Manufacture Smarter Blog

Keep Your Employees Engaged – Before It’s Too Late

10/26/2018 By: Mike Beels Although many don’t realize it, one of the most valuable assets a company can have is its personnel. The staff can make or break a business based on their level of commitment, motivation and interest in their work. While engaging employees already is a complicated skill to master, incoming generations of workers are bringing with them new expectations and desires for the workplace, making it even more difficult to keep all employees engaged. In fact, the number of employees looking to leave their current job is higher among millennials, with 48% saying they will likely look for a new job in the next three months and 56% in the next 12 months.

The Power of Policy Deployment for Your Business

7/27/2018 By: Miguel Gomez What is the vision that drives your company? Why do you operate each day? What do you hope to achieve? Do your employees have the same goals? Many organizations find that their larger company visions can be forgotten in day-to-day firefighting. This is detrimental to success as workers at every level are left unaware of what they should be doing or how their work contributes to larger business goals. How can your company make sure your corporate vision is clearly understood and followed throughout the entire organization? The answer lies in policy deployment.

Disengaged Employees? This Post Is for You

1/5/2018 By: Mike Beels Most organizations now know the importance of having an engaged workforce, largely due to the undeniable link between engagement and profitability. Workforce engagement can be described as a combination of commitment to the organization and its values and a willingness to help colleagues. Essentially, it is interpreted as the execution of discretionary effort. Engagement is something the employee has to offer to the employer; it cannot be taught and it cannot be required. Casual observation will not necessarily detect a disengaged employee.

Engaging Your Evolving Workforce

6/9/2017 Four Steps to Propel Success By: Jamie Headley For the first time in our nation’s history, four generations (and soon to be five) work alongside each other. Manufacturers now find themselves trying to balance age gaps that can span upwards of 50 years between the youngest and oldest employees. What can be done so every generation of your workforce is engaged? Here are four key actions that management should take to help their employees thrive: 1. Embrace different values – Each generation brings an array of skills and experience to the workplace.

Retiring Baby Boomers: Filling the Void & Attracting Good Employees

7/8/2016 For years, the retirement of the baby boom generation has been a large topic of discussion and a looming economic threat. Now, that dreaded time is upon us. Baby Boomers, those born between 1946 and 1964, are retiring in droves – to the tune of about 10,000 a day! Barry Bluestone, Dean of the School of Public Policy and Urban Affairs at Northeastern University, predicted labor shortages of more than 5 million over eight years in an article written in 2010. Even manufacturing, which lost millions of jobs over the last decade, is projected to need 100,000 jobs over the next 10 years, many of them due to retiring workers.

Leadership and the 10 Fatal Flaws

4/22/2016 Poor leadership when business is good can be hidden, but poor leadership in bad times is a recipe for disaster. No matter how qualified an individual is to hold a position, or how prominent that position may be, they are still human like everyone else and have flaws. Zenger and Folkman, in their book The Extraordinary Leader, observed that people challenged to improve their leadership effectiveness found that focusing on weaknesses is often the best approach to improvement. Weaknesses have a dramatic negative impact on perceptions of overall leadership effectiveness.

Innovation and the ‘Org’ Chart

11/13/2015 As the manufacturing industry faces a near crisis in talent, companies are going to great lengths to attract the right people. It’s often costly – I’ve heard of some extremely attractive 401k matching programs, pay-for-performance bonuses, tuition reimbursement, health care benefits and the list goes on. How can you attract the right people without continuing to up the ante? An analogy may be helpful:  Before inventing the Model T, Henry Ford asked people what they wanted and the answer was “a faster horse”.

Workforce Engagement: How Important Is It To Your Organization?

6/26/2015 Workforce engagement can be interpreted as the execution of discretionary effort. It can be seen as a combination of commitment to the organization and its values, plus a willingness to help colleagues. It is important to note it is NOT the same as employee satisfaction. Thirty years of research tells us a satisfied employee is not necessarily a productive one. Employee Engagement Types Highly Engaged Employees are truly connected and committed to their organizations. They can be described as “the good soldier” and believe in the organization's goals.