany courses, is a brilliant training model.

AB: And how do you argue your case when trying to convince a young person to do a MEM apprenticeship instead of attending a commercial college?

NT: What’s exciting about an apprenticeship is that it offers a clear picture of how the economy works and gives young people direct, hands-on experience of the working world. A welcome side effect is that apprentices already earn a small salary, which boosts their confidence and gives them a bit more independence.

CB: Issues like company relocations, deindustrialisation, rising energy prices and other challenges in the industrial sector frequently make negative headlines. Against this backdrop, what kind of perspective can you offer young people starting their careers?

NT: Our economy and society will never be able to do without the products of technology companies. And those companies, in turn, will always rely on skilled professionals. That’s a fundamentally positive outlook. Of course, the tech sector develops in cycles, but overall, the industry in Switzerland has been on a successful path for years. Time and again, it has managed to overcome crises – without any state support. This resilience and stability provide employees with a sense of security and foster trust.

AB: Turning the perspective around, one might ask whether today’s youth are truly up to the demands of a technical apprenticeship …

NT: It’s true that many young people have certain expectations when it comes to quality of life and comfort. But I’m convinced that most of them understand that nothing in life can be achieved without effort and commitment. What’s important is that we show them the purpose of their work. That by choosing a technical profession, they’re helping to solve the problems of today and tomorrow – for example, in climate protection or reducing energy consumption. Purpose matters just as much to them as a good salary.

AB: As part of FUTUREMEM, Swissmechanic launched a vocational education reform for technical professions in 2017, together with Swissmem …

NT: FUTUREMEM represents a comprehensive revision of vocational training that spans several years. The eight current MEM professions have been thoroughly reviewed and the occupational profiles aligned with the present and future challenges of the MEM industry. We have submitted the new vocational training concept to the State Secretariat for Education, Research and Innovation. A consultation process is now under way, involving the cantons and other stakeholders in the education system. If our proposal is approved, we will launch the first training programme under the new methodology in 2026. By 2028, we will be able to present the first results.

CB: What are the main focuses of FUTUREMEM?

NT: Firstly, the digitalisation of the learning environment, along with a corresponding adaptation of teaching methods. We’ve developed a digital learning pathway that connects the different learning venues and allows learners to navigate easier, faster and in a more interconnected way. A second focus is the assessment and evaluation of performance. We want to ensure that learners are examined fairly and accurately within this digitalised educational environment.

A third element of FUTUREMEM is vocational marketing, which we continue to pursue with high intensity under the slogan “Fascination with Technology”.

CB: I’d like to return to the topic of the shortage of skilled workers and young talent. Are technical professions inherently male professions? Or, to put it a bit more provocatively: Are young women simply not suited to careers in the tech industry?

NT: There’s still the outdated notion that a man has to be the one operating a machine. I strongly disagree. In the implementation phase of FUTUREMEM, we’ll be developing strategies specifically aimed at addressing young women and sparking their interest in technical professions.

CB: There’s clearly a lot of catching up to do. According to a report by the University of St. Gallen, the proportion of women in the tech sector is around 25 percent lower than in the overall economy – despite the fact that women have good career prospects in the MEM industry.

NT: I don’t think it’s fair to pit the MEM industry against other sectors. What would be more interesting is to compare us with industries that have also historically been male-dominated. That’s one point. The second is this: MEM professions are in fact attractive to women today, and topics like work-life balance or childcare have long since arrived in our industry, too. But given that industrial work has been seen for centuries as hard and dirty, we can’t expect women to suddenly come flocking to us. We still have a lot of convincing to do.

AB: In management consulting, the term “People First company” is often used. What’s your view on that?

NT: The “People First” leadership principle has always been part of the MEM industry. Almost all members of Swissmechanic are SMEs, many of them family-run businesses. The belief that employees are crucial to a company’s success – and that they deserve care and support – is deeply rooted in the culture of these companies. They’re led by entrepreneurs who take their responsibility towards their employees seriously and support them in their development. That’s undoubtedly one of the reasons why so many of these firms have remained successful and resilient for decades.

AB: Speaking of leadership – especially in smaller companies, there’s often no HR department or specialist to handle personnel matters. How are they supposed to manage and ensure their employees feel well supported?

NT: That’s precisely where organisations like ours come in. Swissmechanic was actually founded in 1939 as the Swiss Association of Master Mechanics, with the aim of supporting companies in vocational training. Today, we offer our members a wide range of services relating to leadership and personnel matters – because these challenges exist in small businesses just as much as they do in large ones.

AB: Concretely?

NT: Our active involvement in vocational training and our support in continuing education are the cornerstones of our commitment. In addition, we offer management training, knowledge transfer and advice on HR and legal matters, an industry-specific solution for occupational safety and health protection, numerous opportunities for exchange and networking – and much more.

CB: On the topic of management training – in the past, leadership styles in the tech sector were often shaped by a male-dominated culture. What does this mean for employees who move into leadership positions, particularly those with strong technical expertise?

NT: If I promote a technician to head of department, it will only work if they also have soft skills. The key qualities are communication, social competence, empathy and the ability to deal with conflict. Coaching and participation in relevant further training courses are essential. The opportunities are there – including from associations like ours. You just have to make use of them.

AB: In the context of the skilled labour shortage, we also need to talk about professionals from the EU – particularly cross-border commuters. How important are they to you as an entrepreneur?

NT: With our company based in Ticino, we rely on cross-border commuters. And I have to say, the Ticino economic region would no longer function without workers from abroad. The same is likely true for the regions of Geneva, Basel or Schaffhausen. Across Switzerland, around 400,000 cross-border commuters are currently employed. Without them, the system would collapse. Immigration from abroad – and I also mean permanent staff from the EU – supports our economy. There may be side effects, which we shouldn’t ignore. But we need to handle them with a sense of reason.

CB: One last question. What personally fascinates you about technology?

NT: To be honest, I struggled with technology as a child and I’m not particularly technically gifted. But what I do find exciting – and what draws me to technology – are the incredible things it creates: things you can touch, things that drive our economy, products that save lives, keep the clocks ticking, keep us moving, and move the world forward. Often, these products reflect outstanding technical achievements and the passion of our SMEs – in other words, a bit of Switzerland. I think that’s something we can truly be proud of.

The interview took place on 24 January 2025 at Bachofen AG in Uster.