Adapting for the future: Workforce transformation strategies for manufacturers

The convergence of retiring baby boomers, a shrinking pool of skilled workers, rising wages, and pressures from immigration and trade policies is creating a perfect storm for manufacturers looking to optimize their workforce. To remain competitive, manufacturers need to prioritize workforce transformation strategies that embrace digital tools and other innovative approaches in order to attract and retain talent, adapt to changing workforce dynamics, and protect profits.

The job landscape

The U.S. manufacturing sector has experienced only slight growth in output over the last decade. While we have seen recoveries from the 2008−09 financial crisis and the pandemic, the rebound in manufacturing output has plateaued under or at previous output levels. 

While manufacturing output growth in the U.S. over the past 15 years has been sluggish, unemployment in the manufacturing sector has been lower than overall national unemployment. Conditions indicate the gap between the sector’s workforce supply and demand could continue to widen. Domestic U.S trade policy designed to bring manufacturing back to the U.S. will only increase the battle for manufacturing talent, leading to worker scarcity and wage pressures. With technology continually reshaping the skills required to work in many manufacturing environments, matching qualified workers to job openings will continue to be a challenge. If rules tighten for H-1B visas, that could also reduce the availability of skilled workers and increase domestic competition for talent.

As competition for skilled manufacturing talent intensifies, manufacturers will need to be creative with their recruitment and retention strategies. 

Key areas of focus for workforce transformation include:

Employee experience

• Manufacturers need to leverage digital tools to make work more intuitive, productive and engaging. Dynamic, technology-driven scheduling solutions can enable more accurate labor planning, helping companies schedule the most cost-effective, qualified workers based on customer demand and production requirements while also reducing the risk of under- or overscheduling, which contributes to employee dissatisfaction and burnout. Mobile applications can enable seamless communication, cross-department collaboration and real-time data access, allowing employees to stay organized and focus on priority tasks. 
• Companies can boost employee engagement by fostering a positive work culture that emphasizes recognition and rewards for employee achievements. Recognizing achievements in addition to providing regular feedback and performance reviews can help employees feel valued and motivated. Creating a supportive environment where employees can voice their concerns and suggestions also contributes to a better employee experience.

Skills training

• Manufacturers must invest in continuous training and development programs to bridge the skills gap created by new technologies and an aging workforce. Digital literacy training is table stakes for ensuring workers know how to use technology in their daily tasks. For example, companies can collaborate with local colleges to offer specialized courses in robotics, data analytics and advanced manufacturing techniques. These initiatives not only equip employees with the necessary skills but also foster a culture of continuous learning and innovation within the organization.
• Manufacturers can implement mentorship programs to help develop needed skills and strengthen team cohesion and collaboration. Online training platforms and e-learning modules also provide flexible learning opportunities, allowing employees to upgrade their skills at their own pace.

Digitalization and automation

• Embracing digitalization and automation is essential for reducing labor requirements and operating costs. Technologies such as robotics, Internet of Things (IoT), inventory and sales and order planning platforms, agentic AI, and digital twins can automate low-value tasks and enhance operational efficiency. Agentic AI, in particular, facilitates the automation of routine tasks, freeing up human workers to focus on more strategic endeavors while also reducing labor costs. Implementing IoT sensors in manufacturing equipment can provide real-time data on performance and maintenance needs, allowing for predictive maintenance and reducing downtime. Digital twins can simulate production processes, enabling manufacturers to optimize operations and reduce waste.
• Automation can also improve safety in the workplace by taking over hazardous tasks. For example, robots and automated systems can handle dangerous materials and perform repetitive tasks that might lead to injuries. This not only protects employees and increases employee satisfaction but also enhances overall productivity.

Talent recruitment and development

• To attract new talent, manufacturers must rebrand manufacturing jobs from "manual labor" to "skilled workers operating high-tech equipment." This rebranding, coupled with continuous training and development, can help attract a more dynamic, tech-savvy and capable manufacturing workforce. Companies can highlight the advanced technologies and innovative practices used in modern manufacturing to appeal to younger generations that may be more interested in tech-driven careers. Additionally, ensuring competitive salaries, benefits and career advancement opportunities can make manufacturing roles more attractive to potential employees.
• Effective recruitment strategies include leveraging social media and online job platforms to reach a wider audience. Hosting job fairs and open houses can also provide potential candidates with a firsthand look at a company's operations and culture. Building strong relationships with educational institutions can create a pipeline of skilled workers ready to enter the manufacturing industry.

Key takeaways

Manufacturers must take proactive steps to navigate the challenges of workforce transformation. Key measures include:

• Leveraging technology for production planning and scheduling to improve employee wellbeing, prevent burnout and optimize labor costs
• Using technology to automate routine tasks and allow employees to focus on more strategic and higher-value activities
• Providing training programs, organizing workshops and partnering with educational institutions to offer apprenticeship and internship programs that prepare workers for high-tech roles
• Taking a creative approach to talent recruitment by showcasing technology, offering continuous education, leveraging social media and partnering with local educational institutions

By implementing these strategies, manufacturers can adapt to the evolving industrial landscape, maintain a competitive advantage and ensure long-term success.