Attracting and retaining talent is a pressing issue for businesses, but how do we navigate the challenges? Tom Reynolds, CEO of the Bathroom Manufacturers Association, delves into the insights unearthed during a recent roundtable discussion.
A recent Bathroom Manufacturers Association (BMA) talent roundtable discussion, held under Chatham House rules to encourage open dialogue, brought together industry leaders to explore solutions for recruitment and retention challenges in the bathroom industry.
Firstly, the bathroom manufacturing sector faces a shortage of technical skills, which has driven wage inflation. This shortage highlights the urgent need to fill succession gaps, particularly in specialised roles like engineering.
Apprenticeships emerged as a vital tool for addressing this, and by promoting the industry’s robust learning opportunities, manufacturers can attract new talent eager to develop specialised skills.
Interestingly, the roundtable highlighted the potential of recruiting from outside the sector, particularly fast-moving consumer goods (FMCG) industries, where they are typically more advanced in analytics, data, and e-commerce.
Embracing candidates from diverse backgrounds enriches the talent pool and fosters innovation. I’m a great believer in the power of equality, diversity and inclusion and I’m convinced this approach will bring the sector fresh thinking.
Secondly, to tackle staff turnover, participants recommend rethinking short-term training to focus more on cultural assimilation, which is particularly relevant for sales teams. This approach can help new hires feel more integrated and, by removing instantaneous targets, allow them to feel valued in their roles.
Creating a supportive and flexible work environment is also essential for retention. The discussion highlighted the importance of flexible work arrangements and mental health support. Encouraging reverse mentoring can facilitate leadership development and help bridge generational gaps within the workforce.
Thirdly, investing in middle management is vital for preserving culture. Utilising apprenticeship levies to upskill aspiring leaders internally can ensure that organisations remain capable of meeting new challenges. Addressing gender imbalances in leadership and fostering support networks for women were also identified as steps towards more inclusive workplaces.
Finally, apprenticeships have significant benefits. Educating organisations about the potential of apprenticeships for existing employees can unlock new development pathways, regardless of age. Importantly, non-apprentice levy-paying organisations can claim back 100% of the apprenticeship levy.
Simplifying government apprenticeship frameworks and promoting mature apprenticeships can make these opportunities more accessible and appealing, further enhancing the skillset within the industry.