The following article first appeared on Robinson+Cole’s Manufacturing Law Blog. It is reposted here with permission.
While the pandemic may be behind us, many employees in manufacturing workplaces who worked on the front lines during the last few years, may be having difficulty remaining engaged at work and satisfied with their job.
Whether it is called the employee experience, employee satisfaction, or employee engagement, this concept generally means the amount of their energy that employees are willing to invest in their work and workplace.
Regardless of what you call it, it is far more than a personnel issue, it directly impacts retention, attrition, productivity, safety in the workplace, and ultimately the bottom line.
So where should manufacturers start in taking the temperature of workers and their satisfaction?
First, manufacturers should consider gathering information about the current level of employee engagement.
This can be done through formal channels such as employee engagement surveys and focus groups, but also through informal conversations with stakeholders (e.g., town hall meetings, small group meetings, etc.).
There are a number of vendors who offer surveys, many of which can be tailored, or such surveys can be conducted by internal personnel.
For manufacturers who may not have the resources to conduct a formal survey or assessment, engaging in discussions around several standardized inquiries to diverse stakeholders at all levels...
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