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Standard of Excellence: Finding and Developing Future Leaders in Manufacturing

This is the last installment of my three columns on finding, hiring, and keeping key people in the manufacturing industry. This column looks at hiring and nurturing new employees and showing them how working in manufacturing can be a challenging but productive and exciting career.

Finding the right people is only half the battle. The other challenge lies in developing their skills and preparing them for leadership, which ensures that your company remains competitive and creates a sustainable pipeline of talent ready to take on tomorrow’s challenges.

Identifying the right talent begins with an understanding of the skills and attributes essential for success. While technical skills are crucial, equally important are soft skills, such as problem-solving, communication, and teamwork.

Define the ideal candidate profile: This should include not just the technical skills required, but also the personality traits and values that align with your company’s culture. For example, in a high-paced manufacturing environment, the ability to adapt quickly and work under pressure is often more valuable than technical expertise alone.

Leverage multiple recruitment channels: Cast a wide net by using traditional job boards, industry-specific platforms, and social media. However, don’t overlook the value of employee referrals. Often, your best employees can lead you to high-quality candidates.

Screen for cultural fit: During the interview process, assess not only the candidate’s technical abilities but also their fit with your company culture through behavioral interviews by asking candidates to provide examples of how they’ve previously managed specific situations. Look for signs that indicate they align with your company’s core values and whether they have the potential to thrive in your environment.

Structured onboarding program: Once you’ve found the right candidates, a structured onboarding program is essential to help them acclimate. This program should include an introduction to your company’s history, mission, and values, as well as a comprehensive overview of the manufacturing processes they will be involved in. The aim is to create a welcoming, appreciative environment where individuals understand their roles and responsibilities.

Initial technical training: Depending on the complexity of the manufacturing processes, initial technical training may vary from a few days to several weeks. This training should be hands on, giving new hires practical experience guided by experienced team members. Consider pairing new employees with a mentor to provide ongoing support and guidance during this critical period.

Setting clear expectations: Set clear expectations for performance, behavior, and career progression from day one. New hires need to grasp the evaluation process and advancement opportunities.

This transparency helps align their efforts with the company’s goals and fosters a sense of ownership over their career development. Continuous development is key to maintaining a competitive edge. Investing in your employees’ ongoing education and skill enhancement not only improves their performance, but also prepares them for leadership roles.

Regular training programs: Implement regular training programs to enhance employees’ technical skills. This could include workshops, online courses, or certifications. Encourage employees to take the initiative in their learning, but also provide structured opportunities for them to acquire new skills.

Cross-training opportunities: Cross-training broadens employees’ skill sets and increases their versatility. By exposing them to different areas of the manufacturing process, they gain a deeper understanding of how various functions interrelate, making them more effective in their current roles and better prepared for management positions.

Soft skills development: Developing soft skills is equally important for those who want to move into management. Offer training in leadership, communication, conflict resolution, and time management. Workshops, seminars, and mentoring programs can develop these skills.

A clearly defined career path is essential for motivating employees and retaining top talent. When employees can see a clear trajectory for growth, they are more likely to stay engaged and committed to their work.

 Define the stages of career progression, from entry-level positions to management roles. Outline the skills, experience, and performance metrics required to advance. This provides employees with a roadmap and helps them set realistic goals.

Regular performance reviews: Conduct regular performance reviews to assess progress. Reviews should be an open dialogue where employees can discuss their career aspirations, receive constructive feedback, and identify areas for improvement. Use these reviews to set clear, achievable goals for the next stage of their development.

Promotion and succession planning: Look beyond employees’ current performance and consider their leadership potential. Succession planning should be an integral part of your talent management strategy, ensuring that you have a pipeline of qualified candidates ready to step into management roles as they become available.

Establish a mentorship program: A mentorship program can accelerate the development of future leaders. Pair aspiring leaders with experienced managers who can provide insights into the company’s operations, offer advice on career decisions and help mentees develop the leadership skills for management roles.

Leadership training programs: Implement formal leadership training programs. These programs should cover strategic thinking, decision-making, team building, and change management. Provide opportunities for aspiring leaders to apply these skills in real-world scenarios, such as leading a project or managing a small team.

Creating a culture that values growth and development is essential to nurture future leaders. When a company is invested in its workers’ success, employees are more likely to invest their time and effort into their development.

Celebrate achievements: Recognize and celebrate employee milestones. This could be in the form of public recognition, awards, or bonuses. Celebrating these achievements reinforces the value of hard work and dedication and motivates others to strive for similar success.

Promote from within: Whenever possible, promote from within the company. This not only rewards loyal employees but also shows that there are opportunities for advancement. When employees see their peers moving up the ladder, it reinforces the idea that hard work and commitment can lead to career growth.

Provide growth opportunities: These could include challenging projects, new responsibilities, or opportunities to lead initiatives. These opportunities keep employees engaged and prepare them for the next step in their careers.

Finding and hiring the right people is just the beginning. By creating a structured, supportive environment that values learning and development, you not only enhance your company’s performance but also cultivate the next generation of leaders who will drive your success in the years to come.

Anaya Vardya is president and CEO of American Standard Circuits; co-author of The Printed Circuit Designer’s Guide to… Fundamentals of RF/Microwave PCBs and Flex and Rigid-Flex Fundamentals. He is the author of Thermal Management: A Fabricator's Perspective and The Companion Guide to Flex and Rigid-Flex Fundamentals .Visit I-007eBooks.com to download these and other free, educational titles.