Building an innovative workplace reputation
By EMCFood Food & Beverage
EMC hosted Maxine Labbe, Montana HR, and Daniel Goulet, Systemair at a recent event. Here we look at an overview of that discussion.
In today’s employment landscape, job seekers are only interested in positions that provide them with a tangible benefit to their career. Disposable, low-pay roles have become obsolete — modern workers want secure, sustainable employment that can increase their sense of worth in addition to fair compensation.
Meeting job seekers’ expectations can be difficult for manufacturers who haven’t kept up with timely employment trends but moving past long-held employment practices and embracing change is critical to attracting modern workers. By stoking a culture of progress, ambition, and mutual success in their workplaces, manufacturers can appeal to today’s workers, keep them onboard, and secure their engagement and motivation.
Understanding your workplace’s existing culture is necessary to advancing it. Consider the wants and needs of your current workers. Consider the new kind of worker that you’re looking to attract. How are the expectations of each of these groups being met? Do you have a strong grasp of your existing and potential employees’ values and demands? Remember that modern manufacturing workers are opinionated, informed, and well-connected with their peers; if they feel in any way under served, they won’t be interested in your business, regardless of how successful it is.
To overcome ambiguities in your workplace’s culture, perform a cultural assessment — a detailed analysis of your labour bases’ satisfaction with their jobs. Having this information will allow you to make accurate improvements to your company’s culture and will demonstrate to job seekers both your timeliness and your willingness to improve. Hold cultural assessments at your organization regularly to prevent your culture from falling behind, and you’ll easily build an innovative reputation with modern job seekers.
Keep in mind that effective employment is not only limited to recruitment. Once employed, workers must stay passionate and engaged to meet their potential and maintain productivity. When performing your regular cultural assessments, aim to gain an understanding of your employees as individuals instead of a collective. Offering personalized benefits to employees makes them feel valued beyond their technical abilities and provides them with an incentive to remain loyal to your organization.
Trust is tantamount to a worker’s motivation — they must feel as though decisions are being made in their best interests by employers. Stay aligned with these values by promoting changes that affect your workers directly: fair compensation, stable job security, effective safety measures, and equitable treatment. Employees (especially new employees) that can experience these benefits firsthand will see the value in working at your business and will become invested in your organization’s success.
Meeting the demands and expectations of modern workers is one of the strongest competitive advantages an organization can have. Employees from any background and in any department or industry will always see the value of an employer that takes a genuine interest in their individual progress and will understand how the success of their business is interwoven with their own personal achievement. Make the effort to communicate, analyze, and recognize your employees regularly, and you’ll find that your workplace’s culture is conducive to long-term engagement and productivity.
Article provided by Excellence in Manufacturing Consortium (EMC).