In the heart of rural northwest Georgia, a quiet revolution is reshaping the blue-collar workforce. The Roper Corp., a kitchen appliance plant owned by GE Appliances, has embraced a flexible work model that allows employees to pick up shifts via a smartphone app, much like gig-economy platforms. This approach, born out of necessity during the COVID-19 pandemic, has proven to be a game changer for both the company and its workers. With the manufacturing industry struggling to fill positions, GE Appliances has opened its doors to a diverse pool of talent, including retirees and part-time workers who prioritize flexibility over the traditional 40-hour workweek.
The pandemic created a perfect storm for the plant, which faced record demand for appliances while severely short on staff due to illnesses and resignations. Tony Gabbert, the plant’s director of manufacturing operations, describes the double-edged sword of selling products faster than they could be produced. To address the labor shortage, the plant partnered with MyWorkChoice, a staffing firm that recruits and trains a pool of workers capable of performing various roles across the facility. These workers, employed by MyWorkChoice, use an app to select shifts in four-hour increments, giving them unprecedented control over their schedules. This „Uber of manufacturing” model has attracted over 900 workers, with an average of 450 picking up shifts weekly, contributing significantly to the plant’s $180 million expansion.
The shift toward flexibility is a stark departure from the industry’s historical reliance on consistency and full-time commitment. Bill Good, GE Appliances’ vice president of manufacturing, admits he was initially skeptical, fearing the two-hour increments would create chaos. However, the four-hour shift compromise has proven successful, allowing workers like 68-year-old Ruth Ransom, who considered herself retired, to re-enter the workforce on her own terms. Ransom and others appreciate the ability to choose their shifts and tasks, opting for less physically demanding roles like quality control. This flexibility has also retained experienced employees like Doris Hamby, a 35-year veteran who now works part-time to balance caregiving responsibilities, proving that this model benefits both new hires and longtime staff.
Despite the trade-offs—lower pay and minimal benefits—many workers prefer this arrangement for the autonomy it provides. Kwame Crockett, who works full-time hours at the plant, values the freedom to step away when his other ventures call. The success of this model at GE Appliances and other manufacturers like Stanley Black & Decker and Georgia-Pacific suggests a broader trend: flexibility is no longer just a white-collar perk. As the workforce evolves, manufacturers are learning that adapting to modern expectations for work-life balance can be a powerful tool for recruitment and retention, even if it challenges long-standing industry norms.
Ez a cikk a Neural News AI (V1) verziójával készült.
Forrás: https://www.npr.org/2026/07/08/nx-s1-5876084/manufacturing-flexible-part-time-work.