After the recruitment process has produced a new hire, which can be entirely completed by Markent, the next step is on boarding and retaining your new hire. We have compiled some of the tried-and-true ways that have historically worked for onboarding and retaining talent, as well as the newest ideas that will keep your manufacturing company in the position to be the Employer of Choice.
Bringing new employees into a manufacturing environment is both an opportunity and a challenge. High turnover rates and labor shortages make it imperative for hiring managers to focus not only on recruiting top talent, but also on ensuring new hires are successfully onboarded and retained. Having a strong onboarding process and an employee retention strategy can significantly impact productivity, morale, and overall workplace culture. As a recruiter, I have seen firsthand how proactive hiring managers can improve employee retention by implementing structured onboarding and retaining programs. Here’s how you can set up your new hires for long-term success.
- Begin Onboarding Even Before Day One
The onboarding process should start well before the new hire’s first day. Effective pre-boarding helps reduce anxiety, create employee connections and ensures a smooth transition into the workplace.
- Send a Welcome Aboard Package – Provide an overview of company policies, safety protocols, benefits information, and an introduction to the team.
- Set First-Day Expectations – Share what they should bring, their schedule, and who they will be meeting. Ease the first day’s anxieties by helping your new hire be prepared.
- Assigning a Mentor – Having a peer guide aide a new hire can help ease nerves and help them feel welcome from the start of day 1. Make sure that your choice of a peer guide is not only someone knowledgeable about your organization but will be someone positive and helpful.
- Create a Structured Onboarding Plan
A well-designed onboarding program sets the groundwork for a productive and engaged employee. In manufacturing, where processes and safety are paramount, a structured approach ensures efficiency and compliance.
- Develop a Training Schedule – Provide hands-on training tailored to their role. Cover all areas of operations, in-place safety protocols, and quality control procedures.
- Break Onboarding into Phases – Instead of overwhelming a new hire with information, divide onboarding into phases: First day, first week, first month, and first three months.
- Ensure Compliance and Safety Training – Proper safety training isn’t just a necessity—it’s a legal requirement. Ensure new hires understand all procedures and policies to prevent workplace accidents.
- Set Clear Job Expectations
Uncertainty can lead to frustration and disconnection from the team. Make sure new employees fully understand what is expected of them from day one.
- Define Key Responsibilities – Clearly outline job duties, performance metrics, and long-term goals. Answer questions and give guidelines to clearly define an employee’s responsibilities and expectations.
- Establish Performance Checkpoints – Set up milestones at 30, 60, and 90 days to review progress and provide feedback. Setting up checkpoints not only keeps track of progress but also can help keep employees motivated.
- Encourage Open Dialogue – Create an environment where employees feel comfortable asking questions and seeking clarification.
- Foster a Supportive Work Culture
Manufacturing environments can be demanding, and new hires need to feel supported to stay engaged and productive.
- Promote Teamwork – Encourage team-building activities and collaboration between new and existing employees. Help promote collaborating efforts whenever possible.
- Recognize and Reward Contributions – A simple acknowledgment of hard work goes a long way in making employees feel valued. Don’t underestimate the power of praise.
- Offer Mental and Physical Wellness Support – Provide access to wellness programs, ergonomic workstations, and stress management resources. Mental and physical wellness is key to retaining top talent.
- Provide Ongoing Training and Career Growth Opportunities
Employees are more likely to stay when they see a future in the company. Investing in their development shows commitment and encourages long-term retention.
- Offer Cross Training – Encourage employees to learn new skills and provide ways to allow cross-training in your organization. Cross training allows employees to gain new knowledge and skills and work towards growth in their career.
- Provide Certification Programs – Many manufacturing professionals appreciate opportunities for professional development and skill advancement. Paid reimbursement of tuition and pay raises for further certifications increase interest in gaining knowledge and advancement.
- Establish Career Progression Pathways – Show employees how they can advance within the company, from entry-level positions to managerial or top management roles.
- Address Retention Challenges Proactively
Retention begins with understanding why employees leave. By tackling key challenges early, you can reduce turnover and increase job satisfaction.
- Conduct Stay Interviews – Regular interviews can help uncover potential issues before they escalate. Stay interviews allow employees to feel heard, promote change, and create an environment that is not only safe, but continuously growing.
- Improve Work-Life Balance – Offer flexible scheduling where possible and ensure fair distribution of overtime. Offering a work-life balance is not a new concept but is still a top priority for the majority of employees.
- Listen to Employee Feedback – Create channels for employees to voice concerns and implement their suggestions where possible. Giving everyone an equal opportunity to voice their opinions will lead to reducing turnover, increasing retainment and creating trust between all members of the team.
- Lead by Example
Hiring managers play a crucial role in setting the tone for workplace culture. Your leadership directly impacts employee engagement and retention.
- Demonstrate Strong Communication – Be approachable, transparent, and consistent in messaging. Leaders set the tone of the workplace environment that all employees can reflect.
- Showcase a Positive Attitude – Enthusiasm and commitment to the company’s mission can be contagious. “Attitude is a little thing that makes a big difference.” – Winston Churchill
- Actively Support Employee Well-Being – Advocate for resources that help employees feel safe, supported, and motivated.
Conclusion
In the manufacturing industry, retaining today’s workers is just as important as hiring them. A thoughtful onboarding process, combined with ongoing support and career development opportunities, fosters a culture where employees feel valued and motivated to stay. Hiring managers who prioritize clear communication, structured training, and employee well-being will not only reduce turnover but also enhance overall workplace productivity. By taking these proactive steps, you can create a thriving workforce that contributes to long-term company success.
