People are key to the future of manufacturing

The pandemic caused lasting disruption in many sectors and led organisations and individuals alike to question the path forward. Many are still navigating this uncertain terrain, and the manufacturing industry is no exception.

In a sector that has already faced rapid growth over the past decade with the shift to AI and automation, it is important for leaders to maintain sight over the needs of their workforce as society evolves post-pandemic and company cultures permanently shift.

Read more: How lean manufacturing is driving sustainability initiatives in 2022

Lockdowns and new safety regulations led to a change in production needs, with many life-saving goods required to be produced quicker and more efficiently than ever before.

This new landscape for the industry created the need for manufacturers to innovate and ensure operations continued smoothly while prioritising the health and safety of employees. 

Even amid this continued uncertainty, recent survey data revealed that 87% of HR leaders in manufacturing firms anticipate growth in 2022.

In addition, 63% plan to hire new employees and almost half plan to restructure in the new year. These figures reflect an increasing need for manufacturing firms to rethink their people development plans for 2022, to focus on encouraging growth and retaining talent in their organisations as the industry continues to change rapidly.

 What has changed in the manufacturing sector? 

The manufacturing industry had the crucial responsibility of ensuring that valuable goods were produced during the pandemic – from life-saving medical supplies, to lockdown-fuelled purchases as many explored new hobbies in the confines of their homes.

The industry continues to grow each year, with an estimated 2.7 million people employed in manufacturing in the UK.

In order to keep the industry moving forward at the required pace, industries had to make use of new technologies such as IoT (Internet of things), automation and artificial intelligence to meet new demand.

For manufacturing, this period of fast-paced technological change began even before the pandemic, during a time period that has become known as the Fourth Industrial Revolution. 

Rapid growth mandates that employees are adequately trained in key technical job skills, as well as ‘soft’ skills such as communication, leadership and management to ensure that organisations as a whole are able to navigate these changes successfully.

During the pandemic, 64% of employers in the manufacturing industry reported that they were planning to upskill people to new processes and technologies.

During the same time period, 76% of leaders admitted that employees have approached them with the request for more training and development. When asked how personalised their training programmes were, 43% admitted they receive standardised training that is the same for all workers.

 A greater focus on training and development must be instilled in the sector to ensure employee retention and satisfaction moving forward.

Personalised people development is how we retain workers 

The opportunity to provide personalised people development is one that should not be overlooked, especially as many are beginning to rethink what they will do with their lives. CoachHub research revealed that 37% of employees in manufacturing firms are seeking a career change or new job opportunities in the upcoming year – demonstrating a strong culture shift that employers cannot ignore, or risk losing talented individuals. 

Coaching is a personalised tool that has the power to influence current and aspiring leaders in a key industry as they take on new challenges and prepare for what the world has in store.

By offering personalised coaching, employers can ensure that workers are reaching their individual goals while increasing productivity and overall wellbeing. If employees are highly skilled at what they do and receive proper training, companies will flourish. If people feel supported, the outcome will be better for the organisation as a whole.

Read more: Inspiring the next generation: How to encourage young people into engineering

Put people first 

People have changed as a result of this experience, particularly in the manufacturing industry as workers battled to produce vital products and materials that kept society afloat. In an industry that was rapidly changing even before the pandemic, the needs of the workforce must always be kept at the forefront of our minds to ensure they have the proper training to perform their jobs effectively. If people aren’t valued above all else, it limits the ability to set organisations as a whole up for success and help them grow.  

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