How to Reduce Turnover in Manufacturing

Learn how to build a magnetic culture and prevent unwanted turnover among manufacturing employees.






12.8 million +



United States


Retention Risk

28% of workers

The Great Resignation's Impact on the Manufacturing Industry

Manufacturing employees have witnessed significant change since the start of the pandemic—which has no doubt impacted their engagement and performance. From supply chain disruptions due to COVID-19, to localizing and reconfiguring processes from global impact, turnover is straining manufacturing companies and their ability to produce the goods and services their customers need.

Our latest research explores drivers of engagement, areas of growth, and advice for building a magnetic culture that attracts, engages, and retains your best employees.

Explore the resources >

Voluntary Turnover in Manufacturing by Year

Voluntary turnover in manufacturing has already surpassed annual levels compared to those in the early 2010s. We predict that voluntary turnover rates will reach nearly 30% by the end of 2021.


Source: Bureau of Labor Statistics


Drivers of Engagement in Manufacturing

68% of manufacturing workers are considered highly engaged, which can be attributed to:

  • Senior leadership's value of employees
  • Individual employee opinions matter to the organization
  • Recognition for individual contributions to business success

Yet, 28% of manufacturing workers are considered a retention risk due to perceptions of:

  • Unclear communication around organizational changes
  • Little opportunity for career growth and development
  • Lack of recognition for individual contributions

Areas for Growth

These items were the least favorable among manufacturing workers.


"When the organization makes changes I understand why."


"I see professional growth opportunities in this organization."


"If I contribute to business success, I know I'll be recognized."

4 Ways to Retain Manufacturing Workers

The best way to prevent unwanted turnover is to focus on making incremental improvements in pursuit of a better workplace. Attract, engage, and retain your manufacturing workers in a new world of work with these tips:


1. Prioritize critical supervisor communication.

How and when manufacturing supervisors communicate to their teams about organizational changes are critical to employee engagement and retention. Keep lines of communication open and ensure managers are continually providing updates on important updates and changes.

Learn how to improve leadership communication >


2. Build employee career paths.

Career growth and development are key to worker retention. Offer a variety of training and mentoring opportunities to ensure your operators and assembly workers are staying motivated and on top of their game. Discuss career paths regularly to help your staff understand what skills or certifications might be necessary to progress professionally.

Learn how to boost your employee development strategy >


3. Focus on employee recognition and engagement.

Being recognized for your work is a top driver of engagement in manufacturing, but lowest in terms of favorability. When industrial workers are mentally and emotionally connected to their work, team, and organization, they are less likely to leave. Public, real-time recognition shows machine and production workers that they are valued and crucial to your operation's success.

Learn how to increase employee engagement >


4. Use the right tools.

Getting a clear picture of turnover in your organization can be difficult. Prevent unwanted turnover and retain your technicians, engineers, and distributors with Engagement, Performance, and Intelligence tools from Quantum Workplace.

Learn how the right tools can help you reduce employee turnover >

Reduce employee turnover

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