SPECIAL SECTION TRENDING UPWARD

What should the corrugated and related paperboard industries do to attract motivated and dedicated workers?

Understanding why people like working in this industry and what they wish others knew about it, we asked what the industry should do to attract dedicated and talented employees.

Referring to enhanced unemployment benefits that have been part of various pandemic-related economic stimulus programs, and the wage competition from other industries, Bell thinks the industry’s job diversity is attractive to people. “That’s a tough one when we compete with unemployment benefits and rising wages in the food services industry,” he says. “However, I think we can do a better job showing that each day is different in the box business. We give people the opportunity to work on different machines and projects day in and day out.”

“Modernize the work environment,” says Welch, who also notes the importance of appealing to younger generations of workers. “Identify more with what the incoming generations value—open, collaborative workspaces, work-life balance, flexible hours, idea generation, and feedback sessions.”

Dawson echoes this sentiment: “I feel we need to reach out to the up-and-coming generations early. So many people don’t even realize this is an industry! Reaching out to high schools and colleges and talking to those students about the industry just might spark an interest to at least try an internship or summer job.”

“Get involved with your local community colleges, trade schools, and colleges,” Frisch says. “Create an attractive work environment—if you wouldn’t want to work in a specific environment at your plant, why would someone else? Advertise at local events to get your name out there!”

Keeping with the generational theme, Haddon says, “I think our industry needs to educate more of the younger generations on the importance of packaging. It is not something that will ever disappear, and people need to know you can make a great career in the corrugated industry.” He suggests social media platforms as a way to reach them: “It would be awesome to create TikTok videos or be an Instagram influencer for your career. The corrugated industry has endless opportunities!”

Cohen also addresses the generational issue: “This is becoming more and more of a generational gap,” he says. “As veteran boxmakers are retiring, the number of millennials willing to work in a plant has declined. The younger generations are much more focused on work-life balances, and computer sciences have taken over their educational focus. I think something that can attract the younger generation is better automation to test the mind, and some increased flexibility in work hours.”

If these strategies are successful, how will the industry then retain these workers? Breier says, “The more you can make plant employees feel valued is key—offering some sort of bonus incentive for quality, running a certain number of orders in a certain amount of time in exchange for a bonus or extra vacation days, etc.”

Murphy says, “Retention is easy if you have a great atmosphere and create an environment where employees feel appreciated. More financial incentives will also create more retention. Money talks.”

Having a “great atmosphere” gives Frisch the last word: “We are a family-run plant with a great culture. We are always going above and beyond for our employees,” she says. “We treat everyone as an individual—the top management team takes time to learn every employee’s name and story. You are not a number at our plant; you are our most valuable asset.”

“Create an attractive work environment— if you wouldn’t want to work in a specific environment at your plant, why would someone else? Advertise at local events to get your name out there!”

—Lauren Frisch, general manager, Box Essentials, Wasatch Container

Steve Young is AICC’s ambassador-at-large. He can be reached at 202-297-0583 or syoung@aiccbox.org.