Horizons Fall/Winter 2019

don’t apply, but consider periodic catered lunches or investing in improvements to your break/lunch room, etc. While most companies may have practices in place that are similar to the strategies noted, many companies may not have developed a multi-dimensional strategy to combat the current number of generations that are actively in the workplace. Each business should pay careful attention to the generational composition of its workplace and customize the strategies to its audience. A recent article in the Harvard Business Review by Rebecca Knight provides some advice on how a company could approach multiple generations in the workplace: “Don’t dwell on differences. There seems to be a tendency to focus more on what is different about each generation than on what similarities might exist.” “Avoid the potential to accept as true the stereotypes about various generations; be alert to language that perpetuates stereotypes: `All (insert generation) are …,’ or `my generation is ….’” “Build collaborative relationships. We understand and appreciate others more when we have the opportunity to get to know them.” “Creating opportunities for employees of different generations to interact in both work and non-work-related settings “Study your employees. Understand the demographics of your workplace as well as employee communication preferences. An annual survey can be used to help identify both differences and similarities between various employee groups.” can help build relationships and minimize misunderstandings.”

Each business should pay careful attention to the generational composition of its workplace and customize the strategies to its audience.

Listed below are a few action items and strategies that are frequently used to promote employee retention: ∙ Be transparent with your team and constantly make sure they know that you want them to stay ∙ Develop an advisory board, promoting team participation in a company-wide strategic initiative ∙ Create incentives for retirement-age workers to continue working (reduced/ flexible schedule, a mentoring program to pair retirement age workers with those that have less experience) ∙ Ensure your employee performance management process has a focus on each individual’s personal development ∙ Invest in external leadership, training and development resources for your employees ∙ Expand usage of employee rewards programs that captures everyone and not just the company’s top performers ∙ Think outside the box about working remotely – what can be done periodically from home? ∙ Add job perks that are feasible in the manufacturing industry. Strategies like bring your pet to work or casual dress could be implemented. Sleeping pods that are prevalent at tech companies generally ∙ Use training and education programs to increase employee engagement

Battling the Labor Shortage in the Manufacturing Industry

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