How to Retain Your Workforce—According to Your Millennial Employees

Find out how ARPAC is building its workforce of tomorrow, and acing employee retention among its rising talent.

Voice of Tomorrow
Voice of Tomorrow

As OEMs grapple with the manufacturing skills gap and try to find innovative ways to evolve their workforce, one Midwest machine builder may be onto something when it comes to employee retention. 

 

ARPAC, a Schiller Park, Ill.-based end of line equipment manufacturer and part of the Duravant family, is taking a practical, yet different, approach to employee retention by engaging its younger workforce. The OEM has about 40 Millennial employees that want to help ARPAC  evolve with the new generation. In response, a few years ago, the OEM’s management team assembled a group of seven people from its Millennial group to form “The Voice of Tomorrow,” a network of younger employees that are tasked with constructively spearheading new initiatives around culture and delivering the opinions and voices of Millennial employees to management.

“Our executive team wanted to see what we could do as an organization to make sure we are setting up the company culture to be inclusive of Millennials,” says Sam Sadler, product manager of ARPAC’s Extreme Series product line, and a Voice of Tomorrow member. “When you compare Millennials and other generations, there is a shift in how people view work and what’s important to them. We wanted to make sure our culture was growing with the changing times and accommodating all generations effectively.” 

Recruiting talent and finding skilled workers to hire can be half the battle when developing a workforce, but the other half is keeping employees at your company once they are on board. The manufacturing industry, in particular, is experiencing a rise in voluntary turnover rates, which was at 9.8 percent in 2017, according to Compdata Survey’s Compensation Data Manufacturing & Distribution report. As OEM magazine learned this past spring, many machine builders are revising how they treat company culture to accommodate incoming generations, and ultimately, retaining them, which has been a successful tactic for the OEMs we interviewed. But we also heard, “I’d like to change my culture, but I don’t have the time or the resources. Who would enact this culture change?” 

 

 

Reverse the influence

Culture is usually driven from the top down in most companies, which doesn’t give incoming generations and younger employees much of a say in how the company treats its people or how it deals with processes. But ARPAC’s Voice of Tomorrow gives the OEM’s younger talent a seat at the table and a true say in how the company approaches culture. 

“It’s not about turning the culture on its head and completely changing it,” says Mike Allegretti, marketing and documentation supervisor, and Voice of Tomorrow member. “We want to evolve the culture to appeal to our younger workforce, while still maintaining the needs and desires of the older generation that we do have. This group stands for creating a culture that is inclusive of everyone.”

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