Decreasing employee turnover in the Canadian manufacturing industry

A satisfied and engaged workplace is vital for any businesses success and prosperity. With forecasted skill shortages in the Canadian manufacturing industry, it is more important than ever to decrease employee turnover and invest in your employees for the long term. With this in mind, here are four simple tips for decreasing employee turnover within the manufacturing industry.

Train, train and keep training! 
This one seems obvious, and most companies do train their staff on arrival in a new role. However, to keep your staff motivated, capable and reduce workplace hazards, continuous training is necessary! We have found that about 54% of manufacturing employees believe they have the training and resources they need. Which could impact the organizations success because without proper training you will start to find more mistakes in your team’s work, which could lead to increased risk of work place injuries. Promote and encourage a culture that allows your employees the confidence to come to you if they are unsure or feel inadequately trained in a specific area. The bottom line is, an investment in a team of well-trained staff means less money lost through mistakes, injuries and late deliveries. 

Communication
Most employers recognize that communication is vital. However, this communication needs to be two-way. Give your employees an opportunity to directly communicate with the company and management – a fantastic way of doing this is through daily or weekly meetings, anonymous suggestions box and employee surveys. Surveys can stretch from employee satisfaction surveys which can help determine the cause of issues – and allow you to rectify them fast, to employee exit surveys – allowing you to understand why an employee has left and what you could do to prevent this from happening it in the future. Not only does this help you retain employees and their skills, but it gives employees the satisfaction of knowing that they are being listened to. Remember, It’s essential that all departments are on the same page. The manufacturing industry relies on, and is known for multiple departments working towards one final product, and a lack of communication between departments can mean a loss of time and money. Encourage a culture of cross-communication at all times; cross-departmental meetings can be a fantastic way of doing this. 

Recognition
Humans naturally crave and are motivated by recognition and feedback. Many employees feel undervalued at work, so treat your employees or coworkers like equals, simple gestures like saying “Hi” will make their day. Whether being told they have done a good job or even constructive criticism, recognition is key to showing an interest in your employee’s work. It makes them feel valued, appreciated, and necessary. So, spice up your one to ones and kickstart feedback sessions and meetings with staff. You need your feedback to be specific, constructive and useful. Nevertheless, sometimes a good “well done” at the right time can be a great boost to an employee’s confidence. Oh, and don’t forget that a simple birthday card will make an employee feel valued, or participation in celebratory events such as company Christmas parties and providing bonuses will keep your team happier for longer.
Feedback is not the only thing; incentives like an excellent benefits plan allow your employees to feel looked after and their health valued. Particularly in the manufacturing industry, it’s not uncommon for employees to leave due to a sub-par benefits plan! 

Hiring the right talent
The previous three points rely on the fact that your hiring process is suited and specialized for your needs. Create a method that attracts candidates who believe in the company’s purpose, values, and ethics. If employees can’t or are not willing to invest in you and the company, you will have a hard time investing in them! As difficult as it can be, hiring the right team that is compatible with your organization will provide excellent results further down the line in output and turnover. Consider a recruitment agency or service that specializes in your industry if you do not have time to create a specialized recruitment process! It all starts with the right employees for your organization, and then you can build from there. 

What do you think?
In the Canadian manufacturing industry, it’s not easy for organizations to find qualified employees that are the right fit for the organization. When you do, it’s essential to use the above steps to ensure you keep them invested and happy; and do everything you can to keep them! 
This list of suggested ways to keep your turnover low and your employees satisfied isn’t extensive or the whole answer! We would love to know what you think. What are your thoughts? Comments are very much welcomed below! 

By: Ellie Stojanovski