Let’s talk about the very real challenges HR leaders in manufacturing and supply chain are facing today. Unemployment rates in 2023 are at a record low of 2.6% among hourly production workers. Add to that, an average of 1,200 job openings in any metro market means it’s time to rethink your hiring, retention, and staffing strategies.
Are you ready to dive into the top 5 trends and tips of 2023 to revolutionize your workforce management?
Boost Employee Engagement
A Gallup survey of over 67,000 people found only 32% of workers are engaged with their work. Let’s face it, engaged employees are more productive and less likely to leave. So, what can you do? Start by opening up communication channels, listening to your employees, and making sure their goals align with the company’s objectives.
Here’s what looks like in action. We recently surveyed over 400 MyWorkChoice employees who work for a business partner in Georgia asking for feedback about shift duration preferences. The majority of surveyed workers want a mix of 8-hour and 4-6 hour shift options, instead of the current 9.5 and 10-hour shifts. We learned that the extra hours were making it difficult for them to pick up and drop off their kids at school. This information allowed us to give valuable feedback to our business partners and helped them make an adjustment to shift lengths based on solid data.
Next, get everyone together for regular team meetings with feedback sessions, and don’t forget to recognize a job well done. Taking suggestions from frontline production workers and then implementing new programs and policies that match what workers are asking for can have a massive impact on morale and employee retention.
Prioritize Employee Wellness and Safety
A healthy and safe workforce is a happy workforce. In manufacturing and supply chain, safety training should never be neglected. One of the most prevalent factors associated with injuries and accidents is fatigue.
Why not reduce shift lengths or create half shifts to prevent injuries and burnout? We’ve seen a direct correlation between shorter shifts (4-6 hours instead of 8-12 hours) and a reduction in reported injuries and accidents.
And hey, mental health matters too. Encourage employees to take mental health days when needed and consider implementing wellness programs, like onsite dental clinics, to promote overall health and well-being.
Invest in Upskilling and Cross-Training
Continuous learning is the name of the game. Offering career development opportunities and cross-training will not only make your employees more versatile, but they’ll also be more likely to stick around.
“Investing in upskilling and cross-training isn’t just a benefit for your company, it’s an investment in the future of your workforce.” – Adam Raimond, Senior Vice President, MyWorkChoice
Set up mentorship programs, workshops, and training courses to cover technical and soft skills that benefit workers and your company’s culture. For Gen Z and Millenial employees, career development and advancement opportunities are some of the most important benefits younger workers are looking for.
Address Your Aging Workforce
Experience is invaluable, and retaining older employees should be a priority. Most manufacturing facilities have at least 30% of their population over the age of 55. How can you accommodate their needs while benefiting from their expertise? Offer flexible part-time opportunities or job-sharing arrangements. Phased retirement programs can also help ease the transition for older workers and preserve their knowledge.
Jay B from Reno, NV shared his experience with MyWorkChoice, stating, “I retired almost 14 years ago with social security, a small pension, and savings. I thought I had enough cash to supplement my income for the remainder of my life. MyWorkChoice is a life saver supplementing my income so that I can still maintain my standard of living.”
Attract a Younger Generation
Millennials and Gen Z are the future, and their top priority is work-life balance. In fact, 77% of hourly workers aged 18-32 consider flexibility the most valuable benefit a company can offer. You also need to meet them where they are – online. Make sure your entire application and onboarding process is mobile-friendly, and start using social media to connect and engage with potential candidates.
Check out 3 winning strategies to attract and retain Millennials and Gen Z workers in the manufacturing industry. Programs like MyWorkChoice can be a game-changer in attracting and retaining younger employees like Christa M from Martin, TN. “MyWorkChoice has been amazing for me. Knowing I’m able to change my schedule if something happens with my family is the best comfort anybody can have while working for someone. I’m so glad I heard about MyWorkChoice.”
So, what’s the takeaway? The future of work is here, and traditional methods of hiring and retaining workers no longer apply. Embrace change and implement even one or two of these strategies to create a thriving, sustainable workforce in your facility. By focusing on employee engagement, wellness, upskilling, and retaining both older and younger workers, you’ll set your organization up for long-term success.
