Jerry Dolinsky is the CEO. Dozukiis the leading connected workforce solution for enterprise-level manufacturing companies.
Manufacturing companies face major challenges when it comes to retaining talent. As more companies embrace digital transformation, the need to not only attract, but retain skilled workers has never been greater.
High-tech environments like smart factories contribute to higher job satisfaction and retention by improving the quality of work, streamlining processes, and providing on-demand and flexible training. A recent Deloitte study found that high-tech manufacturing environments contributed to higher retention rates and reduced training time for roles such as welding by 50% to 60%.
But how can manufacturers effectively implement these technologies to solve this problem? Here are four key steps to ensure a successful transition.
Step 1: Prepare your company for AI-enabled technology
Effective integration requires a supportive environment that reduces transition friction and retains talent. To ensure a smooth process, please follow these steps:
• Build cross-functional teams. Includes representatives from IT, quality, human resources, communications, and operational technology (OT). This ensures a diverse range of opinions and makes it easier to address potential concerns that might alienate employees.
• Start with strategic pilots. Test AI tools in specific processes, such as process digitization or predictive maintenance, and gather feedback to fine-tune them before implementing them at scale. For example, piloting the use of digital work instructions for machine troubleshooting can streamline how operators handle breakdowns. This reduces recovery time, reduces equipment downtime, and increases worker confidence in new technology.
• Communicate the evolving nature of piloting. Make it clear that process adjustments, such as tweaking digital guides for machine setup, will be made based on employee feedback. This transparency allows employees to feel included, which is critical to retaining a skilled workforce.
• Expand organically. As more team leaders realize the benefits of piloting (such as fewer errors during audits), you can gradually build momentum for your program without overwhelming your employees. Gradually scale up once your employees see the benefits and keep them engaged throughout the transition.
Step 2: Overcome common challenges
Moving forward with AI adoption can present challenges that, if handled incorrectly, can increase attrition rates. Addressing these effectively will create a sense of stability and engagement among employees, increasing retention rates. Here’s how to address these challenges:
• Emphasize the human side of change. Show your team how AI tools can alleviate physically demanding tasks, such as automating work order documentation. This improves safety, reduces injuries, and allows experienced operators to stay on the job longer.
• Promote an environment that is open to feedback. Set up a system where workers can directly input suggestions to improve digital work instructions, such as adjusting step-by-step guides for machine calibration. When these changes are implemented quickly, employees know their opinions matter and feel empowered.
• Start small. Pilots can use digital work instructions to streamline production line setup time. Once operators see a 15% reduction in setup time, they will be more willing to adopt AI tools across other aspects of their role. Get a solid understanding of the first few use cases, then shout it from the rooftops.
Step 3: Focus on data quality and talent acquisition
High-quality data ensures that employees understand the value of their contributions. Adding just one comment to a guide can potentially save you tens of thousands of dollars a year. Data like this can also be used to improve retention rates. Here’s how to ensure and maintain data quality:
• Build master data management capabilities. Maintain accurate data on production metrics such as machine efficiency and training completion rates. This allows operators to make real-time decisions, such as adjusting machine parameters to improve yield.
• Integrate disparate data sources. Use AI to integrate data from your LMS, MES, ERP, and QMS. This provides alerts for retraining to meet audit compliance and notifications when outdated processes are updated. When operators see that these alerts help prevent unexpected breakdowns, they feel more in control of the machine and reduce frustration.
• Implement real-time data updates. It provides live data on metrics like cycle times and defect rates, allowing frontline workers to make instant adjustments. This reduces delays, minimizes downtime, and provides a more stable and predictable work environment. This is key to retaining skilled workers. Ford manufacturing leaders recently held a webinar on how to use vision systems and other AI technologies to improve quality and, in turn, retention.
Step 4: Address concerns about job security and upskilling
When bringing AI into the workplace, addressing fear of losing your job is essential to building trust and engagement with employees. The main actions that manufacturers can take are:
• Emphasize the role of AI as a “co-pilot.” AI is meant to assist employees, not replace them. Highlights how AI can assist manufacturing employees with repetitive tasks, freeing them to focus on more strategic and creative aspects of their roles. As Amazon’s Andy Jassy said in a letter to shareholders, “AI enables our teams to automate repetitive tasks and free up our employees to take on more creative and complex challenges. ” This framework is both empowering and scalable.
• Communicate your focus on empowerment. Emphasize that AI tools are meant to empower employees, not diminish their importance. We’ll show you how AI tools can help improve production line efficiency, including automatic retraining modules that ensure compliance with safety standards. This prevents failures during safety audits and allows employees to feel that their expertise is being enhanced rather than replaced.
• Highlight opportunities for upskilling and strategic growth. We provide training for tasks involving the digitization of process knowledge. Give your employees a clear path to career growth. Some of my company’s clients create trajectory maps for their employees and post them around their facilities. These deliverables can excite new team members to join and increase the likelihood that veteran employees stay and advance within the organization.
conclusion
By taking these four proactive steps, manufacturers can solve their talent crisis while moving toward digital solutions. Technology can increase both efficiency and job satisfaction, but only when combined with a thoughtful, human-centered approach.
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