Think of a typical Millennial or Gen Z and what images come to mind? However you picture them, it’s a safe bet it doesn’t involve them displaying an immense interest in logistics and manufacturing.
Which may be a problem.
The manufacturing and logistics sectors are facing significant challenges, including an ageing workforce and a shortage of skilled workers – with the UK, in particular, needing more individuals in manufacturing roles. The rise of the Millennial population in the workforce, coupled with the growing power of social media and the allure of becoming a YouTuber or influencer, is making recruitment efforts in these traditional industries increasingly challenging.
Given that the logistics and manufacturing sectors do not appear to have the desired appeal, we’re going to look at how these industries can better connect career opportunities with younger generations.
Generation Logistics and apprenticeship schemes
In a bid to attract new talent to these industries, a number of schemes have been launched – most notably, Generation Logistics and The Future Makers Campaign from MAKE UK.
Launched in 2022, Generation Logistics is an industry-led, government-backed campaign that aims to shift perceptions about the industry and attract the next generation of talent. The Department for Transport describes Generation Logistics as “a down payment on the workforce of the future”, and they may be right. Generation Logistics has received over 650,000 visits to its web hub, three million engagements on social media, and extensive national media coverage.
As it moves through its second year, the scheme has expanded its reach by offering discounted sponsorship packages. These packages enable companies to promote entry-level schemes and amplify social media posts through the campaign’s channels, making it easier for businesses of all sizes to engage with the campaign’s expanding network.
Make UK‘s apprenticeship schemes also play a key role in addressing the manufacturing and logistics skills gap. Their apprenticeships offer practical, hands-on experience and provide a clear pathway to skilled roles without the financial burden associated with a university education. This approach not only alleviates the immediate skills shortage but nurtures long-term career progression for participants.
In addition to these initiatives, City & Guilds has been instrumental in helping people, organisations, and economies develop their skills for over 140 years. By partnering with various stakeholders, City & Guilds delivers work-based learning programs that build competency and support better prospects for individuals and organisations. With their flexible learning pathways promoting lifelong employability, they allow people to continuously retrain at every stage of their lives, regardless of their starting point.
Emphasising sustainability and social responsibility
Millennials and Gen Zs are, of course, deeply concerned about sustainability and social responsibility, making them vital for companies to prioritise and showcase their efforts in these areas. Studies indicate that over half of Gen Zs (55%) and millennials (54%) research a brand’s environmental impact and policies before accepting a job offer. To attract these environmentally conscious candidates, companies must actively reduce carbon footprints, engage in ethical sourcing, and support local communities.
Making the most of technology
Advanced technologies such as AI and robotics are transforming manufacturing and logistics – something that companies in these industries could benefit from highlighting. Both Millennials and Gen Zs are well known for being tech-savvy and are particularly attracted to workplaces that embrace cutting-edge technologies.
By emphasising the integration of AI, robotics, and other advanced systems, manufacturing and logistics companies can revamp their often-outdated image . While manufacturing may have long since shaken the mills and cloth caps that once defined its public perception, many people are still unaware of the state-of-the-art nature of the industry. Demonstrating this can be a compelling selling point for potential Millennial and Gen Z employees.
Providing opportunities for growth and learning
Millennials and Gen Zs place high value on continuous learning and career development, seeking employers who invest in their professional growth. Companies can meet this expectation by offering clear career progression paths, opportunities for skill development, and access to higher education in the roles they offer.
Structured programs such as mentorship initiatives and personal development plans (PDPs) are instrumental in guiding employees through their career journeys, making sure they acquire the necessary skills and experiences to advance.
Highlighting these opportunities for progression within the company attracts new talent and reduces turnover by demonstrating a commitment to employee development. When young employees see a clear path to advancement and are provided with the tools and support to achieve their goals, they are far more likely to remain engaged and loyal to the organisation.
Work-life balance and flexibility
Flexible working hours and remote work options cater to next-gens’ desire for harmony between their professional and personal lives. This is hugely significant for younger generations. While a significant portion of Gen Z individuals and the majority of millennials still perceive their jobs as a core aspect of their identity, they are increasingly unwilling to compromise their well-being in pursuit of career success. In their quest for a better work-life balance, these generations are exploring alternative arrangements.
When questioned about how organisations could facilitate improved work-life balance, Gen Z and millennial respondents highlighted the importance of reduced or flexible working hours. Despite apprehensions regarding the potential impact on financial stability and career progression opportunities, there was a clear emphasis on improving career advancement prospects for part-time roles, condensed four-day work weeks, job-sharing arrangements and flexible work hours.
The prioritisation of part-time jobs and job-sharing marks a notable departure from previous years when these options were less favoured. Survey responses highlight an increasing demand among Gen Z and Millennials for greater flexibility in both the timing and quantity of their work commitments.
Highlighting the impact of their work
Everyone wants to feel valued, and Millennials and Gen Z are no exception, as these generations need to feel their work is meaningful and contributes to a larger purpose. Companies can heighten this sense of purpose by emphasising how individual roles contribute to the overall success of the business. Regular communication about the company’s performance, opportunities for feedback, and celebratory events are key to making employees feel valued in this respect.
According to Deloitte’s Global Gen Z and Millennial survey, young employees appreciate transparency and want to positively influence their organisations in areas related to products, services, and DEI initiatives. Using data and figures to illustrate these impacts – and holding company-wide meetings to discuss achievements – can significantly boost the sense of purpose and engagement among Millennials and Gen Zs.
Businesses should also create platforms for open dialogue where employees can share their ideas and receive recognition for their contributions. Celebratory events funded by the business to honour achievements can further illustrate each employee’s worth, creating a culture of appreciation and motivation. By highlighting the tangible impact of their work, companies help Millennials and Gen Z employees feel connected to the company’s mission and motivated to contribute to its success.
Logistics Trek: The Next Generation
Depending on your age, your work environment might have once been something that you just had to grin and bear, no matter what – it was just part of the job. That outlook most certainly doesn’t apply to Millennials and Gen Zs, who prioritise a different set of values.
Attracting these generations to the logistics and manufacturing sectors requires a strategic approach that aligns with modern social and environmental perspectives. While receiving a large salary is unlikely to ever go out of fashion, emphasising sustainability and social responsibility, as well as showcasing advanced technologies, are hugely important variables in the Millennial and Gen Z equation.