Attracting and retaining great talent is a huge concern for so many industries in today’s economy. This is especially true for a family-owned manufacturer like Hamilton, where we find ourselves faced with some happy challenges:
- The Happy: We have very little employee turnover. A solid percentage of our workforce has given us 30, 40 and sometimes 50 years of dedicated service.
- The Challenge: Many of these seasoned vets are poised to retire soon.
- The Happy: We’ve experienced a tremendous increase in sales growth.
- The Challenge: We must scale up quickly to deliver the same level of quality and service we always have.
In light of these challenges, it’s a great opportunity to share a few ways we’re being proactive about recruiting and keeping a skilled workforce of tomorrow.
- Employing new initiatives to recruit Millennials. They’re America’s largest workforce, and we’re actively working on ways to find the right mix of rising young stars who can mesh, make an impact and be the future our company needs.
- Providing qualified workforce training to existing workers. Our answer to the shortage of skilled welders and machinists in the market.
- Developing a leadership succession plan. This includes executive coaching and organization development training for all our leaders.
- A commitment to improving company culture. This has always been a priority for us. We believe corporate culture is one of the best indicators of business health.
- Keeping it in the family. One of the perks of being family-owned—you can poach your kin shamelessly! By 2023, at least two veteran, fourth -generation Lipperts will occupy top leadership positions. And at least two more family members currently working for Hamilton are being groomed for leadership roles.
What are some ways your company is readying itself for the next generation of skilled workers?