Labour shortages are rife within the manufacturing sector, and the perception amongst young people (and more specifically Gen Z) about what it’s like to work within industries like print, is at an all time low. According to Manufacturing Today’s Youth Misspent report, only 2% of UK youth would consider manufacturing as a career option, with many associating the sector with poor pay (14%) and limited career prospects (13%).
To grow and innovate in line with the sector’s rapid technological advancements, manufacturers must attract young talent by challenging their overwhelmingly negative industry perceptions. This is a challenging, but essential task.
Last week, we heard from print industry professionals who described their careers as dynamic, creative, and filled with opportunities for growth. They emphasised the variety in their workload, the motivation that sprung from seeing their work in everyday life, and the excitement that came from being a part of technological innovation and change.
So, how can we bridge this gap and reshape the narrative to appeal to the next generation, whilst at the same time keeping it ‘real’? Here are our suggestions:
1. Revamp Your Image
To counteract the perception of manufacturing being monotonous, labor-intensive and lacking in career growth, be more vocal about:
- Innovation: Share when your company brings in a new piece of tech, adopts a new management system or is incorporating elements of AI into how you do business. Young people are drawn to industries that are forward-thinking, innovative and open to doing things differently.
- Sustainability and Company Values: Young professionals value working for companies that are committed to making a difference, whether this be to the environment or the local community. Highlighting how your company engages with this, and how they can be a part of something bigger than themselves, enhances your appeal.
- Purpose-Driven Work: Connect your work to the global impact that it will have. What are employees contributing towards/ working to achieve? Allow for employee input on decision-making processes and important projects to foster a sense of trust, buy-in and belonging.
2. Use Social Media
Being active on social media will not only expand the reach of your company, but it will also increase the visibility of the industry. Manufacturing often carries connotations of being ‘old-school’ and not as ‘exciting’ as areas of work. Young people spend on average almost 5 hours a day on social media (as cited by Barnardo’s), so this is a prime way to capture their attention and raise their awareness of what the manufacturing industry is really like.
Be sure to shout about all of the things going on in your company.
3. Engage with the Skills System & Invest in Training
Companies need to bridge the skills shortage that they are experiencing by finding fresh talent, and fostering a new generation of skilled workers. This can be achieved by:
- Collaborating with local high schools and colleges to offer entry-level manufacturing positions or training programmes such as apprenticeships. You could also provide work experience or collaborate with organisations that support young people facing employment barriers.
- Develop pathways to up-skill workers, so that they can continuously learn and advance. This shows young talent that the industry offers long-term growth and career opportunities.
4. Build company culture
Young people want to work for companies that are diverse and inclusive, perform highly within their industry, invest in their development and are supportive in nature. Flexibility, openness and promoting a fun team dynamic are also important contributing factors. We can all influence company culture, but leaders have a particular responsibility to build, shape and maintain it in alignment with their company vision. Find some great tools for doing this at the bottom of this post.
When you do things that highlight your company culture- shout about it! Are you organising an office party? Did some of your team achieve a qualification they’ve been working towards? What local organisations do you partner with to offer volunteering days? Give people a flavour of what it’s like to work there.
Manufacturing will create 32,000 new jobs by 2027, we need people to fill them.
5. Offer competitive benefits
The Covid-19 pandemic reshaped workplace expectations. Manufacturers can attract young talent by:
- Integrating remote work technologies: For roles that don’t have to be done full-time in the office, adopt technologies that will allow people to work from home. Use digital tools to make processes and tasks more streamlined.
- Work-Life Balance: Re-imagine roles so that they can allow for hybrid working, and develop initiatives that contribute to employee well-being. This could be mental health programmes, access to coaching/counselling or free health screenings.
- More Benefits: Anything else that your company can offer goes a long way to influencing an employees decision to join your workforce. Rewards programmes, gym memberships and annual leave allowances are contributing factors.
6. Celebrate Success!
Take time to celebrate the accomplishments of team members and recognise the impact that they have on the business. Encourage potential that you see in people and call our their strengths. Build a sense of community by organising team-building activities and go out of your way to do something thoughtful for one another. Young people want to work in a place where they feel seen, respected and celebrated.
Attracting young talent to the manufacturing industry requires a multi-pronged approach, combining modern technology, sustainable practices, and a reimagined workplace culture. By addressing misconceptions, investing in education, and aligning with the values of younger generations, the manufacturing industry can work to promote an exciting, dynamic future. As a business, you have the ability to shape perceptions and re-imagine how things are done to attract young talent. After all, manufacturing, and more specifically printing, isn’t just about producing physical things—it’s about building careers, thriving workplaces, and paving the way for industry longevity.
Resources for developing Company Culture:
- C-Me Colour Profiling
- Giving and receiving feedback
- 8 Elements of good Company Culture
- Leadership development programme (Coaching For Leadership via Resurgo)