Why a Successful Modern Manufacturing Career Hinges on a Connected Worker Model

Summary

The threat of ongoing workforce shortages hangs over the manufacturing industry, with experts predicting a shortfall of 1.9 million workers by 2033 if the talent deficit continues. Yet as the industry moves toward more and more AI-enabled digitization, connected workers are stepping up to the plate to merge human expertise with technological progress.

To see how this development will impact manufacturing companies, let's explore how connected worker technology can uplift the four key stages of the career lifecycle: recruitment, retention, retraining and retirement. The benefits are huge, creating a more resilient and dynamic workforce.

1. Find talent that fits the fabric of the factory during recruitment

Recruitment is the first stage in the lifecycle model as it not only sets the tone for long-term retention, but also job satisfaction. At this stage it’s not just about finding candidates with the right qualifications, it’s equally important to identify motivated individuals who align with the company’s values and culture. But how can this be put to the test?

Set employee expectations from the get-go
During the screening process, which extends to the first week on the job, companies can leverage connected worker technology to set realistic job expectations and demonstrate their commitment to employee development. Digital work instructions, for instance, can outline typical examples of expected tasks and showcase factory safety protocols to prospective candidates.

This use of a key frontline-focused technology signals the company’s investment in its workforce and helps candidates feel confident that they would be valued and supported in their potential role. These factors are particularly critical in today’s competitive labor markets, where a company’s ability to position itself as forward-thinking and employee-centric are key differentiators.
 

2. From first day candidates to long-term fit–the crucial retention stage

Once hired, the focus shifts to employee onboarding and retention, which is important in the current skills climate. The aim of the retain stage is to ensure new employees feel supported from day one and are able to develop the knowledge and skills necessary to meet performance expectations.

As new starters get to grips with tasks, digital work instructions can provide a digital record of tasks completions and interactions to help supervisors see where employees might be struggling and require additional training. But this approach doesn’t overlook the importance of worker autonomy.

A connected worker platform provides employees with the pull-based learning tools to find answers on their own or reach out for help when needed. If an employee encounters a problem, such as a machine malfunction, they can log the issue and request assistance from the company’s collective knowledge base that spans different shifts and departments. Unlike in a traditional setting where the employee experiencing the issue might need to wait until the next day to seek help, they can instead troubleshoot in real time and benefit from a broader pool of expertise that would otherwise be inaccessible at the moment of need. This “lifeline” ensures that workers feel less isolated and intimidated when they hit the shop floor, helping them feel better prepared.

Discover the unsung workplace heroes
But what about top-performing employees? According to a recent study, 71% of employees would be more likely to stay on at a company if they felt recognized. So how is this possible with a connected worker? Digital work instructions can track skills and certifications to help managers easily identify reward opportunities, such as pay rises and shift upgrades, for employees that excel on the factory floor. This approach allows for a more tailored and continuous development process, which leads to better employee engagement and lower turnover rates.
 

3. Help employees stay at the top of their game with skill refreshers

As industries evolve and technologies advance, it’s essential that all employees, regardless of tenure, keep their skills up to date. The retraining stage is more than just meeting baseline expectations, it’s about maintaining and improving operational efficiency by ensuring continuous improvement across the entire workforce. This can sometimes be hard for experienced workers to accept when they feel they already “know it all,” so it requires a strategic approach to engage workers in the process of learning new methods and adopting new technologies.

Collective action keeps workers onboard with changes
Resistance is often a challenge during the retrain stage but this is where a connected worker platform comes in. Instead of pushing new information onto the workforce, connected worker solutions allow for a “pull” dynamic, where experienced employees share their opinions, feedback, and suggestions in discussions about standard operating procedures and continuous improvement initiatives.

A Kaizen event is one such example of a structured, team-driven initiative that focuses on improving a specific area of production. It involves gathering diverse perspectives—from engineers, operators, and even sales—to analyze a problem and brainstorm the best possible solutions. When a new procedure is agreed upon and formalized, new work instructions and associated skill certifications can then be issued across the workforce to ensure everyone receives consistent information, and supervisors can confirm that all team members are not only aware of but also trained in the new standards.

These company-wide discussions ensure employees feel valued and directly involved in factory processes but also help to gather valuable insights from those who have extensive experience. Additionally, the collaborative nature of connected worker solutions can help build consensus around new standards, which makes it easier to implement changes without resistance.
 

4. Capture valuable knowledge before it walks out the door

In the retire stage, employees have accumulated years of experience and expertise, which makes them hugely valuable assets for knowledge transfer. Instead of letting insights and lessons learned walk out the door when employees retire, it’s up to companies to add these to the organization’s collective knowledge base and use it to inform future recruitment and training efforts.

Insights in, growth out–master the art of continuous learning
Connected worker platforms can play a crucial role in helping companies capture and preserve the knowledge of retiring employees. Interviews or knowledge-sharing sessions with these valuable employees can ensure insights are recorded and integrated into training materials. Connected worker solutions can also preempt this step by asking employees nearing retirement to document their best practices, insights, and personal experiences. This not only helps to retain valuable knowledge but strengthens the workforce at every stage of the connected worker lifecycle.

Career progression isn’t a straight line–learn to adapt at every stage
The lifecycle of a connected worker may be described in sequential stages—recruit, retain, retrain and retire—but in reality, it’s far from a linear process. Instead, it forms a continuous loop supported by connected worker technology that ensures the constant growth, development, and improvement of the workforce.

Workers may find themselves in different stages of the lifecycle simultaneously, depending on their skills, tasks, or the specific demands of their roles. An operator for instance, might be in the retrain stage for a new process but in the retain stage for their expertise with a different machine. This dynamic flow between stages highlights the flexibility required for true continuous improvement in the workplace.

A connected worker solution is uniquely suited to accommodate this non-linear progression, enabling workers to seamlessly access the resources they need, no matter where they are in the lifecycle. It also empowers workers to take control of their learning, while organizations benefit from a more agile, informed, and connected workforce.

The power of workforce connectivity

Digital-first manufacturing organizations that place workers at the center of their own career development and empower them with connected worker technology at every lifecycle stage, can turn the tide on today’s skills shortage. Particularly when it comes to boosting recruitment efforts, increasing retention, nurturing a culture of continuous improvement, and preserving valuable knowledge from retiring employees, the manufacturers that take the time to connect learning milestones will strengthen their workforce and guarantee themselves a more resilient future over their competitors.