Issue link: http://www.insightdigital.biz/i/449345
22 | /INSIGHT ON MANUFACTURING • Januar y 2015 w w w.in s i g h t o n m f g . c o m IN THEIR 1982 BOOK, "IN SEARCH OF EXCELLENCE," omas J. Peters and Robert H. Waterman drove home one clear point — "Hard is so. So is hard." Simply put — the traditional "hard" skills are readily available and they cover a small percentage of what it takes to be "excellent" as a company. On the other hand, the "so" skills are really difficult to master. And they are critical to excellence! Not much has changed the past 32 years. According to the results of the 2015 Manufacturing Vitality Index, nearly half of manufacturers are planning to hire new talent in 2015 — but almost 75 percent of those expect to experience difficulty in this process. at difficulty is finding people with the skills that are highest in demand, according to the survey — skills you might not expect. Manufacturing employers want employees with communication skills, those who have great attendance, a high work ethic, strong math skills, and decision-making ability. ese are "so skills" (perhaps with the exception of math skills) — the non-technical, hard-to-train qualities that are central to success. e hiring process is the most critical input for your business process, without a doubt. It has the greatest potential variance of any input — literally every unit is absolutely unique. What other input (raw materials, components, etc.) brings so much inherent variation? Study the process of hiring — does it fully complement your company's need for greater so skills? Here is where the "hard" part comes into play. Can so skills be easily quantified? Can we see their value on a balance sheet or income statement? No, not immediately. But if your company looks closely at retention and engagement numbers, the results should be positive. Don't let the generational shi in the workforce complicate the issue. Do millennials communicate "differently" than the departing baby boomers? In some ways, but the need for communication never changes. Facebook, Twitter, Instagram and other social media channels bring different methods, but if nothing else, this screams for millennials' need for more communication. Millennials — just like baby boomers and Gen Xers — need workplaces that foster open, respectful and timely communication. Attendance and work ethic — how are these behaviors positively impacted by cultivating a workplace culture that is engaging and rewarding? Make work a creative Investing in so skills pays off for workers, employers Create a work environment that values communication, decision making INSIGHT FROM ... DOUG HAMM, LAKESHORE TECHNICAL COLLEGE Focusing on soft skills and the recruitment and development of people who possess them requires trust. Trust that this is worthwhile, trust that this will pay dividends and trust that this will be the culture of the organization from here on out!