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Strategies for Attracting and Retaining Top Talent in Modern Manufacturing

Why Addressing Small Needs is Key to Attracting and Retaining Talent

Today’s manufacturing plants operate in a fast-paced, demand-driven environment, making it challenging to focus on anything beyond immediate operational needs. In this environment, it’s often not just the machinery or production numbers that suffer, but also the well-being of employees.

This neglect isn’t intentional; it’s a natural outcome of focusing on job expectations and meeting production targets. When you’re focused on your own tasks, it’s easy to overlook the needs of those working alongside you. The result? Employees leave, and company culture and reputation suffer, making it harder to attract and retain top talent. So, how can we improve?

To attract top talent, you must first understand why people leave. Attracting top talent often means drawing them away from their current roles. So, what factors make them consider a change?

Why Employees Leave:

  • Compensation: While money is a significant factor, only 25% of employees leave solely for a higher salary, according to SmallBizGenius. It usually takes a substantial increase to lure someone away from a job they’re happy with.
  • Burnout: Skill gaps and understaffing force employees to work extended hours, leading to burnout and poor work-life balance. The National Association of Manufacturers reports between 2021 and 2023, the average number of openings in the sector was 832,500, while the average was 432,000 pre-pandemic (2017–2019).
  • Lack of Recognition: Employees take pride in their work and want to feel valued for their contributions.

Addressing These Issues:

  • Compensation: Offer fair, competitive wages with clear opportunities for growth. Allied Reliability provides a free labor market analysis to help you stay competitive.
  • Burnout: Supplement your workforce with temporary staffing or agency support while your team fills full-time roles, easing the burden during periods of understaffing.
  • Recognition: Implement employee appreciation programs with active management involvement. Employees want to be recognized by those who understand their work, not just HR.

The 'Water Pressure' Analogy & the First Step in Retaining Talent

While compensation and staffing gaps take time to address, you can quickly improve company culture and employee appreciation. In the Apple TV series Ted Lasso, an American football coach in London opens a suggestion box to understand his players' needs. While many suggestions were trivial, one asked for better water pressure in the showers. Ted fixed the issue, a small gesture that built trust within the team.

Consider what your 'water pressure' could be—a small, actionable change that shows employees you care. Whether it’s more recognition or a new break room feature, small steps show employees they are valued. Build on these improvements over time.

Retaining Top Talent?

'I don’t have to worry about them.' Have you ever thought this about an employee who quietly excels at their job? These employees follow the rules, avoid unnecessary drama, and perform well. We often overlook these employees because they don’t require performance plans or frequent check-ins.

Oprah Winfrey, in a Harvard commencement speech, highlighted how people constantly seek validation, asking, 'Was that ok? Did you hear me? Do you see me? Did what I say mean anything to you?'

Appreciation is crucial for retaining top talent, as it’s easy to get distracted by underperformers and neglect those who consistently do their job well. Make it a priority to check in with and acknowledge those employees who consistently perform well. Don’t let quiet performers go unrecognized; you might be surprised when they leave.

Using a Staffing Agency

Partnering with a staffing agency can significantly enhance your ability to attract and retain top talent. Staffing agencies help by setting clear job expectations and filtering out candidates who aren’t a good fit. They also target passive candidates—those not actively job-hunting but open to new opportunities.

Agencies like Allied Reliability offer temporary staffing solutions, providing skilled trade labor to fill gaps while you hire full-time employees. These workers are flexible with shifts and come from across the U.S., reducing competition with your local job market. This helps alleviate burnout by giving overworked employees a better work-life balance.

Conclusion

In conclusion, identify your 'water pressure' opportunities, recognize your consistent performers, and consider partnering with a staffing agency to attract and retain top talent for a sustainable future.

Contact Allied Reliability today to start building a dynamic, sustainable workforce.

About the Author

Kelly Gerritse

Kelly Gerritse

In her current role with Allied Reliability, Kelly is director of recruiting and staffing for the contract division. In her nine years with Allied Reliability, Kelly has also held roles as a corporate recruiter and a sales executive.

Kelly holds a bachelor’s degree in communication and media studies from the College of Charleston where she also competed as a NCAA Division I athlete in indoor and outdoor volleyball.

Connect with Kelly on LinkedIn.

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ABOUT ALLIED RELIABILITY

Allied Reliability provides asset management consulting and predictive maintenance solutions across the lifecycle of your production assets to deliver required throughput at lowest operating cost while managing asset risk. We do this by partnering with our clients, applying our proven asset management methodology, and leveraging decades of practitioner experience across more verticals than any other provider. Our asset management solutions include Consulting & Training, Condition-based Maintenance, Industrial Staffing, Electrical Services, and Machine Reliability.

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