Intro
Speaker 1 (Jen Little):
This podcast is brought to you by ProcessBarron. Handle everything better. Welcome to Powering the Process, the podcast focused on the real work behind industrial manufacturing. Each week, your host, Jen Little, digs into the systems, equipment, and strategies that keep plants running efficiently. From everyday operational challenges to emerging engineering solutions, we’re here to share practical insights that help you keep your process moving.
Let’s get started.
Introduction
Jen Little:
Welcome to Powering the Process, where we explore the ideas and innovations shaping the future of manufacturing. Today we’re tackling one of the most important topics in our industry: talent. Machines, technology, and processes are critical—but without skilled people, none of it works. That’s why growing new talent isn’t just a priority; it’s the key to future-proofing manufacturing.
In this episode, we’ll talk about why developing talent matters, the skills that will define the next generation of manufacturing professionals, and how we’re creating pathways for growth.
Today’s guest is Danny Stamps, Plant Manager of the South Shop. He has been with ProcessBarron for a couple of years. Thank you for joining us, Danny.
Danny Stamps:
Thank you for having me. I’m excited to be here.
Workforce Overview
Jen:
In the South Shop—one of our two manufacturing facilities—how many people do you manage daily?
Danny:
About 50 people.
Jen:
And the shop runs throughout the day with a small night shift as well?
Danny:
That’s correct.
The Manufacturing Talent Challenge
Jen:
Have you seen the nationwide challenge of finding young talent entering manufacturing?
Danny:
Absolutely. You don’t get 30 years of manufacturing experience without 30 years. We have an aging workforce, a retiring workforce, and a growing skills gap due to technological innovation. It’s not plug-and-play—you have to develop talent.
Why Workforce Development Matters
Jen:
What risks do companies face if they don’t invest in workforce development? And how is ProcessBarron investing?
Danny:
If you don’t invest, the skills gap grows, productivity drops, and you lose your competitive edge. At ProcessBarron, we focus on mentorship and cross-training—teaching experienced team members new technologies while younger employees learn craftsmanship from seasoned workers.
Skills of the Future
Jen:
What skills will be most important in the next decade?
Danny:
Digital literacy, robotics, automation, and data analysis will drive the future of manufacturing.
Jen:
How will new technology combine with traditional craftsmanship?
Danny:
Automation won’t replace team members. Instead, it provides more data—like arc time and downtime from modern welders. We still need skilled workers, but we must teach them how to use the data.
Cross-Training and Knowledge Transfer
Jen:
So younger and older generations are training each other?
Danny:
Exactly. Younger employees bring digital skills, and experienced workers pass down decades of craftsmanship. This ensures we don’t lose knowledge when team members retire.
Attracting Younger Generations
Jen:
How do we make manufacturing appealing to younger generations?
Danny:
We meet them where they are—showing that manufacturing is tech-driven, modern, purposeful, and rewarding.
Developing Talent Internally
Danny:
We focus heavily on mentorship and cross-training. We’re developing talent internally for maintenance roles, machining, and CNC technology.
Success Stories
Jen:
Do you have any success stories?
Danny:
Yes—two from the South Shop.
Evan Temple:
He joined through an apprenticeship program and started at entry level learning to weld. In just two years, he progressed to completing complex damper projects independently.
Noah Graham:
He started as a welder and learned robotic programming. Now he trains others and helps expand automation across the company.
Training Timeline & Hiring Traits
Jen:
How long does robot programming training take?
Danny:
With basic computer knowledge, about 4–6 weeks to get started.
Jen:
What do you look for in entry-level hires?
Danny:
Curiosity, motivation, and a desire to build a career—not just have a job.
Culture & Retention
Jen:
How does company culture influence retention?
Danny:
A positive culture creates engaged, loyal employees who feel heard and see a future with the company.
Investing in the Future
Jen:
How will we continue investing in talent?
Danny:
Through mentorship, apprenticeships, and partnerships with schools.
Closing
Jen:
What’s the most rewarding part of your job?
Danny:
Seeing team members grow—both technically and personally.
Jen:
Thank you for joining us and sharing your insights.
Danny:
Thank you—I really enjoyed it.
Speaker 1 (Jen Little):
This podcast is brought to you by ProcessBarron. Handle everything better. Welcome to Powering the Process, the podcast focused on the real work behind industrial manufacturing. Each week, your host, Jen Little, digs into the systems, equipment, and strategies that keep plants running efficiently. From everyday operational challenges to emerging engineering solutions, we’re here to share practical insights that help you keep your process moving.
Let’s get started.
Introduction
Jen Little:
Welcome to Powering the Process, where we explore the ideas and innovations shaping the future of manufacturing. Today we’re tackling one of the most important topics in our industry: talent. Machines, technology, and processes are critical—but without skilled people, none of it works. That’s why growing new talent isn’t just a priority; it’s the key to future-proofing manufacturing.
In this episode, we’ll talk about why developing talent matters, the skills that will define the next generation of manufacturing professionals, and how we’re creating pathways for growth.
Today’s guest is Danny Stamps, Plant Manager of the South Shop. He has been with ProcessBarron for a couple of years. Thank you for joining us, Danny.
Danny Stamps:
Thank you for having me. I’m excited to be here.
Workforce Overview
Jen:
In the South Shop—one of our two manufacturing facilities—how many people do you manage daily?
Danny:
About 50 people.
Jen:
And the shop runs throughout the day with a small night shift as well?
Danny:
That’s correct.
The Manufacturing Talent Challenge
Jen:
Have you seen the nationwide challenge of finding young talent entering manufacturing?
Danny:
Absolutely. You don’t get 30 years of manufacturing experience without 30 years. We have an aging workforce, a retiring workforce, and a growing skills gap due to technological innovation. It’s not plug-and-play—you have to develop talent.
Why Workforce Development Matters
Jen:
What risks do companies face if they don’t invest in workforce development? And how is ProcessBarron investing?
Danny:
If you don’t invest, the skills gap grows, productivity drops, and you lose your competitive edge. At ProcessBarron, we focus on mentorship and cross-training—teaching experienced team members new technologies while younger employees learn craftsmanship from seasoned workers.
Skills of the Future
Jen:
What skills will be most important in the next decade?
Danny:
Digital literacy, robotics, automation, and data analysis will drive the future of manufacturing.
Jen:
How will new technology combine with traditional craftsmanship?
Danny:
Automation won’t replace team members. Instead, it provides more data—like arc time and downtime from modern welders. We still need skilled workers, but we must teach them how to use the data.
Cross-Training and Knowledge Transfer
Jen:
So younger and older generations are training each other?
Danny:
Exactly. Younger employees bring digital skills, and experienced workers pass down decades of craftsmanship. This ensures we don’t lose knowledge when team members retire.
Attracting Younger Generations
Jen:
How do we make manufacturing appealing to younger generations?
Danny:
We meet them where they are—showing that manufacturing is tech-driven, modern, purposeful, and rewarding.
Developing Talent Internally
Danny:
We focus heavily on mentorship and cross-training. We’re developing talent internally for maintenance roles, machining, and CNC technology.
Success Stories
Jen:
Do you have any success stories?
Danny:
Yes—two from the South Shop.
Evan Temple:
He joined through an apprenticeship program and started at entry level learning to weld. In just two years, he progressed to completing complex damper projects independently.
Noah Graham:
He started as a welder and learned robotic programming. Now he trains others and helps expand automation across the company.
Training Timeline & Hiring Traits
Jen:
How long does robot programming training take?
Danny:
With basic computer knowledge, about 4–6 weeks to get started.
Jen:
What do you look for in entry-level hires?
Danny:
Curiosity, motivation, and a desire to build a career—not just have a job.
Culture & Retention
Jen:
How does company culture influence retention?
Danny:
A positive culture creates engaged, loyal employees who feel heard and see a future with the company.
Investing in the Future
Jen:
How will we continue investing in talent?
Danny:
Through mentorship, apprenticeships, and partnerships with schools.
Closing
Jen:
What’s the most rewarding part of your job?
Danny:
Seeing team members grow—both technically and personally.
Jen:
Thank you for joining us and sharing your insights.
Danny:
Thank you—I really enjoyed it.
