Christian Kirkegaard, PHR, SHRM-CP

What should manufacturers expect next? That question is front and center as companies plan for 2026. In a recent Quality Magazine feature, ITR Economist and Speaker Taylor St. Germain shared why the manufacturing outlook remains positive, even as labor costs, tariffs, and uncertainty continue to challenge margins. Learn more: https://hubs.la/Q03_5YGL0

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Ohio Hiring Crisis 2026: Why Employers Can’t Find Talent (And What to Do About It) By Integrity Technical Services, Inc. (IntegrityJobs.com) Ohio employers are facing a growing and urgent reality: there are simply not enough qualified candidates to fill open roles. From manufacturing and engineering to skilled trades and construction, the talent gap is no longer a future concern—it’s a present-day business risk impacting productivity, growth, and profitability across the state of Ohio. The Data: Ohio’s Talent Shortage Is Real Recent workforce data confirms what hiring managers already feel: * 275,000+ job openings in Ohio as of late 2025 * U.S. data shows 32.7% of jobs cannot be filled by available workers * Construction and skilled trades face hundreds of thousands of unfilled roles annually. * Ohio continues adding jobs (+54,300 in 2025), increasing demand pressure. At the same time, unemployment remains relatively low—meaning the talent pool is already employed or lacking required skills. * Industries Hit Hardest in Ohio Ohio remains a manufacturing powerhouse, with nearly 700,000 workers in the sector. But growth + retirements = critical shortages in: 1. Manufacturing & Engineering Mechanical Engineers Electrical Engineers CNC Machinists Quality Engineers 2. Skilled Trades Demand continues to outpace supply: Welders Tool & Die Makers HVAC Technicians Electricians **Even with rising apprenticeship participation, the shortage persists. 3. Construction & Infrastructure Industry needs hundreds of thousands of additional workers nationally Low unemployment in construction (as low as 3.9%) signals extreme labor scarcity Why Ohio Employers Can’t Find Candidates: 1. Retirement Wave Baby boomers are exiting the workforce faster than they’re being replaced—especially in technical roles. 2. Skills Gap There’s a mismatch between: Available workers Required technical skills 3. Competition for Talent Employers are competing for the same limited pool, driving: Longer time-to-fill Higher salary expectations Increased turnover risk 4. Population & Workforce Constraints Workforce growth is slowing nationwide, limiting the pipeline of new workers. PAGE One of Two EQUAL OPPORTUNITY EMPLOYER: Integrity Technical Services, Inc. dba Integrityjobs.com does not discriminate against applicants based on any protected characteristics, including, but not limited to, race, ethnicity, color, national origin, religion, age, sex, sexual orientation, gender identity, family status, disability, medical or genetic condition or any other basis protected under federal, state or local law. #OhioJobs #OhioEmployment #IntegrityTechnicalServices #Integrityjobs #Staffing #Recruiting #CareerOpportunities #CandidateShortages #Engineers #Manufacturing #SkilledLabor #SkilledTrades #OhioEmployers #OhioManufacturers #Talent #TalentShortage #Retirement #StaffingPartner #SkillsMatch #SkillsGap #WorkforceData

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As sponsor of the NEW Manufacturing Insights podcast, we're excited to share a powerful new episode featuring industry leader Kathy Miller, MAPP, MBA, ACC and her perspective on what it truly takes to strengthen manufacturing organizations. In the conversation, Kathy highlights how meaningful work, realistic optimism, and strong relationships directly impact performance on the plant floor and beyond. Listen here: https://lnkd.in/gtjvnUHG #ManufacturingInsights #NEWMA

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MMTC surveyed Michigan’s small and midsize manufacturers to better understand their challenges, opportunities, and future goals. On February 9, 2026, they’ll be sharing key findings with more than 100 manufacturing leaders from across the state. The event will: • Highlight survey insights • Showcase available resources and partners • Share MMTC’s support roadmap for 2026 • Create space for meaningful networking within the sector This event is designed to inform, connect, and equip Michigan’s manufacturers as they work to strengthen competitiveness and resilience statewide.

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Manufacturing is the third-largest industry employer in Minnesota, accounting for 11 percent of all jobs in the state. Employment in manufacturing ranges from 7% of jobs in the Northland region to 19% of jobs in the Southwest. Get the data here! https://buff.ly/yBBF4PX #MNmanufacturingmonth #ManufacturingIndustryData #MNmanufacturing

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47% of companies expect a leadership skills gap—and it’s hitting the manufacturing floor first. - (Source: SHRM, 2023) If you’re in manufacturing, this stat should be a wake-up call. Our partners at Frontline Training Solutions have a new FREE blog, "Why Supervisor Training Matters in Manufacturing," that breaks down exactly how leadership gaps on the floor are costing you—and what to do about it. You’ll learn: - 5 business-critical benefits of supervisor training - Why promoting great operators isn’t enough - How training improves safety, retention, and productivity - What makes Frontline’s Supervisor Boot Camp so effective Whether you're preparing new leaders or tackling turnover, this free resource is packed with insights you can act on now. 🔗 Read the blog: https://lnkd.in/dgTMqn38 #ManufacturingLeadership #SupervisorTraining #FrontlineTraining #LeadershipDevelopment #WorkforceStrategy #PeopleDevelopment

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The Illinois Manufacturers' Association and Illinois Manufacturing Excellence Center (IMEC Illinois) recently released our 2026 Compensation & Benefits Survey that covers approximately 180 titles across 13 job families, including jobs at the plant, supervisory, management, executive, and board level. This valuable information is a critical tool in determining the compensation and benefits package for many different manufacturing job titles throughout the state. All companies that complete the survey will receive a free electronic copy (PDF) of the final aggregate reports as well as compensation insights by geography, company size, and revenue. A personalized benchmarking report will also be provided comparing your company’s data to industry trends. The more companies that participate, the more valuable the results! Submit your survey by May 1, 2026. 📊 https://ow.ly/AMAX50YLpRR

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At a time when many industries are reporting shortages in qualified workers, participation in #Wisconsin #Apprenticeship is reaching record highs. A Wisconsin Policy Forum report, commissioned by WRTP | BIG STEP, examines the apprenticeship landscape in Wisconsin and analyzes data to identify opportunities to strengthen apprenticeship, pre-apprenticeship, and youth apprenticeship programs that benefit workers and the state’s economy. Click the link to read further. https://bit.ly/4lX7HEl #AscendiumEP #ExpandOpportunity

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This week’s HR tip for high-impact leaders: does your PIP process need improvement? Let’s be honest. Too many Performance Improvement Plans are not truly designed to improve performance. They are used to document a path to termination. By the time the PIP is issued, the manager has already made up their mind, and the process becomes more about paperwork than people leadership. That is a misuse of the process. A PIP should absolutely be a tool for accountability. But it should also be a tool for development. It should clearly communicate what is not working, what must improve, what support will be provided, and how progress will be measured. Let's face it, not every performance issue is about unwillingness or incompetence. Sometimes the issue is a lack of clarity. A lack of training. Inconsistent feedback. Poor supervision. Delayed intervention, or leaders who avoided hard conversations early and now want HR to validate the outcome late. That is not effective performance management. That is leadership failure dressed up as process. If you are putting an employee on a PIP, there should be a real commitment to helping them improve. That means training, coaching, documented conversations, regular follow-up, and honest feedback that is both direct and actionable. Documentation matters. But a well-written PIP without meaningful support is just a well-documented exit strategy. Not every employee on a PIP will recover. That is true. But every employee should be given a fair opportunity to do so. When handled correctly, a PIP can help retrain, refocus, and retain talent that might otherwise be lost due to poor management, not poor potential. Accountability is not just about holding employees responsible for results. It is also about holding managers responsible for coaching, communicating, and leading with intention. The purpose of a PIP should not be to check a box before termination. It should be to create a structured, documented, good-faith opportunity for improvement. Because strong leaders do not just manage performance issues. They lead people through them. And remember: if the PIP starts after the decision has already been made, it is not a performance tool. It is paperwork. #HRLeadership #HumanResources #PerformanceManagement #EmployeeRelations #Leadership #PeopleManagement #WorkplaceCulture

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Cadrex Manufacturing Solutions Chippewa Falls recently had the opportunity to participate in a Manufacturing Alliance of Western Wisconsin video interview highlighting careers in manufacturing and the power of youth apprenticeships and partnerships with local technical colleges. Pictured here is Landon, whose journey is a perfect example of what’s possible. Landon started with us as a welder Youth Apprentice while still in high school. Through hands-on learning, mentorship, and continued technical education, he’s grown into our Welding Lead today. Stories like Landon’s reinforce why investing in young talent matters, not just for individual career growth, but for the future of our industry as a whole. By working closely with local schools and technical colleges, we’re helping build clear pathways from the classroom to meaningful, long-term careers in manufacturing. We’re proud of our team, our partners, and the next generation shaping the future of manufacturing. #manufacturing

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As we celebrate Manufacturing Day, here’s a brief look at what a career in manufacturing looks like. MFG Day is an initiative of The Manufacturing Institute - MI - the workforce development and education affiliate of The National Association of Manufacturers - NAM. This annual day of recognition kicks off National Manufacturing Month and is dedicated to showcase modern manufacturing careers to students, emerging workers, educators and parents. 𝗜𝗳 𝘆𝗼𝘂’𝗿𝗲 𝗶𝗻𝘁𝗲𝗿𝗲𝘀𝘁𝗲𝗱 𝗶𝗻 𝘀𝗲𝗲𝗶𝗻𝗴 𝗺𝗮𝗻𝘂𝗳𝗮𝗰𝘁𝘂𝗿𝗶𝗻𝗴 𝘂𝗽 𝗰𝗹𝗼𝘀𝗲, 𝘀𝗰𝗵𝗲𝗱𝘂𝗹𝗲 𝘆𝗼𝘂𝗿 𝘁𝗼𝘂𝗿 𝘁𝗼𝗱𝗮𝘆 → degeestcorp.com/contact-us #automation #manufacturing #robotics #welding #fabrication #skillsgap #astrongerstandard #strongercommunity #strongerindustry #workforcedevelopment #skilledtrades #creatorswanted #advancedmanufacturing #smartmanufacturing #manufacturingday #MFGDay25

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#Manufacturing leaders are telling us the same thing: They can’t tie inventory, supplier performance, and financials together in real time - and that’s exactly the gap Nava Ai is built to close!

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Wisconsin's manufacturing industry is the super-sector of the economy, employing 1 in 6 of our state's workers. We're highlighting these workers and their contributions to our state for Manufacturing Month. Read more: https://lnkd.in/gTymHcGJ

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This past summer, four rising high school juniors joined the Manufacturing Pre-Apprenticeship Program at General Carbide Corporation. The programs we run at General Carbide, in collaboration with our community partners(German American Chamber of Commerce, Pittsburgh Chapter, Anthony Princeton), include Pre-Apprenticeships, the Innovation Internship Challenge for college students, Apprenticeship Programs, Job Shadows, Learning 2 Earning, and our Annual Signing Day in May. It is remarkable to witness students discovering the world of manufacturing and growing into confident contributors. As we celebrate Manufacturing Month, we are focusing on our students’ perspectives. In this clip, two of our pre-apprentices share their biggest takeaways from the experience, including one of my favorite quotes: “It felt powerful to help the company being just a high school and college kid.” This encapsulates our mission: to show students that they can make an impact, explore innovation, and help shape the industries of tomorrow. At General Carbide, Manufacturing Month is every month, as inspiring, developing, and investing in future talent is an ongoing commitment. Stay tuned for more student interviews throughout October! #ManufacturingMonth #WorkforceDevelopment #PreApprenticeship #FutureTalent #STEMCareers #GeneralCarbide #MadeInPA

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📊 Indiana Manufacturing Workforce Report Our latest Indiana Manufacturing Workforce Report is now available, built for HR leaders, hiring managers, and plant operations teams navigating today’s labor market. We break down key state-level data—including manufacturing employment trends, wages, labor availability, and hiring pressure—along with our insights on what it means for workforce planning in Indiana. Access the full report here: 👉 https://lnkd.in/gYtUEm4S P.S. Due to the recent federal government shutdown, labor market data releases were delayed, impacting the timing of this report. #IndianaManufacturing #WorkforceTrends #ManufacturingJobs #HRLeaders #HiringStrategy #LaborMarket

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📊 Indiana Manufacturing Workforce Report Our latest Indiana Manufacturing Workforce Report is now available, built for HR leaders, hiring managers, and plant operations teams navigating today’s labor market. We break down key state-level data—including manufacturing employment trends, wages, labor availability, and hiring pressure—along with our insights on what it means for workforce planning in Indiana. Access the full report here: 👉https://lnkd.in/eXMV2s8v P.S. Due to the recent federal government shutdown, labor market data releases were delayed, impacting the timing of this report. #IndianaManufacturing #WorkforceTrends #ManufacturingJobs #HRLeaders #HiringStrategy #LaborMarket

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📌 What’s the real impact of tariffs on manufacturers? The Wisconsin Manufacturing 2025 Report, based on a survey of over 400 executives across the state, sheds some light: - 📊 Tariffs are the second most important issue affecting manufacturing businesses and their future success, just behind finding and retaining qualified talent - 📊Cost increases are the biggest pain point caused by tariffs - 📊32% of executives say tariffs create so much uncertainty, making planning difficult - 📊9% report having to pause hiring or even reduce their workforce due to tariff pressures - 📊Larger companies feel the pressure more: 81% are impacted, and 62% report higher costs, compared with 53% and 34% for smaller firms

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