Rachel Snyder with TR Cutler, Inc

On this week's Industrial Talk Podcast we're talking to Rachel Snyder, Freelance Writer with TR Cutler, Inc. about “How Manufacturers can attract and keep Gen Z workers”.  Get the answers to your “Gen Z” questions along with Rachel's unique insight on the “How” on this Industrial Talk interview!

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gen z, rachel, manufacturing, people, industrial, attract, business, company, industry, important, instagram, snyder, canceled, platform, inclusivity, insights, absolutely, delivered, manufacturer, culture


Scott MacKenzie


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Welcome to the industrial talk podcast with Scott MacKenzie. Scott is a passionate industry professional dedicated to transferring cutting edge industry focused innovations and trends while highlighting the men and women who keep the world moving. So put on your hardhat, grab your work boots, and let's go


Alright, welcome to industrial talk, thank you very much for joining this platform. As I say over and over and over again. It's dedicated to you industrial heroes, you are bold, you are brave and daring greatly. You solve problems, you innovate, you're changing lives, and you're changing the world each and every day. Thank you for joining, thank you for what you do. And you know, I'm living the dream. Because my purpose my desire is to learn everything I possibly can. From the leaders of industry, from the companies that are in industry, because of the innovation because of the incredible thinking. That's what this is about. And you know what? there, there's plenty of seats that can be taken by you. If you want to continue to learn, and then continue to grow in your industrial profession, because it's happening and it is fast. All right in the hot seat. Rachel Snyder, she is a freelance author. Okay, cool, right? That's cool. That's cool. TR Cutler is the company. And what's interesting about Rachel is we're going to be talking about Gen Z, and why it's important to be able to you company, you individual, be able to understand how Gen Z looks at the world looks at work looks at what's important to them. It's important, because we've got to, you know, there's a there's a conversation I've had, it's always about how do we fill people? How do we get people to come into our company? Let's get cracking. Yeah, so you know what's interesting? So here it is. So we're talking Gen Z, we're talking about the challenges that take place within manufacturing, quite frankly, and how do you get people to come back to work? How do you maintain your business and backfill for lack of a better term backfill valuable resources to help you have a business that is both resilience and, and create that legacy? Right? And you're just gonna have to, you're just gonna have to address that there is this workforce out there? Gen Z, don't don't come to me and say, Scott, what, what? What are the dates of Gen Z? I can't tell you I can't, I can't tell you any of that stuff. My brain doesn't work. All I know, is I look at these individuals. This group, as young, bright, incredibly talented, from a technical perspective, solving problems, unique ways of doing that. And I think it's just the bottom line, you're going to have to figure this out. Rachel brings that insight, effectively, quite honestly, quite effectively. But you're just going to have to do it because it's an important conversation. Now, we've always talked about industrial to Dotto, the new thing go out to industrial talk calm. So what we're trying to create here is, is a platform that is completely and solely focused on industry, but from an educational perspective, if we educate and then if we can create a platform that allows us to freely collaborate, and then of course, to to highlight the innovation, then it's it's a, it's an delivered in a entertaining way, and just keep evolving and never stopped sort of like Disney. You never stop you just keep trying to do what is next. Sorry, to be able to get your message out to get that, that story, that story of you, your company, what you're trying to do in a way that people consume it. That's what this is about. We have at in it had industrial talk.com. We have news, articles, videos.


I'm industry, the human side, seeing it in action. And then we've included Of course, the industrial Academy, which is more of a formalized educational platform. That just, it's, it's, it's cool. It's just cool. And then the library, the industrial library, which features books, that I believe that I read me, me, I'm reading that I believe that it can definitely help you. Because if we are all going in the direction of doing the best we possibly can, educating as much as we possibly can, and learning as much as we possibly can from not just you. But leaders within industry around the world. We're better because right now, right now, and I think it's getting faster and faster and faster. I can't I don't have a pedometer on, on innovation speed and where we're going. But if you're in, if you're in any industry, you recognize that there is just tremendous change that's taking place in a positive way. You can sit there and focus on negative stuff. This platform is always about positive, how we can move that ball forward. What do we do? So the platform, look at it as a bus, jump on board. And now let's not say bus? Let's say no, I was gonna say train. Now this is a jet airliner, and there's plenty of seats, and, and a lot of great content delivered to you by wonderful people, wonderful people, including Rachel Schneider. How about that for a segue? All right, Rachel Snyder. So I had this conversation as I tried to find her. Yeah, there it is. So I had this conversation. And it's through tr Katelyn. Thomas Cutler, Tom Cutler, incredible, incredible organization company. Now, what's fascinating is that, Okay, is there going to constantly deliver papers, white papers, blogs, information? They're, they're at the cutting edge. And and Rachel brings that fresh, young perspective of, well, what does it mean by? Do I really want to get into manufacturing, ask that question, do I really want to, but if I'm a company that has a desire to attract top talent, for my business, you're going to have to do some stuff. And that's what Rachel talks about. And you want, you want youth in your business. You want that, that fresh perspective to solve problems, you want that, that insights. I mean, it's, I hang out with young people, and and I'm better for it, not just down. I grow. So anyway, here's Rachel Snyder. And tr Cutler is the company. She is a freelance author. Enjoy the conversation. Rachel, welcome to industrial talk. How are you doing today?


I'm great. How are you?


Thank you for asking, I am doing well. I'm five by five, I'm 10 by 10. I don't even know what that means. But anyway, I am. And I am having a great time and I get to talk to you. I get to know now listeners. This is this is a topic, this is a topic that you're going to have to pay attention to. And the reason you're going to have to pay attention to because if you're a manufacturer, if you're in industry, if you are looking for strategies to be able to sort of bring in new insights, new blood, new thoughts, new visions, Rachel has definitely the answers. How about that? You do Don't Don't let us down. Okay, Rachel,


make me sound so important,


are important, because you're going to be talking about Gen Z, which I have no idea what that is, and and why it's why it's important. But before we get into that, give us a little background on who Rachel is.


Absolutely. Well, I'm Rachel, I'm 20 years old. I'm a rising sophomore at Boston University rising this summer for me. So I'm a rising sophomore. I'm majoring in Mass Communications and a minor in psychology. And I kind of fell into this whole manufacturing media Consortium, when Tom Cutler reached out to me to kind of ask about my opinion on Gen Z, and how manufacturers can attract us and originally I was like, I know nothing about this. I have no background, you know, manufacturing and I was kind of just like, what kind of credibility Do I have Tom and you know, I won't We've written a few things here and there for high school kind of writing some articles for the school newspaper writing essays, things like that. But Tom was really interested in you know, my opinion about Gen Z. And he kind of made me realize that I do have credibility. I, you know, I'm a member of Gen Z myself. So I kind of know the lingo. And of course I do, because I'm Gen Z, and Gen Z is born between late 90s to early 2000s.


Okay, gotcha. Yeah. So,


you know, we're the youngins, we're turning, you know, 20, we're in our 20s, basically. So he was very interested in, you know, my take on how manufacturing businesses can attract us and how they can, you know, keep them working for these big manufacturing companies. Um, so I've written around three articles for about that, and kind of my opinion, and kind of putting my foot in the door to this whole manufacturing worlds.


All right, listen, as you're saying, There's so Scott, how come we're talking to Rachel? Well, the reality is, is that you need help to figure out how to attract young talent into your organization, that's one to you to do that, you're going to have to be able to adjust, modify, pivot, whatever that term is, to be able to do that. And you're going to have to think younger, you're going to have to be able to speak the language, talk the language, if demonstrate the ability, and that's where we're going. And that's why Rachel is on industrial talk, because we care about your success, because you need to survive, rebuild and prosper. I'm all tired. Now. I'm all winded from that. All right. Let's talk about that. Again, you defined Gen Z as 20 somethings ish, give or take makes it easy for me to consume it. Okay. I like that. Okay, what is the mistake was some of the problems that we're dealing with within manufacturing within industry within just that that type of profession, is the ability to be able to to attract. Let's talk about that. Let's talk about how we can begin attracting Gen Z type of individuals, what do we need to do? Well,


your biggest thing is social media. And I'm going to say that a lot of during this podcast so that because social media is seriously like your golden ticket. It's no surprise, my generation is obsessed with social media, you know, up to 10 hours on our phones every day, you know, that's around, really


is that is that the stat


50% of Gen Xers spend 10 hours a day on their phones. Holy cow, don't stop. And I've definitely been guilty of this myself. But I mean, it's true. We grew up with phones, we love using social media. And a bulk of our communication is through Snapchat, Instagram, or Tiktok. And these are all social media apps. If anyone's


unfamiliar, no, no, no, that's good.


So um, if companies really want to attract Gen Z workers, they're going to have to be very familiar with these apps. I hate to say it, but if you want us, you're gonna have to make an Instagram snapchat. Tiktok. Um,


hold on, hold on, hold on, hold on. What about the other ones? What about Facebook?


You know, Facebook, it's slowly kind of becoming too dated. So anyone who loves Facebook, but my generation really, we do not use Facebook as much as we use Instagram or tik tok. So what we mainly use it will for like professional things, but other than that, no one's really saying


that's interesting from a from a professional thing. You know, I always thought of Facebook being sort of that, hey, check out I went to this restaurant and I did this and all that. But But now it's it's does that mean when if you're consuming information content, and and you're getting that information from, let's say, Instagram, tick tock. Those are snippets. It's not it's nothing lengthy, right? So lengthy. So tell tell me about a little bit about that. That snippet mindset because sometimes here in industry, we want to do so much it gives so much information and talk about why are little widgets the best. Why is that not a good approach?


Okay, well, it sounds like we're so you know, like, very, we're very instant gratification, I would say so. I mean, and we're constantly you know, scrolling we're constantly refreshing. We want new and exciting things. So if you want to get our attention, you need to do it right away. Don't post like the link The paragraph we're not going to read and if you post like a really cool you know video where picture with a small little comment then that'll engage us and you know it's very instantaneous it's very instant gratification so you know you're going to grab our attention and that's really grabbing our attention I can tell you how to keep our attention but


well then that's a great segue so here we are, we've we've already Sutton put on our hats we're, you know, we're into Instagram. I haven't made the TIC Tock job well I have those those are videos right?


There are videos and it's a constant stream of videos so it never stops so you can keep scrolling for hours which is why my screen time is so


Wow, even even business even something like manufacturing, you can sort of leverage Tick Tock and and be able to use it to your advantage.


Absolutely. Because Tick Tock The great thing about Tick Tock is that it curates you know, your feed so it's all personalized. So let's say if a Gen Z or searches, you know, your media company on Tick tock, then, you know, our feed will kind of register that and show us more things about manufacturing and more things about you know, this kind of business that they searched about on tik tok. So, it's a really great way to kind of engage more and more people and kind of curate, you know, the stream of information that you're getting to be, you know, about manufacturing.


Interesting. Okay. Okay. Well, I guess you heard it here. First, our listeners, well, I'm going to be venturing into tik tok. I'm not sure if that's good, bad or ugly. It's probably ugly, more than anything. All right, let's talk about you've captured the attention, you've used the platforms that are capturing the attention now what do we do? What do we do as a manufacturer?


Okay, so this is kind of where the whole idea of automation comes in. So we grew up alongside technology, as I said, so of course, it's going to be important for us to, you know, for that to be incorporated in a work, um, anything from computers, phones, any sort of new technology is going to get us really excited and going to want us to stay. So we're really quick to learn about these new technologies. So this is an advantage to you guys. Because you know, we're great with working with this kind of stuff. And you know, we're probably your best bet. If you guys do end up getting a new technology, we're gonna know how to use it, and we'll be the best at it.


So when, let's say you capture the attention, you got that little snippet? It's like, Yeah, I got it, then that says, hey, let me take the next step forward, let me look into it a little bit further. And you're absolutely spot on. The technology innovation that is taking place within industry and manufacturing, is pretty doggone cool. There's no doubt about it. And it is it's creating, whether we like it or not, there's maybe some old thinking back there. But there's a lot of new insights into creating businesses of greater resilience by leveraging technology, and your and it's, it's not that ditch digging dirty job anymore. It is truly a sophisticated type of platform. So we go out there, we say, hey, alright, this is the technology that is important. You got to paint that picture, is that correct?


Absolutely. That's really going to get us engaged and going to want to, you know, to stay there. And we're very, you know, Jen's ears were kind of brought up about the idea that to work smarter, not harder, which is very different from you know, the boomers and the XR is because they were taught to you know, get a nine to five and work there until you die until you retire. So we're not like that. So we'll leave a job if we're not happy with it. So this, you know, talking about automation, that's gonna keep us there.


That's amazing. But is it? Is it something that it's like, okay, not not done. I'm out of here. Where are you going? I'm out of here. I'm just let me ask you this. Along with that saying is let's say you have a career path, it's pretty innovative. It's got an edge that's on mine. That's on my end, I've got to do it. It's on my end. You manufacturers. So you got this path. What about that whole social side where you're, it's the sort of that doing good. And all is that important for you too?


Absolutely. diversity and inclusivity has been something that's been ingrained in my generation. You know, from a very young age. We were brought up with so many like anti bullying assemblies, and we taught us that you know, tolerance and embracing diversity, that's super important. So inclusivity is something that we look for in any company that we're gonna, you know, think about working for, because it's really important to us, we want to be proud to be with a company and to work for a company that has the same ideals and values that we do. So and also my generation won't be afraid to speak up about the company. that already, you know, talking about inclusivity and diversity within their workforce, we will, you know, stand up to them, and we'll post on social media about it and kind of call them out.


See, that's interesting, because you're absolutely spot on there. So as a, as a business, I'm going to have to, I'm going to have to think differently, I can't just assume that, oh, we're a great company, we've got great things, but you have to make sure that it's out there, you've got to, you've got to, you know, make it known that you've got this great culture that's focused on people and their future, and you got to, you're going to have to make that effort, because you are going to try to find out everything you can, because you've got a different viewpoint of what employment is, right.


And we have a different viewpoint of how you know, we shouldn't be, how our bosses should be and how the CEOs and CEOs should act around they're their workers in around like, this whole business sermon dogs movie about this whole, you know, business that they created, yeah, oh, we we will hold, you know, people in these very high positions accountable. We're not afraid of them, I swear, my generation will call like, we will call out anyone in a position of power, no matter the how much money they have, or how many connections they have, we don't care if they're not, like, having a great, you know, inclusive and diverse workforce. We're gonna call it, we don't you see,


that's interesting, because we don't think that what I've just said it's a and the reality is, is that the future leaders are you, right? And others like you within the, in the 20, young 30s, whatever, there's, it's, it's, it's there. And as a result, we've got to just recognize the fact of what's taking place out there. And that is culture within the organization. And then, of course, the leaders, the whatever you want to say, the leaders of those organizations, that information needs to get out to as well. That just does. And if that information does not jive with action, like, hey, well, I'm great, I'm great. And then you go to the company, and that guy, just, you know, say a guy, me. I'm not I don't live up to those values. That's where the friction that's where the source of that problem lies, right? And that's where you're going to call them out.


Exactly. It's called cancel culture. If anyone's unfamiliar with that term, that's canceled court called canceled culture. So we'll cancel culture does get into like, this specifically is a good kind of canceled culture. So I'm just gonna


say there's, there's it runs the gambit, right? It's like, why me why he after me, I haven't done anything bad doesn't matter, you, you brushed up against the individual. It's like, Oh, it's just grabbing a hot dog?


Yeah, no, but this is definitely the kancil culture that wants to make a difference. So this is, you know, holding these big, you know, holding these big, powerful people accountable, and calling them out. So Gen Z is very well versed in this whole cancel culture,


we ask you this, if if you head down that road, there's a disconnect kancil culture just gets into gear? Is there any way to gain back? The it get away from that camp? Or is that just like one time, boom, you're done, get the heck out of here?


Well, we've definitely seen, you know, celebrities and people like that get get canceled. And after, you know, time and maybe rectifying some of the things that they weren't canceled for will kind of cancel them. So I would say that businesses could do that. So let's say they were called out for their lack of diversity, and inclusivity. And then then they start hiring more people of color, more people of different sexual orientations, then, you know, you can see that they're trying to make a difference and trying to rectify their, their mistake. So Hi. I'm cancelled if you do the work and fix why you were cancelled in the first place. Yeah. But you know, that's, that's, that's our reality. All


of a sudden, I'm watching what I'm saying. Okay. No, I think that's, you know, I get all nervous. I'm like that bozo that comes to the part is like God, Oh, God, you know, I avoid all that other stuff. But so this is interesting. But But I think what you're pointing out, Rachel, is the fact that this is the reality of the marketplace. And if you want to have a business that has some sort of legacy, right, it just, you you want to carry on, you're going to have to be able to adjust and you're going to have to it's a big adjustment, because many of these companies are sort of been around for a number of years. And this is the way we always have done it. And it's like, well, now you're asking them to sort of change their DNA to a certain extent and that's a tough thing, but it has to happen. It was because, you know, we talked about the necessity to survive, especially now when you got this pandemic, companies are just sort of, I gotta survive. And then what do I do to rebuild? And what how do I prosper going forward? It's a great opportunity, you can say what you want about the pandemic, you could get, like, yes, bad stuff is happening over there, and it's a pain in the butt. But I believe me personally, I believe the conversations have changed to where there's a, there's a level of vulnerability, that is, that's a part of, what what do we do, I got to figure this out, I don't have people coming in and saying I need a job, and I should now all of a sudden, I've got to have that type of conversation. And I think this is important,


is very important. I mean, we're going to be 1/3 of the manufacturing, you know, employees by the end of 2030. So Gen Z ers, you know, we're, we're 1/3 of it. So you better start, you know, catering, catering to us, but essentially, how to use us how to attract us, because you're, you're going to need us,


well, it's just how I would roll this, I don't have it. And I'll be the first to admit, I'm just who I am. And I, I've changed dramatically, don't get me wrong, I have, and I get a kick out of listening to what you have to say, and others I would bring on if I was, if I didn't have just this, I would bring on young talent, young talent that looks at not just the the world of manufacturing, but what does it look like going forward and be able to tap into that and be able to? That's so strategically important. If I were to, if I were to just sort of throw that out there. Do you agree with that?


Yeah, totally, of course.


But here's here's what this is, this is the challenge that again, it's one of those things where you sort of interesting, you can sit there and complain about it. You can you can, you can corrupt your way through and be all upset about this reality of the marketplace. Or you can try to embrace it, work to embrace it, figure it out to embrace it, because and and you can sit there and say, well, they don't know what they're, they have no idea what's happening in manufacturing. Stop that. Just


because, you know, it's Change is hard. No one likes change. Yeah, I think it's a necessary evil that these companies are gonna have to come to terms with because if not, they're gonna go out of business.


And it's true and and that's a reality of it. And then you're not creating a legacy, you're gonna, you're gonna struggle, and then eventually you're just gonna, you know, die on the vine. And it comes with just FYI and listen to this. One is that you're stubborn, Stop being stubborn. just embrace it. It is what it is. Figure it out, navigate those waters. Alright, let's talk about how to get ahold of you. Let's say hey, I like what she's talking about. I want to know a little bit more. I want to create a business that has some resiliency, I want to be able to attract people, how do I get ahold of Rachel?


Of Me personally, or Gen Z. So you,


I want to know, if I'm saying Hey, man, whatever she's talking about, I want to know more about it. What How do I get ahold


of you? Um, well, by email that you're something that is not his rage are a CH, s, n y 20 six@gmail.com. Got it. And then if you want to reach out to me by Instagram, we know how to do because of my talk. My handle, which is like the username for anyone that doesn't know, it's also our AC H. Snyder, why d r underscore?


I got it out there. All right. She's got her personal Facebook, I've got that too. And I've got the Instagram, you're not on Twitter.


I'm not on Twitter, because that's also reaching out just to chat. But I couldn't make it better. I think I might have to make a Twitter


I'm gonna see I'm gonna have to update my form to currently include Tick Tock. Oh, the changes never have stuff. All right, which is exciting. By the way, FYI, I get all giddy about that, because it's pretty cool stuff out there. You were absolutely spectacular. Rachel, thank you very much.


Thank you so much for having me. This was fun.


This is cool. I liked it. All right, listeners. We're gonna wrap it up on the other side. So don't worry. I'm gonna have her Instagram contact as well as your Gmail, as well as looks like she has a Facebook account. But we all know that that sort of dying from a chansey perspective. He never looks at it. But it's there. I got it. All right. Thank you very much for joining. We'll be right back.


You're listening to the Industrial talk Podcast Network


about that for a conversation. Thank you very much, Rachel, for joining industrial talk and sharing your insights into Gen Z. I like the term aging out, I think we have to be very careful about that. And it's definitely time a big, big time. And there is it's just an interesting time for social media because you've got to be able to take whatever content you're trying to develop an on and developing and be able to mold it to an audience and attract the people that you want to attract. And tell the story that you want to add it's got to be delivered entertaining. If you have the cure for cancer and nobody listens to it or watches it or whatever. Everybody dies of cancer. take that to the bank because it's just is what it is. It does real talk to God Oh, go to industrial talk.com it is a growing airplane of great content from great people. Learn learn, learn, never stop learning. All right, you are bold, you're brave and daring greatly hang out with bold, brave and daring greatly people, you're going to change the world. We're gonna have another great interview right around the corner. Thank you very much for joining. Happy, safe

Scott MacKenzie

About the author, Scott

I am Scott MacKenzie, husband, father, and passionate industry educator. From humble beginnings as a lathing contractor and certified journeyman/lineman to an Undergraduate and Master’s Degree in Business Administration, I have applied every aspect of my education and training to lead and influence. I believe in serving and adding value wherever I am called.

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