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ResourceMFG | Manufacturing Workforce Specialists
4 big tips manufacturers can use to mitigate the labor shortage

Labor shortages continue to rack the supply chain from top to bottom. Manufacturers, especially, are feeling the pressure as the holiday season looms closer.

But no worries — there are plenty of things you can do. Here are four tips manufacturers can use to mitigate the ongoing labor shortage.

1. Hire seasonal workers
If the labor shortage is cutting away at your company's productivity, seasonal workers may be your BAND-AID solution. Although only temporary, looking for seasonal help can be a fast, frictionless way to mitigate the loss in labor.

Recruiting temporary work from a pool of your previous seasonal workers is a good way of streamlining their onboarding process. They'll have an easier time jumping back on board compared to fresh, new hires. Nonetheless, refresh their institutional knowledge with a few training sessions and make sure they're up to speed.

2. Take advantage of autonomous technology
Manufacturers everywhere are adopting smart technologies to increase efficiency, cut costs and meet demand. Even before the labor shortage, automation was changing the landscape of manufacturing. Now, autonomy just may be the solution to the supply chain's labor problem.

Cutting-edge technology — like artificial intelligence, machine learning and robotics — are keeping manufacturers competitive. In fact, Gartner predicts that by 2024, organizations will lower operational costs by 20% by combining redesigned processes with hyperautomation technology.

The range of benefits these technologies afford businesses are always growing. By automating certain tasks, workers are free to focus on other duties, thus streamlining the supply chain process. With the recent fluctuations in the workforce, these benefits are key.

3. Revise your retention strategies
At a time in which hoards of employees are quitting their jobs, retaining workers is obviously important. For manufacturers to mitigate these losses, first they need to understand why their workers are leaving.

By taking a good hard look in the mirror and revising their retention strategy, manufacturers can better equip themselves to manage employees. Conducting exit interviews when workers quit is a great way to gain insight into what works at the company and what doesn't.

Are you engaging with employees? Are your workers drained, exhausted or at risk of burning out? How often do you communicate with them? These are all important questions that can help any manufacturing company improve their retention program.

4. Cross-train your workers
Many workers perform the same manufacturing duties regularly and make it their specialty. When those workers exit your workforce, that specialized labor walks out the door, as well.

This is especially helpful at mitigating the loss of labor due to sickness. When others are out sick, cross-trained workers can react and handle the workload left behind. What's more, it gives employees additional opportunities to prove their skills and advance in their careers.

Cross-training your workers across the workplace helps maintain productivity, according to Inc. If there's one area of your operation that has an excess of skilled labor, allocate the necessary amount of workers somewhere lacking. Training employees in new areas not only helps meet demand quotas, but also engages them with something new.

Apply now to find your next manufacturing job!