Manufacturers around the world are facing a new problem. After years of decreased staff on the shop floor, workers around the world have started leaving in droves. Months of record resignations in a row may have left you concerned.
Talking heads from across the political spectrum have more than reveled in the mud-slinging and finger pointing. They are quickly simplifying a complex issue by blaming everything from poor work ethic to free government handouts.
Regardless of the complexities, the truth is that most employees have come to expect more from their employers.
Of course, these are not new problems in a manufactory shop floor. Our blog posted about it in May. However, the issue in keeping talent across all business units seems to have made the matter worse. Like supply chain issues weren’t giving you enough headaches…
This begs the question: What else can you do to avoid the dangers of the Great Resignation?
Of course, like with any problem, the first step should be to understand why it happened so that you can ensure it doesn’t happen again. The simplest answer is that people leave for better. But better what?
Here, it helps to understand the core reasons that a staff member may choose to leave your firm. Are they:
With a better understanding of the reasons that most staff are looking to change shores, you can begin the process of making them realize why your grass is greener.
Resolving this issue usually requires two tools: Management Culture and Technology
Let’s start off by discussing the role of the manager, or the management culture of your firm and how it can improve your staff retention rates. Then, we can talk about how the technology you use can help keep staff where you need them.
The old adage is: “People don’t leave bad jobs; they leave bad bosses”. So, what can you do to improve the cultural feel in your workplace?
In this regard, some of the steps you took to ensure employee productivity may be the culprit. Or perhaps your managers are also feeling the burnout and not adapting well to remotely managing their team. Here are a few examples of ways that managers can encourage retention:
Technology will always disrupt business as usual. New inventions can either help a business thrive or accelerate its descent. The path it takes all comes down to how those inventions are implemented.
With technology actually being one of the issues that has left staff frustrated enough to leave a company, what tech you use can be a key motivator. For example, the spy-type software used to keep tabs on workers pushed staff away instead of moving them to produce more, which is your ultimate goal.
Here, the technology you use to help with managing and communicating with your employees is of vital importance. In other words, better tech leads to better retention. Things like:
While the reasons for a resignation can be varied, better management and better technology will improve your retention rates, which also attracts more talent to your manufactory.
Friendlier, flexible, and empowering management help create a better work environment, which leads to improved productivity and a deeper investment in your company.
These improvements can be helped along with better tech tools, like an ERP system that helps you keep track of your employee productivity, improved communications, skill tracking, timekeeping, and scheduling.
For more information about how OnRamp ERP software can add value to your business fill in the contact form below. A member of our support team will contact you within 1 business day to discuss any questions you have.