Following the UK’s formal departure from the EU, skills shortages are already beginning to bite in the food manufacturing sector. In this blog, Matthew Carr, joint-managing director at Integrated Food Projects, explains how firms can rebuild their workforces.
If COVID-19 wasn’t enough of a challenge for the food and drink industry, manufacturers are already of Brexit-related skills shortages. Many have already experienced loss of manpower and skilled individuals. As EU nationals return to their home countries, this trend is only set to continue.
People who have spent years learning about the industry and gaining valuable experience, have now left the UK. This has caused the talent pool to shrink dramatically, and it’s increasingly difficult to attract and retain staff with the same levels of knowledge.
With war for talent growing fiercer, a people-first approach is essential. If they want retain staff and stand out from their competitors, food manufacturers must work towards becoming an ‘employer of choice’.
Senior managers can do this by building on the lessons that COVID-19 forced on them and adopting a flexible mindset. It’s also imperative to invest in existing staff, and offer options for career development. Not only will this ensure a workforce feels valued, but it also starts to refresh and renew the shrinking talent pool, paving the way for a more sustainable future. Simple steps such as offering clear career progression, goals and opportunities to gain qualifications are key, as are opportunities to move around functions to gain experience of different parts of the manufacturing process, upskill and add variety to their work.
This kind of investment in staff reflects a wider industry trend – and at IFP, we’ve helped to deliver multiple capex projects that place staff wellbeing high on the priority list. More and more, equal time is spent on designing facilities to ensure employee wellness is as much of a priority as is building the factory itself.
Creating a positive working environment should also consider the use of automation and technology. Digital tools are now a baseline requirement for all manufacturers and this will affect the number of staff needed to work on certain tasks in factories, and the responsibilities they’re assigned. Understanding where value can be added to these processes can appeal to the new flurry of talent, paving the way for a workforce that understands the wider vision of the ‘factories of the future’ and can use the tech needed to succeed.
Ever since the UK voted to leave in the 2016 referendum, skilled, EU nationals have been slowly leaving the UK – either returning home or seeking out opportunities elsewhere in mainland Europe. On top of that, the end of free movement will undoubtedly be a barrier to those who would once have come to the UK to work in manufacturing.
With the right mix of investment in people and automation, there’s no reason why manufacturers can’t plug the skills gaps left behind by Brexit. What will be key is their ability to create attractive places to work and build a long and rewarding career.
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