According to the report, flexibility is a high priority for workers today. In fact, nearly 50 percent of manufacturing employees cite flexibility as a reason they stay with their employer, with 64 percent reporting that they would look for more flexibility in their next role if they were to leave their current company.”

Many manufacturers have started by surveying their workers and talking through options with them. While feedback from current employees is often a prime motivator for companies considering flexible work arrangements, some manufacturers also pursue them to attract a wider pool of prospective workers, including parents of young children who may put a premium on flexibility.

The MI white paper cites several examples of how manufacturers are considering a wide range of creative options:

• One firm is trying out different shift options, remarking that they’re “exploring 4–9s and 4–10s primarily as well as adding a Sunday second shift and having folks on rotating shifts.”
• Other companies have organized teams of “floaters.” At one firm, these employees work limited hours on different shifts and acquire a large variety of skills. While not full-time, such positions offer a viable option for workers in search of considerable flexibility.
• Shift swapping is another option, with one company allowing workers to swap up to a week at a time, so long as a supervisor approved.

According to the white paper, manufacturers should “identify the objectives that your company hopes to achieve in providing workplace flexibility by focusing on the challenges that you would like to solve, whether it’s increasing the number of applicants or reducing turnover and absenteeism. Establish your baseline by evaluating your company’s status on these metrics.”

To download a copy of the white paper, click https://themanufacturinginstitute.org.