Can you afford the Brain Drain Cost of Turnover: Can you afford the Brain Drain SESSION B TUESDAY OCTOBER 8 11:15 am – 12:15 pm Crockett C

Agree or Disagree? Relentless turnover in the manufacturing industry is threatening companies focused on driving productivity and profitability. Finding talent is one of the biggest challenges in the industry, so losing employees, whether entry level or seasoned, significantly compounds the problem.

Do You Know Where You Stand? What’s your turnover rate? Why are people leaving?

What is Your Career Path? High School Intern Veterans Incumbent Worker Adult Workforce Associate Degree College Degree Career pathing…many ways – time based (degree/formal) vs competency based Multiple on ramps and off ramps allow for individual development plans High School Intern or 2 + 2 training – job shadowing Veterans – (pre) apprenticeships Incumbent workers –OJT Adult workforce career change – OE, Associate Degree 4 Year University - Bachelor

Does your organization have a company-wide plan in place for addressing your skills gaps? 14% Yes we have a company-wide plan filling our skills gaps among skilled workers in critical roles through the next 5 years. 54% No, we do not have a company-wide plan in place for filling our skills gaps among skilled workers in critical roles at this time. One way to assess if you are a Hi Perf. Learning organization is if you have a strategic plan to fill the gap – something more than the “give me a warm body to do the job” Show of hands… No clue –not involved in that part of the business No plan that you are aware of – when people leave we scramble We have a short term plan – go year by year We have a long-term strategy –includes mentoring etc. For those of you without a plan what is the impact? To you… to the organization… to the customer 26% Yes we have a company-wide plan filling our skills gaps among skilled workers in critical roles through the next 12 months. 6% Don’t know

Multigenerational Culture Five generations at once—and the differences among them can be dramatic. How can manufacturers bring these diverse groups together to share their distinct skills and knowledge? One way to assess if you are a Hi Perf. Learning organization is if you have a strategic plan to fill the gap – something more than the “give me a warm body to do the job” Show of hands… No clue –not involved in that part of the business No plan that you are aware of – when people leave we scramble We have a short term plan – go year by year We have a long-term strategy –includes mentoring etc. For those of you without a plan what is the impact? To you… to the organization… to the customer

Millennials: Experience is Everything One way to assess if you are a Hi Perf. Learning organization is if you have a strategic plan to fill the gap – something more than the “give me a warm body to do the job” Show of hands… No clue –not involved in that part of the business No plan that you are aware of – when people leave we scramble We have a short term plan – go year by year We have a long-term strategy –includes mentoring etc. For those of you without a plan what is the impact? To you… to the organization… to the customer

Are you investing enough? | And at the critical times? One way to assess if you are a Hi Perf. Learning organization is if you have a strategic plan to fill the gap – something more than the “give me a warm body to do the job” Show of hands… No clue –not involved in that part of the business No plan that you are aware of – when people leave we scramble We have a short term plan – go year by year We have a long-term strategy –includes mentoring etc. For those of you without a plan what is the impact? To you… to the organization… to the customer

Let’s do the math… WHAT SHOULD BE INCLUDED IN Cost of Training (CoT) Screening Cost Human Resources Time Onboarding Training Temporary Staffing Productivity losses (e.g., machine downtime, safety, scrap, business capacity) Opportunity costs (e.g., lost business due to employment gap One way to assess if you are a Hi Perf. Learning organization is if you have a strategic plan to fill the gap – something more than the “give me a warm body to do the job” Show of hands… No clue –not involved in that part of the business No plan that you are aware of – when people leave we scramble We have a short term plan – go year by year We have a long-term strategy –includes mentoring etc. For those of you without a plan what is the impact? To you… to the organization… to the customer

Are You Calculating All of Your CoT One way to assess if you are a Hi Perf. Learning organization is if you have a strategic plan to fill the gap – something more than the “give me a warm body to do the job” Show of hands… No clue –not involved in that part of the business No plan that you are aware of – when people leave we scramble We have a short term plan – go year by year We have a long-term strategy –includes mentoring etc. For those of you without a plan what is the impact? To you… to the organization… to the customer

Company Self-Assessment To what extent do you set expectations during the hiring process: Always, Sometimes, Never Are new employees put through a strong onboarding program: Always, Sometimes, Never Are career pathways presented clearly and realistically: Always, Sometimes, Never Are informal check-ins part of an employee’s first year: Always, Sometimes, Never Are formal check-ins part of your culture –regardless of position: Always, Sometimes, Never Are new hires assigned mentors: Always, Sometimes, Never Are OJTrainers identified & trained on adult learning practices: Always, Sometimes, Never Is continuous learning encouraged for all employees: Always, Sometimes, Never Do you have formal cross-generational teams: Always, Sometimes, Never One way to assess if you are a Hi Perf. Learning organization is if you have a strategic plan to fill the gap – something more than the “give me a warm body to do the job” Show of hands… No clue –not involved in that part of the business No plan that you are aware of – when people leave we scramble We have a short term plan – go year by year We have a long-term strategy –includes mentoring etc. For those of you without a plan what is the impact? To you… to the organization… to the customer

Strong Learning Culture Investing in your manufacturing workforce by building a strong learning culture with an ongoing, standardized learning and development program, is critical for long-term success. One way to assess if you are a Hi Perf. Learning organization is if you have a strategic plan to fill the gap – something more than the “give me a warm body to do the job” Show of hands… No clue –not involved in that part of the business No plan that you are aware of – when people leave we scramble We have a short term plan – go year by year We have a long-term strategy –includes mentoring etc. For those of you without a plan what is the impact? To you… to the organization… to the customer

Action Steps for Employee Progressions Develop Develop cross-generational teams. Assess Assess the way your leaders “lead.” Provide Provide ongoing development opportunities. Develop and Assign Develop and assign strong trainers and mentors for new hires. Make Make check-ins part of the process. Demonstrate Clearly demonstrate pathways of development in the company. Develop a strong onboarding program. Set Set expectations in the hiring process. Action Steps for Employee Progressions One way to assess if you are a Hi Perf. Learning organization is if you have a strategic plan to fill the gap – something more than the “give me a warm body to do the job” Show of hands… No clue –not involved in that part of the business No plan that you are aware of – when people leave we scramble We have a short term plan – go year by year We have a long-term strategy –includes mentoring etc. For those of you without a plan what is the impact? To you… to the organization… to the customer

The Learning Culture Impact Addressing the Learning Culture Is learning part of your company’s strategic success? Y N Is learning a part of your company’s culture of leadership? Y N Does your company take full use of captive audiences? Y N One way to assess if you are a Hi Perf. Learning organization is if you have a strategic plan to fill the gap – something more than the “give me a warm body to do the job” Show of hands… No clue –not involved in that part of the business No plan that you are aware of – when people leave we scramble We have a short term plan – go year by year We have a long-term strategy –includes mentoring etc. For those of you without a plan what is the impact? To you… to the organization… to the customer Does your company make a great first impression? Y N

The Learning Culture Impact Addressing the Learning Culture Does your company make work educational? Y N Does your company make knowledge sharing an organizational habit? Y N One way to assess if you are a Hi Perf. Learning organization is if you have a strategic plan to fill the gap – something more than the “give me a warm body to do the job” Show of hands… No clue –not involved in that part of the business No plan that you are aware of – when people leave we scramble We have a short term plan – go year by year We have a long-term strategy –includes mentoring etc. For those of you without a plan what is the impact? To you… to the organization… to the customer Does your company make performance management a driver of development? Y N

Be the place to BE!!!

Thank you! Sue Mueller Workforce Development Specialist sue.mueller@toolingu.com (262) 330-2234 Add Lori as well