Wisconsin Manufacturing Employees want Engagement at Work
According to a Gallup® poll of U.S. workers spanning 12 types of occupations, manufacturing employees came in dead last when it comes to being engaged at work. In fact, only one in four manufacturing workers report being engaged at work.
What’s more, the survey found that production workers, 26 percent in fact, are among the most likely to be actively disengaged and emotionally disconnected from their work.
So, why the disconnect?
Multiple factors such as poor leadership, lack of skills, minimal experience, poor communication, and the lack of ownership style thinking within the workplace all help contribute to the disconnect.
However, We know that companies with highly engaged, happy employees are reaping the benefits—they report:
- Higher productivity
- Better retention
- Lower costs
- And an overall healthier bottom line.
Benefits of Happy Wisconsin Employees
It likely goes without saying, but employees that are happy at work are reaping the benefits too. According to an article posted by the American Psychological Association®, employees who like their jobs are twice as likely to thrive in their overall lives—they have:
- Stronger relationships
- Better money management skills
- And, better overall health.
Improved Manufacturing Production
Happy employees also tend to be better producers—in part because they take fewer sick days but also because they tend to work both harder and smarter on the job.
So it only makes sense that we’d want to dedicate time and resources toward boosting the morale of our Wisconsin workforce. Here are a few ideas you can use to improve the happiness of your workforce and in turn, your company’s bottom line.
Simple ways to boost manufacturing employees’ morale
There are a variety of ways you can boost your employees’ morale—some are specific to manufacturing and production and some could apply to all occupations. Have a read and see if some apply to your organization:
- Be inclusive: Include all applicable employees in staff or production meetings, if possible. Allow staff to listen, offer input, provide suggestions and bring issues to the table. If your company is simply to large to accommodate such an assembly, poll or survey your staff to garner their input—and do your part by providing them continuous feedback and updates as well. It’s all about listening to what your employees have to say, valuing it and taking action based on their feedback when appropriate.
- Provide ownership: You can drive accountability within your business by encouraging individuals to own their own personal role in meeting company goals. Dashboards or scorecards make great visual reminders of plant objectives—think quality, service, safety and more. Ask each employee to identify how they as individuals can contribute to these goals and then hold them accountable for doing so. Revisit their commitment during employee reviews, department meetings and more. And then put your money where your mouth is by linking performance and goal meeting with compensation or other rewards.
- Acknowledge a job well done: Recognition comes in all forms. And what works for some, doesn’t necessarily work for others. Find out how your employees like to be recognized for a job well done by asking. Perhaps some prefer a public acknowledgment. Others, a handwritten thank you. And for others still, maybe its money that talks. Regardless, showing a little appreciation makes your employees feel valued and encourages a repeat performance.
Do you know someone looking for a career opportunity at a place of employment known for happy, dedicated and engaged employees?
Check out C.R.E.W.’s list of open positions.