According to the National Association of Manufacturers Q1 2023 Manufacturers’ Outlook Survey, approximately 47% of firms offer flexible scheduling to production workers. The tight labor market was one of the top reasons.
According to a 2023 study by The Manufacturing Institute and Colonial Life, approximately 50% of manufacturing employees cite flexibility as a reason they remain with their employer. Also, approximately 64% of employees would look for flexibility in their next role. These results show that letting manufacturing employees address personal priorities while meeting business and professional goals increases job satisfaction, employee morale, and attraction and retention rates.
Benefits of Providing Flexibility for Your Manufacturing Workforce
Providing flexibility for your manufacturing workforce provides diverse benefits:
- Attractive company culture: Offering flexibility shows your manufacturing firm values its workforce and helps meet employee needs.
- Greater workforce equity: Most non-office employees desire flexibility to support work-life structure.
- Wider talent pools: Flexibility provides greater access to qualified candidates who need reliable child care, elder care, and transportation to work.
- Increased engagement: Having more control over work hours strengthens employee engagement.
- Elevated productivity: Increasing autonomy encourages employees to help reach business goals.
- Stronger employee retention: Most manufacturing employees remain with their employers when they have adequate flexibility.
Creative Strategies to Provide Flexibility for Your Manufacturing Workforce
Differences in production needs and timelines require customized solutions to offer flexibility for your manufacturing employees. Therefore, testing flexibility options, especially for production employees, can be beneficial.
Offer flexibility case by case
Consider granting flexibility on a case-by-case basis. For instance, you might let employees leave early the day before a holiday if production needs are met. Or, you could let employees work on different business units based on production needs.
Implement shift swapping
Shift swapping lets manufacturing employees exchange shifts with supervisor approval. The employees must have the skills to complete the tasks during the swapped shift and work the required number of hours for the week.
Form a team of floaters
You might let a team of floaters work flexible schedules:
- Offer shifts in 4-hour blocks.
- Require a minimum of 16 and a maximum of 29 hours weekly per floater.
- Floaters who take different shifts and develop diverse skills increase their value to your organization.
Request workforce feedback on flexibility needs
Ask your manufacturing workforce for constructive feedback on their needs for flexibility:
- Send employee engagement surveys to start discussions on flexibility preferences.
- Conduct a feasibility study to determine how production needs would be met if certain flexibility options were implemented.
- Organize a working group to explore the feasibility study results, such as testing 4-day workweeks with 10-hour workdays.
- Send an employee survey based on the working group’s recommendations to assess interest.
- Implement the most desired work model for 6 months.
- Evaluate the work model to determine its effectiveness.
- Implement changes as needed.
Work with a Manufacturing Staffing Agency
Partner with Connectology to hire temporary workers and provide flexibility for your manufacturing workforce in Wisconsin or Minnesota. Contact us to find out more today.
