NOVEMBER 20248MANUFACTURING TECHNOLOGY INSIGHTSIN MY OPINIONIt shouldn't come as a surprise to anyone in a position of leadership in the technical field that there is a shortage of engineering and technical professionals. We put so much effort into recruiting tactics, trying to attract top talent to fill roles that often remain unfilled for extended periods of time. When we do fill these roles, our job as leaders is far from done, rather, a more difficult task of leading and motivating our recently hired technical professionals begins.The goal of any employer is to retain good talent for as long as possible. Employee retention leads to a more stable working environment and ultimately reaching the operational and financial goals that are set to ensure the company's success. What is the recipe for retention? Is employee satisfaction gained through financial, career progression or growth, or perhaps recognition for accomplishments?Often, financial compensation comes to mind immediately. Of course, the primary purpose of employment is to have income to sustain the quality of life that one desires. Employees look to income and financial compensation, pension, benefits, etc., as the barometer of growth and career progress, but there's more to being motivated than just finances. Technical professionals are no exception to this, they need to be motivated and challenged with a wide variety of opportunities including unique or special projects and assignments, the challenge of chronic issues requiring MOTIVATING AND CHALLENGINGTECHNICAL PROFESSIONALSIN A MANUFACTURING ENVIRONMENTBy Scott Marcus, Process Engineering Manager, Flex-N-GateScott Marcus
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