4 Tactics to Stop Your Most Talented Manufacturing Engineers Jumping Ship

Retaining Your Manufacturing Engineering Talent

The landscape for manufacturing engineers is changing. Technology is playing an ever-increasing role in the manufacturing process, and many of the aging workforce are heading for retirement.

For organizations, it is becoming more important than ever to retain the top talent they have. But with increasing competition for talent, how can you ensure your top engineers don’t jump ship?

The Growing Manufacturing Skills Gap

The sophisticated equipment used in many manufacturing processes means the time and resources needed to train manufacturing engineers can be a big cost to many organizations. As such, retaining your talented employees becomes critical to maintaining production and profitability.

One survey by The Manufacturing Institute shows that it takes 70 days to hire skilled manufacturing engineers. Due to the high demand for talent, along with the shortage of skilled candidates, roles can be left unfilled for a long time when they are vacated.

Nurturing and retaining talent becomes even more essential in a skills shortage as it is incredibly difficult to find quality talent to replace manufacturing engineers who leave.

4 Employee Retention Tactics to Keep Your Best Manufacturing Engineers

When looking to protect your top manufacturing engineering talent from your rivals, there are some clear tactics you can put in place to help retain your talents.

1.     Training

With the current skills gap in engineering, retraining and upskilling talent is essential to retention strategies. This will help to ensure that there are viable candidates in your organization to replace the aging workforce as they retire.

Training not only helps you avoid the tight skills market, but also incentivizes talent to stick around. Learning new skills and the opportunity for career progression will help employees value your organization – and they will appreciate the dedication to their careers that this demonstrates.

2.     Add Benefits

Think beyond salary when you are considering how to retain employees. Yes, money is an important factor for many, but so is having a healthy work-life balance and being able to enjoy coming to work.

Examples of benefits you can offer your manufacturing engineers include:

  • Flexible or remote working options: For manufacturing where engineers often need to be on-site, this can be difficult to incorporate. But, where possible, allow your employees to work flexibly to create a healthy work-life balance.
  • Early leaving: After a long week, having a shorter workday on Fridays can be hugely beneficial to an employee’s well-being.
  • On-site amenities: Your manufacturing engineers spend a large chunk of their life at work. Try to make this as comfortable as possible for them by providing on-site amenities. These can range from things such as free tea and coffee to an on-site gym, or day care facilities for employees with young children.

3.     Maintain Competitive Salaries

Low salaries are a common reason for manufacturing engineers leaving their jobs. In manufacturing, where demand for talent is high, you must offer fair compensation to your employees. Ensure that your salaries are at least in line with those paid by your competitors. Ensure that you have regular pay reviews for your employees. Loyal employees should be fairly rewarded with pay increases.

4.     Eliminate Barriers in Your Workplace

On average, workers spend four hours per week in their workplace looking for the information they need to complete tasks. This is incredibly frustrating for your engineers and poor use of their time. Create tools, systems, and devices in your workplaces that make it easier for your manufacturing engineers to do their jobs. Not only will this make your employees happier in their work, but it will also increase productivity.

To Sum Up

The US is experiencing an engineering skills shortage. Therefore, hiring, nurturing, and retaining manufacturing engineering talent within your organization is crucial. It should be a key strategy that helps to futureproof your business.

Assess what your manufacturing engineers expect from their roles. Compensate your employees fairly, make their jobs easier by having the correct systems in place, and offer benefits to entice them into sticking around.

For help finding talented, career-minded candidates who desire to work for you, contact MForce today.