Quality manufacturing depends on consistency in teams and leadership. When experienced employees leave, businesses are replacing the person and their knowledge of systems and team dynamics. This can be incredibly taxing on businesses, especially when they have to invest in another round of training or onboarding and try to maintain the same level of production through the transition.
At Labor Solutions we know that frequent turnover in manufacturing industries is both an HR and operational issue. So why can these positions be particularly difficult to retain, and what can employers do about it?
Look Beyond the Exit
When an employee leaves, it is tempting to focus on the resignation only, but a person’s decision to leave a company starts much earlier than when they sit down to write their resignation letter.
Manufacturing work is physically demanding and that combined with long shifts may not work for every employee. Compensation and benefits can influence whether workers stay, and limited advancement opportunities may send ambitious employees to better opportunities.
Training and workplace culture factor into a person’s decision to leave a company, too. Employees who are placed on the floor without enough preparation may quickly become frustrated or feel unsafe. Poor communication, limited recognition, or a lack of support can compound the problem.
Understanding why employees are leaving is the first step toward changing the pattern.
Turnover Can Reach the Production Floor
The impact of an employee leaving does not end when they clock out after their last shift. Recruiting and training replacements require time, resources, and mental bandwidth from leadership and employees alike. Production may slow while new hires learn their responsibilities, and teams that continually need to train new people may struggle to develop consistency and a cohesive team.
Retention Starts With the Right Hire
There are plenty of retention strategies employers can address internally, including compensation, proper training, and opportunities for advancement. But hiring the right fit for your company also is a huge factor in retention. Clear communication during the recruiting process can help both the employer and candidate understand the full scope of the open position. This matters because filling an opening quickly does no good if you are filling the same position again a few weeks later.
Break the Turnover Cycle
There is rarely one simple explanation for manufacturing turnover at a company. So, it is important to examine the larger pattern before looking for a solution. Labor Solutions can help you develop a staffing approach designed around the realities of your operation. Connect with our team to discuss your workforce needs and break the cycle today.