Transforming Workforce Strategy in Food Manufacturing
At this year’s EATS show, I had the opportunity to speak with Mike Burica, Chief Commercial Officer at WorkForge. His insights shed light on how food manufacturers can navigate workforce challenges through innovative training and culture-building strategies.
Building a Strong Culture
Our conversation focused on culture as an operating system. Burica emphasized the importance of creating trust on the shop floor, retaining institutional knowledge, and translating learning into productivity. The move from event-based training to continuous skill development is crucial as manufacturers face dynamic regulatory environments and labor shortages.
Challenges in Workforce Retention
Mike Burica: “Hearing from customers about their workforce challenges is enlightening. They’re grappling with the impact of federal regulations and how to keep their employees safe while navigating these changes.”
Many manufacturers are dealing with the “silver tsunami,” as nearly half of their workforce is now 45 or older. The conversation has shifted towards long-term workforce strategies rather than short-term hiring solutions.
Data-Driven Training
Burica noted that organizations that analyze their workforce data are significantly more likely to retain employees. For example, a large pet food manufacturer found a 200% increase in employee retention if they could keep an employee during their first year. The training and onboarding process is critical for retention rates.
Misconceptions in Workforce Solutions
MB: “Training is often seen as an afterthought when it should be the foundation of operations. There’s a need to develop relationships with the workforce to reduce turnover.” He outlined three components of trust: safety, job satisfaction, and opportunities for career advancement.
The Role of Management in Retention
Leaders often overlook the impact of behavior on employee retention. Organizations must build a foundation of trust and create a more engaging workplace culture.
Transforming Training into Competency
Burica emphasized the importance of shifting from compliance-focused training to competency-based training. For instance, by implementing better onboarding experiences, employees can gain hands-on experience rather than getting overwhelmed with classroom instruction.
Continuous Learning and Digital Tools
Organizations are beginning to utilize digital tools for ongoing learning. This approach enables workers to gain technical and soft skills, evolving from compliance-focused training to a long-term skill development strategy. Systems like Learning Management Systems (LMS) can be tailored to individual career paths.
Integrating Automation with Workforce Development
Smart training initiatives enhance the effectiveness of automation. For example, providing employees with 3D models of machinery for training insures that they are prepared when they encounter equipment on the floor.
Future-Proofing the Workforce
MB: “Be intentional about your training programs. Investing in employee development can have profound long-term effects on productivity and innovation.” Ensuring that your workforce feels valued and equipped will benefit organizations greatly in the competitive landscape of food manufacturing.
Conclusion
As the food manufacturing industry continues to evolve, leaders must prioritize workforce development through comprehensive, ongoing training efforts. By focusing on building trust, retaining skills, and integrating digital solutions, organizations can enhance their productivity and future-proof their workforce.
