How Kitchen/Millwork Industry would overcome from the labour shortage in US and other countries ?

28.01.23 05:01 AM Comment(s) By Marketing

During a recent manufacturing trade event, We got an opportunity to talk with manufacturers in US and other countries about the issues which is being faced by the industries right now. One subject kept coming up repeatedly: the employees(labour shortage). Shortage of skilled labour makes it difficult for manufacturer to cater the demand for their products.

Also, furniture manufacturers still have a number of obstacles to overcome before they can remain competitive. Despite the fact that some of the challenges are common to manufacturing in general, the furniture industry is particularly vulnerable to changes in client demand, pricing, and level of competition.

So , proper planning is essential to navigate the competitive landscape, as it is with any industry trends. The majority of furniture manufacturers stated that lack of skilled labour, rising expenses, and unpredictable customer demand would be their biggest challenge at the moment.

Also , there is a severe labour shortage now affecting the North American & Canadian kitchen cabinet businesses. These countries are striving to establish measures to attract workers while also bringing attention to the issue.

The major reason is that the necessary training program for skilled tech professionals are not provided by manufacturers. Without training, employees struggle to keep up with the rate of technological development, which reduces productivity and also increases job stress. Product liability- Both untrained and overworked employees are prone to making more mistakes. This opens up the possibility of quality issues .Creating or updating a crisis response plan where you define your team, practices, and coverage can help you make sure that, your company is ready for any kind of challenges to be faced.


Supply chains have been stressed as a result of how bad the situation has gotten. Production has slowed down as a result, and material wait times have increased. According to one survey by the Associated General Contractors of America, 88% of contractors are dealing with project delays. Usually the Projects would takes three months to complete but now it takes around nine months, in certain situations. Windows used to arrive in three to five weeks, but now it can take up to three months.

The lack of raw materials is one factor contributing to the labour shortages experienced by cabinet makers. Costs may increase if these materials are limited. However, by switching suppliers, several manufacturers have discovered solutions to reduce the problem. These remedies, however, do not address the issue of a labour shortage.

In this , We will examine the current challenges faced by Manufacturers

Although business is expanding and manufacturing companies are receiving new orders, there are concerns about the capacity of the current workforce to meet demand.

     When labour shortage is increasing, the demand for skilled labour also increases.

     Cost in hiring and training them is high.

     Attracting the employees to our company and retaining them.

     Can they find a hire with the correct skill set & if they couldn't and they need to recruit more.

     Will the ideal candidate be open to working in manufacturing?

     How quickly can new employees be trained if they accept the position?

     In case any worker leaves, is there a backup available?

     When someone retires, what crucial talents will they lose?

Although there is no magic solution for the manufacturing industry skilled labour shortage, there are some steps businesses should follow to minimize the risk.

We all know that Skilled labor is critical for manufacturing.

To overcome this skilled labour issue, there are few basic tips you should apply.

     Consider and manage the required skills and best practices in your Engineering/manufacturing workflow. Many companies assume that work will "simply get done" without providing the process , any effort.

     Widening your hiring footprint for jobs that can be performed remotely can attract workers from across the nation — or even the globe. Thanks to the technology for providing collaboration tools for , as no more it’s a black box.

  Manufacturers must document key procedures in order to support the development of internal training programmes for new hires.

     Include training in the documentation of your on boarding process. The document should also state that where and how new employees can find the relevant information.

     Focus on value added tasks.

  Before getting into the process , first consider the entire manufacturing process to pinpoint the locations where vital knowledge or skills to be applied.

     Then observe where and how the information is accessible once you have identified those places. Consider methods for information management, sharing, and better recording.

     Consider the "back ups" you have in place in case an employee is away for an extended period of time as one method to respond to this query.

     Cross training is also an another way, but it is not an ideal since if you have lost many employees, it can make the knowledge and information unavailable.

      And the solution may not be a new hire, but empowering existing employees. you should think about and use alternative tools to handle the additional job. Consider methods such as boosting individual productivity or controlling production schedules to boost productivity without hiring more workers.

You can more effectively handle additional work with the employees if you have the correct framework in place.

The sooner you implement the concepts as we have discussed into practice, the better prepared your company will be to benefit from opportunities in the future. On the other hand , Companies must adopt innovations and solutions right away. Instead of the situation getting better with time, events have increased the importance of taking action and making plans to hire qualified employees. Innovative approaches are crucial to mitigate the dual challenges of keeping employees engaged while keeping the business operating smoothly and efficiently. 

An effective strategy to address the labor shortage crisis in manufacturing requires a multi-departmental approach rather than a single solution. Whatever the organization's approach, it needs to continue to adapt to unlock new coverage opportunities, expand its workforce capacity, and accommodate the needs of workers. This is how we were able to help our Australian client. There was a very big issue in training the new hires and retaining them. Their training needs to be more comprehensive and more expensive, while retaining them was the next issue.. Due to the remote location of the company, many employees were forced to relocate to city within short notice, which negatively affected the organization. So here iES started helping them by providing them our designing team which significantly reduced the engineering cost of our client and improved their lead time. There were regular sync ups with them through our advanced technology. This helped them to focus on the other core business activities which ultimately increased efficiency in their overall works. Their main advantage was they got the best skilled designers from iES who solved their major issue.

Make your service offerings better with high quality deliverables and minimize the lead time which eventually will help you to keep your business in the first step in the ladder. If you want to know more about our services visit 


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