The Power of Partnerships: Strengthening Employee Retention in Manufacturing

In a recent episode of the Manufacturers Network Podcast, I had a thought-provoking conversation with Ann Franz , Executive Director of the NEW Manufacturing Alliance in Northeast Wisconsin. Ann has been at the forefront of efforts to promote and elevate the #manufacturing sector since 2006. Ann shared valuable insights into how strategic partnerships and community collaboration can play a crucial role in attracting and retaining talent in manufacturing. Here's a breakdown of the key takeaways from our conversation and how you can apply them to strengthen employee retention in your organization.

1. Rebranding Manufacturing Through Collaboration

One of Ann's first steps was to tackle the outdated image of manufacturing. Many still think of manufacturing as dark, dirty, and dangerous—an image far removed from today's reality. Ann partnered with local businesses, schools, and community leaders to showcase the clean, modern, and high-tech environments that characterize #modernmanufacturing facilities.

Key Strategy: Collaborate with local educational institutions, community organizations, and other stakeholders to change perceptions about manufacturing. Hosting open house events, plant tours, and career fairs can help demystify the industry and attract new talent. Engaging with the community helps to build a more accurate, positive image of manufacturing, highlighting its safety, innovation, and potential for growth.

2. Spotlighting Real Stories to Inspire New Talent

The NEW Manufacturing Alliance created the All Stars program to share the real stories of employees who thrive in manufacturing careers. This initiative involves creating videos and career magazines featuring employees aged 18 to 36, showcasing their journeys and passion for their work. These stories inspire new talent and build a sense of pride and community among current employees.

Key Strategy: Use storytelling as a tool to attract and retain talent. Highlighting the experiences and successes of current employees through videos, blog posts, or social media can provide prospective hires with a relatable look at the opportunities within the industry. It also reinforces a positive workplace culture and helps current employees feel valued and appreciated.

3. Building Strong Relationships with Educational Institutions

A critical element of Ann's approach has been forging strong partnerships with K-12 schools, technical colleges, and universities. Programs like Get Real Math bring real-world manufacturing scenarios into the classroom, demonstrating the practical applications of education and making manufacturing careers more accessible and appealing to students from a young age.

Key Strategy: Work closely with local schools and colleges to integrate manufacturing topics into their curricula. Offer internships, apprenticeships, and hands-on learning opportunities that give students a taste of what it's like to work in manufacturing. Building these relationships early can help create a pipeline of skilled workers excited about a manufacturing career.

4. Engaging Parents in the Career Conversation

Parents often play a decisive role in their children's career choices. Recognizing this, the NEW Manufacturing Alliance has prioritized engaging parents through targeted messaging on social media, print media, and direct outreach during events like "Take Your Child to Work Day."

Key Strategy: Develop targeted communication strategies to reach parents, highlighting the benefits and opportunities within the manufacturing industry. By showcasing success stories, competitive salaries, and career advancement opportunities, you can help shift parental perceptions and gain their support in encouraging young people to consider manufacturing careers.

5. Leveraging Industry 4.0 and Continuous Learning

Ann emphasized the importance of embracing Industry 4.0 technologies and fostering a culture of continuous learning. Companies enhance productivity and improve employee satisfaction and retention by offering training in areas such as data analytics, project management, and artificial intelligence (AI).

Key Strategy: Invest in employee development by offering training programs on technical and soft skills. Encouraging continuous learning helps employees feel valued and gives them the tools they need to advance in their careers. This investment in personal and professional growth is a strong motivator for employees to remain with the company.

6. Creating Public-Private Partnerships for Workforce Development

One of Ann's most effective strategies has been creating public-private partnerships to tackle workforce challenges. By bringing together manufacturers, educators, and community leaders, the NEW Manufacturing Alliance has developed innovative programs that meet the needs of all stakeholders.

Key Strategy: Build strong partnerships with community organizations, educational institutions, and government bodies to develop comprehensive workforce development initiatives. These collaborations can provide valuable resources and support, helping to create a skilled, adaptable workforce that meets the needs of today's manufacturing environment.

Looking Ahead: A Collaborative Future for Manufacturing

Ann Franz's insights highlight the transformative power of partnerships in strengthening employee retention in the manufacturing sector. Manufacturers can create a supportive and dynamic environment that attracts and retains top talent by collaborating with local communities, investing in education and continuous learning, and engaging in proactive communication.

To listen to the entire episode: https://player.captivate.fm/episode/a8838150-18fc-4adb-8946-b6878bf63cc3/

#EmployeeRetention #Manufacturing #WorkforceDevelopment #PublicPrivatePartnerships #CommunityEngagement #TalentAttraction #ContinuousLearning #Industry40 #CareerGrowth #STEMEducation