March 14, 1999 - Attracting, Keeping Exemplary Plant Employees a Major Challenge

by Bryan Salvage

CHICAGO--In order to survive and become more successful as niche marketers in the future, meat companies must be able to attract and maintain productive employees-particularly at the plant level.

This comment was heard repeatedly from many attendees during the North American Food Processors Association's 42nd Management Conference held here at the Drake Hotel. Whether talking informally at tables during breakfast, conversing during session breaks, or in the hallways of the hotel, this topic was top of mind for many NAMP members.

"One of our major challenges is hiring and holding on to good [plant] employees, and how to make our employees happier and more productive," one processor from Texas told MM&T.

As the conference progressed during day one, it became clear that from Vancouver, British Columbia, to Houston, Texas, meat companies are increasingly competing for quality employees against high-tech industries that are offering the same or higher pay plus a cleaner, dryer, warmer and quieter work environment.

"We'll never get people who are born and raised in the United States to work in the meat plant," lamented one processor from the West Coast. "Why work in a meat plant environment if the pay's the same outside?"

Another challenge, some say, is effectively training plant employees from many diverse cultures. "We have an employee handbook in three languages," said one processor. "It should really be in five languages."

A growing number of Hispanic workers are employed at meat plants throughout North America. But an executive from a Vancouver-based company said his plant has numerous Chinese meat cutters; another processor in northern California has a number of Filipino plant workers; another West Coast processor has hired many Vietnamese and Basque employees; and one plant in Texas has employed several refugees from Bosnia.

In its search for good plant employees, one processor out west said his company is tough on checking documentation and drug screening. Once hired, some companies are sending these workers to free English classes to help them maximize their potential and more.

"We also try to help our employees become better citizens and family men," one processor said.

In efforts to generate happier, more productive plant employees, some processors provide counsel on how to save money for the future, have incorporated 401K and other retirement plans, and provide recognition for exemplary performance.

One processor told MM&T during lunch that his company is finding success in paying boners by the pounds they produce instead of by the hour.

"Productivity has gone up and injuries have gone down because now there is a lot less goofing off and talking going on at the boning line," he said.

This article reprinted with permission from Meat Marketing & Technology.

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