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What does the future hold for manufacturing workers? Will they thrive in their careers with new skills and technology at their disposal? Or do they feel like they’ll be left behind? In this section, respondents articulate their outlook on the future of manufacturing and their role in it.
57% plan to stay at their current job for the next year. However, 43% plan to leave.
The number of those planning to leave has dropped from last year, going from 56% to 43%.
Younger respondents ages 18 to 34 who plan to leave their jobs dropped from 54% last year to 43% this year, while women who plan to leave their jobs stayed the same.
Positive results occurred at companies of all sizes, in terms of planned attrition rates. Respondents from smaller companies who plan to leave their jobs dropped from 59% last year to 43% this year. Respondents from larger companies who plan to leave their jobs dropped from 53% last year to 43% this year.
Do you plan to leave your job in the next 12 months?
Workers had clear ideas of what constituted a desirable place to work when accepting a new position:
More paid time off and a flexible work schedule (16% tie) are what respondents would look for in a new employer.
Other attributes included management that focuses on listening to staff, better tools and technology, and employee recognition—this last one rose in importance from last year, reflecting the importance of acknowledging and celebrating workforce contributions.
Younger respondents ages 18 to 34 say the top attribute is management that listens to staff; this rose higher in the rankings than last year’s top feature for younger workers, more paid time off. Women say the top attribute is management that listens to staff, over last year’s top-ranked flexible work schedule. Both this year and last year, men say the top attribute is more paid time off.
If you were to look for a new job, what would be the most important thing to you?
Better tools and technology at a new employer are important due to the potential for reduced workplace accidents and their ability to improve safety, according to 60% of those surveyed.
They also say working with state-of-the-art technology can help provide more upskilling opportunities and growth. Advanced tools and technology can also make their job more efficient and productive.
Most segments had the same top choice—to reduce workplace accidents—except respondents from larger companies, who chose other reasons.
[If provided better tools and tech] Please select all the reasons why better tools and technology would be important to you when looking for another job. Rank them in order of importance.
52% anticipate that their job will be replaced by automation or a robot in the next five years.
Those who believe their job will be replaced fell from 64% last year to 52% this year.
Younger respondents ages 18 to 34 who believe their job will be replaced by automation increased from 54% last year to 59% this year. Women who believe their jobs will be replaced increased from 54% last year to 58% this year. Men who believe their job will be replaced dropped from 70% last year to 47% this year.
Respondents from smaller companies who believe their jobs will be replaced dropped from 65% last year to 54% this year. Respondents from larger companies who believe their jobs will be replaced dropped from 62% last year to 50% this year.
Do you believe your current job will be replaced by automatization/robots in the next 5 years?
56% said that they would take a 10% pay cut to go work in a more technology-driven factory, while 44% would stay put.
This number decreased slightly, from 60% last year to 56% this year.
The percentage of younger respondents ages 18 to 34 who would leave to work at a more tech-focused employer increased from 53% last year to 59% this year. The percentage of women who would leave increased from 51% last year to 63% this year, whileen who would leave dropped from 66% last year to 50% this year.
The prioritization of tech-focused factories was slightly higher among workers at smaller companies, according to our survey. Respondents from smaller companies who would leave dropped slightly from 61% last year to 60% this year. Respondents from larger companies who would leave dropped from 59% last year to 44% this year.
Would you quit your job today to go work in a more technology-driven factory if it paid 10% less?
Concern for the environment also plays a role in manufacturing workers’ employment choices. According to our survey, 55% would take a pay cut to leave their current company for a more sustainable factory. In addition, 55% said that they would take a 10% pay cut to go work in a factory that took a more sustainable approach to manufacturing. 45% would stay put.
From last year, this number decreased slightly, from 61% to 55%.
Younger respondents ages 18 to 34 who would leave dropped from 59% last year to 52% this year. Women who would leave increased from 53% last year to 60% this year, while men who would leave dropped from 66% last year to 50% this year.
Respondents from smaller companies who would leave dropped from 63% last year to 59% this year. Respondents from larger companies who would leave dropped from 58% last year to 43% this year.
Would you quit your job today to go work in a factory that took a more sustainable approach to manufacturing if it paid 10% less?
Upskilling was highly valued by employees. Among our respondents, 66% would trade their current job for one that offered more upskilling, but longer hours, while 35% would stay put.
Most segments generally come up with similar percentages, except that 63% of respondents from larger companies say they would make the switch.
If you had a chance to trade your current job for a role that provided extensive upskilling opportunities but had longer work hours, would you make the switch?
In addition, 72% said that they would stay at their organization if offered an upskilling program to move into a higher level, tech-based role, even though half of the workforce would be replaced with automation. In contrast, 28% would not stay.
69% of women say they would move to a higher level at an automated company, while75% of men say they would.
If your organization decided to replace half of the workforce with automation but offered you an upskilling program to move into a higher level, tech-based role, would you stay?
The future of workers depends on what leaders do today. 43% of respondents plan to leave their job in the next year, and when they do, they’ll seek out a company that prioritizes more paid time off, flexible work schedules, and listening to staff—which are what they said creates high morale in Part 1.
They also want to work for a place that values technology, sustainability, and upskilling—according to the survey, many would even take a pay cut or work longer hours to have access to all three of these attributes. As they see more automation coming down the road, workers seek the necessary skills to lead or manage those new technologies—not just to have their jobs replaced by them.
We also get a glimpse into why today’s manufacturing workforce values having better tools and technology. They view these innovations as essential to reducing workplace accidents and prioritizing safety. Workers also value tech-savvy businesses’ ability to provide more upskilling opportunities that fuel job growth and productivity.
When comparing this year’s responses to last year’s report, here’s what stands out:
When used well, emerging technologies enhance the appeal of forward-thinking manufacturing organizations. Learn more about how Epicor solutions can help your business thrive.