Tools & Tips – Page 4

Five Steps to Promoting a Culture of Safety

April 13, 2022 Beth Devine

According to the National Safety Council, work injury costs in the U.S. totaled $171B in 2019. The number of lost work days totaled 105 million for that same year. We’re still waiting for 2020 and 2021 data, but it’s possible those numbers will be greater.

Given the enormous financial impact, it’s no surprise that preventing work related injuries is important to business owners. Most large companies have Environmental Health & Safety departments, councils or teams to promote an employee safety culture, but this might be difficult for small companies with limited resources. Often, their efforts are limited to an occasional safety training seminar, some posters, caution stickers, and warning labels.

It takes more than that to create a safety culture. Here are five budget-friendly suggestions from a Fortune 500 manufacturing company in Connecticut:

1. Establish health and safety as core company values. Make it part of your company’s strategic messaging, and ensure your managers lead by example.

2. Add safety as an agenda topic for weekly staff meetings. Discuss health and safety issues and solicit suggestions for improvement.

3. Include a safety tip in the company newsletter. This company conveyed safety messages with cartoons, which amused their employees while educating them. This tactic helped to ensure employees would read and remember the messages.

4. Celebrate safety milestones (ex.: 90 days without an injury). In the 1990s, Fenn Manufacturing in Newington gave away a new car or truck after every 90 days that passed without a work-related injury. All employees’ badges were thrown into a hat and the company president drew the lucky winner. This may seem grandiose, but the president had concluded that a new vehicle was less expensive than the cost of just one serious injury. For smaller companies, something as inexpensive as a celebratory cake or a free lunch will do.

5. Encourage employees to report near hits and potential hazards throughout your facility without fear of retaliation. Have them submit them in a centralized location and review them at staff meetings. Draw a winner from the submittals and present the winning employee with a small gift card (ex.: Starbucks, Dunkin, etc.)

These steps will keep safety on everyone’s mind and contribute to a culture of safety. Visit the OSHA website for more ideas and consider downloading their Small Business Safety and Health Handbook. Reviewing your safety program is just one of the many topics covered with a Needs Assessment. Contact Us today to start the process.

Check out our previous blog: Staying on Top of Safety Protocols

What’s a Needs Assessment and Why Would You Need One?

April 12, 2022 Beth Devine

World-renowned Software Engineer Watts Humphrey once said, “If you don’t know where you are, a map won’t help.” Known as the “Father of Software Quality,” Humphrey was referring to the process of software development, of course, and not a geographical location.

His statement highlights the logic of using your company’s current state to determine what needs to be done to achieve its desired state. And determining where your business is now is the first step of a Needs Assessment.

Simply put, a Needs Assessment as a systemic process that measures the differences between where your business is today and where you want it to be tomorrow. It identifies what’s working well, what needs improvement, and what’s missing. Finally, it identifies the specific actions you should take to get to your desired destination. A Needs Assessment can (and should) be used throughout every facet of your business.

For example, a holistic Needs Assessment would include your company’s workforce challenges, like recruitment, training, and employee retention. It would also address your company’s financial, business development, sales, and marketing challenges. Your company’s information technology, operations, and production processes would also be assessed.

Your company’s project managers and process improvement teams play key roles here. They use Needs Assessment results to identify which services and functions are missing, which are unnecessary, and which need development. In smaller companies, Needs Assessments can help business owners determine resource allocation.

There’s a business owner in Central CT (we’ll call him “Fred”) who is a brilliant engineer and inventor. He owns three companies, two that are successful and one that is struggling. He frequently admits, “I’m an inventor, not a businessman.” In fact, Fred’s so focused on his inventions that he often overlooks other important details, like business development and marketing. You’ve probably heard the phrase, “He can’t see the forest for the trees.” That’s Fred. A Needs Assessment, performed by an objective third party, would identify his companies’ shortcomings and, ultimately, make them all much more profitable.

Although Fred has the resources to conduct his own Needs Assessment, using an objective third party is a much better option. Company employees are often biased, and office politics can get in the way of identifying problem areas.

The Connecticut Manufacturers Resource Group (a subsidiary of Web Savvy Marketers) objectively conducts Needs Assessments to help companies reach their desired destinations. We’ll show you where you are and provide you with a map to help you get where you want to be. Contact u s for more information.

Onboarding and Retaining Neurodiverse Workers

March 24, 2022 Beth Devine

When we shared tips for hiring neurodiverse workers, we noted that companies with neurodiverse hiring programs are experiencing impressive retention rates of 90% to 100% for their neurodiverse employees.

This isn’t random luck. Companies with neurodiverse hiring programs understand that modifying their interviewing techniques to acquire these workers is only the first step in a successful neurodiversity program. Ensuring these employees feel comfortable with their colleagues and are motivated to stay with the company requires tailored onboarding and retaining policies, too.

Neurodiversityhub.org has a wealth of information about this on its website. Here are five of their tips for onboarding and retaining neurodiverse employees:

For the autistic employee, the onboarding experience can be overwhelming because there’s a lot of information to process and absorb. Be sure to supplement verbal instructions with written instructions the employee can refer to later. Be careful not to patronize the employee or over simplify instructions. Provide a list of resources for the employee, too. Note: one CT manufacturer who has begun hiring autism-spectrum employees found it’s best to send all forms in advance so they can bring them completed on their first day on the job. Forms can be overwhelming if there seems to be a tight timeframe to get them completed.
Ask the employee what reasonable accommodations they need. Something as small as being seated far away from the copier or closer to the restroom can dramatically reduce their anxiety.
Always obtain consent from the autistic person before telling others in the company about their autism. While you might think you’re being helpful, this breach of trust could irrevocably damage your relationship. Ask the employee if they want to share this information. If they do, ask how they would like it to be shared.
Allow the autistic employee to customize their environment. Allow them to bring sensory objects from home to adorn their workspace or carry with them during stressful times. This may significantly improve their focus and productivity.
Provide a mentor or “buddy” who isn’t the employee’s direct supervisor to help the employee navigate office protocol. According to the CDC, an estimated 5.5 million adults in the United States are on the autism spectrum. Therefore, it’s likely that some of your existing employees have an autistic friend or relative. These employees typically make ideal mentors, and will usually welcome the opportunity.

It’s important to always keep in mind that neurodiverse employees need to feel supported, appreciated, and understood. And really, doesn’t every employee want that?

The Connecticut Manufacturer’s Resource Group (a subsidiary of Web Savvy Marketers) works with manufacturers to understand how to hire, engage, and retain neurodiverse employees. Check out our previous blog, Part 1 of this series: Neurodiversity in the Workplace which discusses implementing a hiring program and the immense value neurodiverse people can bring to your organization. Contact Us to learn more.

Tips for Hiring Neurodiverse Workers

March 17, 2022 Beth Devine

Industry giants SAP, Microsoft, JPMorgan Chase, and Hewlett Packard (HP) have all reported tremendous success with the neurodiversity hiring programs they launched six to eight years ago. They’ve found these employees to be creative, focused, and more likely to stay with their respective companies. All boast retention rates of 90% to 100% for these workers.

Smaller companies, anxious to tap into this underutilized talent pool, might wonder how they, too, can successfully recruit neurodiverse employees. The Autism at Work website offers some useful tips:

When creating an ad for an open position, be very specific about which skills are mandatory and which can be learned on the job. People with autism tend to take things quite literally. If they see 10 requirements for a job, but they only have nine of those skills, they aren’t likely to apply. List only those skills that are absolutely essential to the role.
Neurodiverse people need to know – upfront – that the company has a culture that values diversity and inclusion. Including this information in the job posting will help them envision a workplace where they’ll be accepted, increasing their motivation to apply.
Replace formal, nerve-racking interviews with casual, hands-on demonstrations of what the candidates can do. Provide interview questions in advance and tell the candidates who else will attend. Share details about the meeting space and tell them exactly how to get there. These steps will significantly reduce their anxiety. Another way to reduce stress is to conduct group interviews instead of one-on-one. This also helps employers to see how the candidate will interact with other team members.
Proactively manage unconscious bias among the hiring team. Ensure everyone involved with the potential employee is trained and fully understands that neurodiverse candidates are quite capable, and their creativity and unique perspectives can add tremendous value to the organization.
Communicate clearly and intentionally. People with autism can’t always read between the lines, so avoid nuanced language. Be specific and precise.

According to a Harvard Business Review article titled, “Neurodiversity as a Competitive Advantage”, unemployment was as high as 80% among the neurodiverse population in 2017, four years after SAP launched its neurodiversity hiring program.

This, and countless other articles regarding unemployment among this population point to standard interview practices as one of the primary reasons. Making these interactions less stressful will go a long way toward matching companies with these uniquely talented people.

Connecticut Manufacturer’s Resource Group (a subsidiary of Web Savvy Marketers) works with manufacturers to understand how to hire, engage, and retain neurodiverse employees. Check out our previous blog, Part 1 of this series: Neurodiversity in the Workplace which discusses implementing a hiring program and the immense value neurodiverse people can bring to your organization. Contact Us to learn more.

Three Steps to Take When “Help Wanted” Ads Aren’t Enough

March 2, 2022 Beth Devine

According to a study published last year by Deloitte and The Manufacturing Institute, as many as 2.1 million U.S. manufacturing jobs will be unfilled through 2030.

We’re seeing this prediction materialize in Connecticut. On February 7, the job search website Indeed.com listed 331 job openings for machinists within 25 of Hartford, reflecting a 20% increase in demand since we last checked on January 4. Manufacturers in Connecticut continue to struggle to fill these openings and most are operating with a deficit in their workforce. By now, they’ve realized that simply posting “help wanted” ads isn’t enough to fill these roles.

This month’s issue of Fabricating and Metal Working magazine featured a useful article that shares some steps manufacturers can take to find more candidates:

Showcase the company, its technology, and the benefits of working there

Today’s clean, high-tech manufacturing facilities are very different from the factories of previous generations. Post photos and videos of your facility so potential employees can see where they’d be working. Better yet, hold an open house that includes a company tour. Explain all of the benefits of working there.

Provide training/apprenticeships

Entice new talent with training and apprenticeship programs. In 2012, The Manufacturing Institute published an Employer’s Playbook for Building an Apprenticeship Program based on the best practices of The Dow Chemical Company, Alcoa, and Siemens Corporation. This playbook is still relevant and very useful. Developing a skilled workforce is one obvious benefit of an apprenticeship program, but countless studies show that retention rates are significantly higher among workers who have completed these programs. This can reduce onboarding and training costs in the future.

Increase awareness about careers in manufacturing

Many young people (and their parents) aren’t aware of the vast career opportunities in manufacturing. Work with local schools to educate them. The Manufacturing Institute has several programs designed to create awareness about the career paths in manufacturing.

Helping manufacturers find and recruit skilled workers is one of the many things The Connecticut Manufacturers Resource Group (a subsidiary of Web Savvy Marketers) can assist with. Our Human Resources expertise, industry knowledge, and marketing capabilities combine to provide manufacturers with the right avenues and messaging to get noticed. Contact us for more information.

Staying on Top of Safety Protocols

February 10, 2022 Beth Devine

The rapid spread of the highly contagious COVID-19 virus variant, Omicron, had employers scrambling to keep up with federal, state and local vaccine and mask mandates. Determining whether or not they must implement vaccine and indoor mask mandates throughout their companies was a bit confusing.

On January 13, the U.S. Supreme Court issued a stayof the COVID-19 vaccine-or-test emergency temporary standard (ETS) issued on November 5, 2021, by the Occupational Safety and Health Administration (OSHA). The stay applies to all workers except those in the healthcare industry, who must continue to follow the terms of the ETS.

OSHA had issued the Emergency Temporary Standard (ETS) to minimize the risk of contracting or transmitting COVID in the workplace. The ETS applies only to employers with 100 or more employees that are under OSHA’s authority and jurisdiction. The ETS does not apply to employees who work from home, work exclusively outdoors, or do not report to a workplace where other people are present. Nonetheless, if implemented, the ETS would apply to approximately 84 million Americans.

Although all U.S. employers are not required to adhere to the ETS at this time, Washington D.C. Attorney Burton J. Fishman cautioned that OSHA could attempt to replace the ETS with a permanent standard in the future. And, Fishman says, state and local laws and regulations concerning COVID-19 vaccine and mask mandates will be upheld.

The Bottom Line

For employers, this means it’s important to ensure you have the most current regulations for your state and city or town. As of January 14, Connecticut has a vaccine mandate for state employees and health care workers only. You can read the details here.In addition, several towns have implemented universal indoor mask mandates. The Hartford Courant published a list of cities and towns with mask mandates on January 10. Since these local mandates are always changing, it’s best to keep checking with your city or town’s website to ensure you’re in compliance.

The Connecticut Manufacturers Resource Group (a subsidiary of Web Savvy Marketers) provides a list of CT companies who manufacture PPE products, including N95 respirators and face shields. We also offer access to vetted Human Resource professionals who can help manufacturers draft new COVID policies.

Manufacturing Industry Outlook for 2022

January 27, 2022 Beth Devine

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.

State and Schools Work to Increase Talent Pool for Manufacturers

January 20, 2022 Beth Devine

YouTube video – CPTV’s Working It Out: Young Manufacturers Academy

By all accounts, the manufacturing industry in Connecticut has been steadily growing for the past several years and it’s projected to keep on growing. In November, the sector posted its largest monthly gain since May 2020.

In its 2018 – 2028 employment projections, Connecticut’s Department of Labor predicts the demand for computer-controlled machine operators to grow almost 33%. Demand for machinists and welders is projected to increase 14% and 11%, respectively. Unfortunately, the pool of skilled workers needed to fill these and other manufacturing jobs has been declining for the past decade.

On January 4, 2022, the job search website Indeed.com listed 262 machinist job openings, all located within 25 miles of Hartford, CT.

So where have all the machinists gone? Many have retired. And high schools, eager to increase their percentage of students who go on to four-year colleges, have been steering students away from trade schools. Also, there are longstanding perceptions that manufacturing jobs are dirty, low-skilled jobs with no potential for professional growth.

Recognizing that these misconceptions are contributing to the labor shortage, The Connecticut Center for Advanced Technology Inc., the state Department of Economic and Community Development, and Connecticut’s technical high schools are working together to change the way our young people think about manufacturing.

The Young Manufacturers Academy (YMA) is one of the many programs they’re using to do this. Geared toward middle and high school students, the YMA exposes teens to the high-tech world of modern manufacturing and provides them with hands-on experience in a manufacturing environment.

Jeffrey Pearce, CCAT Education & Career Development, said, “The trend we’re noticing now, which all manufacturers will attest to, is that there’s a shortage of workers. That’s one of the reasons for this program. We want to train the next generation of manufacturers so we have that workforce.”

The CCAT provides students, families, educators and manufacturers with a broad range of educational resources designed to inspire interest in manufacturing. This includes webinars, videos, and professional development workshops. Teachers, counselors, and school administrators are invited to tour its East Hartford facility and learn about precision machining, additive manufacturing, automation and other manufacturing technologies February 15.

This is just one of the many programs available to CT manufacturers. At CTmrg (a subsidiary of Web Savvy Marketers) we provide manufacturers with a variety of tools and resources they need to grow their businesses, including workforce assets. From training dollars to recruitment and retention best practices, we can connect you with the expertise needed to succeed.

To find more events geared explicitly for CT manufacturers check out our CTmrg calendar of Events and Webinars for Manufacturers.

New Year Lifts Tariffs, Changes Employment Laws

January 12, 2022 Beth Devine

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.

Is Your Business Ready to Provide Ideal Opportunities for Your Existing Employees?

December 15, 2021 Beth Devine

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.