How to Manage Talent to Improve Operational Success

The path to manufacturing success begins with leadership recognizing the crucial link between operational excellence and employee well-being. According to Marion Wells, founder and managing partner of Human Asset Management and a member of the MMT Editorial Advisory Board, “Successful manufacturers are committed to monitoring key metrics related to employee performance, customer satisfaction and operational efficiency.” By utilizing data and analytics, these companies can identify specific areas for improvement in both operations and personnel, ensuring that their goals align with both operational priorities and initiatives focused on people.

Smart Hiring Sets the Foundation

When it comes to hiring, successful manufacturers adopt a comprehensive approach. Although technical skills are important, they are only one part of the equation. “Use skills-based job descriptions that emphasize demonstrable skills and outcomes. If possible, implement skills assessments that offer objective data on a candidate’s technical abilities,” Wells advises.

Structured interviews form the backbone of effective hiring. This means developing standardized questions tied to specific competencies, ensuring all candidates face equal evaluation. This approach reduces bias and improves hiring consistency. During reference checks, Wells suggests asking specific questions such as, “Can you provide an example of your problem-solving skills?” Soft skills — including communication, teamwork and adaptability — often determine long-term success and should be thoroughly assessed alongside technical expertise.

By utilizing data and analytics, mold builders can identify specific areas for improvement in both operations and personnel, ensuring that their goals align with both operational priorities and initiatives focused on people.

Tracking hiring metrics like time-to-hire, cost-per-hire and employee retention provides valuable insights into recruitment effectiveness. “But hiring is not a one-and-done process — continuous improvement should be the goal. Regularly reviewing and refining hiring strategies helps maintain a strong talent pipeline and ensures that hiring remains aligned with evolving company needs,” Wells says.

She notes that using technology-driven assessments and AI screening tools can enhance hiring accuracy, streamline the process and improve candidate quality.

Creating an Engaged Workforce

Employee engagement has a direct impact on a company’s bottom line by enhancing productivity, fostering innovation and improving customer satisfaction. Wells notes that low engagement, characterized by employees feeling undervalued, lacking clear career paths and lacking motivation, can lead to high turnover rates, stagnant growth and declining customer satisfaction.

Successful manufacturers use multiple engagement strategies to combat these challenges. Regular companywide meetings and department huddles foster transparency and create a sense of shared purpose. Town halls, which enable leadership to communicate directly with employees, are particularly effective in boosting morale. Additionally, open-door policies encourage direct communication and quick resolution of issues, while structured employee feedback mechanisms (including surveys and focus groups) give workers a voice in company operations.

“The impact of engagement initiatives can vary by organization, but companies that invest in these strategies often experience improved productivity, enhanced innovation, reduced turnover and increased profitability,” Wells states.

Recognition and career growth are vital for employee engagement. Performance-based bonuses, formal recognition programs and mentorship opportunities foster a culture of appreciation and support for employee development. Personalized career plans and structured training programs provide employees with clear paths for advancement, which in turn boosts morale and improves retention rates.

Work-life balance is an essential factor for employee engagement.  Wells notes that manufacturers are increasingly providing flexible work arrangements, generous vacation policies and comprehensive wellness programs to improve employee satisfaction. “Investing in employee engagement not only benefits employees but is also a smart business strategy,” Wells emphasizes.

Building Strong Cross-Departmental Teams

In today's complex manufacturing environment, it is essential to break down departmental silos. “Fostering strong teamwork and collaboration across departments is crucial for organizational success,” Wells says. “Success begins with clearly communicating organizational goals and ensuring that employees understand how their work impacts other departments.”

For example, she explains that companies fostering cross-departmental collaboration experience enhanced efficiency and innovation. Forming mixed-discipline project teams is an effective strategy for promoting problem-solving and knowledge sharing.

Feedback mechanisms play a vital role in strengthening collaboration. Regularly soliciting input from employees about cross-functional teamwork helps identify areas for improvement. Wells recommends simple initiatives, such as structured peer reviews and collaborative problem-solving sessions, to significantly enhance interdepartmental coordination.

Knowledge-sharing platforms further streamline collaboration. “Implementing internal wikis, digital knowledge bases or regular learning sessions ensures best practices and lessons learned are shared across teams. Encouraging employees to contribute to these platforms fosters a culture of collective problem-solving and continuous learning,” Well says.

Technology as a Collaboration Enabler

Modern manufacturing requires modern solutions. For example, project management software streamlines workflows and keeps teams aligned, shared document platforms ensure everyone works from the same information and communication tools bridge physical distances and keep conversations flowing.

However, adopting new technology requires a strategic approach. The key is not implementing everything at once but instead starting with a few essential tools that address pressing needs. “Start with a few key tools that address your most pressing needs and then gradually expand your technology stack as your team’s needs evolve,” Wells advises, “Then, when selecting technology, prioritize ease of use, integration capability, accessibility for all employees, security and budget compatibility.”

Regular evaluation of tool effectiveness ensures they continue to support collaboration efforts. User adoption is just as important as the tool itself. Companies should invest in training and support programs to maximize employee engagement with new systems. Gathering employee feedback on these tools helps refine and optimize usage over time.

The Financial Impact of Talent Investment

“There is a clear return on investment from investing in talent, as skilled and motivated employees contribute to increased productivity and efficiency,” Wells affirms.

This ROI appears in multiple ways: reduced errors, improved product quality, faster turnaround times and streamlined processes. Wells also notes that engaged employees contribute to innovation, developing new ideas that enhance competitiveness. “Companies that invest in comprehensive talent management strategies often experience measurable gains in operational efficiency and customer satisfaction,” Wells says.

Making It Work in Your Shop

Implementing these changes requires patience and commitment. Wells advises to start by assessing your current situation: identify talent gaps, engagement issues and collaboration barriers. Then, develop a phased approach, introducing initiatives gradually while monitoring progress through key performance indicators.

“Keep communication channels open and active. Maintain fresh, meaningful recognition programs. Most importantly, preserve the essential connection between operational excellence and employee well-being that characterizes successful manufacturers,” Wells says.

Building a high-performing manufacturing organization isn't just about having the right machines or processes — it’s about having the right people and giving them the tools, support and environment they need to excel. When you invest in your team’s success, you invest in your company’s future.