Generations at work

How FANUC is turning age diversity into a business strength

Manufacturing is evolving fast, but one of its biggest challenges isn’t technology – it’s people. According to MAKE UK the sector is facing a shortfall of 47,000 skilled workers and in the rush to recruit, many companies overlook a powerful resource already on the shop floor: cross-generational learning. It’s an opportunity to transfer knowledge, strengthen teams and build a more resilient workforce.

Recent research from MTC shows that 41% of the Baby Boomer generation (aged 60 to 66) working in manufacturing say their skills are going unused. Meanwhile, 91% of Generation Z (18-27) say they are willing to learn from older colleagues.

An example of how this approach can redefine a workforce development in manufacturing is FANUC, a global leader in automation. Jack Leonard, a 20-year-old apprentice; John Strisino, a 62-year-old electrical engineer; and Neil Weaver, a 35-year-old controls engineer, are demonstrating how cross-generational learning can redefine workplace development – boosting productivity, supporting business growth, and helping the industry tackle wider challenges such as the skills gap.

The Gen Z experience

Jack is completing an Engineering Technician apprenticeship, delivered in partnership with MTC Training, which combines FANUC’s hands-on, industry-led experience with structured technical training from MTC’s expert trainers.

He joined FANUC with a desire to learn about the industry and from the people in it. From the outset, he was immersed in a culture where collaboration is more than a value – it’s a way of working.

Supported by experienced colleagues like John and Neil, Jack has quickly developed both his technical and interpersonal skills. Apprentices are encouraged to ask questions, challenge assumptions and contribute to problem-solving discussions. The team’s flexibility allows everyone to evolve, whether they’re just starting out or decades into their career.

Commenting on his apprenticeship, Jack Leonard said:

“Learning from other generations has been a game-changer. Their deep understanding of robotics systems, control architectures and integration workflows goes far beyond what you get from textbooks. Working in parallel with the team has sharpened my ability to design and troubleshoot complex automation systems, all while making me more confident, technically capable and curious about pushing the boundaries of what our systems can do.”

 

The Millennial experience

Mentorship at FANUC is a two-way exchange. Jack gains insight from the experience of his colleagues like John and Neil, while they benefit from Jack’s fresh perspective and digital fluency. His curiosity encourages his mentors to reflect on their own practices and stay current with emerging technologies. This dynamic fosters adaptability and engagement across the team. It also reinforces that mentoring is not just about passing on knowledge – it’s about evolving together.

Neil Weaver, reflecting on his experience, commented:

“Jack’s curiosity makes you pause and think – why do we do it this way? Is there a better approach? That kind of curiosity is valuable. We encourage apprentices to try things, make mistakes and learn from them. It’s not just about technical skills, it’s about developing confidence and learning how to work as part of a team.”

 

The Baby Boomer experience

FANUC’s approach reflects a broader industry shift where apprenticeships are no longer seen as a secondary route, but as a vital part of workforce development. Today’s programmes offer a practical, immersive way to build skills and contribute meaningfully to business outcomes.

Senior team members actively support apprentices, recognising the value they bring – not just in energy, but in ideas.

John Strisino, added:

“Working with apprentices like Jack keeps me sharp. After more than four decades in the industry, I’ve developed a rhythm to how I work – but Jack brings in new ways of thinking, especially around digital tools. It’s a two-way street: I get to keep learning, and I help him build the foundations of a strong career.”

 

This cultural shift values diverse thinking. Younger workers often challenge norms, introduce new tools and help teams stay relevant in a fast-changing industry.

Tailored learning for maximum impact

The team’s training approach is flexible and hands-on, blending academic theory with real-world application. Jack thrives in this environment, supported by mentors who also value experiential learning. Together, they’ve built a responsive, practical training model shaped by project pace and technology.

At FANUC, apprenticeships are a cornerstone of long-term success. Delivered in partnership with MTC Training, these programmes combine FANUC’S hands-on, industry-led experience with MTC Training’s structured technical training to create a powerful foundation for growth. The culture of respect, collaboration and continuous learning empowers individuals and strengthens performance. Jack’s journey shows how supported apprenticeships can shape confident, capable professionals – and set a benchmark for the wider industry.