How Do you Stand Out?

At Pentaflex, we regularly ask ourselves what makes us stand out from other manufacturers. In a competitive and ever-changing world, it is of the utmost importance to have regular reflection and improvement. Below, we have outlined five different key areas that we believe keep our team and our products at the top of our game. We hope that by sharing these areas with you, it will encourage and motivate your team to reflect and improve where necessary.

Value Your Employees

One of the key components to success in the Pentaflex culture is our cultivation of our team’s growth over time. We believe all humans have the need to grow, learn, and change in their careers. When a new associate joins our team, they sometimes have very limited experience with our industry. Our seasoned team members take the time to share the necessary skills and expertise with newer members to cultivate a culture of learning.

We have also found implementing and maintaining a formal structure of increased compensation in tandem with demonstration of increased knowledge and skills is just one way to show our employees we value and appreciate their desire to work and learn with Pentaflex.

This system also aids in our conversation with employees about the importance of their jobs. Unfortunately, sometimes the world’s view of manufacturing can be somewhat skewed. What we are constantly trying to share with our clients, our community, and our team is that the world of manufacturing is an industry where every little step matters.

Walk the Talk

Pentaflex is a family owned business where we recognize and encourage that our greatest asset is our employees. Just one of the ways we “walk the talk” is through open communication. This is why we our team participates in weekly meetings with the entire company. These meetings allow us to share our successes and our challenges with the entire team and engage in problem solving and discussion.

Because of our industry, safety is our first concern every day at Pentaflex. We have a cross functional safety committee that meets monthly to review any potential safety concerns and to immediately review any accident that might occur.

We also have several Six Sigma Black belts on staff. Quality and process issues and improvements are conducted utilizing the six sigma approach and involves a cross functional team for each event.

Always Be Learning

We recently had a situation where a part had to be removed from a press without damaging the edge of the part. We had engaged the services of an outside vendor who quoted us an expensive piece of equipment to perform this task. Our maintenance department looked at the issues and developed a system that was built in house at less than a tenth of the cost of what was quoted to us.

Through creative problem solving like this, we are always able to deliver the highest quality products for our customers.

Invest in Your Community

Pentaflex believes there is a great need for businesses to invest and give back to their local community. For example, several members of our team volunteer for organizations such as the YMCA, Leadership Clark County, The Springfield Museum of Art and the Springfield Rotary Club.

Pentaflex has a long history of supporting civic endeavors to better our community for our employees and their families. Additionally, Pentaflex works closely with the Clark County Reentry coalition to help returning citizens find meaningful employment opportunities.

Show Why You Are Always the Best Choice

Our unique capabilities combined with our deep knowledge and years of experience draw our best customers. Many times we will take on a job that we did not initially win, but rather our customers realize the importance of the right investment for their products and their customers.

Connect with Similar Values

Would you like to talk more about the culture, leadership, and learning at Pentaflex? Give us a call at 937-325-2620 or submit this short form.

manufacturing jobs

The Future of the Manufacturing Workforce

State of the Workforce

A never-ending conversation in the manufacturing world over the past few years has been the demand for quality employees in the rapidly changing world of the fourth industrial revolution. Almost every single manufacturer in various specialties is starving for employees, but can’t seem to fill the positions. 

In fact, in a study performed by Deloitte in 2018, they predict that our industry is facing a potential shortage of 2.4 million workers in the next decade. 

But why is this? It’s not as if the US population is declining (or plans to decline) anytime soon. 

The Forecast

The Deloitte report points to three different reasons behind why they believe this trend will occur in the next decade:

  1. Shifting skill sets due to new technology
  2. Misperceptions of manufacturing jobs
  3. Retirement of baby boomers

While these three reasons do pose a threat to the current status quo, there are ways for us manufacturers to address all three with just a little bit of brainstorming and collaboration.

Shifting Skill Sets Due to New Technology

As we continue to research and evolve, new technology and machinery will continue to make its way onto the shop floor. This means that our team will be left with less repetitive jobs, and more positions that require problem solving, collaboration, and innovation. 

But this shift cannot happen overnight. In order to stay loyal to our teams who have stayed loyal to us, it is our job to find pathways to efficiency that include their abilities and currently underutilized skill sets. 

Instead of seeing new technology as “replacements,” view this tech as “enhancements” to your workforce. Identify team members that show an interest in the new technology and how it can improve their position. 

You will find yourself being able to realign your team to sit in the right seats, instead of just throwing in the towel and feeling like you have to start from scratch with a new row of candidates.

Misperceptions of Manufacturing Jobs

As manufacturing leadership, this is an area we have complete control over the narrative we choose to tell. We need to be out in our communities, in our schools, and in our government sharing that manufacturing is no longer the position of the 1900’s. 

Through teamwork, innovation, and encouragement, a position in manufacturing is a place to grow. And, it is a place to stretch your knowledge and influence our world for a better tomorrow.

If you don’t currently have a dedicated partner to help you share your story, find a local marketing or PR firm to help you spread the word about the real opportunities with your company.

Attend the local high school’s career fairs – take a few team members from the floor and have them share their real experiences about why they chose you.

Get involved in the local technical school. Sit on their boards, volunteer in their classrooms, hire their students as interns for the summer, and ask what they need to better prepare your employees of tomorrow. 

Volunteer in your community through various nonprofits and government entities. Share with your community the opportunities, jobs, and livelihoods that your organization’s presence provide to the area. 

It won’t be easy, but you will need to start somewhere. Sit down with your leadership and determine where the highest priorities lie – and just start there. Create a detailed plan with numerical measurables and a realistic timelines. 

Retirement of Baby Boomers

Now, this is one we can’t really directly influence. Unfortunately, our legacy employees will eventually have to leave us. But, if we are adamant in our influence of the first two trends, this will not be a hindrance in the productivity and ability of our facilities.

We’re Ready…Are You?

We encourage you to start planning today for the manufacturing world of tomorrow. And this isn’t something we’re just preaching about – we are actively living it! One way we have found to help change perceptions about a career in manufacturing is by participating in National Manufacturing Day every October by inviting middle schoolers to the shop to see the possibilities for themselves. 

Curious about how else Pentaflex is preparing for continued shifts in our industry for our customers and our team? 

Give us a call at 937-325-5551 or email us at sales@pentaflex.com to talk more.

 

Sources

https://data.bls.gov/timeseries/CES3000000001

https://www.softwareadvice.com/resources/manufacturers-skills-in-demand/

https://www2.deloitte.com/insights/us/en/industry/manufacturing/manufacturing-skills-gap-study.html

https://www.google.com/publicdata/explore?ds=kf7tgg1uo9ude_&met_y=population&idim=country:US&hl=en&dl=en

Pentaflex Supports Ohio’s Local Farms

While Ohio is commonly known as aOhio Farms long-standing hub of industry, we are also blessed to have a thriving agricultural presence. Indeed, manufacturing and agriculture are the two largest industries in the State.

 

Ohio Farms at PentaflexSo it is no surprisPentaflex Ohioe that we are happy every summer when the farmers markets and farm stands open to provide fresh produce.

Our owner, Julie McGregor, is a big advocate of good food and fresh produce,and she likes to share her passion with the employees at Pentaflex. Every year Julie contracts with a local farm to provide Corn and Tomatoes to all the employees. It is a wonderful gesture and much appreciated. Thanks Julie!