Over the last few years, manufacturing has been hit hard by labor shortages, high turnover, and increased retirement rates. Faced with mounting challenges, companies are looking for new talent and strategies to recruit and retain top employees. Gen Z, or individuals born between the mid to late 90’s and the early 2010s, are ideally positioned to join and contribute to manufacturing.
Gen Z workers have grown up with evolving technology and are accustomed to constant change and advancements. As manufacturing enters a new era of utilizing technology across all areas of production, Gen Z workers would be willing and excited to innovate. They have also indicated the most interest in working in manufacturing as compared to other generations, per McKinsey. However, few manufacturing companies are seeing the desired influx of Gen Z applications. So why isn’t Gen Z joining the ranks? Let’s explore what is motivating this generation and how companies can better position themselves to attract younger workers.
What Motivates Gen Z
Every generation has their own preferences and desires, shaped by the cultural, social, and political forces of their time. For Gen Z, they came of age during a period of high demand for labor. They have always known that they have power and options as workers and have yet to experience an adverse employment market. Due to that, along with many other influences, they approach work differently.
Compensation is not the primary driver for younger workers. For Boomers, compensation has been the number-one factor they consider when selecting a job. Compensation decreases in importance with each generation, such that Gen Z ranks pay as the sixth most important criteria for job selection. In that same study, Gen Z ranked ‘meaningful work’ as their primary consideration. “Meaningful work” can be very personal, but in general workers are looking for companies and jobs that match their values. According to a 2022 Deloitte survey, 40% of Gen Z and Millennial workers turned down a job because it didn’t align with their values.
Overall, these younger workers see work as more than just a paycheck. It is an expression of self, and they will stay if a job feels meaningful and important to their life. They are in search of a career, not just a job.
Support Gen Z’s Aspirations
Gen Z workers want a company that invests in them and their growth. For manufacturing companies to attract and retain these younger workers, they may need to make structural changes to how employees are engaged and nurtured.
Managers are the day-to-day face of the company for your workers. A great start would be to focus on retraining managers to be mentors instead of just order-givers. They should be able to cultivate talent and effectively and empathetically discuss performance goals and improvements with their direct reports. You can also support workers through regular training initiatives. Bringing classes and on-site training directly into the workplace supports workers who want to learn new skills and advance their careers.
HR teams should also reassess how career advancement works at their organizations. Do workers understand what they criteria are for promotion? Are career tracks clearly communicated? If the answer is no to either question, work with leadership to ensure that all employees feel like they have room to grow at your company. If you feel confident in your company’s advancement programs, let potential recruits talk to employees who have moved up within the ranks. Those candid conversations will provide them with tangible examples of what success looks like.
Highlight Manufacturing’s Creativity
Meaning can come in various forms, but Gen Z generally wants work that engages them on multiple levels and taps into a variety of skills. Manufacturing may not have a reputation as a creative field, but this is an opportunity where organizations can refocus their marketing and recruiting efforts.
To implement new technologies and innovations in manufacturing, problem solving and creative thinking have become highly valued soft skills. To communicate this to workers, rewrite job descriptions that emphasize the type of skills prospects need as well as the skills they will develop on the job through thoughtful mentorship and training.
Invest in New Technology
Gen Z is committed to working with new and exciting technology in their jobs. Per Adobe, 70% of Gen Z workers would switch jobs for better tech and tools to help them work better. Manufacturing is constantly innovating and engaging with innovative technologies, so it is important to make sure you are communicating this to recruits. Manufacturing companies can be bolder in touting their use of robotics, AI, and AR to attract talent and highlighting how employees will use these technologies in their day-to-day work.
Rethink Rigid Schedules
Gen Z, along with other generations, have a strong interest in increased flexibility in their work. Based around standard shifts, manufacturing jobs are historically not conducive to flexible scheduling. However, new scheduling technology allows companies to give more power back to employees. These systems allow employees and managers to have more control over their schedules. Other companies have also experimented with breaking up shifts into smaller chunks to give workers more flexibility in their schedule.
Start Recruiting Younger Generations Today
Gen Z is poised to bring increased innovation, problem-solving, and efficiency to manufacturing. It is essential that manufacturing organizations learn how to attract and retain these valuable workers as a vital part of their organizations. By focusing on a few of the above tactics, HR teams can make slight changes that will have a significant impact on their recruiting strategy. If you are ready to get started today, contact your Peoplelink Staffing team. With Peoplelink Staffing as your staffing partner, you can find the right Gen Z talent to help your company get ahead.
