Addressing the Gap in Brush Manufacturing Expertise

Manufacturing has long been a cornerstone of the U.S. economy, contributing $2.91 trillion to GDP and employing over 13 million people across more than 244,000 firms as of 2024. However, this thriving industry faces a significant challenge: finding skilled workers to fill critical roles. With 481,000 manufacturing job openings reported in September 2024 and 3.8 million new positions anticipated by 2034, the competition for talent is fierce. For brush manufacturers — many of whom fall within the 74 percent of manufacturing firms with fewer than 20 employees — the impact of this skilled labor shortage is particularly acute.

The brush manufacturing industry relies heavily on skilled craftsmanship, intricate machinery and proprietary processes, many of which have been honed over decades. However, as experienced workers retire and fewer young people pursue careers in manufacturing, these specialized skills are becoming more challenging to replace. The average manufacturing employee earns $102,629 annually, but even competitive wages and benefits — including health insurance coverage offered to 93 percent of manufacturing employees in 2024 — aren’t enough to close the labor gap.

By investing in upskilling, manufacturers ensure their workforce evolves alongside the demands of the industry, reducing reliance on external hires and minimizing disruption.

Cross-Training: Increasing Workforce Flexibility

Cross-training enables employees to take on multiple roles within the production process, enhancing operational agility and reducing downtime. For example, a materials handler could be trained in basic machinery maintenance or an assembler could learn packaging techniques.

For smaller brush manufacturers, this challenge is compounded by limited resources for recruitment and training. Without action, the consequences of unfilled positions could ripple through the supply chain, delaying production and impacting the $1.6 trillion worth of U.S. manufactured goods exported annually.

To address the skilled labor dilemma, brush manufacturers can adopt a proactive approach through upskilling, cross-training and targeted recruitment strategies.

Upskilling: Building Expertise from Within

Upskilling involves training existing employees to take on more advanced roles. This approach fills skill gaps and boosts employee engagement and retention by offering clear pathways for career growth.

• Assess Needs: Identify areas where skills are lacking, such as advanced machinery operation or quality control.

• Collaborate Locally: Partner with community colleges or technical schools to develop training programs tailored to the specific needs of brush manufacturing.

• Incentivize Training: Offer pay increases, certifications or bonuses to employees who complete training programs.

• Create Rotation Programs: Develop schedules that allow employees to rotate through various roles under supervision.

• Recognize Success: Acknowledge employees who expand their skill sets, reinforcing the value of versatility. This approach not only addresses immediate staffing needs but also fosters a more collaborative and adaptable team environment.

Attracting the Next Generation

Ultimately, the overall manufacturing sector needs to appeal to a younger workforce, showcasing its modernity and potential. As manufacturing accounts for 53 percent of private-sector R&D, innovation and technology are integral to its future. Highlighting these aspects can help change outdated perceptions of the industry.

• Technology: Promote the use of robotics, automation and data analytics in marketing and recruitment efforts.

• Engage Early: Partner with high schools and universities to introduce students to brush manufacturing through internships, factory tours and mentorship programs.

• Offer Competitive Packages: While smaller manufacturers may have limited budgets, flexible schedules and supportive work cultures can be just as enticing as monetary incentives.

The Cost of Inaction

Failing to address the skilled labor gap creates the potential for significant losses for manufacturers, including decreased productivity, missed innovation opportunities and reduced competitiveness. Federal regulations alone cost manufacturers an average of $29,100 per employee annually, leaving little room for inefficiencies caused by labor shortages.

—Staff article. Statistics from the National Association of Manufacturers, Bureau of Economic Analysis and the Census Bureau. Image generated by AI using OpenAI's DALL-E.