It is a fact that a motivating career in Manufacturing is currently a more prevailing opportunity than when it´s compared to other career option.
Manufacturing Industry and workforce researches state that there’s an urgent requirement to develop guidelines to catch the attention and retention of a bright-engaged-talented labour force. It’s clear that not doing so could be the leading cause of holding back the growth of your company.
What do talented people want from your business?
*The expectations of potential employees are strong leadership, an engaged-supportive culture, opportunities to grow, and gaining access to motivating projects, an excellent internal connection with the leader or the board, or the possibility to become leaders themselves. They look for flexibility, freedom, opportunities to move into a higher-level position faster and access to high-stakes projects, the sooner the better, plus cross-training, education, and recognition. Employees want to celebrate their wins.
*Communication is by far the main impact in the workplace; culture comes next, followed by transparency, collaboration and technology. Lack of flowing communication might look as if things are not going well, and in the long run, trust starts to deteriorating and loyalty decreases. The time is now to increase communication and transparency.
What young people are looking for is to work with edge technology, a revitalising corporate culture, consistent communication, to be part of the decision-making group, and a strong leader to guide them all the way up.
Attracting the next generation of millennials into your workforce is a challenging issue in itself. This youthful-talented group is, above all, eager to embrace innovation, sometimes not necessarily associated with a long-term career, since they’re moving into the working ecosystem with singular expectancies than those of their predecessors.
Attracting a younger workforce requires devoting time in their interests. For instance, contribution in school programs and robotics, your company visiting campus, or they visiting yours, internships, or supporting some researches, worth the investment for sure find an employee who is enthusiastic about mentorship and invite him to collaborate or get close to them through initial conversations with young adults and the adults who influence their decisions on possible careers. It will unlock gates to potential talent acquisitions.
Elements to make a difference
Nowadays, employers are struggling for talent in ways they haven’t experience in the past. Therefore, the time is now to increase communication and transparency. Information meetings, discussion on relevant issues, evaluation, feedback, clear objectives and goals, an opportunity to grow, as well as performance platforms, automation and robotics, are great elements for better employer/employee long-lasting relationships.
*Investing in personal and professional development is now a standard policy at large companies and will make a big difference in retaining employees committed to your goals. Securing talent requires offering benefits and a variety of options, such as competitive salaries, performing-based raises, tuition reimbursement, paid family leave, retirement plans and health and wellness plans, all are example to more easily persuade skilled talent to work for your enterprise.
*The ability to communicate well, be open about the state of your business and its future is critical to supporting a healthy culture. Information meetings, discussion on relevant issues, evaluation, feedback, clear objectives and goals, an opportunity to grow, as well as performance platforms, automation and robotics are great for better employer/employee long-lasting relationships.
*Corporate culture, benefits and a plan for internally supporting personnel to increase their capabilities and visibility to reach a professional development are essential to all generations, as it is a stronger brand creation and marketing to new industry segments, and economic health. These are all the biggest influencers on decision making when looking for a job, and the most significant resources you can offer that attract and retain talent to your company growth.
*Vision, mission and values are seen as the highest strength enterprises have. If the leader lives under these standards, employees would find their role and work more meaningful as being part of the healthy company culture. Make sure that everyone understands the essential features of what he/she are doing, enhance experimentation and innovation through the new technology. Make their work more visible through technology and collaboration platforms, allowing employees to create a route for a professional growth.
When they find all this in your business, they will be motivated enough to work as part of your industry. So, go a long way to securing continuity and consistency, and in the end, shaping the workforce of the future.
How to do it?
Word-of-mouth or referral recruitment is the best way small companies use, while newspaper ads or job boards might be beneficial when hiring new talent. While large enterprises count on the budget to invest, they can offer internships and apprenticeships to train promising talent.
Invest time in ensuring that everyone understands the essential features of what he or she are doing, enhance experimentation and innovation through the edge technology.
Summing up: the unique and fulfilling opportunity a career in the Manufacturing Industry can offer has no limits. Corporate Culture is an opening to attract and retain talent and your Workforce through consistent communication. If the leader lives under these standards, employees would find their role and work meaningful, eager to see a place in your healthy enterprise, and stand out from competitors to boost your business growth. It is about time to start changing the way we are forecasting our company and become the ambassador for your enterprise mission and vision.
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