Aug 11, 2025
Hugo Walker
For many food manufacturers, finding skilled labour has become one of the most persistent — and costly — operational bottlenecks.
It’s not just a case of filling vacancies. The combination of an ageing workforce, post-Brexit labour market pressures and increasing demand for specialised skills (from food safety to equipment maintenance) has made the recruitment and retention challenge even steeper.
At the same time, manufacturers are under pressure to increase efficiency, reduce waste and respond to growing customer expectations; all with fewer hands on deck.
But throwing more people at the problem isn't the answer. The manufacturers who are staying ahead are doing so by rethinking how work gets done — using automation and smart digital systems to close the skills gap, without overloading their teams.
Why Labour Shortages Are Here to Stay
While labour shortages hit the headlines during COVID and Brexit, the underlying issues aren't going away:
An ageing workforce: A significant portion of the skilled manufacturing workforce is approaching retirement, with fewer young people entering the industry.
Increased competition for talent: Other sectors, like logistics and eCommerce, are drawing from the same limited labour pool.
Higher skill requirements: Modern manufacturing environments demand more technical skills, from operating advanced machinery to managing compliance digitally.
Seasonal demand spikes: Many manufacturers still struggle to flex their workforce up and down efficiently, relying heavily on agency labour with limited experience.
This combination puts pressure on costs, consistency and the ability to scale operations reliably.
The Operational Impact of Labour Shortages
Labour shortages have a ripple effect across the factory floor. Production often slows down when key lines lack sufficient staffing. To keep up, businesses may rely more heavily on overtime and agency workers, which can drive up operational costs.
When new or untrained staff are rushed into roles, error rates increase and rework becomes more frequent, impacting both efficiency and quality. In some cases, the business may even miss out on valuable revenue opportunities because it can't scale production fast enough to meet demand.
But hiring more people isn't always the solution, especially when skilled talent is in short supply. That’s why many forward-thinking manufacturers are turning their attention to workforce optimisation instead.
What Is Workforce Optimisation in Food Manufacturing?
Workforce optimisation is about getting more value from the team you already have, by streamlining tasks, removing unnecessary admin and equipping staff with better tools to do their job.
Key pillars of workforce optimisation include:
Task Automation - removing manual, repetitive processes that add no value.
Remote Monitoring & Control - enabling fewer people to manage more.
Digital Work Instructions & SOPs - ensuring consistency and reducing training time.
Upskilling Through Integrated Platforms - making it easier for teams to learn and adapt in real-time.
Let's explore these in more detail.
1. Task Automation: Freeing Up Time for High-Value Work
Not every task in a food manufacturing environment requires human input. Many routine activities — from order confirmations to production reporting — can be automated or semi-automated.
Examples include AI-powered customer order reminders, digital stock checks and automated compliance logging.
By automating these repetitive tasks, manufacturers free up skilled workers to focus on what truly requires their expertise — whether that's troubleshooting a machine issue, managing customer relationships, or optimising production schedules.
2. Remote Monitoring & Control: Managing More with Fewer Hands
Labour shortages often mean one person is asked to oversee multiple production lines or processes. Without the right systems in place, this leads to bottlenecks and increased error rates.
Remote monitoring tools give teams real-time visibility into equipment performance, order progress and inventory levels — often via mobile devices or central dashboards. This allows smaller teams to manage larger areas of the factory, respond quickly to issues and maintain high standards without needing to be physically present at every step.
3. Digital Work Instructions & SOPs: Reducing Training Time and Errors
With an increasingly fluid workforce — including agency staff and less experienced operators — ensuring tasks are done correctly every time is a major challenge.
Digital work instructions standardise procedures and make them easily accessible on the shop floor. Instead of relying on memory, printed manuals or shadowing experienced colleagues, operators can follow clear, step-by-step guides via tablets or smart displays.
This approach reduces training time for new staff, mistakes caused by misinterpretation and the reliance on "tribal knowledge" held by a few long-serving key individuals.
As a result, even less experienced team members can deliver consistent results, reducing the risk of costly errors or rework.
4. Upskilling Through Integrated Platforms
Smart systems don't just automate tasks; they also make it easier for teams to develop new skills on the job.
For example, an order management platform that guides staff through call-offs, production planning and supplier communication helps them understand the full operational workflow, not just their individual tasks. Over time, this builds a more versatile, knowledgeable workforce, capable of stepping into multiple roles as needed.
Technology Isn’t Replacing People — It’s Empowering Them
It's important to emphasise: automation and digital systems aren't about replacing workers. They're about making the people you already have more effective, less stressed and better equipped to handle the demands of modern manufacturing.
“Automation is not about reducing headcount. I believe it’s about using people in a much more empowering way.”
— Sam Page, Simply Lunch
By automating routine tasks, giving teams real-time information and simplifying complex workflows, manufacturers can maintain high levels of output and quality — even with leaner teams.
Next Steps: Start Small, Scale Fast
Addressing labour shortages through automation and smart systems doesn't require an all-or-nothing investment. Manufacturers can start small:
Digitise your customer ordering to eliminate repetitive admin and free up your team for higher-value work.
Use real-time production and order tracking to keep operations flowing without extra headcount.
Provide step-by-step digital instructions for high-turnover tasks, so new staff can hit the ground running.
Once the foundations are in place, it becomes much easier to scale these benefits across the operation, creating a more resilient and agile workforce that can flex to meet demand without burning out.
Closing the Gap in Your Workforce
Labour shortages may be an ongoing challenge, but they don't have to limit growth. By optimising workflows and empowering teams with smarter systems, food manufacturers can bridge the skills gap, protect margins and maintain high levels of service.
mezzeIQ's market-leading ordering and automation platform helps food manufacturers run leaner, faster and more profitably. Contact us to learn more.
