How to Improve Workforce Engagement in Your Manufacturing Business

The skills shortage in manufacturing means it has never been more important for your business to be an employer of choice.

In the battle to attract and retain the industry’s best talent, effective employee engagement is essential.

Only 21% of worldwide employees are engaged at work, according to Gallup’s State of the Global Workplace: 2022 Report, and manufacturing typically has one of the lowest engagement rates.

Manufacturing roles can be physically demanding and monotonous so it is vital to treat employees well. Whether you’re looking for a Paint Sprayer or Multi Skilled Maintenance Engineer, you need to provide an Employee Value Proposition (EVP) that keeps employees engaged and productive.

Here are five ways to improve workforce engagement in your manufacturing business.

Clear Communication

This is easier said than done in a busy manufacturing environment with shift changes and targets to meet. But establishing a culture of clear and open communication is a great way to engage employees.

Regular conversations with employees can include providing positive feedback after a hard day or a supervisor checking in with one of their team to ensure they understand a task. If you haven’t already, consider setting up regular team meetings and individual appraisals.

These meetings don’t have to be long and formal, but provide an opportunity to update employees on any important information (like new health and safety guidelines). It should also be a chance for employees to share constructive feedback with management.

Employees should be encouraged to suggest ideas, for example to improve processes or general well-being at work. If leaders are seen as approachable and open, employees will feel more engaged.

Share Company Goals

Linked to clear communication is the need to involve employees in the bigger picture for the company.

Regular updates on company progress and projects show staff how their role is contributing to the organisation’s ultimate goal. If individuals know what they are working towards, they are more likely to feel engaged and take ownership of their work.

Research from McKinsey & Company found 70% of employees had their sense of purpose defined by their work. When that work felt meaningful, they performed better and were less likely to seek a new job.

Showing employees the impact of their work can improve workforce engagement by making individuals feel valued within the business.

Training and Development

Another way manufacturing businesses can boost employee engagement is by investing in training and development for staff.

As technology advances in manufacturing, employees want to keep up with the latest trends to avoid being left behind and safeguard their future careers.

Setting up personal development plans and asking employees what sort of training and skills they want to gain will help them see a future with the business. If employees are unsure which areas they want to develop, pair them with a mentor to discuss their career trajectory.

Of course, putting employees on courses and training programmes will be an investment. But it will pay off with more engaged employees who will be more likely to stay and use their new-found skills to help the business advance.

Ensure Employees Feel Valued

A 2021 report by US-based The Manufacturing Institute found employees who felt valued were more than four times as likely to report high levels of work engagement (59% v 13%). They were also less likely to leave the company within the next 12 months.

Recognising and highlighting achievements will make employees feel appreciated and they will be more likely to be motivated to do a good job.

Something as simple as a “good work” at the end of a shift or project can help employees feel valued and you could also consider regular recognition activities, like an employee of the month or weekly team lunch. These small gestures can make a big difference in employee engagement.

Offer Flexibility

There is probably a limit to how flexible you can be in an industry where shifts are the norm and you may be on a 24/7 production cycle.

Flexibility, though, is increasingly valued by employees. With remote and hybrid working accelerated by the Covid-19 pandemic in other industries, those working in manufacturing also want to see some leeway in traditional working practices.

Even if you can’t offer flexible schedules and the ability to work part of the time from home, you can give employees a greater say in when they work. For example, managers can ask employees for input when deciding shift rotations and holiday requests and be open to making changes.

If employees know there is some flexibility over shifts, they can have a better work-life balance and are more likely to be engaged when they come to work.

Summary

One of the best ways to hire top talent is becoming a manufacturing employer of choice. A company with engaged employers is more productive and more likely to attract and retain the best workers.

At CV Consulting, we know how companies can engage employees to nurture loyalty, get the best out of people and build relationships that last. As manufacturing recruitment experts, we recruit for the Design, Engineering, Technical, Supply Chain, Logistics and Manufacturing sectors.

For advice on how to make your manufacturing business an employer of choice or to advertise your manufacturing jobs to our highly-skilled candidates, get in touch.