It’s not your father’s manufacturing industry anymore. Innovative advances in technology have brought cutting-edge robotics automation, AI, and augmented workers to the plant floor. Manufacturers across segments are transforming digitally to achieve fully connected factories.
Yet despite the progress, 65% of manufacturers rank attracting and retaining quality talent as their number one business challenge the National Association of Manufacturers (NAM) reports. A joint study between Deloitte and the NAM estimates that manufacturers could need about 3.8 million new workers through 2033. And, about half of these open jobs (1.9 million) could remain unfilled if manufacturers are not able to address their talent gap.
Enter Gen Z, the original digital-first generation. Manufacturers must attract these digital natives who are expected to make up about one-third (30%) of the workforce by 2030 according to the U.S. Bureau of Labor Statistics. According to McKinsey research, Gen Z indicates they are open to working in manufacturing. But with motivations, values, and priorities vastly different from previous generations of workers, manufacturers’ greater challenge may be retaining them.
There is no magic formula to allure Gen Z to careers in manufacturing, but innovative technology and a dynamic culture help. Manufacturers must understand what’s important to Gen Z to attract and retain them: opportunities for skill development and career growth, commitment to social responsibility, and embracing modern technology. Let’s take a closer look at how to align with what matters to Gen Z.
Continuous Learning and Skill Development
Prioritizing workforce empowerment strategies is essential to attracting talent for the long term. According to Zebra’s Manufacturing Vision Study, manufacturers rank improving the worker experience, skills, and careers as the most critical labor initiatives.
Manufacturing leaders are looking to improve the worker experience with technology, pursue ongoing development to align skill sets with evolving technology advancements, and develop career paths to attract future talent. These leaders are on the right path as the lack of career development is the top reason Gen Z says they plan to leave their manufacturing jobs according to McKinsey.
Organizations that invest in their people with training and career development also have better retention. McKinsey found that about 90% of employees who participated in a career development program at one manufacturer were still at the organization a year later. Without a clear path to advance, Gen Z workers are more likely to jump ship. The mantra for older generations may have been “hard work and loyalty are rewarded with career growth.” The Gen Z approach is more like “show me a clear growth path and then I’ll stick around.”
To attract Gen Z workers, you must understand what they expect from you. The opportunity for continuous learning and robust skill development or training programs that lead to career growth matters to Gen Z. It’s key to prioritize and develop these types of programs within your organization. Offering Gen Z workers the training and career development they desire will make manufacturing jobs more appealing and foster loyalty for the long term.
A Socially Responsible Culture
As the amount of Gen Z workers continues to expand, the qualities and values they bring into organizations will have a greater influence on the work environment and culture. Gen Z values flexibility and meaningful work, ranking them as the top two reasons they would accept or stay in a job McKinsey found.
The days of 12-hour shifts in manufacturing may be gone for Gen Z workers. Some workstreams allow for the flexibility they desire. For example, certain packaging roles can be performed by groups of workers at any time allowing flexible schedules. Additionally, part-time options let employees create their schedules based on their availability. It’s a paradigm shift for manufacturers but appeals to Gen Z. This type of flexibility also gives employees who want more work options the opportunity to cross-train for other roles, providing additional backup.
Gen Z is also deeply concerned about the state of the planet and the ethical practices of companies. Most (77%) seek to work at organizations with aligning values, according to the Deloitte/NAM study. And a Johns Hopkins Study reports that 39% of Gen Z respondents said they were “very or extremely engaged” in environmental concerns. By maintaining a strong commitment to sustainability projects and social responsibility, manufacturing organizations can align their values with those of younger workers. This goes beyond mere compliance; it’s about creating a sense of purpose and pride in one’s work.
To attract and retain Gen Z, your organization’s culture must reflect what’s most important to them. Offering flexibility, demonstrating your organization’s ethics, and connecting their work to something bigger than themselves all align with what Gen Z values. Integrate these aspects within your organization to resonate with, attract, and retain the Gen Z workers you need.
A Modern Take on Technology
Manufacturers are planning for the future, and it’s digital, automated, and fully connected. A substantial 89% of manufacturers say they plan to increase technology investments this year, a nod to the critical role technology plays, according to Zebra’s study.
Mobile technology is second nature to Gen Z. Fully deploy mobile devices throughout your plants to align with the workers of this tech-savvy generation. You’ll be in good company: Zebra’s study found over the next five years, 55% of manufacturers surveyed will implement mobile computers, 50% tablets and 61% wearables. Gen Z is mobile-first and used to having technology at their fingertips. They’re even more likely than older workers to turn to self-help videos first to solve problems.
Manufacturers equipped with advanced technology can also attract younger workers seeking innovative careers. Automation technologies such as AI deep learning, autonomous mobile robots, and 3D vision are leading technologies manufacturing leaders are planning to implement Zebra’s study reports. They are transformative, improving efficiency and productivity while providing workers with opportunities to learn the latest cutting-edge technologies and freeing up time for the higher value work they desire.
Wherever you are on your digital transformation journey, keep moving forward. With Gen Z’s natural affinity for technology, the modern manufacturing space can offer an environment where Gen Z can thrive. From mobility and AI-driven analytics to smart sensors, innovative tech tools can transform the mundane into mesmerizing. This isn’t just about making work easier; it’s about making work more interesting and fulfilling.
To Know Gen Z is to Hire Gen Z
The future of manufacturing is not just about keeping up with technological advancements; it’s about understanding the values, experiences, and expectations each generation brings into the workforce. Gen Z requires the manufacturing industry to reimagine itself as a leader in growth and development, social impact and tech innovation. As manufacturers adopt these practices, they will attract Gen Z and together build a dynamic, sustainable manufacturing workforce.
