The Big Question: How Does Factory Automation Impact Workers?

One of the resounding questions businesses grapple with is what the impact of factory automation has on workers. Businesses often see automation as a massive challenge for the workforce, and the consequences of automation can seem daunting, particularly in an environment where workers are unionised. These concerns are not unfounded. The First Industrial Revolution is a testament to this.

Over 200 years ago, in the early 1800s, a series of uprisings occurred in northern England. Weavers and textile workers in Nottingham and other towns, concerned about the potential impact of introducing mechanised looms and knitting machines on their jobs, began destroying these machines. This movement, known as the Luddites, serves as a historical testament to the anxiety and resistance that can accompany technological change.

Adapting to rapid change has always been a challenge. During that era, the early stages of the Industrial Revolution stirred anxiety.

Since then, technological advancements have accelerated, revolutionising manufacturing. We are experiencing the fourth, even fifth, industrial revolution, or “Industry 4.0,/5.0”, where modern factory production lines are filled with automated systems, software, computer interfaces, and robots.

The good news is that businesses can manage change, educate their workforce, train workers, mitigate disruption, and ease anxieties. Change isn’t a simple process, and there is not a one-size-fits-all solution; it is best accomplished one step at a time in a controlled, reassuring, and motivational environment.

When Managed Correctly, Factory Automation is Empowering.

From a business perspective of efficiency and bottom-line effect, factory automation makes 100% sense, but the challenge between preparation and profitability can complicate the process.

When shifting to automated solutions, getting employees on board with the transitions is crucial. Automation isn’t about replacing or reducing the workforce; it aims to enhance human workers by offering more efficient and secure processes.

A well-crafted communication plan is the linchpin for gaining employee buy-in for automation. It should outline your automation plans, involve employees in the process, make the transition enjoyable, provide comprehensive training, and familiarize employees with the new environment.

• Communicate your automation plans

• Involve employees in the process

• Make the process enjoyable

• Train your employees

• Familiarise your employees with the new environment

PRO TIP: Visual communication is the most effective way to communicate change and obtain buy-in. Use charts, icons, interesting pictures and appealing designs.

Tell Your Workforce What’s in it for Them

As with any ‘sales pitch,’ benefits are the key driver for buy-in. When weighed up, the benefits of automation are far greater than the negative impact on workers. So, what are these benefits?

1. More Time to Enjoy Your Job

Automation significantly boosts employee productivity, leading to a more efficient and happier workforce. By reducing the number of manual tasks, employees have more time to focus on value-added tasks unique to their roles, fostering innovation and job satisfaction.

This shift can enhance innovation by empowering team members to apply their creativity and critical thinking skills to tackle intellectually challenging assignments. Furthermore, it can boost employee satisfaction as it permits them to dedicate more time to fulfilling and stimulating tasks.

In his 2 Second Lean principle, Paul Akers describes increased production as employee empowerment, which benefits businesses and employees by creating a culture of problem solvers. It is well worth your while to read 2 Second Lean; here’s a link to a free PDF copy of the book. https://paulakers.net/wp-content/uploads/dlm_uploads/2015/12/2SL-3rd-20170403.pdf

The 2 Second Lean concept demonstrates a framework in which employees are encouraged to continuously make simple improvements to lighten their workloads and free up time for innovation and problem-solving. Automation can have the same effect.

The compound consequence of ‘freed up’ combined with the 2 Second Lean principles of innovation and problem-solving provides endless scope for motivated employees to innovate and find greater fulfilment in the work environment.

Wasted time is demotivating; freed-up time is empowering. The BIG SELL is that freed-up time means enjoying work more! Less boring work means more fun at work.

Conversely, employees who do not aspire to the freed-up-time concept will seek alternative employment of their own accord. The onus is on the employer to clearly explain this benefit and diligently commit to facilitating it. The responsibility lies with employees to embrace this concept.

For further insights and substantiation, here’s a link to a medically journalised article on the benefits of automation for employees: https://www.ncbi.nlm.nih.gov/pmc/articles/PMC7682172/. This research contains some great nuggets of proven information.

2. No More Niggles and Frustrations

Streamlining processes and ironing out kinks in the work environment has a HUGE advantage for employees. Simple daily frustrations affect everyone in the team. Having more time on hand gives employees the opportunity to make improvements in areas across the organisation.

Paul Akers’s very loud and clear message underpins 2 Second Lean: “If it buys you, fix it!”

Areas that could benefit from ‘fixing’ are:

• Neatness and decluttering of work and floor space

• Convenient access to tools, parts and spares, documentation and manuals

• Administrative and production processes in both the administrative and manufacturing environment

• Ergonomics in and around the office and factory floor

• Navigation around the factory floor

• Utilities in the office

• Administration functions and spaces

• Access to information

3. A Huge Boost for Safety in the Workplace

Workplace safety should always be a priority. Automation is an effective way to eliminate work hazards, particularly in manufacturing.

Automated machinery reduces the risks linked to human error by consistently following the same process without getting tired. Injuries usually result from work-process alterations caused by fatigue or distraction, scenarios that do not apply to robots.

Read the article “Keeping Workers Safe in the Automation Revolution” for an in-depth, credible research analysis. The article highlights these critical benefits for workplace safety:

• Robots handle tasks in the 3Ds (dirty, dangerous, complex) categories, reducing risks associated with strenuous work.

• They perform tasks like heavy lifting and welding.

• Reduce exposure to toxic substances in car manufacturing, mining, and warehouses.

• Robots improve safety by preventing injuries and health issues from hazardous conditions, reducing musculoskeletal injuries, and minimising risks in emergency response situations.

• Robots can help prevent human errors in repetitive tasks.

 

4. A Dynamic Environment for Career Advancement.

Career advancement is and has always been a driver in the workforce. Factory automation empowers employees to showcase their problem-solving, creativity, management, logistics and leadership skills. A labour-intensive environment seldom creates as much opportunity.

Even though it isn’t possible to advance careers for every worker remember that recognition goes a long way to gratifying effort.

Recognition is a Powerful Tool for Boosting Employee Morale

As a business leader, acknowledging and appreciating your employees’ efforts can go a long way in creating a positive work environment.

The Harvard Business Review conducted in-depth research on the impact of recognition. It highlighted the following critical points for impactful recognition:

WHO communicates the recognition? The more senior the ‘messenger’ is in the organisation, the greater the reward for the employee.

WHEN is recognition communicated? Provide recognition at the time and place it will have the most impact.

WHERE must the recognition be presented? Make the recognition public and allow employees to feel important, respected and valued.

WHAT to communicate? Be specific with details of the recognition; provide more than just general recognition. Including specifics shows the employee that you care and provides examples of tangible ways other employees can make a difference.

Rewards for recognition do not have to be financial. There are many ways to give employees a sense of accomplishment. Suggestions for non-financial rewards include:

• Induction to a prestigious ‘Hall of Fame’ programme.

• Employee of the Week recognition.

• Special visual recognition like coloured buttons, badges or clothing.

• Longer lunch hour.

• An extra paid leave day

• Shorter working hours for a day or week

Remember that daily recognition is also important, so thank employees, praise them for their good work, and express gratitude.

5. Profitability and Financial Reward

The age-old adage of ‘Money Talks’ rings true now more than ever. While employers must walk a fine line between financial motivation and financial risk, understanding the economic impact of efficient production will encourage the workforce to consider the financial implications and the value of curtailing wastage.

Do not put your organisation at risk by overselling financial rewards; this gives way to dissatisfaction, which is counterintuitive in the automation process.

Finance reward is not only limited to pay raises, but many other options create financial rewards without the compound effect of salary increases and can be implemented for exceptional achievement. Here are 10 ideas to implement for outstanding achievement:

1. Grocery vouchers

2. Spot cash rewards

3. Free airtime or data packages

4. Electronic devices: mobile phones are the most desirable

5. Contributions towards child’s education/bursaries

6. Fully paid for vacation

7. Meal/restaurant/fast food vouchers

8. A tank of fuel or a contribution to transport costs

9. A special night out for the employee’s family

10. A voucher for an employee’s store of choice

 

Two key advantages for a once-off financial reward are:

• There is no tax implication for the employee

• Validation of the employee within the family and community

Take Action

Contact FactorySmart’s CEO Ludwig Oellermann at ludwig@factorysmart.co.za for more information on factory automation, its impact on your workforce, automation training, and how 2 Second Lean can assist you in enhancing your smart factory process, performance, and workforce buy-in.

Author: Heather Meyer, 11 August 2024

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