Can a career in engineering and manufacturing be more flexible?

It is well known that there is a growing demand for flexible working in the UK, particularly from millennials who by 2020 are expected to account for 50% of the total workforce.

Although recent PageGroup research has found some 60% of UK workers have stated that they agree or strongly agree that flexible working should be offered as a standard, tight deadlines and processes make it difficult for many UK engineering and manufacturing professionals to do so.
Our research has also found that some 89% of UK employees are working up to 10 hours over their contracted hours each week and that the majority of professionals are still working the traditional set hours starting work between 8am-9:30am and finishing between 4pm-5:30pm. 
Looking forward, UK workers highlighted that the benefits they would most like to see in their workplace in the next five years are flexible hours (64%) - the ability to choose start and finish time - telework (48%) - the chance to work from home one or more days a week – and/or compressed work weeks (49%) - work longer hours four days per week then have the rest of the week off.
It is no surprise then, that when exploring the job market, candidates are very often looking for a role that offers more flexible working patterns which, in terms of priority factors in their search criteria, comes second only to a higher salary and in some cases may actually be the determining factor for some professionals. But also, career progression. Not necessarily in terms of the next step on the ladder but very often what a business can offer to their personal development.
Despite this, what we most often see clients offering as a key benefit are pension packages, healthcare, childcare vouchers, ride to work schemes and gym memberships. It is still a very new concept for the industry to offer some of the softer benefits that are increasingly being sought after such as flexible working. 
One of the most common reasons we are given by candidates for rejecting an offer is a counter-offer from their current employer with career progression mapped more clearly for them in their current position. As counter offers are the biggest reason from professionals turning down a new job offer, it is clear that in this extremely competitive market it is essential that you are working hard to retain the existing talent within your team.
Currently around 49% of the UK workforce are not able to work from home due to the nature of their role. Perhaps within engineering and manufacturing, with the rising implementation of automation in factories and as processes continue to be more efficient, we will see more room for flexible working? The introduction of new tech into other industries has facilitated the increase in demand for flexible working, so as Industry 4.0 and the Internet of Things becomes more prevalent in the industry, our employees may soon be able to communicate with factories and machines remotely if need be. 

An attractive career prospect

The gap in the market and the slowing number of graduates entering the industry has been cause for much concern among business leaders in engineering and manufacturing. While the industry may lack the competitive advantage of flexible working in some areas, there are many other benefits and rewarding opportunities to be had that should be made known to all. 
There is a real need to revive the image of the engineering and manufacturing industry and while we are seeing an increased focus on the STEM (Science, Technology, Engineering and Mathematics) subjects at school, there should also be more education surrounding the career paths available.
It is important to focus on the benefits of working for your company in terms of the opportunities there are for professional to make an impact, whether that be in terms of the role they play in the company or the wider impacts the business has on the community. 
In fact, The Deloitte 2017 Millennial Survey highlights that “millennials feel accountable, to at least a fair degree, for many issues in both the workplace and the wider world. However, it is primarily in and via the workplace that they feel most impactful.” When combined with findings from the 2016 survey, that a strong sense of purpose, beyond financial success, directly links to higher levels of employee satisfaction and loyalty, it is clear that by offering a clear vision and path for success in a role you can build a more productive and loyal workforce which will in turn attract new talent.
Employee upskilling and training are other factors that are often overlooked, but to professionals looking to grow their careers they are attractive benefits. As highlighted above, development and career progression are key retention factors for professionals, so be sure you are offering both your existing staff and potential employees the opportunity to upskill in their roles, develop their understanding of new tech and provide the environment for growth by offering mentorships or coaching where possible. 
If you would like any more information, or to discuss how we can help with your recruitment needs please do get in touch. Alternatively, why not submit a job spec now and one of our specialist consultants will call you back? 
Louise McReynolds
Associate Director, Michael Page
T: +44 113 388 9054