Employee Engagement Techniques - Global Manufacturing Organizations
Failing to recruit, engage and then retain young talent is integral for manufacturers to survive. Manufacturing is already looking at a predicted shortage of 2.4 million workers over the next ten years, according to research from Deloitte and The Manufacturing Institute. Eighty-nine percent of executives agree there is already a talent shortage in the manufacturing sector, with firms struggling to find skilled labor to operate emerging technologies, according to that same report. Two examples of manufacturing organizations, globally, that are engaging and retaining employees are Saint Gobain and Mars. We have included, where available, their company policies, programs, incentives, perks, and/or tools that makes them stand out with respect to employee engagement.
- One of the globe's biggest building materials companies and manufacturer of cutting edge material solutions is Saint-Gobain. They are taking novel approaches to solving the problem of lack of talent, especially when it comes to rural locations.
- According to Valerie Gervais, the company’s former senior vice president of human resources, the company is not focusing on the actual geography of a job and instead are talking about how a position with their company can design a career, “invent themselves and reshape the world,”
- She asserts that "we’re attracting talent in rural areas by rolling out pilot programs that take a holistic approach to people and families, because we know it’s not about making a living, it’s about making a life. In fact, we brought in an anthropologist to understand specific barriers that were impacting our ability to hire in certain areas. As an employer, we look at the whole ecosystem of the family.”
- The Top Employers Institute is a global institution that certifies top organizations for their outstanding employee benefits, policies, programs and incentives. Saint Gobain was awarded the Top Employer North America Certification in 2020 for "providing an exceptional workplace environment" for the fifth year in a row.
- To attract and retain their employees, Saint-Gobain offers them geographical mobility and promotion opportunities in R&D or in other departments such as marketing or production. Globally, there are around 4,200 executive movements per year. For these movements, 20% surround a change of sector.
- Saint-Gobain states that "every day, they are changing their management methods to give ever more space to the entrepreneurial spirit, to the acquisition of new skills, to continuous dialogue."
- Their policy on inclusion and diversity is driven by three complementary levers: "a proactive policy adapted to local contexts that increases the diversity of the teams, internal promotions and managerial integration that promote internal diversity, and equitable remuneration and access to training and promotion that foster equal opportunities."
- Their inclusion and diversity performance permitted them to be included in the Bloomberg Gender Equality Index for both 2019 and 2020.
- With regard to compensation, Saint-Gobain companies "establish their compensation policy according to market factors and local living conditions. At the same time, employee share ownership offers employees the opportunity to become shareholders on preferential terms."
- For 2018, Saint-Gobain's diversity index was 91% (nationality, experience, gender), the ratio between the average basic wage of men and women was 0.91, and 87.7% of their employees had completed at least one training course. Additionally, again for 2018, 7.4% of their shares were held by their employees.
- As an American global manufacturer of confectionery, pet food, and other food products, Mars is a 100% family-owned business.
- The employee turnover rate sits at a low 5% in the United States, and the company has whole families who have had multiple generations working for the company, according to research by Fortune.
- The Five Principles of Mars: quality, responsibility, mutuality, efficiency, freedom, are on every wall of every Mars office and manufacturing site across 80 countries. And as employee Will Turnipseed told Fortune, “they’re cult as much as culture,” but “they don’t tattoo them on us or anything like that.”
- Mars felt that established approaches of employee coaching no longer met the needs of their modern learners, or the increasing size, scale, and diversity of their company. Traditionally at Mars, leadership training was conducted in a classroom and reached under half of first-time leaders globally. This approach limited accessibility and was inconsistent with Mars’s egalitarian culture and principles.
- In 2019, Summer Davies and the Mars University team reinvented the organizations new people leader training program by launching a fully virtual development program called Great Line Management Experience, or GLMe. GLMe combines digitally delivered content in tandem with on-demand, personalized coaching.
- The solution created by Mars University was blending virtually delivered leadership development training with an on-demand coaching experience from BetterUp that is convenient, accessible, and impactful while meeting the needs of Mars’s evolving workforce.
- To date, more than 2,000 new leaders have participated in the program. The design has given new meaning to "blended learning," which no longer means combining inherently limited face-to-face training with online training but is now democratized to include on-demand coaching as well.
- Forty-two percent of employees in the Mars talent pipeline are women. According to Mars, "there have been great strides to empower women at Mars, but there’s so much more that needs to be done to build a better future for women in business. By creating an inclusive environment today, female associates can rise and reach their full potential."
- MarsInsiders are "11 Early Talent Associates from all around the world, taking to Instagram and Weibo to show people considering a career with the company, what a Mars Internship, Leadership Experience or direct entry role is really like. Across different business areas and over a period of three months, each Insider will give their own perspective through posts and stories shared on their Insider profile. All to help someone decide which of Mars graduate programs is the perfect match."
- "The Mars Leadership Experience (MLE) is offered to those interested in a career in business leadership. Experience is provided in managing projects, leading teams, taking on roles with local and international exposure and making decisions with real consequences."
- Mars also actively "recruits a diverse range of recent graduates who are looking for a leadership career in a specific business area. Called the Mars Functional Leadership Experience, they are currently available across Finance, R&D, Procurement, Engineering, Sales, Supply and Technology. They are designed to enable development of deep technical skills and leadership capabilities."
- "Mars Internship Experience provides invaluable work experience and opportunities for personal growth. It is designed to test skills and to allow exploration of a range of potential future career paths. Placements vary from 8 weeks to a year and can be combined with studies. A line manager and buddy is assigned to the intern, plus they can connect with the Mars global community of Interns."