Creating a Sense of Community as a Retention Tool for Employers

This article appeared in the August 2026 issue of MiMfg Magazine. Read the full issue and find past issues online.

Michigan manufacturing has always been built on community. Skills passed from one generation of workers to the next, and the plant was as much a part of the neighborhood as the church or the school. That tradition is under pressure today but manufacturers who invest in belonging and connection on the floor are finding it’s one of their strongest retention tools.

Employees have choices. Retention depends on more than pay and benefits. People stay where they feel connected, valued and part of something meaningful. Leveraging that tradition — of community can help employers meet that need. When employees believe they belong, trust their coworkers and see how their work contributes to a shared purpose; they are more likely to stay engaged and less likely to look elsewhere.

Research by McLean & Company revealed that, “Employees who feel comfortable being themselves at work” are 70 percent more likely to stay and nearly six times more likely to be engaged. This sense of community in their workplace proves to be a win for both the employee and the organization.

Additionally, the US Surgeon General identified connection and community as one of five workplace essentials in its 2023 Framework for Workplace Mental Health and Well-Being. Employers offering an environment where employees feel they can network and build relationships help to meet the key need of social support and belonging. A sense of connection at work can often fill a gap in a society where loneliness and isolation are at record high levels.

Building community starts with everyday leadership. Managers shape whether people feel included, heard and respected. Ultimately, employees want to feel like their employer cares about them. Here are some basic actions you can take to build that sense of belonging and community:

• Schedule regular check-ins
• Recognize contributions and improvements in performance
• Empower and support employees to make decisions where possible
• Communicate openly, authentically and transparently
• Provide specific, timely feedback — both positive and constructive
• Be a mentor when needed

These habits create trust, which is the foundation of community. Employees are more committed when they believe leadership is transparent and genuinely invested in their success.

Community also grows when organizations design opportunities for people to connect across roles and teams. That can include strong onboarding, peer mentoring, team problem-solving and informal moments that help relationships develop naturally.

Just as important, community must be inclusive. Employers should examine whether recognition, development opportunities and communication are reaching all employees equitably. When people feel seen and supported, they are more likely to contribute fully and remain loyal.

Employers that treat community as a business strategy gain a measurable advantage. A connected workplace improves morale, resilience, collaboration and retention. In the long run, creating a sense of community is not simply about making work more pleasant. It is about building an environment where employees want to stay, grow and do their best work together. It is about building an environment where Michigan’s next generation of manufacturing workers wants to stay, grow and do their best work together.

About the Author

Cathleen Snyder, SPHR, SHRM-SCP, is Director of Training & Development at Clark Schaefer Strategic HR with 25+ years of HR consulting experience. She may be reached at 513-697-9855 or cathleen@strategicHRinc.com.

Clark Schaefer Hackett is an MMA Premium Associate Member and has been an MMA member company since September 2025. Visit online: cshco.com.