U.S. manufacturing employment has finally rebounded to pre-pandemic levels, but challenges such as supply chain issues, economic conditions, and skilled labor shortages remain.
According to a recent Workday report “Training and Control: The Need for a New Manufacturing Frontline Experience,” almost half (48%) of manufacturing executives report turnover that is higher than the historical average. The report also revealed that, compared to the other industries surveyed, manufacturing workers are the most likely to leave for higher pay or a career change.
To mitigate these issues and meet rising employee expectations, manufacturers must invest in the frontline experience and ready their workforce for future innovation.
Workday surveyed 504 senior executives for this report, including 128 from the manufacturing industry, to learn more about how industry leaders are attracting and retaining frontline talent by adeptly taking a worker-first approach.
Create Flexible Working Options
Employees across all sectors, manufacturing included, are seeking greater flexibility. Flexible working, though, can mean different things depending on whom you ask. For frontline workers, it often refers to condensed hours and shift flexibility. Flexible scheduling gives workers control over their schedules, and it includes the ability to update scheduling preferences, swap shifts, or add more hours.
Providing employees with more control over when they work can help alleviate some of the current workload pressures and improve the overall employee experience through a greater sense of autonomy. With many employees redefining their priorities as a result of the pandemic, this will be key to retaining talent in the future.