5 Culture Trends for 2022 for Manufacturing Companies

Culture Trend #1: Flexibility rules

Whether it’s modifying worksites to include additional health precautions, switching to 100% remote work for or adopting a hybrid work model, the reality is that companies must now offer more flexibility in the workplace. 57% of manufacturing employees find flexibility in when they work remotely to be very or extremely important.

While much of manufacturing work takes place on-site, flexibility means more than just working from home. It also involves letting employees have a voice in deciding which type of work they might be able to do at home vs. in the office. Research from the O.C. Tanner Institute’s 2022 Global Culture Report found tasks that require focus or creative thinking are easier to do at home, while tasks requiring collaboration and connection are easier and more productive in the office.

In the manufacturing industry, remote work is more conducive for experts with a specialized focus, such as engineering or quality assurance, to perform their work remotely. Additionally, supervisors might be able to perform administrative duties (e.g., build schedules, review time off requests) from their home rather than on the plant floor.

Moving forward, employees expect increased flexibility in many aspects of their work lives and will change jobs, if necessary, to get it. But when employees have flexibility in how they work, outcomes improve:

• 41% higher likelihood of engagement
• 77% higher likelihood of retention
• 41% higher likelihood of being a Promoter on the eNPS scale

WHAT ORGANIZATIONS CAN DO:

To successfully incorporate flexibility, focus on three key areas:

1. Consider remote work options when possible. For roles that fit a remote model (e.g., administrative employees, specialists), set clear expectations of when and how employees should be available. This ensures employees are reachable but also provides boundaries to prevent burnout. Give guidelines as to what work is best done in the office vs. at home, and why.
2. Provide opportunities for connection. At worksite locations, create physical space and allow time to collaborate and interact socially. For remote employees, be sure to check in often and use tools like Culture Cloud to help people stay connected to their teams and the organization.
3. Have a solid career development strategy for remote and hybrid workers. It can be difficult for employees and leaders to identify growth opportunities from a distance. Ensure employees can practice new skills, work on special projects, and see their progress.