They're Just Not That Into You: What To Do When Engagement Is Low

How engaged are your frontline workers? The answer may surprise you.?

According to a 2020 Global Workday report , 34% of manufacturing employees feel engaged, but a concerning 65% feel disengaged to some extent. This disengagement poses a risk, with employees potentially seeking opportunities elsewhere, especially amidst the manufacturing industry’s ongoing labor shortage .?

Given the stakes, it’s imperative that manufacturing companies invest in frontline engagement, not only to keep up with the demands of doing business but also to meaningfully improve workers’ experiences.

In our latest edition of "Engineering 365" we're going to explore ways to keep our existing workforce engaged and what we can do to retain and attract the very best to our organizations. According to the US Chamber of Commerce , as of March 2023, there were 693,000 open manufacturing jobs. How do you rise above the masses and stick out as a "Top Place to Work"? At the end of this article, you'll have some insight into how to make that happen.

The Undeniable Impact of Employee Engagement

It should, of course, be the aim of every manufacturing company to create a happy and healthy workplace environment and to provide the best possible experience to its frontline workers. Improving employee engagement is a key part of this. But in addition to the human element, frontline employee engagement also has tangible business benefits:

• A 2018 Gallup report shows that companies with high employee engagement saw substantially better customer engagement, higher productivity, better employee retention, fewer accidents and a 21% increase in profitability.
• Gallup’s State of the Global Workplace report also found that businesses that actively engage their employees see an 18% decrease in staff turnover.
• According to Manufacturing Digital , engaged employees have productivity rates that are 70% higher than those of non-engaged workers. They also enjoy a 78% higher safety record, 70% lower employee turnover, 86% greater customer satisfaction and 44% greater profitability.

The Root Of It All

Hiring managers aiming to enhance frontline employee engagement need to first pinpoint the root causes of disengagement. Here are a few key obstacles:

• Lack of Purpose or Meaning:The "Great Reflection" phenomenon, as termed by Gartner, highlights a shift in job perspectives post-COVID-19. Many are now seeking roles that resonate more with their personal values.
• Communication Gaps:Rapid production demands real-time communication. The absence of clear guidance can hinder success and collaboration.
• Stagnant Job Growth:Repetitive tasks without growth opportunities can lead to boredom and dissatisfaction.
• Absence of Respect & Recognition:Frontline workers, being pivotal to production, deserve acknowledgment. A survey revealed 46% left jobs due to lack of support, while 65% would exert more effort if recognized by management.
• Feedback Deficiency:Employees seek performance feedback to progress in their careers. Lack of it can result in demotivation.
• Inadequate Management & Leadership:Effective management is crucial for a positive work experience. Micromanagement and non-transparent decisions can be detrimental.

Spotlight on Stryker: A Model for Employee Engagement

Stryker, a global medical device manufacturer , stands out with its exceptional employee engagement strategies. 90% of their employees say this is a great place to work and 92% state that they feel their work makes a difference.

What sets Stryker apart from its competitors? Let's delve into their unique practices:

1. Cultivating the Right Culture:

• Stryker's senior director of operations, Eamonn Nestor, emphasizes the significance of a top-down culture that prioritizes engagement. Unlike many companies that treat engagement as a fleeting trend, Stryker embeds it into its brand identity, making it an attractive proposition for potential talent.

2. Data-Driven Insights:

• Stryker collaborates with Gallup to utilize the Q12 employee assessment. This tool aids in identifying workplace stressors, allowing the company to act on feedback and implement company-wide improvements.

3. Empowering Managers:

• Implementing a strengths and engagement program for managers is a cornerstone of Stryker's strategy. By uplifting and empowering their best managers, Stryker ensures that engagement is not just a top-down directive but a lived experience.

4. Transparent Communication:

• Regular town halls are conducted where leadership discusses employee engagement metrics, addresses concerns highlighted by the data, and engages in open dialogue with employees.

5. Strategic Hiring:

• Unique to the manufacturing sector, Stryker employs Gallup's pre-hire selection assessments for both employees and managers. This ensures that they onboard individuals who are not only engaged themselves but also have the potential to engage their peers.

6. The Human Touch:

• The best managers at Stryker go the extra mile. They stay beyond their shifts to interact with the second shift, ensuring they are present and visible to all employees. Their commitment is evident in the small yet impactful gestures, like knowing every single employee's name, even in facilities with up to 1,500 employees. This personal touch fosters a sense of belonging, ensuring employees feel valued and not just another number.

While Stryker's practices are commendable, they are not alone in their quest for exceptional employee engagement. Several companies are adopting similar techniques, driven by dedicated managers who understand the value of genuine human connections. Their secret sauce? A blend of purpose-driven culture, data-backed insights, empowered leadership, transparent communication, strategic hiring, and a genuine human touch. If employee engagement is high on your "To-Do" list in 2024, we've got a tool for you.

Ready to elevate your employee engagement? Dive into our 'Elite Candidate Attraction' tool tailored for HR teams in the manufacturing sector. In just 2 minutes, gain insights to boost engagement and reduce turnover. Plus, receive a customized report for your team. See the link below.

https://cts-talentscorecard.scoreapp.com

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