Jess Giudici's guest appearances

Jess Giudici

Making Chips Podcast for Manufacturing Leaders

Aneesa Muthana

Chris Fox

Mike Kane

Wayne Breitbarth

Andrew Benson

Michael Dickson

Michael Collins

John Miller

Andrea Olson

John Saunders

Scott McPherson

Justin Sherman

Patricia Miller

Elena Valentine

Lonnie Love

OwlTail

This re-release of one of our most popular episodes includes never released bonus content about development, retention strategies, compensation techniques and much more. Our returning guest, Jess Giudici, packs a punch with her on-point advice and skillful mastery of employee development. If you’re ready to grow and retain a team of motivated and fulfilled employees, don’t miss this special episode! Connect with us: www.MakingChips.com/contact Create development paths that aren’t leadership specific Human Resources (HR) is a faction of every company and the roles within HR can vary. On one hand, they must be focused on protecting the business. But new-school HR is about recruitment, development, training, and retention. As an employer, it is your job to make sure that the employees you’ve recruited feel understood and fulfilled in their role.  One means of doing that is crafting different development paths that allow team members to grow—that aren’t necessarily leadership. Not everyone wants to climb the career ladder with the end goal of being in leadership. How can you help individuals grow in their roles, take on more responsibility, or become more technically proficient?  To hear some of the questions that Jess recommends asking to gauge what an employee desires for their career path, keep listening! The conversation about compensation  Jess recommends having “touch-point” conversations with employees throughout the year where you gauge their engagement level and offer support. Sometimes, they may feel content with the role that they’re playing and aren’t looking to take on increased responsibility. Jess points out that this is great if they’re consistently achieving what is expected of them. But the guys ask—what if they want more money with no added responsibility? Jess takes the challenging question head-on, recommending that you be ready and equipped to answer. She points out that it’s okay to implement salary caps for positions and clearly define up-front that you understand the desire for a raise, but they are at the high end of the payscale for their position. If they would like more compensation you can start the conversation but be sure they’re aware that includes increasing responsibilities.  Jason, Jim, and Jess continue to talk about fair market value, offers from competition, and employee engagement. Don’t miss it! You need to implement two separate reviews Many businesses tend to do an “annual review” to assess employee performance and converse about the “expected” raise. Jess believes these conversations need to be split up. The annual review should only be about performance. It should be tying up loose ends regarding the conversations you’ve had throughout the year. Center the review around development and engagement. Be sure the employee knows that compensation is not part of this conversation, and they will be more engaged and open.  Compensation needs to be addressed separately, even perhaps as the employee is exceeding what is expected of them. Often, there is an expectation that an employee will get a “cost-of-living” raise, but this isn’t always the case. Your team needs to know that if they are exhibiting behaviors that detract from their productivity and performance, they may not get the expected raise. Jess points out that the team members should know that their performance has been lacking—it shouldn’t come as a surprise—and that you will work with them to further develop. Perhaps they’ll see that raise at a later date as they improve.  The guys open up a tough conversation about some of their pet peeves about expected yearly raises. Be sure to listen! Understanding employee turnover and developing retention strategies In most cases, Jim and Jason aren’t surprised when an employee announces they’re leaving, but sometimes it comes as a surprise. If an employee decides to leave unexpectedly, it’s important to know why. Were they engaged? Did they receive sufficient training? Did their pay scale not match the market? All of these questions can be incorporated into an exit interview. It allows you to reflect on your processes and making changes where necessary.  But how do you avoid employee turnover? Jess advocates for giving your employees a voice. When someone is employed in a culture where they feel validated and understood, they are likely to feel fulfilled in their role. You can cultivate a culture that gives everyone a voice while aligning with your core values. Hold round-table discussions, ask for feedback or have employees complete surveys—then be prepared to implement changes. This helps your team feel heard and respected. Jess, Jason, and Jim talk in detail about developing a culture of engagement in this episode. If you’re ready to create a company culture where no one wants to leave, this is the episode for you!  Here’s The Good Stuff!  Uniting your team under the goal to constantly improve.  Manufacturing news: Millennials’ Skeptical About Manufacturing Careers Jess Giudici is back with the Metal Working Nation! Fostering a love of personal and company growth through HR development.  Understanding the individual: what drives your employees? What if someone doesn’t want to climb the career ladder? Balancing formal and informal development conversations.  Separating performance and pay reviews.  Understanding why people leave and why people stay.  Creating and cultivating a great company culture.  Bonus content: Compensation techniques with Jess Giudici.  Automated quoting process with Greg Paulson of Xometry Keeping file sharing ITAR compliant   Tools &amp; Takeaways  Millennials Skeptical About Manufacturing Careers Halogen Software Smalley ProShop ERP  This Week’s Superstar Guest: Jess Giudici  Jess Giudici   Connect With MakingChips  www.MakingChips.com On Facebook On LinkedIn On Instagram On Twitter On YouTube   Subscribe to Making Chips on Apple Podcasts, Google Play, Stitcher, or Spotify

This re-release of one of our most popular episodes includes never released bonus content about development, retention strategies, compensation techniques and much more. Our returning guest, Jess Giudici, packs a punch with her on-point advice and skillful mastery of employee development. If you’re ready to grow and retain a team of motivated and fulfilled employees, don’t miss this special episode! Connect with us: <a href="http://www.makingchips.com/contact" rel="noopener nofollow" target="_blank">www.MakingChips.com/contact</a> Create development paths that aren’t leadership specific Human Resources (HR) is a faction of every company and the roles within HR can vary. On one hand, they must be focused on protecting the business. But new-school HR is about recruitment, development, training, and retention. As an employer, it is your job to make sure that the employees you’ve recruited feel understood and fulfilled in their role.  One means of doing that is crafting different development paths that allow team members to grow—that aren’t necessarily leadership. Not everyone wants to climb the career ladder with the end goal of being in leadership. How can you help individuals grow in their roles, take on more responsibility, or become more technically proficient?  To hear some of the questions that Jess recommends asking to gauge what an employee desires for their career path, keep listening! The conversation about compensation  Jess recommends having “touch-point” conversations with employees throughout the year where you gauge their engagement level and offer support. Sometimes, they may feel content with the role that they’re playing and aren’t looking to take on increased responsibility. Jess points out that this is great if they’re consistently achieving what is expected of them. But the guys ask—what if they want more money with no added responsibility? Jess takes the challenging question head-on, recommending that you be ready and equipped to answer. She points out that it’s okay to implement salary caps for positions and clearly define up-front that you understand the desire for a raise, but they are at the high end of the payscale for their position. If they would like more compensation you can start the conversation but be sure they’re aware that includes increasing responsibilities.  Jason, Jim, and Jess continue to talk about fair market value, offers from competition, and employee engagement. Don’t miss it! You need to implement two separate reviews Many businesses tend to do an “annual review” to assess employee performance and converse about the “expected” raise. Jess believes these conversations need to be split up. The annual review should only be about performance. It should be tying up loose ends regarding the conversations you’ve had throughout the year. Center the review around development and engagement. Be sure the employee knows that compensation is not part of this conversation, and they will be more engaged and open.  Compensation needs to be addressed separately, even perhaps as the employee is exceeding what is expected of them. Often, there is an expectation that an employee will get a “cost-of-living” raise, but this isn’t always the case. Your team needs to know that if they are exhibiting behaviors that detract from their productivity and performance, they may not get the expected raise. Jess points out that the team members should know that their performance has been lacking—it shouldn’t come as a surprise—and that you will work with them to further develop. Perhaps they’ll see that raise at a later date as they improve.  The guys open up a tough conversation about some of their pet peeves about expected yearly raises. Be sure to listen! Understanding employee turnover and developing retention strategies In most cases, Jim and Jason aren’t surprised when an employee announces they’re leaving, but sometimes it comes as a surprise. If an employee decides to leave unexpectedly, it’s important to know why. Were they engaged? Did they receive sufficient training? Did their pay scale not match the market? All of these questions can be incorporated into an exit interview. It allows you to reflect on your processes and making changes where necessary.  But how do you avoid employee turnover? Jess advocates for giving your employees a voice. When someone is employed in a culture where they feel validated and understood, they are likely to feel fulfilled in their role. You can cultivate a culture that gives everyone a voice while aligning with your core values. Hold round-table discussions, ask for feedback or have employees complete surveys—then be prepared to implement changes. This helps your team feel heard and respected. Jess, Jason, and Jim talk in detail about developing a culture of engagement in this episode. If you’re ready to create a company culture where no one wants to leave, this is the episode for you!  Here’s The Good Stuff! <ul> <li>Uniting your team under the goal to constantly improve. </li> <li>Manufacturing news: Millennials’ Skeptical About Manufacturing Careers</li> <li>Jess Giudici is back with the Metal Working Nation!</li> <li>Fostering a love of personal and company growth through HR development. </li> <li>Understanding the individual: what drives your employees?</li> <li>What if someone doesn’t want to climb the career ladder?</li> <li>Balancing formal and informal development conversations. </li> <li>Separating performance and pay reviews. </li> <li>Understanding why people leave and why people stay. </li> <li>Creating and cultivating a great company culture. </li> <li>Bonus content: Compensation techniques with Jess Giudici. </li> <li>Automated quoting process with Greg Paulson of Xometry</li> <li>Keeping file sharing ITAR compliant </li> </ul> Tools &amp; Takeaways <ul> <li><a href="https://www.thefabricator.com/additivereport/blog/millennials-skeptical-about-manufacturing-careers" rel="noopener nofollow" target="_blank">Millennials Skeptical About Manufacturing Careers</a></li> <li><a href="https://www.saba.com/press/news/halogen-software-expands-learning-offering-with-new-content-partnerships" rel="noopener nofollow" target="_blank">Halogen Software</a></li> <li><a href="https://www.smalley.com/" rel="noopener nofollow" target="_blank">Smalley</a></li> <li><a href="https://www.proshoperp.com/" rel="noopener nofollow" target="_blank">ProShop ERP</a></li> </ul> This Week’s Superstar Guest: Jess Giudici <ul> <li><a href="https://www.linkedin.com/in/jessgiudici/" rel="noopener nofollow" target="_blank">Jess Giudici </a></li> </ul> Connect With MakingChips <ul> <li><a href="http://www.makingchips.com" rel="noopener nofollow" target="_blank">www.MakingChips.com</a></li> <li>On <a href="https://www.facebook.com/MakingChipsPodcast/" rel="noopener nofollow" target="_blank">Facebook</a></li> <li>On <a href="https://www.linkedin.com/company/makingchips/" rel="noopener nofollow" target="_blank">LinkedIn</a></li> <li>On <a href="https://www.instagram.com/makingchips/" rel="noopener nofollow" target="_blank">Instagram</a></li> <li>On <a href="https://twitter.com/making_chips" rel="noopener nofollow" target="_blank">Twitter</a></li> <li>On <a href="https://www.youtube.com/channel/UCP68uEoZKc_2z2dBjlZ1Vug" rel="noopener nofollow" target="_blank">YouTube</a></li> </ul> Subscribe to Making Chips on <a href="https://itunes.apple.com/us/podcast/makingchips-podcast-jason-zenger-jim-carr-equip-inspire/id953541032?mt=2" rel="noopener nofollow" target="_blank">Apple Podcasts</a>, <a href="https://play.google.com/music/listen?u=0#/ps/Irpegknbfqvhto5epw22dxq7ooe" rel="noopener nofollow" target="_blank">Google Play</a>, <a href="https://www.stitcher.com/podcast/makingchips-equipping-manufacturing-leaders" rel="noopener nofollow" target="_blank">Stitcher</a>, or <a href="https://open.spotify.com/show/3qxN382Adh3WBA3S0Mr978" rel="noopener nofollow" target="_blank">Spotify</a>

Special Re-Release: Employee Development and Retention Strategies with Jess Giudici

Understanding how to create an employee development plan can be difficult if your company is not striving towards constant improvement. Guest speaker Jess Giudici is back with the MakingChips team to discuss the importance of taking the time to focus on each employee’s goals and dreams and how to foster alignment between their goals and your company’s vision. Developing your team can help you better understand why people leave your company and why they stay. Listen to this episode for insightful advice on how to best strategize your development plan and build an ever-improving team! Connect with us:www.MakingChips.com/contact Fostering a united vision to constantly improve through excellent employee development While a lot of people look at employee development as getting someone to the next level or role in a company, Jess encourages business leaders to view their development plan as a tool to foster continual growth in the individual. A good strategy is to diversify the development process. Don’t make your development plan entirely made up of formal meetings between you and the employee. While you should have planned discussions with documented goals and deadlines to meet those goals, you should also make an effort to informally engage in conversation on the floor. Learn about who they are and what they want from life, from work, from their skill-set. Jim and Jess agree that having a standard set of questions and procedures as a base to employee development is an excellent place to start - but allow space in the personal conversations you have as well. Documenting the conversations you have can help clarify future meetings, goal-making, and accountability. What motivates you? What is your passion, and how can we help? Each person is unique and will be motivated in different ways. The goal should be to align the skills that a person is motivated to learn and their aspirations with the goals and vision of the company. Ask your employees what they are passionate about. Ask what they find challenging in work and how you can help them overcome those challenges. What if someone doesn’t want to “move up the ladder” and take on leadership? Jess says that such an answer is perfectly okay - as long as your company can sustain the current position. The goal is to engage with your employees and make sure that they are feeling fulfilled in their positions. The Annual review: drawing the line between performance and pay Annual reviews are often a combination of performance review and pay review. Jess suggests that the two be separated and discussed independently of one another. While the pay may be influenced by performance, excellent performance doesn’t always mean a raise in salary. The focus should be on the employee, not the pay. This elevates the importance of performance and sends the message that you care about how the employee is doing and feeling in his or her job. When dealing with individuals who feel they should be paid more while being allowed to stay in their current skill-set and position, Jess encourages company leaders to be frank and honest about the company’s expectations and salary caps. Supporting your employees is key, but be clear about the policies. Listen to the entire episode for more advice on how to evaluate your employee performance and foster a thriving company culture! Why do they leave? Why do they stay? Understanding and evaluating retention and attrition can be confusing. Jess explains that employees leave for a wide variety of reasons, and you shouldn’t be surprised when you hear that someone is leaving your team. If you are surprised, then something probably went wrong in the development process. You should be self-evaluating your company’s processes to make sure you are doing your best at developing your employees and the company’s goals. Jess suggests having interviews with people who are leaving - as well as with people who love their work and want to stay long-term. Understanding why people want to stay can help you understand why some people may not be a good fit and want to go. Creating a company culture where everyone has a voice is vital to a thriving and happy atmosphere and excellent work ethic. Jason points out that a great culture comes from truly loving and caring about the business and the people who work it. Jess reminds leaders to understand who they are as an employer and to take the time to understand their employees’ voice. Here’s The Good Stuff!  Uniting your team under the goal to constantly improve. Manufacturing news: Millennials’ perspectives on manufacturing jobs. Jess Giudici is back with the Metal Working Nation! Fostering a love of personal and company growth through HR development. Understanding the individual: what drives your employees? What if someone doesn’t want to climb the career ladder? Balancing formal and informal development conversations. Separating performance and pay reviews. Understanding why people leave and why people stay. Creating and cultivating a great company culture. Bonus interview about compensation techniques with Jess Giudici.  Tools &amp; Takeaways  Millennials Skeptical About Manufacturing Careers   Halogen Software Bonus Interview with Jess Giudici on Compensation Techniques  This Week’s Superstar Guest: Jess Giudici  Jess Giudici  Connect With MakingChips  www.MakingChips.com On Facebook On LinkedIn On Instagram On Twitter On YouTube  Subscribe to Making Chips on Apple Podcasts, Google Play, Stitcher, or Spotify

Understanding how to create an employee development plan can be difficult if your company is not striving towards constant improvement. Guest speaker Jess Giudici is back with the MakingChips team to discuss the importance of taking the time to focus on each employee’s goals and dreams and how to foster alignment between their goals and your company’s vision. Developing your team can help you better understand why people leave your company and why they stay. Listen to this episode for insightful advice on how to best strategize your development plan and build an ever-improving team! Connect with us:<a href="http://www.makingchips.com/contact" rel="noopener nofollow" target="_blank">www.MakingChips.com/contact</a> Fostering a united vision to constantly improve through excellent employee development While a lot of people look at employee development as getting someone to the next level or role in a company, Jess encourages business leaders to view their development plan as a tool to foster continual growth in the individual. A good strategy is to diversify the development process. Don’t make your development plan entirely made up of formal meetings between you and the employee. While you should have planned discussions with documented goals and deadlines to meet those goals, you should also make an effort to informally engage in conversation on the floor. Learn about who they are and what they want from life, from work, from their skill-set. Jim and Jess agree that having a standard set of questions and procedures as a base to employee development is an excellent place to start - but allow space in the personal conversations you have as well. Documenting the conversations you have can help clarify future meetings, goal-making, and accountability. What motivates you? What is your passion, and how can we help? Each person is unique and will be motivated in different ways. The goal should be to align the skills that a person is motivated to learn and their aspirations with the goals and vision of the company. Ask your employees what they are passionate about. Ask what they find challenging in work and how you can help them overcome those challenges. What if someone doesn’t want to “move up the ladder” and take on leadership? Jess says that such an answer is perfectly okay - as long as your company can sustain the current position. The goal is to engage with your employees and make sure that they are feeling fulfilled in their positions. The Annual review: drawing the line between performance and pay Annual reviews are often a combination of performance review and pay review. Jess suggests that the two be separated and discussed independently of one another. While the pay may be influenced by performance, excellent performance doesn’t always mean a raise in salary. The focus should be on the employee, not the pay. This elevates the importance of performance and sends the message that you care about how the employee is doing and feeling in his or her job. When dealing with individuals who feel they should be paid more while being allowed to stay in their current skill-set and position, Jess encourages company leaders to be frank and honest about the company’s expectations and salary caps. Supporting your employees is key, but be clear about the policies. Listen to the entire episode for more advice on how to evaluate your employee performance and foster a thriving company culture! Why do they leave? Why do they stay? Understanding and evaluating retention and attrition can be confusing. Jess explains that employees leave for a wide variety of reasons, and you shouldn’t be surprised when you hear that someone is leaving your team. If you are surprised, then something probably went wrong in the development process. You should be self-evaluating your company’s processes to make sure you are doing your best at developing your employees and the company’s goals. Jess suggests having interviews with people who are leaving - as well as with people who love their work and want to stay long-term. Understanding why people want to stay can help you understand why some people may not be a good fit and want to go. Creating a company culture where everyone has a voice is vital to a thriving and happy atmosphere and excellent work ethic. Jason points out that a great culture comes from truly loving and caring about the business and the people who work it. Jess reminds leaders to understand who they are as an employer and to take the time to understand their employees’ voice. Here’s The Good Stuff! <ul> <li>Uniting your team under the goal to constantly improve.</li> <li>Manufacturing news: Millennials’ perspectives on manufacturing jobs.</li> <li>Jess Giudici is back with the Metal Working Nation!</li> <li>Fostering a love of personal and company growth through HR development.</li> <li>Understanding the individual: what drives your employees?</li> <li>What if someone doesn’t want to climb the career ladder?</li> <li>Balancing formal and informal development conversations.</li> <li>Separating performance and pay reviews.</li> <li>Understanding why people leave and why people stay.</li> <li>Creating and cultivating a great company culture.</li> <li>Bonus interview about compensation techniques with Jess Giudici.</li> </ul> Tools &amp; Takeaways <ul> <li><a href="https://www.thefabricator.com/additivereport/blog/millennials-skeptical-about-manufacturing-careers" rel="noopener nofollow" target="_blank">Millennials Skeptical About Manufacturing Careers</a></li> </ul> <ul> <li><a href="https://www.saba.com/press/news/halogen-software-expands-learning-offering-with-new-content-partnerships" rel="noopener nofollow" target="_blank">Halogen Software</a></li> <li><a href="https://www.makingchips.com/makingchips-bonus-on-compensation-with-jess-giudici" rel="noopener nofollow" target="_blank">Bonus Interview with Jess Giudici on Compensation Techniques</a></li> </ul> This Week’s Superstar Guest: Jess Giudici <ul> <li><a href="https://www.linkedin.com/in/jessgiudici/" rel="noopener nofollow" target="_blank">Jess Giudici</a></li> </ul> Connect With MakingChips <ul> <li><a href="http://www.makingchips.com" rel="noopener nofollow" target="_blank">www.MakingChips.com</a></li> <li>On <a href="https://www.facebook.com/MakingChipsPodcast/" rel="noopener nofollow" target="_blank">Facebook</a></li> <li>On <a href="https://www.linkedin.com/company/makingchips/" rel="noopener nofollow" target="_blank">LinkedIn</a></li> <li>On <a href="https://www.instagram.com/makingchips/" rel="noopener nofollow" target="_blank">Instagram</a></li> <li>On <a href="https://twitter.com/making_chips" rel="noopener nofollow" target="_blank">Twitter</a></li> <li>On <a href="https://www.youtube.com/channel/UCP68uEoZKc_2z2dBjlZ1Vug" rel="noopener nofollow" target="_blank">YouTube</a></li> </ul> Subscribe to Making Chips on <a href="https://itunes.apple.com/us/podcast/makingchips-podcast-jason-zenger-jim-carr-equip-inspire/id953541032?mt=2" rel="noopener nofollow" target="_blank">Apple Podcasts</a>, <a href="https://play.google.com/music/listen?u=0#/ps/Irpegknbfqvhto5epw22dxq7ooe" rel="noopener nofollow" target="_blank">Google Play</a>, <a href="https://www.stitcher.com/podcast/makingchips-equipping-manufacturing-leaders" rel="noopener nofollow" target="_blank">Stitcher</a>, or <a href="https://open.spotify.com/show/3qxN382Adh3WBA3S0Mr978" rel="noopener nofollow" target="_blank">Spotify</a>

Strategizing Your Employee Development with Jess Giudici

Titan Gilroy

Federico Sciammarella

Toni Neary

On this episode of MakingChips, Jim and Jason broadcast live from IMTS with their guest panel including Jess Giudici, Titan Gilroy, Federico Sciammarella and Toni Neary to discuss solving the skills gap in manufacturing. The manufacturing industry has a problem. There is not enough talent to fill the current job opportunities in the United States. Whether it is through raising awareness, providing education or focusing on recruiting, the challenge has to be addressed so that the talent pipeline is replenished with qualified workers. Listen to this great discussion with some of the world’s best and brightest manufacturing leaders. Connect with us:www.MakingChips.com/contact Manufacturing doesn’t have a perception problem Jason and Jim start by asking Toni Neary how to change the perception of manufacturing among high school and college students so they consider it a career path. Toni responds by saying that manufacturing doesn’t have a perception problem, but rather an awareness problem. Solving the skills gap requires educating students about the various career opportunities within the industry. Toni discusses some of the ways that she is helping change the conversation through educational avenues to increase that awareness. How to change your culture to attract talent The upcoming generation of workers and potential employees want to do work that matters. They also want to pursue a career that offers development and advancement opportunities. How can the manufacturing industry capitalize on this kind of motivation and drive? Jess Giudici says that companies are going to have to adapt their organizational structures and developmental opportunities to start solving the skills gap. While the typical perception of manufacturing is a dark, dingy shop floor, that is not reality. Exposing students and potential employees to a meaningful culture is one way to start solving the skills gap. Solving the skills gap by changing the curriculum Titan Gilroy says that his business model of offering a free CNC academy online is adapting to the need in the industry. He currently has 45,000 students in 170 companies going through his academy. Titan says that In order to be successful you have to be highly skilled with the ability to make a high quantity of parts with precision and speed. Titan says the curriculum being taught in educational institutions needs to be elevated to match the type of technology and work being done in manufacturing. Listen as Titan explains how his disruptive model helps to better train students to have confidence in doing highly skilled work. Tips for making your company more appealing to talent Manufacturing is all about solving problems. It’s a challenging industry that is facing unprecedented growth and an unsustainable shortage of workers. What can you do to change the trajectory of the manufacturing industry? The panel offers several tips for how they can begin solving the skills gap in their local communities today. From investing in local education to defining the culture and identity of your company, manufacturing leaders can start making an impact. Changing the perception of manufacturing and raising awareness about career opportunities starts at the local level. Listen to the entire panel discussion to be equipped and inspired to make a difference in your company and community on this episode of MakingChips. Here’s The Good Stuff!  Jim and Jason broadcast live from IMTS with four panelists to talk about solving the skills gap Introduction of panelists Jess Giudici, Titan Gilroy, Federico Sciammarella and Toni Neary What perceptions need to change in order to bring the future manufacturing leaders into the industry? What changes should manufacturing business make to their culture to attract talent to their company? How does higher education need to change so that graduates will begin their manufacturing careers with more of a practical skill set? Why Titan is disrupting the industry by giving away education through his academy How can the attendees of IMTS help to raise the awareness in a practical way In what ways is Northern Illinois University helping to place students into manufacturing jobs Tips on how companies can change their cultural awareness Tactics to diminish the negative perception of manufacturing as if it is an old-school profession How manufacturing leaders can get involved in their local communities to help solve the skill gap  Tools &amp; Takeaways  MTForecast Conference Titans of CNC http://IMTS.com  This Week’s Superstar Guest  Jess Giudici Titan Gilroy Federico Sciammarella Toni Neary  Connect With MakingChips  www.MakingChips.com On Facebook On LinkedIn On Instagram On Twitter On YouTube  Subscribe to Making Chips on  Apple Podcasts,  Google Play,  Stitcher, or Spotify

On this episode of MakingChips, Jim and Jason broadcast live from IMTS with their guest panel including Jess Giudici, Titan Gilroy, Federico Sciammarella and Toni Neary to discuss solving the skills gap in manufacturing. The manufacturing industry has a problem. There is not enough talent to fill the current job opportunities in the United States. Whether it is through raising awareness, providing education or focusing on recruiting, the challenge has to be addressed so that the talent pipeline is replenished with qualified workers. Listen to this great discussion with some of the world’s best and brightest manufacturing leaders. Connect with us:<a href="http://www.makingchips.com/contact" rel="nofollow" target="_blank">www.MakingChips.com/contact</a> Manufacturing doesn’t have a perception problem Jason and Jim start by asking Toni Neary how to change the perception of manufacturing among high school and college students so they consider it a career path. Toni responds by saying that manufacturing doesn’t have a perception problem, but rather an awareness problem. Solving the skills gap requires educating students about the various career opportunities within the industry. Toni discusses some of the ways that she is helping change the conversation through educational avenues to increase that awareness. How to change your culture to attract talent The upcoming generation of workers and potential employees want to do work that matters. They also want to pursue a career that offers development and advancement opportunities. How can the manufacturing industry capitalize on this kind of motivation and drive? Jess Giudici says that companies are going to have to adapt their organizational structures and developmental opportunities to start solving the skills gap. While the typical perception of manufacturing is a dark, dingy shop floor, that is not reality. Exposing students and potential employees to a meaningful culture is one way to start solving the skills gap. Solving the skills gap by changing the curriculum Titan Gilroy says that his business model of offering a free CNC academy online is adapting to the need in the industry. He currently has 45,000 students in 170 companies going through his academy. Titan says that In order to be successful you have to be highly skilled with the ability to make a high quantity of parts with precision and speed. Titan says the curriculum being taught in educational institutions needs to be elevated to match the type of technology and work being done in manufacturing. Listen as Titan explains how his disruptive model helps to better train students to have confidence in doing highly skilled work. Tips for making your company more appealing to talent Manufacturing is all about solving problems. It’s a challenging industry that is facing unprecedented growth and an unsustainable shortage of workers. What can you do to change the trajectory of the manufacturing industry? The panel offers several tips for how they can begin solving the skills gap in their local communities today. From investing in local education to defining the culture and identity of your company, manufacturing leaders can start making an impact. Changing the perception of manufacturing and raising awareness about career opportunities starts at the local level. Listen to the entire panel discussion to be equipped and inspired to make a difference in your company and community on this episode of MakingChips. Here’s The Good Stuff! <ul> <li>Jim and Jason broadcast live from IMTS with four panelists to talk about solving the skills gap</li> <li>Introduction of panelists Jess Giudici, Titan Gilroy, Federico Sciammarella and Toni Neary</li> <li>What perceptions need to change in order to bring the future manufacturing leaders into the industry?</li> <li>What changes should manufacturing business make to their culture to attract talent to their company?</li> <li>How does higher education need to change so that graduates will begin their manufacturing careers with more of a practical skill set?</li> <li>Why Titan is disrupting the industry by giving away education through his academy</li> <li>How can the attendees of IMTS help to raise the awareness in a practical way</li> <li>In what ways is Northern Illinois University helping to place students into manufacturing jobs</li> <li>Tips on how companies can change their cultural awareness</li> <li>Tactics to diminish the negative perception of manufacturing as if it is an old-school profession</li> <li>How manufacturing leaders can get involved in their local communities to help solve the skill gap</li> </ul> Tools &amp; Takeaways <ul> <li><a href="http://mtforecast.com" rel="noopener nofollow" target="_blank">MTForecast Conference</a></li> <li><a href="http://academy.titansofcnc.com/" rel="noopener nofollow" target="_blank">Titans of CNC</a></li> <li><a href="http://imts.com" rel="noopener nofollow" target="_blank">http://IMTS.com</a></li> </ul> This Week’s Superstar Guest <ul> <li><a href="https://www.linkedin.com/in/jessgiudici/" rel="noopener nofollow" target="_blank">Jess Giudici</a></li> <li><a href="https://www.linkedin.com/in/titan-gilroy/" rel="noopener nofollow" target="_blank">Titan Gilroy</a></li> <li><a href="https://niu.edu/ceet/about/faculty-and-instructors/sciammarella-federico.shtml" rel="noopener nofollow" target="_blank">Federico Sciammarella</a></li> <li><a href="https://www.linkedin.com/in/toni-neary-aaaa4524/" rel="noopener nofollow" target="_blank">Toni Neary</a></li> </ul> Connect With MakingChips <ul> <li><a href="http://www.makingchips.com" rel="noopener nofollow" target="_blank">www.MakingChips.com</a></li> <li>On <a href="https://www.facebook.com/MakingChipsPodcast/" rel="noopener nofollow" target="_blank">Facebook</a></li> <li>On <a href="https://www.linkedin.com/company/makingchips/" rel="noopener nofollow" target="_blank">LinkedIn</a></li> <li>On <a href="https://www.instagram.com/makingchips/" rel="nofollow" target="_blank">Instagram</a></li> <li>On <a href="https://twitter.com/making_chips" rel="nofollow" target="_blank">Twitter</a></li> <li>On <a href="https://www.youtube.com/channel/UCP68uEoZKc_2z2dBjlZ1Vug" rel="nofollow" target="_blank">YouTube</a></li> </ul> Subscribe to Making Chips on <a href="https://itunes.apple.com/us/podcast/makingchips-podcast-jason-zenger-jim-carr-equip-inspire/id953541032?mt=2" rel="nofollow" target="_blank"> Apple Podcasts</a>, <a href="https://play.google.com/music/listen?u=0#/ps/Irpegknbfqvhto5epw22dxq7ooe" rel="nofollow" target="_blank"> Google Play</a>, <a href="https://www.stitcher.com/podcast/makingchips-equipping-manufacturing-leaders" rel="nofollow" target="_blank"> Stitcher</a>, or <a href="https://open.spotify.com/show/3qxN382Adh3WBA3S0Mr978" rel="nofollow" target="_blank">Spotify</a>

IMTS Panel Discussion on Solving the Skills Gap with Jess Giudici, Titan Gilroy, Federico Sciammarella, and Toni Neary