Manufacturing News

Employee Retention Strategies in Manufacturing


If you work in manufacturing, it should be clear by now that there is a labor shortage. Not only that, but the problem isn’t going away anytime soon even though manufacturing jobs are offering higher pay and more flexible schedules than ever. 

Because of the labor shortage, factories are stressed and need talented employees. You may be wondering, though, if higher pay and flexible schedules aren’t bringing in more employees, what will? 

In the business world, those who are the quickest to adapt are the most likely to succeed. Below are some ways that you can adapt to the labor shortage problem in the manufacturing industry.

Improve your training program. 

If you haven’t audited your training program in a while, now would be a good time to do so. This audit can help you see what works and what doesn’t. Proactively looking for flaws in your current program will allow you to problem-solve and make things better — giving new employees the confidence they need to complete their work with excellence.

If your training program is confusing or leaves your new employees feeling lost, they are less likely to do well or even stay on the job. 

Improving your training program will help your new employees get up to speed more quickly and help with employee retention. Retaining all the talent you can in a competitive labor market is vital. 

Recognize your employees.

Working a manufacturing job should be more fulfilling than the melancholy feeling that can come from clocking in and clocking out day after day. People seek purpose and recognition, no matter what their job is. Employees who feel valued tend to remain at their jobs more than those who don’t.

A great way to make employees feel valued is to develop an employee recognition program early in the training process.

Make sure you not only recognize their achievements but listen to them and take their ideas to heart. Implementing their ideas will boost their self-worth, which can contribute to increased productivity in the future. 

Create a safe workplace. 

Some jobs are inherently dangerous and can make employees feel on edge, stressed, or worried. Your goal is to ensure your factory is as safe as possible. Constant safety checks and safety training should be routine in a factory. 

Word spreads fast, and if you run a factory where people often get injured, people will hear about it. Most importantly, potential employees will hear about it and will seek work elsewhere. 

One of the other perks of creating a safe workplace is that it shows your employees that you care about their well-being, which goes above and beyond any tangible thing you can give them. 

Make the switch to automation. 

Technology is moving fast, and you should be too. If there are tasks that can be done through automation, it’s probably time to start thinking about making the switch. 

Switching to automation doesn’t mean you will end up with a factory of robots. You’ll need people to run the automation and machines. Automation will allow for more efficiency and time management. You will need fewer people overall, and your employees won’t be stuck doing monotonous and repetitive tasks all day.

Reach out to a recruiting agency.

If you implement these solutions but are still having trouble, it could be time to partner with a CNC recruitment agency. There are many of these nationwide and they have access to entire networks of people and resources. The great thing about hiring recruitment help is that it can be as temporary as you want it to be, making the investment well worth your time and money. 

Taking the time to implement solutions that make your employees feel valuable will not only increase productivity but will make your employees want to stay. We all know what it’s like to dread a job or project. You wake up and everything seems hard because you know what is ahead of you. Imagine if a few small changes could impact how your employees view their work, their days, and even, their life. The investment is worth it. Trust us. 

Author’s Bio

Jenny Battershell is the director of marketing at Goodwin Recruiting, a full-service recruiting firm. Battershell spent nine years as Goodwin’s director of sales and four more as the marketing and client relations manager before moving into her current role. She currently resides in Cleveland, Ohio.

 



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