Gen Z at Work: Building the Future of Manufacturing
The future of manufacturing is looking up. According to our Q3 Net Employment outlook report, there has been an increase of 24% for NEO for the Manufacturing industry in Ireland. Now with a NEO standing at 38%, it is the most competitive industry in Ireland for hiring. Although there is a positive projection for hiring within this industry, there is still a massive talent shortage at 82% for these skills.
Gen Z to the Rescue?
The youngest generation of workers, Gen Z, may not typically pick manufacturing as their top job destination. According to McKinsey, 47% of Gen Z respondents claim to be interested in working in manufacturing, but they have concerns about the industry’s image and outdated perceptions of the types of jobs available.
Instead of working on an assembly line, a role in today’s manufacturing environment is more likely to involve a variety of activities, from operating advanced machinery, analyzing real-time data, maintaining digital records, and ensuring top-tier quality control.
Communicating this reality is job one for manufacturing employers.
What’s Different About Gen Z?
Our Global Talent Barometer report surveyed the attitudes and opinions of workers and divided the responses by industry, role, and age group. In it, Gen Z men and women reported the highest level of stress of any age group, and Gen Z men reported the lowest level of job satisfaction.
Disillusionment with jobs –
Half of Gen Z workers say their 9 to 5s have a negative impact on their mental health (49%) according to a recent study. An even larger number (60%) describe traditional 9 to 5 jobs as “soul-sucking,” with 43% saying they have no desire to work a traditional 9 to 5 job at all. They’re not afraid to walk away either: 30% have quit a jo because their employer has not taken action on an issue of importance to them.
Mental health issues –
In a joint Gallup/Walton Family Foundation report, just 15% of 18- to 26-year-olds rate their current mental health as excellent. In contrast, 52% of this age group rated their mental health as excellent in 2013. Depression is also growing among this age group. Young adults under 25 are twice as likely to experience depression as those over 25.
Better work/life balance –7 out of 10 Gen Z workers say that they prioritize family and relationships over career. Some of this attitude may have been formed during the pandemic. Gen Z has likely seen parents or older siblings work from home during Covid-19 and may have never worked in a physical office themselves. Research has shown that a flexible schedule is important to this age group, with one of many studies, revealing that 71% of young job seekers are more likely to apply for jobs with a flexible schedule.
Interestingly, however, this same study found that only 14% of students and new grads wanted a job that was fully remote. They recognize the value, both personally and professionally, that comes with in-person work.
How to Attract Gen Z to Manufacturing Jobs
1. Emphasize Technology and Innovation
Gen Z, born between 1997 and 2012, is the first truly digital-native generation. They have grown up with technology at their fingertips and expect their workplaces to reflect this. Employers should portray the manufacturing workplace as an exciting environment populated by advanced technologies such as automation, artificial intelligence, and IoT (Internet of Things). This is known as creating an employer value proposition.
2. Offer Career Development and Advancement
Gen Zers are highly focused on bettering themselves. According to LinkedIn Learning, this generation outpaces all other age groups when it comes to a passion for career-focused learning.
One report found that 80% of Gen Z workers would prefer a job that allows them to explore many new skillsover one that requires them to focus on a single task.
Manufacturing companies can attract Gen Z by offering clear career paths, mentorship programs, and ongoing training to help them develop new skills and advance in their careers.
3. Focus on Health and Well-being
Mental and physical well-being go hand-in-hand, but mental health is frequently glossed over. With Gen Z, a focus on mental health is more important than ever. In addition to including mental health resources as part of your employee benefit package, there are informal measures you can adopt to address well-being.
Allow employees to take mental health days to unplug and lower stress levels. It's well known that work-related stress impacts job performance, productivity, work engagement, and communication.
Consider a holistic health and wellness program (think gym memberships, guided meditation sessions, yoga, fitness challenges, etc.)
Institute basic, organization-wide prevention strategies, such as ensuring workload and working conditions are in line.
This step is crucial for employers to address. A three-year U.K. study found that those in their early twenties are more likely to be out of work due to ill health than those in their early forties. This finding marks a significant shift from the long-standing trend where older age groups were more prone to unemployment due to (physical or mental) health issues.
4. Promote Work-Life Balance and Flexibility
Flexibility and work-life balance are not only highly valued by Gen Z, they can enhance mental health and well-being.
Here are some measures to consider:
Implement flexible shift scheduling, permitting employees to choose their start and end times within a given range. This flexibility can help accommodate personal commitments like childcare or commuting preferences.
Allow employees to swap shifts with each other, subject to managerial approval. This can help employees manage personal appointments or family responsibilities without taking time off.
Offer creative workweek options like four 10-hour days or three 12-hour days, allowing employees to have longer weekends or more days off during the week.
5. Highlight Purpose and Meaning
Gen Z workers are motivated by purpose and meaning in their work. They want to know that their job has a positive impact on society and the environment.In a Deloitte report, 86% of Gen Zers said that a sense of purpose is key to job satisfaction.
Manufacturing companies can appeal to this preference by emphasizing their commitment to sustainability, ethical practices and community involvement.
6. Foster a Diverse and Inclusive Workplace
Diversity and inclusion are important values for Gen Z. Nearly two-thirds of Gen Zs and millennials (63%) believe business has the ability to influence social equality. But in ManpowerGroup’s report, The New Human Age, 68% of Gen Z workers say they’re not satisfied with their organization’s progress in creating a diverse and inclusive work environment. The focus on diversity is only natural for a generation where 48% identify as racially or ethnically diverse.
To Sum it Up
By understanding and addressing the unique expectations and priorities of Gen Z, manufacturing companies can create a workplace that resonates with this generation. Embracing technology and innovation, offering career development, promoting work-life balance, highlighting purpose, fostering diversity, and enhancing engagement are key strategies to attract this valuable generation.
How Manpower Can Help
From finding skilled talent to onsite team management to the latest industry insights and research, we see all parts of the manufacturing talent ecosystem. Find out what we can do for you.