As the label and package printing industry – along with manufacturing as a whole – emphasizes the development of a younger workforce, TLMI has continued to promote available opportunities with its organization, Label Leaders of Tomorrow.

The group, headed by Ginnie Gandy, account manager, Channeled Resources Group, and Katie Harrington, head of marketing at Blue Label Packaging Company, took center stage at the TLMI Annual Meeting, which was held October 16-18, 2022, in Phoenix, AZ, USA. In addition to a dedicated meeting laying out all the group’s goals, members were treated to numerous networking activities, including a welcome reception on opening night and a hike on the second day.

During the Label Leaders of Tomorrow meeting, new members met with the chairs of TLMI’s expansive group of committees. The chairs detailed how young members in our industry can get involved and make a difference – both for their futures and the health of label printing and converting.

“There’s a lot of excitement to hear our voices,” said Gandy. “We also really encourage involvement in the committees. We’re expecting more than 200 people for our upcoming TLMI Committee Meeting, which serves as a great way to meet people and get plugged in.”

Nick Spina, co-chair of the TLMI Workforce Development Committee, added, “We’re trying to attract the next generation of talent and workforce into our industry while also retaining the talent that’s already here. Label Leaders of Tomorrow and workforce development really go hand-in-hand. I encourage you to get involved and pick a path at the upcoming Committee Meeting.”

Label Leaders of Tomorrow also works closely with the Membership Committee, whose goal is to recruit and engage new members to TLMI. Most importantly, the group, headed by Dantex’s Michelle Garza and Channeled Resource Group’s Cindy White, provides mentorship to young industry members.

“There’s a great opportunity to make a difference, and we really looking forward to seeing what you do,” remarked White. “Large corporations want to bring their people to these meetings to get involved and help them grow.”

“We really want to support career advancement in this industry,” added Harrington. “We respect what has been done, but we also want to move the industry forward. We want members to contribute to meetings and make a home for people to continue to meet and grow. There’s a lot to do, and we’re really looking forward to it because we feel Label Leaders of Tomorrow can be a really special part of TLMI.”

Label Leaders of Tomorrow can serve as a positive resource for addressing the growing workforce challenges currently present in label and package printing. The Annual Meeting explored these obstacles in depth while also looking at ways to help converter and supplier members find success in hiring and retention.

During the event’s opening panel discussion, FLEXcon’s Michael Keaney noted the “unprecedented growth in our industry.” However, he added that labor issues present a significant challenge, as there are 100 job openings for every 60 candidates inquiring.

“There’s a potential 2.1-million-person shortage by 2030 for skilled manufacturing labor,” explained Avery Dennison’s Tina Hart. “What TLMI does to reinvest in our workforce is really critical because we need to find creative ways to source and retain labor.”

Suppliers and converters are not only looking at how they can attract the next generation workforce, but also how they can retain the quality employees already working with their organizations.

“The labor market is extremely tight, and it’s going to stay that way,” stated Kocher + Beck’s David Morris. “We’re very focused on retention. We do surveys with our employees to find out what we do well and what we could do better. We let them know we listen to them and what our plans of action are. We want to change, develop and improve because retention is so key.”

As is the case with Label Leaders of Tomorrow, AWT Labels and Packaging’s Michelle Zeller commented on the importance of illustrating a future in this industry. “We need to set our expectations up front and how that if you join AWT, here’s your path forward for your career.”

Aimee Peacock, TLMI Annual Meeting chair and president of FLEXcon North America, detailed her company’s initiatives to promote career advancement. FLEXcon has implemented a career lattice, where employees can elevate through 12 different levels based on skill sets and jobs. Going up a level means a promotion. Additionally, FLEXcon provides its employees with cross-training matrices.

According to Peacock, FLEXcon has promoted 183 people in manufacturing while also engaging and motivating its employees. The company has also gotten involved with numerous programs designed to attract the next wave of employees. These include apprentice programs, tours with local high schools and colleges, and educational opportunities to showcase the possibilities inside the industry that go beyond manufacturing.

Claudia St. John, president, Affinity HR Group, also detailed the challenges facing companies today. “We’re not going to see massive changes in the workforce in labor participation in a while,” she said. “Eight million people are missing from the workforce since Covid, which is roughly 6% of entire manufacturing workforce. Between 4 and 4.2 million people are quitting their jobs every month, with 65% leaving the industry altogether. They’re not just quitting to go to your competitor for better pay, they’re leaving to do something different entirely.”

According to St. John, the most important factors for employees entering the manufacturing workforce are: meaningful work; flexibility or freedom with hybrid schedules and a work-life balance; adequate pay, although it does not have to be top dollar; attention to wellness and well-being; and the opportunity for growth or lateral career moves.

“You need a new approach to hiring,” she said. “You need to view the workforce as a diminishing resource that requires investment.”