Retaining Manufacturing Personnel with Practical Solutions

This article appeared in 2025 MMA Workforce Solutions Summit event program. Learn more about MMA events.

Retention and turnover are some of the most persistent challenges that manufacturers face. Hiring costs have only gone up, finding good candidates takes time, and the costs of relying on a staffing agency add up. Compounding this issue is the fact that many seasoned workers are retiring, creating a widening skills gap in the industry.

You can boost employee retention by focusing on three key areas: providing clarity, supporting managers and offering opportunities for growth. These are the things employees value most — reasons to stay with your company.

1. Provide Clear Roles and Expectations for Your Employees

According to Gallup, only 46 percent of employees clearly understand what’s expected of them at work — down 10 points from 2020. Without clear expectations, there is no agreed-on standard for success in the workplace, and this can make employees more likely to leave.

Help your employees understand their expectations with:

• Clearly defined outline of their role and responsibilities.
• Expectations for daily, weekly and monthly production targets.
• Visual aids, like electronic dashboards, that show real-time production numbers to reinforce target goals and metrics.
• Transparent conversations about how roles are key to meeting production targets and directly impact the bottom line.

Empower Managers to Coach, Not Control

The saying that “people leave bad managers, not companies” is true for many. Most of us have had a bad boss and left a job not because of the company but because of poor management. Conversely, a great manager can be the foundation for happier, more productive and longer-tenured employees.

You can empower managers with the following:

Foster open communication so employees feel comfortable collaborating and sharing new ideas.

• Schedule regular one-on-one check-ins between managers and employees. These sessions build trust and bring concerns to the surface early on.
• Offer manager training programs on coaching, conflict resolution, and team development.
  • According to Gallup’s State of the Global Workplace: 2025 Report, only 44 percent of the world’s managers say they’ve received management training. If someone doesn’t naturally have strong people skills, improving their interpersonal skills can dramatically improve employee relations.

Prioritize Growth and Development

As older workers retire, companies face mounting pressure to recruit and retain younger employees. Gen Z workers are entering the industry in greater numbers, and they are seeking more than a paycheck — they want opportunities for advancement and meaningful work. A 2024 McKinsey & Co. study of Gen Z manufacturing employees found that 42 percent left jobs due to lack of career advancement, and 37 percent cited “performing meaningful work” as their main reason for staying with an employer.

Consider the following to retain younger workers:

• Develop transparent career paths to make advancement criteria clear from day one.
• Offer training in advanced technical skills, cross-functional job shadowing, and end-to-end manufacturing processes.
• Pair new hires with mentors for on-the-job learning and provide a regular cadence of feedback.
• Connect their day-to-day work to company goals, which fosters a sense of comradery and drives both individual and team success.

About the Author

Elizabeth Williams is Rehmann’s Principal of Human Resource Solutions and helps clients manage their HR solutions. She may be reached at elizabeth.williams@rehmann.com.

Elizabeth Williams was a speaker at the 2025 MMA Workforce Solutions Summit. Learn more about MMA events.

Rehmann is an MMA Premium Associate Member and has been an MMA member company since July 2006. Visit online: rehmann.com.