From Hire to Inspire: Getting and Keeping Gen Z in Manufacturing
The manufacturing industry is on the brink of transformation, fueled by technological advances and unprecedented funding. However, to truly thrive, it must attract and retain the emerging Generation Z workforce. Here’s how to do just that, with insights inspired by McKinsey's comprehensive research.
Understanding Gen Z
Gen Z, born between 1997 and 2012, brings unique perspectives and expectations to the workplace. Unlike previous generations, they prioritise factors beyond mere compensation. They seek meaningful work, career development opportunities, flexibility, and a respectful, inclusive work environment. These young workers have grown up with technology and value innovation and connectivity in their professional lives.
Key Motivators for Gen Z
Meaningful Work:
Gen Z wants to feel that their work contributes to a greater good. Employers should highlight the societal impact of their products and services, fostering a sense of purpose among employees.
Career Development:
Opportunities for advancement and continuous learning are critical. Implementing structured career pathways and mentorship programs can significantly enhance job satisfaction and retention.
Flexibility:
Work-life balance is paramount. Offering flexible schedules, remote work options where feasible, and a variety of shifts can make manufacturing roles more appealing.
Respect and Safety:
A respectful workplace that values psychological and physical safety is crucial. This includes creating an environment where mistakes are seen as learning opportunities.
Strategies for Attracting Gen Z
Revamp Job Structures:
Traditional 12-hour shifts might be a deterrent. Consider restructuring roles to offer more flexible hours and part-time positions, allowing workers to manage their schedules effectively.
Leverage Technology:
Integrate digital tools that align with Gen Z’s tech-savvy nature. Use self-help videos and digital training modules to provide instant, accessible support and training.
Enhance Onboarding:
The initial 90 days are critical. A robust onboarding program that includes mentoring and clear communication about job expectations can reduce early attrition.
Promote Inclusivity:
Cultivate an inclusive culture where all employees feel valued and respected. This includes encouraging diverse ideas and fostering a supportive team environment.
Engaging and Retaining Gen Z
Capability Building:
Invest in continuous skill development. Create opportunities for cross-training and upskilling, enabling employees to grow within the organisation.
Empower Managers:
Transform supervisors into leaders who can mentor and support their teams. This involves reallocating time from administrative tasks to focus on employee development and engagement.
Recognise Achievements:
Regularly acknowledge and celebrate employees’ contributions. Recognition programs can boost morale and reinforce a sense of accomplishment.
Career Pathways:
Develop clear, attainable career pathways. Offer training programs that equip employees with the skills needed for higher-level roles, demonstrating a commitment to their professional growth.
The future of manufacturing hinges on its ability to adapt to the needs and aspirations of Gen Z. By creating a workplace that values flexibility, development, and meaningful engagement, manufacturers can not only attract but also retain this vital segment of the workforce. Embracing these strategies will lead to a more innovative, productive, and satisfied workforce, ensuring long-term success for the industry.
By implementing these changes, manufacturers can transform from merely hiring Gen Z workers to truly inspiring them. The benefits of this shift will resonate through improved retention, increased productivity, and a more dynamic work environment, ultimately contributing to the industry's growth and evolution.
For more insights on engaging Gen Z in manufacturing, explore the original article by McKinsey & Company here.