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Over the next decade, 3.5 million manufacturing jobs will need to be filled, mostly due to baby boomer retirements, and 2 million of those jobs are likely to go unfilled. This guide will introduce 10 methods for attracting and retaining top talent.
As the saying goes, failing to plan is planning to fail. Start by creating an outline of your hiring needs. What’s necessary to meet your short-term hiring goals in the next one or two years, you mid-range growth plans in the next three to five years, and into the future?
What has been working well, and what hasn’t been worth the time and effort? For example, maybe certain trade schools have yielded some good hires recently, but connecting with community colleges hasn’t been as fruitful for you.
Offering competitive compensation is crucial for attracting and retaining workers. For the jobs you want to fill, research the industry standards and what your competitors are offering for similar positions in the same geographic area. You don’t want to...
Of course, health insurance and retirement plans tend to be the most important benefits, but small perks matter, too. There are countless creative ways for employers to boost employee morale and improve retention with small perks that don’t cost a lot.
People are less motivated, less productive and more prone to errors when they aren’t happy at work. A negative work culture increases absenteeism and turnover, which is costly to employers. Your employees should feel valued, respected and happy at work.
Set clear expectations for all employees. This includes expectations about the work itself, the company culture and how to communicate. It may seem obvious, but many small and mid sized companies have employees wearing many hats with a range of responsibilities.
Providing feedback to employees on a continuous, predictable schedule is a smart business practice. It allows managers to address problems in a timely manner, rather than letting small issues fester until they are large problems with ugly consequences.
Compared to the past, fewer jobs are now "unskilled." Many manufacturers report a skills shortage, which can lead to increased overtime costs and production downtime. In some cases, it also increases the need for more expensive subcontractors.
Many companies have experienced an employee who was bad at their job, disgruntled and detrimental to the company culture. It takes time and consistency to get rid of low-performers, but if done correctly, it creates a positive work environment and saves money.
The nation’s growing opioid crisis has turned into a recruiting problem for manufacturers as they struggle to meet hiring quotas; and the problem is worsening. What can employers do about this issue? You can start by identifying and supporting...
Manufacturing executives know the size of the challenges they face regarding looming retirements and the lack of qualified applicants to fill skilled jobs. Employers should develop multi-pronged approaches to improve recruiting and retention.
DCW Group (DCW) is a privately-held benefits consulting firm specializing in high-performing corporate health insurance plans and delivering enterprise-level administrative and support services to clients.
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