Fortunately, the manufacturing industry has a lot to offer, and solutions to labor shortages are possible. It may just take a change of perspective to find the future of the manufacturing workforce.
One of the major challenges that the manufacturing industry is facing is the coming shortage of skilled labor. With boomers leaving the workforce and a growing skills gap for Generations Y and Z, the challenge grows every day. Fortunately, the manufacturing industry has a lot to offer, and solutions to labor shortages are possible. It may just take a change of perspective to find the future of the manufacturing workforce.
Here are some to of the top ways that manufacturing companies can attract and retain talent.
Some of the problems that business owners have when looking for the right manufacturing talent may stem from focusing too heavily in their industry or vertical. “Not Invented Here Syndrome” can prevent many employers from searching for talent outside of their industry, thinking that the only experience that matters is direct industry experience.
While direct experience in an industry is valuable, a lot of experience from other industries can translate well with proper guidance. When bringing in new employees, look to pivot their existing skills into your industry. Adjusting their focus is much easier and takes less time than building new skills from scratch.
For many younger workers entering the workforce, working in the manufacturing industry can carry a perception problem. They fear the “lower-status” stigma and the reputation for layoffs, even though it may not be true. Manufacturers should look to overcome those rumors by investing in other areas to make jobs attractive to the future workforce.
Things like working conditions and benefits go a long way with Generations Y and Z. When you compare the amenities that office workers get at the same company, workers on the floor may feel forgotten. Many times, millennials will leave high-paying jobs because the benefits weren’t what they were looking for.
Manufacturing jobs already pay well compared to other career options. Taking the time to look elsewhere to make the field attractive can help avoid labor shortages and keep employees longer.
Another perception that needs to be shifted is the value of trade skills, especially in the educational system. Many companies target students at trade schools, trying to bring them to a certain industry. However, young workers in trade school have already decided on that path, the challenge lies in attracting more people to skills-based trades earlier, from junior high on. Investing in education from a younger age can help change the stigma of manufacturing jobs as lesser of “fallback” plans.
Continuing education is also key. Many millennials see a lack of career development in the manufacturing field. Leverage the aging workers in your company as mentors and educators. They can pass on valuable knowledge while staying with your organization longer as an invaluable resource.
While the skills-gap and labor shortage are intimidating, there are steps to be taken. Even if budgets or margins are restrictive, shifting the focus of your investments can lead to a big payoff. Leveraging the existing experience in your organization can prevent losses due to downtime and shortages.
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