Nurturing the next generation of makers and builders in manufacturing

Manufacturing’s current landscape

The manufacturing industry is challenged by a skills gap and an aging workforce, with reports that the U.S. manufacturing industry will require roughly 3.8 million jobs to be filled within the next decade. And the future of manufacturing depends on more technically savvy workers who are adept in complex technologies and innovative solutions to new problems. The good news is that according to recent research, younger workers are more open to working in manufacturing than previous generations.

Younger generations also report that two of their top reasons for taking, keeping, or leaving a job are “meaningful work” and “career advancement.” To ensure a robust future, we must focus on empowering the next generation of manufacturing talent through fulfilling career opportunities and early career and development programs like internships, apprenticeships, and educational programs.

Looking to the next generation of manufacturing talent

At Flex, we recognize that development programs are one of the most effective ways to raise interest in manufacturing careers while providing talent with the skillsets and opportunities that they want.

Internships and co-op programs provide students with invaluable real-world knowledge and networking opportunities, allowing them to gain experience in practical settings. And companies like Flex benefit from fresh perspectives and a talent pipeline, ensuring that we are not only filling positions but cultivating future leaders at our company.

Every year in the U.S. at Flex, we welcome a new cohort of students who take part in internships across our sites—gaining experience in everything from finance and human resources to manufacturing operations.

Besides taking on projects that impact the business and complement their areas of study, students receive well-rounded professional development opportunities that include basic business and finance fundamentals—even if they are at Flex for a manufacturing or industrial engineering internship.

Our leadership team also makes it a priority to meet with interns and get to know them; I personally have had the honor of participating in these career growth coffee sessions to both learn from and guide the manufacturing industry’s future generation. Besides internships, we also hire students for co-op programs, which are longer-term four-to-six-month positions that are a part of the student’s degree plan or graduation requirement.

Apprenticeships are another powerful tool in workforce development. Like internships and co-ops, these programs allow participants to earn while they learn, gaining industry-recognized credentials that enhance their employability. For organizations, apprenticeships provide customized training tailored to specific needs, resulting in increased retention rates.

A prime example is our apprenticeships in Althofen, Austria, which provide participants with experience across a broad range of roles including electrical engineers, electronics and metals technicians, mechatronics, and industrial clerks and buyers.

During the program, apprentices can rotate through different departments—giving talent early in their career the opportunity to learn about different functional areas and explore their interests.

The program has successfully run for over 50 years and is a testament to the long-term benefits of investing in talent. We are proud that about 85% of apprentices stay with Flex after their term, and many former apprentices now hold managerial or leadership roles.

Partnering with academic institutions to develop talent

Building strong relationships with universities and other academic institutions is equally vital. These partnerships offer students practical experience, career exploration, and enhanced employability.

Across the globe, Flex collaborates with educational institutions, creating a robust talent pipeline that helps both students and the manufacturing industry. For example, in Mexico, Flex works closely with local universities, providing opportunities to students in their last two semesters of school to run special projects with a dedicated training mentor.

Our programs are in place to nurture talent and grow their careers even after hiring. For example, Flex partners with ~20 colleges and universities in Malaysia to sponsor thousands of employees through various professional programs.

We have worked with various universities in Hungary for over a decade to provide training for students in areas such as engineering, finance, and logistics, and offer internships that are mandatory to meet their graduation requirements. In Austin, Texas, we partner with the Council for Adult and Experiential Learning (CAEL) to provide training for employees in skills such as computer and technical knowledge, project management, and financial literacy. We have similar programs with educational institutions in other regions around the world because we recognize that when we invest in our employees’ education and development, we are investing in the future of our organization and industry as a whole.

Manufacturing’s future depends on our people

Nurturing early talent is not just a responsibility; it’s an opportunity for organizations across industry, education, and community to collaborate and shape the future of manufacturing. I encourage organizations to explore similar programs and partnerships that empower the next generation of manufacturing talent. Together, we can foster an inclusive workforce that is equipped to meet the challenges of tomorrow.

To students and young professionals, I invite you to explore the myriad opportunities available in manufacturing. This industry is not only about machines and processes. It’s about creativity, problem-solving, and collaboration so that we can work together to create products that enhance the way people live, work, and play.