So what does it take to raise employee engagement in manufacturing?
In a nutshell, it's about closing the communication gap between the shop floor and the office, and giving employees a genuine sense of ownership over their work.
If you work in HR, you know what we're talking about. You know that there's a communication problem when one crew learns about a change during a shift handover and the next crew never hears about it.
A report by Harvard Business Review concluded that only 16% of the global workforce is highly engaged.
For any company that wants its people to show up with energy and enthusiasm and stay with the organization long-term, this is bad news.
Even as manufacturers introduce smarter equipment and AI-run processes, it's still people who keep things running and think up better, more efficient ways to do their jobs.
So how do you harness this work to improve your employee engagement score?
Sure, there isn't a magic bullet solution, but with a clear plan and consistent efforts you can improve your employee engagement score.
Drawing on insights from industry experts and successful case studies, this article shares practical steps you can take to raise employee engagement in manufacturing.
Here are the key areas we will explore on improving employee engagement in the manufacturing industry:
How to improve employee engagement in manufacturing
Why is improving employee engagement in manufacturing important
Imagine you're watching an exciting boat race between two teams. In one boat, you have very engaged workers. All ten of them are rowing in sync.
Each of them knows their job and is committed to crossing the finish line as a team. In the other boat, the situation's quite different. Only three workers are rowing.
Five are leaning back doing nothing at all and two are deliberately trying to sink the boat.
This is a great way to visualize how employee engagement - or lack thereof - affects organizational performance and success. Manufacturing is no exception.
In manufacturing, an engaged staff drives productivity, new ideas, and strong operations. Engaged workers approach their work with energy, stand behind the company's objectives, and contribute to its growth through their own efforts.
On the other hand, disengaged workers can drag down a manufacturing organization. They may cause little to no productivity, challenge changes, and potentially create a disruptive work environment. Think about those people in the second boat.
Research has found that manufacturing has some of the weakest employee engagement figures of any industry. This is one of many reasons why every HR professional in the manufacturing industry should consider improving it.
As an HR leader, you can change this. We have the oars of strategy, motivation, and change to steer our organizations towards a culture of high engagement.
Reasons for poor engagement in manufacturing
Manufacturing is a Hard Job
Manufacturing is a demanding job. It often involves physical labor, long hours, and tedious tasks that can lead to physical and mental fatigue. This, coupled with the unusual hours that factory shifts often demand (such as late evenings, nights, or early mornings), can make work-life balance difficult for many employees.
Some people pride themselves in the challenges their work brings, but others easily become disillusioned. Over time, the monotony, physical strain, and unusual hours can lead to feelings of detachment or low motivation. This is where your role as an HR leader comes in.
By recognizing these pain points and creating an environment that handles these pain points effectively, you can vastly improve the engagement of your workforce.
Tension Between Operators and Corporate
Another reason for low engagement in the manufacturing industry is tension between operators and corporate staff. Despite the fact that both groups work towards the same goal, they sometimes function as separate entities which leads to misunderstandings, miscommunication, and conflict.
Operators working on the shop floor may feel like corporate staff (managers, executives, professionals, etc.) don't pay attention to them or don't value them.
They may feel like corporate employees view them as inferior, especially considering their fancy degrees and plush offices.
The rise of work-from-home setups for corporate professionals in the last few years has only exacerbated this issue. While operators have to do their jobs in person on the factory floor, corporate staff can complete their jobs remotely. The physical separation amplifies the perceived differences.
As an HR leader, it's important to bridge this gap. Creating opportunities for open dialogue, mutual understanding, and respect between the two groups can reduce friction and create a more inclusive and engaged environment.
Lack of Autonomy
Another common experience operators have is the feeling that they have little autonomy or control over their work. They feel like corporate staff make all the decisions with little effort to include what they have to say.
As a result, they feel ignored and insignificant which leads to disengagement.
It's true that manufacturing processes often have to follow strict rules for quality control and safety, but that doesn't mean operators' voices cannot be included. They can contribute incredibly helpful data points that make operations more efficient and safer.
How to improve employee engagement in manufacturing
Survey Employees to Understand What They Like and What They Would Change
One of the first steps to improving engagement is understanding the specific needs and pain points of your workforce.
Surveys are a useful way to collect this information. An anonymous survey offers a safe space for employees to share what they like, what they don't like, and what they would change without worrying about being judged or punished.
That said, a survey is only the beginning. It's important to do something with the results. As an HR leader, you have to ensure the results of the survey are reviewed, discussed, and acted on.
This could mean discussing the results with your management team, creating action plans for addressing issues brought up in the survey, and updating your employees on what's being done.
Before Implementing Change, Give Operators a Voice and Listen to Their Opinions
Whenever you plan to make a change (e.g., introduce a new policy, shift a process, upgrade technology), include your operators in the conversation. Ask for their input, listen to their concerns, and hear their suggestions.
Not only do you get helpful insights, but you also show your operators that their opinions matter. This makes them more likely to be engaged in their work.
They'll feel a sense of pride and ownership in what they do when they see that their ideas are being taken seriously and put into practice.
As an HR leader, encouraging this culture of inclusion and respect within your organization is important.
Team Building Between Operators and Corporate Employees
You can also increase employee engagement by fostering a good relationship between operators and corporate staff.
You can do this by organizing team-building activities that break down barriers, foster understanding, and create a tighter, more united team.
This could be anything from team outings to workshops to a shared project that requires both operators and corporate staff to work together.
Activities like this give operators and corporate staff an opportunity to learn more about each other's jobs, responsibilities, and difficulties. This understanding can bridge the gap, reduce friction, and create a stronger, more engaged workforce.
Sensitivity Training for Corporate Employees
Finally, consider offering sensitivity training for your corporate staff.
This can help them understand the challenges operators face and the value operators bring to the organization.
They can also learn how to speak to operators in a more clear and respectful way to promote a more inclusive and respectful environment.
Improving employee engagement is no simple task. It requires constant work, monitoring, and a genuine commitment to your employees' well-being and success. That said, the effort is worth it.
A more engaged workforce leads to improved productivity, stronger quality standards, better employee retention, and overall growth for your manufacturing organization.
As HR leaders, it's up to us to steer our organization's boat towards these goals. So let's pick up the oars of strategy, motivation, and change, and start rowing our organizations towards a future of strong employee engagement and success. The journey may be challenging, but every stroke gets us closer to where we want to be.
Enhancing employee engagement in a manufacturing environment is not a one-time effort
Remember, improving employee engagement in a manufacturing environment is not a one-time effort. It's an ongoing process that requires patience, strategy, and genuine care.
As an HR professional, you have the power to steer your organization's ship towards higher engagement, improved productivity, and overall growth.
By addressing challenges head-on, understanding your workforce's needs, facilitating communication, and promoting a culture of respect, you're well on your way to turning your manufacturing organization into a powerhouse of engagement.
If you're interested in learning how Sparkbay can help you build a more engaged workforce, you can click here for a demo.
If you're interested in learning how Sparkbay can help you build a more engaged workforce, you can click here for a demo.
