Amidst the uncertainty of the global economy, increasing inflationary pressures and the ever-present threat of trade wars, many companies are struggling to keep their employees motivated and productive.
This is especially true for manufacturing companies facing unprecedented levels of competition and high demand for skilled workers. In these times, manufacturers must create an environment where workers feel valued and secure in their jobs.
A study conducted by The Manufacturing Institute's Center for Manufacturing Research and the American Psychological Association revealed that 79% of employees cited feeling job security as one of the essential drivers of talent retention.
But how can manufacturers ensure their employees feel secure in their jobs? The answer lies in creating a culture of trust and transparency. In this article, we'll explain how to do just that.
Manufacturers can build a sense of security in employees by ensuring they understand how their role fits into the company's larger strategy. This will make them feel more personally invested in their jobs, and when workers understand the company's direction, they can better align their work with that goal.
If possible, give employees a voice in the process. You can set up a meeting where they can ask questions and share their opinions about how things should be done. If you have a suggestion box or other anonymous channel for employees to submit ideas, encourage them to do so.
The manufacturing industry is changing rapidly. The same can be said for the skills, and knowledge workers need to perform their jobs effectively. This is why manufacturers should regularly assess training needs and offer courses that align with new technologies.
Research conducted by The Massachusetts Institute of Technology (MIT) reported that each robot added to manufacturing processes has the ability to replace approximately 3.3 workers, based on the national average. Without the relevant training, employees might feel displaced or obsolete in their roles.
Executives, floor managers and team leaders should regularly check in with employees to ensure they are satisfied and engaged in their work. This can be done through a one-on-one meeting or by asking questions at regular staff meetings.
If an employee is not happy with their role, there may be other opportunities within the company that will allow them to contribute more productively. Due to the labor shortage the manufacturing industry is experiencing, the key is to do as much as possible to retain your best employees.
If you're thriving, congratulations! The news will be encouraging for your employees. If not, it's still important to tell the truth about your financial situation and challenges. This will help workers understand why changes are necessary and foster a culture of transparency.
Furthermore, if a strategy change or new initiatives are introduced, manufacturers should explain how these changes impact individual roles within the organization.