How Manufacturers can Attract Next-Gen Workforce
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How Manufacturers can Attract Next-Gen Workforce

By Manufacturing Technology Insights | Wednesday, November 06, 2019

ManufacturingAs the industry continues to revolutionize and the requirement for new talent swells, organizations cannot afford to lose focus on nurturing the talent pipelines. With over a million jobs to be filled, there is a paramount need for manufacturers to reform the worker experience to match the desires of the future workforce.

FREMONT, CA: According to new research, the future talent pool is distinguished by their desire for schedule flexibility, face-to-face communication with teams and managers, and employers who support work-life balance. So, it is not enough to draw young workers to the industry.

To enhance retention and motivate employees to do their best work, manufacturers need to understand the generation’s expectations and build an enriching work environment to drive them. According to new research, the future talent pool is distinguished by their desire for schedule flexibility, face-to-face communication with teams and managers, and employers who support work-life balance.

As the industry continues to revolutionize and the requirement for new talent swells, organizations cannot afford to lose focus on nurturing the talent pipelines. With over a million jobs to be filled, there is a paramount need for manufacturers to reform the worker experience to match the desires of the future workforce.

Below are three initiatives for manufacturers to create a people-centric culture, which will help attract and hold on to the next-generation workforce.

1. Invest in the Local Community

To inspire Gen Z, manufacturers ought to look beyond meeting the expectations set by youthful workers today to also anticipate the requirements of tomorrow’s workers—middle and high school.

By increasing industry interest and inspiring all age groups with community events and opportunities for collaboration, manufacturers can get one step ahead. Here’s how:

• Connect with local schools by coordinating plant tours or sponsoring STEM activities so that learners can see the whole image of advanced manufacturing.

• Instigate a community-wide training program to hearten hands-on educational opportunities.

• Organizations should not overlook the opportunity to engage the existing labor force. Leaders must establish mentorship programs within their organizations that can put together a channel to fight the skills gap by transferring knowledge from knowledgeable employees to newly hired talent.

2. Meet Gen Z’s Expectations Around Workplace Technology

Obsolete workplace technology is a dark horse for Gen Z: about one in five will not even acknowledge working for an employer who does not have technology up to par with today’s digital standards. It is essential than ever to implement intelligent and mobile workforce technology bearing the expectations in mind. The execution will facilitate employees to swap a shift in real-time without manager approval or update their schedule preferences without pushback.

3. Embrace All Ideas to Make Developments

With Industry 4.0 technologies on the rise, manufacturers seeking to transform the way they operate will need the critical thinking and innovation of an engaged workforce to make it a reality. The staff is working in operations every day, which means they are likely filled to the edge with ideas for improvement and reinventing everyday business processes and operating work streams. As a result, manufacturers can collaborate to innovate. They can listen to employees, giving them space to expand their ideas, and be willing to take risks while encouraging staff to do the same.

Prioritizing the employee experience will help manufacturing’s digital transformation. When work-life is more fulfilling for staff, and managers feel more coupled with their teams is when real innovation takes place. Only by inspiring the next-generation personnel can manufacturers create an equally inspiring next-generation manufacturing industry.

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