The Next Generation Of Industry Leadership In Manufacturing
Manufacturers everywhere are facing a real challenge: attracting and keeping younger talent. According to 2023 Bureau of Labor Statistics (BLS) data, the median age of U.S. manufacturing workers is 44.1 years, which is older than the overall average of 42.1. Even more telling, just 8.9% of manufacturing workers are between 16 and 24 years old.
Finding the right candidates has never been easy, but in an industry that has become less appealing to Gen-Z talent, it’s even tougher. As baby boomers retire and Gen-Xers start planning for their own career transitions, manufacturing leaders are left wondering how to fill the gap.
This isn’t about making the industry a popularity contest; it’s about ensuring manufacturers have the skilled people they need to keep improving, innovating and delivering. New talent brings fresh ideas, offers the opportunity to evolve company culture and supports long-term business success. Without consistent hiring from Gen-Y (Millennials), Gen-Z and, eventually, Gen-Alpha, manufacturers could face a workforce crisis.
Many leaders recognize the issue, with 91% acknowledging the need to appeal to Zoomers and Millennials by enriching their digital experiences. But acknowledging the problem and taking action are two different things.
The Way Forward
To address this talent gap, manufacturers should focus on two things: closing the technology gap and improving the employee experience.
On the technology side, manufacturing should be at the forefront of advancements like generative AI, advanced operations management platforms, robotics and automation. But that’s often not the case. While some manufacturers have embraced these technologies, many are still lagging. According to my company’s 2023 research, 31% of manufacturers still rely on non-digital methods for collecting data, and only 34% are prepared to take advantage of AI and machine learning. Bridging this gap should be the priority.
The second area to address is the workforce itself. How manufacturers treat their employees sends a clear message to potential hires. Companies that offer ongoing learning opportunities, promote work-life balance and actively seek feedback from their teams demonstrate their commitment to creating desirable workplaces. This helps retain current employees and attract new talent.
Lastly, it’s up to leaders to advocate for the industry. Manufacturing plays a critical role in producing many of the everyday items we rely on: the cars we drive, the smartphones we can’t live without, the clothes we wear and more. Leaders should take pride in this, talk about it and help reshape the perception of manufacturing. Networking, community involvement and simply getting the word out can make a real difference in showing how rewarding a career in this field can be.
Preparing For The Future
Manufacturers already plan for future production, inventory and customer needs. Now, it’s time to start planning for the future workforce. This requires internal improvements, both in technology and in how employees are treated, while showing a clear vision for the road ahead.
A mindset of continuous improvement can help leaders connect with younger generations, showing them that the organization is adaptable and ready for what’s next. Attracting new talent isn’t about following trends; it’s about demonstrating a commitment to growth and innovation and creating a workplace where people want to build their careers.
