At the end of each year, you can always find numerous industry predictions for the year ahead. Here’s what some manufacturing industry experts are predicting for the sector in 2022.

According to the annual Metalworking Capital Spending Survey from Gardner Intelligence, a division of Modern Machine Shop magazine’s publisher, Gardner Business Media, the metalworking industry will expand overall. In its recent Gardner Business Index survey, the majority of U.S. manufacturing companies who responded reported business growth in 2021.

In December, the Association for Manufacturing Technology (AMT) reported that “the manufacturing technology market is flourishing in the current economic environment.” This was based on data that showed U.S. Manufacturing Technology Orders (USMTO) for the 90-day period ending October 31 totaled $571.5M, the largest three-month total since April, 1998. Overall, the market grew 53% over 2020.

Also in December, Colin Cooper, Connecticut’s chief manufacturing officer in the state Department of Economic and Community Development, reported to The Register Citizen that Connecticut’s manufacturing industry is “insanely strong.”

While this is good news, manufacturing companies are struggling to find enough skilled machinists to keep up with demand. Cooper cited the problem as “probably the biggest headwind issue in manufacturing.”  He estimates that most Connecticut manufacturers have at least 10 percent of their positions open.

In addition, Production Machining magazine reported in December that supply chain disruptions and rising inflation are limiting U.S. manufacturing production.

Modern Machine Shop also reported that manufacturers are facing other significant challenges, like shortages of critical components, such as semiconductors, lack of demand for aircraft, and the uncertainty surrounding the pandemic.

The bottom line? The Institute for Supply Management (ISM) has predicted that manufacturing’s economic expansion will continue into 2022, with manufacturing revenue to increase 6.5%. However, other research indicates that rising inflation, supply chain woes, and labor and component shortages will jeopardize delivery times and threaten profit margins.

This means increasing productivity and efficiency will be more important than ever in the new year. Connecticut Manufacturers Resource Group, a subsidiary of Web Savvy Marketers, is dedicated to connecting manufacturers with the resources they need to make it happen. Contact CTmrg to discuss performing a Needs Assessment to determine where we can best assist you.

Tarrifs

Effective January 1, 2022, the U.S. will no longer impose a 25% tariff on steel or a 10% tariff on aluminum imported from the European Union (EU). The two countries negotiated an agreement to lift the Section 232 tariffs on October 31, 2021 at the G-20 Summit in Italy. In exchange for lifting the tariffs, the EU agreed to lift its 25% retaliatory tariffs on certain U.S. goods and limit its U.S. imports of aluminum and steel.

Steel imports from the EU will be limited by a Tariff Rate Quota (TRQ) that allows duty free imports of qualifying steel up to 3.3 million metric tons per year. The TRQ for aluminum is capped at 18,000 metric tons for unwrought aluminum and 366,000 metric tons for wrought aluminum. Imports that exceed the TRQ will be taxed at 25% for steel and 10% for aluminum.

Agreement stipulations, exclusions, and product categories for steel and aluminum are listed here:  US-232-EU-Statement.pdf (commerce.gov)

When the agreement was announced, Dennis Slater, president of the Association of Equipment Manufacturers said the tariffs had negatively impacted the U.S. economy. The new agreement, he said, “will help address steel shortages and soaring prices that have hurt equipment manufacturers.”

United States Secretary of Commerce Gina M. Raimondo called the agreement “great news for America’s steel and aluminum industries and workers, as well as American consumers.” The deal, she said, “will protect American jobs, avoid retaliatory tariffs on iconic American brands like Harley Davidson and the Kentucky bourbon industry, reduce inflationary pressures on products like cars, trucks, appliances and canned goods, and alleviate a major supply chain crunch by supporting increased steel and aluminum capacity in the US.”

Employment Law

The new year also brings employment changes specific to Connecticut. Starting January 1, the state’s Family and Medical Leave Act (CT FMLA) will change from providing 16 weeks of job-protected leave over a 24-month period to 12 weeks over a 12-month period. Also, the CT FMLA will now apply to companies with at least one employee, rather than only companies with 75 or more employees.

Previously, employees had to work for their companies for at least 12 months and 1,000 work hours to be eligible for the CT FMLA, but this is reduced to three months of employment with no minimum work hours in 2022.

Connecticut’s Department of Administrative Services released the details of the revised CT FMLA on December 23, 2021 in General Letter 39. The 19-page document explains employee qualifications and employer responsibilities.

Web Savvy Marketers and Connecticut Manufacturers Resource Group offer access to vetted Human Resource professionals to ensure manufacturers understand the changes and fully comply with the law.

I came across this post that Leesa Schipani (CTmrg board member) wrote in March of this year. Although that was several months ago, it still holds true. A lot has changed in the last year, yet in some ways we really haven’t moved forward as much as we’d hoped. One issue that was present prior to COVID and remains today is the workforce challenge.

A solution to this problem is retention. This post explains the importance of “Stay Interviews” and offers recommendations on how to implement this process. Read more here.

A recent article in New Jersey Business addresses the challenges we’re facing from years of offshoring. “With price increases overseas, and the pandemic wreaking havoc on the supply chain, businesses may begin weighing their lower savings from offshoring against its common challenges such as longer shipping times, the potential for a lower quality of product, and concerns about protecting intellectual property rights.”

Going overseas for parts has been a practice for decades, however, manufacturers who focus on consistently improving quality and timely delivery found issues with this practice. Aerospace represents one sector where quality and precise work that can withstand extreme conditions are essential for parts ordered. In reality, imperfections and shipping lag times have always been problems with the practice of offshoring. Cutting corners or accepting lower quality parts isn’t an option in many markets including defense and aerospace, where safety is critical.

Reshoring may seem like a trend in response to the pandemic, however, supply chain hold-ups don’t seem to be going anywhere. That said, the need for reliabiliy and consistent product quality will continue to be required long after the ports are back to normal operations. While offshoring may seem like the most cost-effective method, this temptation won’t withstand the crisis. The pandemic opened our eyes to the disastrous stalemate possible without a local supply chain back-up.

From microchips to turbines, these technologies can be manufactured in America. Nearshoring means quality jobs, easier access to products and even increased national security. It means that high demands can be met, production delays fall, and reliability is assured. Be part of the reshoring movement. The ability to provide precise parts, on-time delivery and good customer service can put your company heads above the rest.

“Ultimately, in an environment with so much uncertainty, limiting potential hiccups to one’s supply chain and maintaining as much control as possible is vital.” New Jersey Business states. Their view on reshoring efforts stands with the cost-effective, quality, and timely solution manufacturers have been needing all along.

Are you ready to gear up for the nearshoring surge? Can you meet the increasing needs of customers? Can you react to these changes? Web Savvy Marketers and can work with you to ensure your business is able to respond. Contact Us for more details.

Manufacturers are experiencing unprecedented workforce and supply chain issues in this constantly evolving business climate. Reacting to these demands puts enormous stress on organizations. Those with organizational awareness and proactivity will not only navigate these tricky waters more smoothly, but will emerge stronger and more efficient than before.

Conducting a Needs Assessment allows manufacturers to confirm – and capitalize – on existing best practices, as well as draw attention and identify resources to improve and engage those areas that are less developed. Understanding the depth of current organizational operations ensures a leader’s strategic vision can be carried out most efficiently. In light of the current world market, it is likely your staff is feeling different pressures and operations have shifted from what you may have been familiar with in the past.

Emerging manufacturers stay ahead of these unpredictable times by keeping a close pulse on root causes of business inefficiencies and consistently integrating training or other needed resources to overcome them. By conducting a Needs Assessment they are able to:

• Discover if there is a need for additional training in key areas
• Ensure training is linked to business strategy
• Address “war stories” or challenges that creep into the workplace creating inefficiencies and poor morale
• Gain participation and organizational support to emerge stronger, together

In our latest CT Manufacturers Resource Group Workforce Summit Series webinar, Beth Devine, Jennifer Gaggion and Brian Marois provided insight into what areas of the business are covered during a CTMRG Needs Assessment and why each is important. Additionally, using the CT Manufacturers Resource Group (a division of Web Savvy Marketers) allows clients to benefit from multiple subject matter experts while maintaining one point of contact.

Click on the video below to learn more.

Thank you to our other Board Members Leesa Schipani and Sean McKirdy for their participation and insight to this program.

For additional information on CTMRG Needs Assessment contact Beth Devine at beth@websavvymarketers.com or visit CTMRG.com.

October was Manufacturing Month. Most industries have their ebbs and flows, but the reliability and core strength of manufacturing is something to be celebrated across the nation. Manufacturing offers potential for skilled employees, has jobs available, and impacts our economy and environment every day.

There are many reasons to celebrate manufacturing, especially in the state of Connecticut. From large corporations to small family-owned manufacturing plants, Connecticut has thrived on the industry and grown throughout the years. The greatest challenge the industry faces now is getting more people to see the benefits of working in manufacturing. 

CT Manufacturing Resource Group, a division of Web Savvy Marketers, has created an Infographic that spells out why the next generation of workers should look into manufacturing as an option. It covers a variety of topics that are of specific interest to them from growth potential to the environment. The key is to sell the concept of manufacturing first and then your individual company. 

The following highlights some of the details of the infographic as well as other points to be made when selling the idea of a career in manufacturing: 

• Job Availability – Presently, with all the open manufacturing positions, the worry of finding a well-paying job is a thing of the past. These open positions are available across the country and are more accessible than ever. Recruiting and interviews have transitioned online for most companies and some training can be remote, making it easier to transition into a position.
• Use of Online Tools – The surge in online workshops and webinars during the pandemic has developed the growth potential within manufacturing. Accessible training on an independent schedule allows workers to take initiative and companies to rise to this demand. Companies are looking for workers who are driven and committed and can support training by covering the costs or even creating modules themselves for everyone to learn.
• Tuition Reimbursement – An employee may come in as a machine operator but find that their interests lie in Quality Control. As opportunities arise, combining education with experience helps workers realize their full potential. This benefit creates opportunities for someone with an interest in earning a degree while working, to avoid a huge amount of debt. 
• Stability – Shifting career paths is a worry of years gone by. Previously, if a worker wanted to start at a manufacturer, they would have to move their entire family and life for training, and then again to the new place of employment. The current widespread need for skilled workers across the country means that if a life situation forces a location change, there will be a job waiting in manufacturing. 
• Job Growth – As more of the manufacturing process becomes automated, there are more managerial positions available and operational positions opening every day. This comes with adaptable work environments and a willingness to learn. Showcasing this growth potential can change the conversation from an entry-level job into a dedicated career path.
• Environmental Impact – Highlighting manufacturers with greener products and processes is a draw for the next generation of employees. Much of the responsibility of the health of our planet has been put on the backs of the individual. Gen Z, who are entering the workforce now, are focused on what corporations are doing to help. Empowering them to make a difference is a great way to get the conversation started. 

If you would like to use the infographic we’ve created, please Contact Us. We are also available to help your company showcase the benefits of manufacturing and to create a communication program for the recruitment and retention of your employees.

Manufacturing Month (October) has come to an end and I thought I’d share some interesting articles. These articles focus on the importance of manufacturing in America. From solutions to supply-chain issues to national security, manufacturers are critical to every part of our country succeeding.

• Stressed supply chain underscores the need to repatriate manufacturing
• US innovation and manufacturing is vital for national and economic security
• How the pandemic brought ‘Made in America’ apparel back to fashion
• U.S. factory orders gain steam as manufacturing keeps humming
• Offshore wind is America’s new industry. Who will build it?
• Connecticut to boost funding for the state’s manufacturing workforce

And now for a call to action…

• Let’s Build a Made in America Future

Web Savvy Marketers is poised to support CT Manufacturers in their growth. Contact Us for more details and together we can strengthen CT’s manufacturing community.

In today’s job market, prospective hires are looking for something more. The next generation has strong opinions about what a company must look like for a healthy work environment.

There is a demand from candidates that a work environment covers many facets. “More than ever, employers need to know and act on the factors that make their company appealing to these candidates,” Harvard Business Review writes. These factors may be different depending on industry and specificity, but the general atmosphere of the work environment can be improved in many ways.

1. Creating a Career Pathway – one way of doing this is to create more managerial opportunities. New chances for someone to flex their project manager skills means investment in the wellbeing of the company. This then indicates to the employee that they are trusted and have room to grow at this job, not just one track until forever. There will be some employees who will be happy to stick with one job which in some cases is ideal. However, employers need to understand how to reward these members of the team as well.
2. Cross Training – this creates a dynamic environment for employees. It allows them as well as management to discover what they’re good at and what they enjoy. A healthy work environment is somewhere where everyone feels they can thrive and have an opportunity to grow and fail safely.
3. Mentorship Programs – or training cohorts, or even office committees can all be great ways for everyone to feel a little more involved and important in the workplace.

Whatever you choose to attract the next generation, thinking outside of the box is essential. During our final workforce summit webinar we had the privilege of hearing from Julie Clay, President of Clay Furniture Industries, Inc. As a smaller manufacturer, she’s able to know each of her employees personally and tailor the benefits of working for her company with their specific needs. For example: she has helped some improve their credit, while others needed help obtaining a loan. The experience that your leadership team has outside the work environment can be a vital part of an employee’s experience.

This personal touch even applies to great employees after they leave your company. Staying in touch and sharing your appreciation can speak volumes and may allow you to win them back into the fold. It’s possible they moved to a negative work environment and need encouragement to return to your company.

Sharing all of these workplace benefits can be difficult to navigate. Job listings are the perfect place to showcase these workplace standards, as those are where most prospective employees are interacting with your company for the first time.

Employee testimonials or case studies can be great places to start and press releases can be beneficial to creating an attractive environment. Be sure to share everything online! To learn more or create a communication plan to attract the next generation of workers, Contact Us.

Are you a smaller manufacturer trying to grow your workforce? To start, you need to realize that working for a small manufacturer may not be the number one aspiration on a potential employee’s career path. Small manufacturers are not usually at the top of every job search. Some are in a building they’ve always driven past but never realized just what it was. That said, there are many reasons to choose to work for a small manufacturer. Here are some of the selling points you might want to highlight.

1. Community Focused

Smaller manufacturers give back to their community. They care about their town and actively work to foster relationships with their employees and members of the community. They can also be counted on to help when needed, whether fundraising or supporting a volunteering effort.

2. Family Oriented

Many small manufacturers are still family-owned and provide a family connection with every employee. Although this requires more responsibility and commitment from the owners daily, the benefit to their employees is a caring support system and mentorship opportunities that would not be available in a large organization. It also means company picnics and holiday parties with people you genuinely want to spend time with.

Additionally, managers are committed to making sure their employees are happy and have a chance to grow and thrive. Owners are invested in the success of the company and their employees.

3. Flexibility

Smaller manufacturers often offer more flexibility than other companies. You may need an earlier shift so that you can pick up your kids from school. They tend to be more understanding when you take time off to get to baseball practice and/or a dance recital because they have a family of their own. The empathetic support system possible in a smaller manufacturer is unparalleled.

4. Less Bureaucracy

Flexibility at a smaller manufacturer doesn’t just apply to scheduling. It also applies to the inner operation of the company. A smaller manufacturer will have fewer people needed to sign off on a change. If, for example, an employee comes up with a better way of doing something, it can be implemented a lot sooner at a smaller company.

5. Growth Opportunity

When setting career goals, a smaller manufacturer may be able to help their employees attain them. Cross-training can be easier to manage at a smaller manufacturer. This training provides employees with the opportunity to understand what they’re good at and where they best fit in.

Also, for an existing employee, there’s the opportunity to be the first to know about new positions available at the company, rather than waiting for a job posting from some department that they never interacted with at a larger manufacturer. Overall, there’s more opportunity as many people near retirement in the manufacturing field. Getting to know each employee allows the employer to better fit that person for the right position even if that’s not where they started.

As a point of differentiation, it’s important to focus on the opportunities and support provided at smaller manufacturers. Offering a family-owned or community-focused work environment is important to the incoming workforce. Use these tips to strengthen your message and attract a workforce that knows what small manufacturing is about.

Contact Us today to learn more ways that you can build your brand and grow your workforce.