Wire Expo 2024 wrapup - Feature Sample

J U LY 2 0 2 4 | W W W. W I R E N E T. O R G

Wrap up of Wire Expo Tradition meshed with advances in technology

Operators Their essential role also remains a challenging one for the industry

O F F I C I A L P U B L I C AT I O N O F T H E W I R E A S S O C I AT I O N I N T E R N AT I O N A L

WIRE EXPO 2024 WRAP-UP

Prysmian North America COO Paul Furtado made a powerful presentation on what it means/takes to commit to a system to optimize operational practices.

Wire Expo 2024 wrap-up Wire Expo 2024 will go down as one of the WAI’s best-ever, with two stirring keynote presentations, a healthy buzz on the exhibit show floor, the first “roadtrip” for the Association’s grandfather clock since 1948, and a glorious outdoor reception where being “flippant” was a thing.

By any measure, the return to Wire Expo to the Mohegan Sun Casino after eight years was a success. Held June 11-12, 2024, the event got very positive reviews from exhibitors. See p. 41. The event drew a total of 1,108 participants from 38 states/21 countries that took part in the event.

On June 10, the day before the official start of Wire Expo, WAI held its iconic Fundamentals of Wire Manufacturing Course, which drew 130 participants. Once again, the collective expertise of the instructors was on full display, and it was much appreciated. See p. 57.

Yet maybe what was most noteworthy about this Wire Association event was the scope and focus of the presenters. Yes, there is always value in hearing the perspectives of industry veterans with hard-earned decades of experience, but there was also shared knowledge from younger speakers, people steeped in newer technologies that are likely to fuel future advances, such as use of AI and digitizing cable designs and manufacturing processes, as well as concerns, such as cybersecurity and physical security.

The full program began on Tuesday, June 11, with a brief welcome from WAI President Daniel Blais, but then, fittingly, the traditional schedule made way for a step

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back in time. The annual clock-winding ceremony was held outside the office for the first time since the grandfather clock was presented to the Association in 1948 by British wiredrawers for help provided in World War II. The clock was wound by Dave Lane, plant floor supervisor, Northampton Machinery Co., part of the MGS Group.

He spoke about how there has always been a special relationship between MGS and Northampton, noting that it is reflected by every machine made bearing a joint U.K./ U.S. flag emblem. He described the ceremony as an honor for him to take part as it is “a great tradition, one that our industry should be proud to continue.”

The first of two keynote presentations was then presented

by H.O. “H” Woltz III, the chairman, president and CEO of Insteel Industries, who was also honored as the 2024 winner of the WAI’s Champion Award. He spoke about both the importance of staff (see p. 60) and the challenges that face the steel wire industry (see p. 36).

Following Woltz’s presentation, Willem Sundblad, co-founder and CEO of Oden Technologies, spoke about AI’s role in manufacturing labor challenges. The day before, he spoke during the WAI’s board of director meeting, and the message at both was about the potential for AI W W W. W I R E N E T. O R G

WIRE EXPO 2024 WRAP-UP

Above: Encore Wire’s W.T. Bigbee, Jr., r, holds the Mordica Memorial Award given to him by WAI Board Member John Zachow.

Right: WAI President Daniel Blais welcomed attendees to the Wire Expo 2024, and outlined what awaited them.

The Phifer booth was one of many that reported good conversations with attendees.

A solid program made for a well-attended conference room.

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Clockwinder David Lane winds the WAI’s grandfather clock that held center stage at Wire Expo for two days.

Insteel Industries’ H.O. Woltz III, winner of the WAI’s 2024 Champion Award, also served as a keynote speaker.

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F E AT U R E

Operators:

where are they?

This feature, which picks up from the May feature on HR, provides a range of perspectives from manufacturers on labor, especially newer employees. It also includes sidebars on different topics, from equipment to hiring.

The focus will continue in August, when the feature will update Industry 4.0/Artificial Intelligence.

Manufacturer takes on hiring/retaining new employees Leadership matters in any age, yet the post-Covid experience has tested many plant operations. What does an employer do when employees have more options, and their goals don’t mesh as smoothly with management as it did for past generations? What do companies do when offering more is not a cure-all?

WJI: In a past era, new employees clamored for more OT, and now it seems that for many, their goal is to have more time off: have human nature and expectations changed? If so, what can any manufacturer do, or is it that a manufacturer must adjust its expectations?

The preference for working overtime varies based on the nature of the job, the employee’s age, and their compensation level. Our senior operators appreciate the additional pay associated with overtime work, to the extent that they now expect it. Additionally, many of Runzel our plants operate on 12-hour shifts for five days a week, and our operators still have ample unused vacation time.

Cooper Runzel, vice president of insulated manufacturing, Lake Cable.

Customer expectations are constantly increasing. Quite frankly, perfection is expected in all areas of our products and service, so our expectations from our production engineering candidates have also increased. Consider this.

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The equipment used today is more sophisticated, smarter and very, very expensive, and costs for raw materials and insulating materials continue to rise. We can buy those elements, but when it comes to hiring, we will not adjust our expectations because we know we need smart, organized team members who are able to make good decisions to get smart things done. At the same time, you might think we focus on finding the most experienced people, but we have found that they can come with bad habits and a stuckin-ways mentality. Rich Carr, CEO, Sequel Wire.

Expectations have certainly changed as worker mindsets have largely shifted from, “I want to work all the hours I can,” to a new generation of potential employees asking if there will be time for Social Media breaks during their shift. I think, as manufacturers we have to lower our expectations to some degree, otherwise we will be absolutely frustrated beyond the normal frustrations that are part of everyday manufacturing life. Matthew Duncan, vice president, Granite Falls Furnace.

Employees’ appetite for overtime can vary depending upon the weather, family and personal obligations and financial needs. We explain that when business needs W W W. W I R E N E T. O R G

F E AT U R E

require overtime and employees refuse to work overtime it is hurting the overall goals of the company, is unfair to their co-workers and will be taken into consideration at time of review. Mary Planeta Fitzgerald, president, Acme Wire Products Co., Inc. There has been a cultural shift in how employees prioritize their personal lives. We’ve heard sentiments like, “A company won’t remember all the OT hours you put in, but your kids will remember the baseball game/recital/ etc. that you missed.” This perspective highlights an employee’s commitment for working only designated hours and requesting more time off for personal events.

Manufacturers should set clear expectations during the hiring process. If a position is for 40 hours per week, that should be the expectation without any assumptions about additional overtime. By approving time off (and increasing opportunities to earn time off), we feel this helps to improve employee satisfaction, which can and has led to increased efficiency, potentially reducing the need for overtime hours. We still maintain that our employees meet their 40 hours per week and offer flexible hours (within reason) when time off has been requested, in order to help employees meet their expected 40 worked hours per week. We encourage the employees to collaborate on their schedules if there are machine scheduling conflicts, when an employee is trying to work flexible hours. Steve Benjamin, president, Performance Wire.

There’s always a need for employees, both for operator positions as well as skilled posts, such as millwrights, electricians and machinists. As important as it is to have the bodies you need, we believe it is vital that we hire the right bodies to make us succeed. We focus on some key attributes in candidates, especially for key positions. We look for people who have a desire for stability and longterm commitment, because that defines our company’s philosophy. We want candidates who can demonstrate a willingness to try new things, embrace innovation and challenge the status quo. Flexibility and adaptability are also essential. We need employees who are able to adjust their strategies, From management style and problem-solving techniques based on evolving circumstances as they are better positioned to help our company navigate challenges and capitalize on new opportunities. We value candidates who share our vision for stability and are looking for a long-term commitment, as this fosters continuity and the opportunity to make a lasting impact on the organization. Paul From, president, Central Wire.

The employee pool: expect it to be shallow for years to come It won’t come as a surprise to manufacturers, but a recent joint report from the Manufacturing Institute and Deloitte predicts that the U.S. manufacturers will need up to 3.8 million workers within the next decade, only 1.9 million of those positions may not be able to be filled. Below are excerpts from the report: Taking charge: Manufacturers support growth with active workforce strategies.

There is not just a skills gap, but notably a gap in applicants for open positions in manufacturing. Three important themes, in particular, stood out in the study: • Industry growth is driving the need for more workers of every type, from entry-level associates to skilled production workers to engineers.

• Skill requirements are evolving and are spread between technical manufacturing skills, digital skills and soft skills.

• There is a shortage of potential candidates applying for positions—whether skilled or unskilled—and manufacturers need to retain the valuable talent they have.

Workforce challenges have been the top concern for manufacturers surveyed by NAM since the fourth quarter of 2017, with the exception of the pandemic. This timing coincides with the first instance when total U.S. job openings exceeded the number of unemployed Americans.

This phenomenon is partly due to longer-term economic factors, such as the declining population growth rate and W W W. W I R E N E T. O R G

the decreasing labor force participation rate, which has trended lower on demographic factors, including increased retirements.

Even though December 2023 quit-rate data suggests some improvement as they approach prepandemic levels, employee turnover rates remain elevated, posing a challenge for manufacturers. This could be partly attributable to the increased caretaking responsibilities many Americans of working age are facing since the pandemic, and also to the higher numbers of millennials and Generation Z workers joining the workforce, who bring a different set of expectations.

Of note, one out of two study respondents indicated that it is “important” or “very important” for employees to have a high level of digital proficiency, and another 40% see it as “good to have,” primarily for engineers and engineering technicians, operations personnel, and maintenance technicians.

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Nothing says location like INTERWIRE

SAVE THE DATES: May 13-15, 2025 • Georgia World Congress Center Everything points to INTERWIRE. It is the North American wire & cable conference & marketplace where you will find valuable new contacts.

It is the place to be in 2025, whether you are a visitor, exhibitor, speaker, or sponsor. And with 44 years of continuous improvement since the event began, thousands continue to choose INTERWIRE. Meet you there!

Look for developing details: interwire25.com official publication:

INTERWIRE Exhibitors ADVARIS USA, Inc. AESA Cortaillod AGAPE Industrial, Inc. AITMAC, Inc. Ara Makina İmalat Sanayi ve Ticaret Ltd. Şti.

Asaclean-Asahi Kasei Plastics North America AT Wire GmbH & Co. KG Automated Industrial Machinery Inc. (AIM, Inc.) AWT Machinery Inc. Aztech Lubricants B&H Tool Co. Bartell Machinery Systems LLC Baum’s Castorine Co., Inc. Bechem Lubrication Technology, LLC Bergandi Marchinery Blachford Corp.

Cable Components Cable Consultants Corp.

Calmec Precision Ltd. Carris Reels Inc. Cemanco LC Clinton Instrument Co. CM Furnaces Inc. CN Wire Corp.

Condat Corp.

Confex Technology Ltd. Conneaut Industries Custom Wire Products Die Quip Corp.

DijitalPort Istanbul Dan. Loj. Amb. San. ve Tic. Ltd. Sti Domeks Makine A.S. Dynamex Corp.

E-BEAM Services, Inc. EBNER Furnaces, Inc. Electronic Drives & Controls, Inc. Enercon Industries ERA Wire Inc. Esteves Group EXCEL International Fabritex Inc. Fenn-Torin Fil-Tec, Inc. Filtertech, Inc.

FMS USA Inc. Fort Wayne Wire Die, Inc. Frekans Makina San ve Tic A.S. FUHR Rolling Mills Gem Gravure Co. Inc. GMM USA LLC Guill Tool & Engineering HONTA Inc. Howar Equipment Inc. Huestis Industrial IDEAL Welding Systems, L.P. InnoVites B.V. International Wire Group, Inc. Italian Pavilion IWMA Ltd. Jiangsu Kemaite Technology Development Co.., Ltd. Jiangsu Singcheer Intelligent Equipment Co., Ltd. Joe Snee Associates, Inc. Joe Tools, Inc. Kabmak Muhendislik ve Makina San. Tic. Ltd. Sti. Kalmark Integrated Systems Ltd. KEIR Manufacturing, Inc. Kinrei of America, LLC KMG Wires Pvt. Ltd. Krueger Steel & Wire Lämneå Bruk AB Laserlinc Inc. Leggett & Platt Leibinger Inc. LLFLEX Lloyd & Bouvier Inc. M. Holland Company Madem-Moorecraft Reels USA, Inc. Magnetic Analysis Corp.

Magnetic Technologies Maillefer Extrusion Oy Mega Metal Metal Link Inc. MFL S.A. The MGS Group Microdia SA Mid South Wire Mikrotek Machines Ltd. Mill Masters, Inc.

MSS Cable Machinery GmbH Nano-Dies P/L Nevatia Steel & Alloys Pvt. Ltd. Niagara Composites International Inc. Niehoff Endex North America Inc. Nordson Measurement & Control Özyaşar Tel ve Galvanizleme San. A.Ş.

P & R Specialty Inc. P/A Industries Inc. Paramount Die Parkway-Kew Corp.

Phifer Inc. Precision Die Technologies Process Control Corp.

Properzi International, Inc. / Continuus-Properzi, SpA Proton Products Inc. Q8Oils QED Wire Lines Inc. Quaker Houghton Rainbow Rubber & Plastics Rautomead Ltd. Reel Options by Vandor Corp.

Reel Power Industrial REELEX Packaging Solutions, Inc. RichardsApex, Inc. Ridgway Machines Ltd. Rockford Manufacturing Group Inc. Rosendahl Nextrom Roteq Machinery SACO AEI Polymers Saint-Gobain SAMP USA, Inc. Sark Wire Corp.

Schlatter North America Schnell Spa Setic S.A.S - Pourtier Shanghai Kechen Wire & Cable Machinery Co., Ltd. SIKORA Simpacks / Pioneer Sivaco Quebec Division Sjogren Industries Inc. Sonoco

Star Materials Co. Ltd. Steel Cable Reels SWEED Machinery Swiss Pavilion TapeFormers Ltd. Taubensee Steel & Wire Taymer International Teknikor Teknor Apex Tektapes Tensor Machinery Ltd. Thermoplastics Engineering Corp.

Traxit North America LLC TROESTER GmbH & Co. KG United Wire Co. Universal Wires LLC UPCAST OY UYGAR Makina San. ve Tic. Ltd. Sti. Vikas Spool Private Ltd. WAFIOS Machinery Corp.

Wardwell Braiding Co. Webster and Horsfall Weilly Diamond Industrial Co., Ltd. Windak Inc. Wire & Cable Technology International (WCTI) Wire and Plastic Machinery Corp.

Wire Association International, Inc. Wire Journal International, Inc. Wire Lab Co. Wire Machine Systems Inc. WiTechs B.V. Witels-Albert USA Woodburn Diamond Die, Inc. Yagmura Ajans Mak. Mob. San. ve Tic. Ltd. Sti Zumbach Electronics Corp.

List as of 6/25/24