How do you onboard your workers? Onboarding is often an afterthought for many companies, but neglecting it is a mistake that can ripple throughout the organization. When workers step into a new role, they are not just joining a company—they are entering a completely new environment with unique values, processes, and expectations. What may feel like second nature to long-term employees can be overwhelming to someone just starting. While current employees might have figured things out on their own, possibly with little guidance, a portion of your new hires may not have the same success without structured support.
For your new workers, the first days and weeks can feel daunting. They’re trying to understand their tasks, navigate the team dynamics, and absorb the culture, all while trying to prove their worth. Without extra guidance, many of these workers may struggle to “make it” at your company. The outcomes of neglecting onboarding can include:
- Confusion about their responsibilities: New hires often feel unsure about what’s expected of them, leading to mistakes and slower productivity.
- Isolation from the team: When new employees don’t feel like they’re part of the group, they may struggle to form relationships and build trust with coworkers.
- Doubts about their fit within the company: Feeling disconnected can make new hires question whether they’re the right fit for the job or even the company.
- Resentment from coworkers: When mistakes happen due to lack of training or support, it can create tension and frustration among the team.
- Lack of understanding of the company’s goals: Without a clear picture of its mission and its role, new hires may fail to see how they contribute to the bigger picture.
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These issues lead to:
- Increased mistakes
- Lower productivity
- Higher turnover and no-shows
- A lack of personal resilience when challenges arise
- A negative, contagious attitude that can affect the entire team
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However, by taking onboarding seriously, you can transform these challenges into opportunities. A thoughtful onboarding process helps new hires feel supported, integrates them into the team, and sets them up for success.
In order to create this intentional process, you must first develop a radical understanding of the modern industrial production worker.
The Shift in Workforce Dynamics
The workforce is evolving, and so are the needs and expectations of modern production workers in the light industrial sector. Employers in manufacturing, logistics, and other similar industries are grappling with rising turnover, retention issues, and a talent pool that seems to be constantly shrinking. But what if the issue isn’t just about finding more candidates—it’s about understanding the people you’re hiring?
Today’s production workers aren’t driven by long-term career goals or aspirational development plans in the way that white-collar workers might be. Their priorities, values, and reasons for staying in a job are different. To improve retention, reduce turnover, and build a stable workforce, it’s critical to understand the mindset of the modern production worker. This guide will explore what these workers value most, why they leave jobs, and how businesses can strategically align their operations to meet these needs.
What Modern Production Workers Are Really Working For
For most production workers, the primary motivation for taking a job is clear and straightforward: pay. However, pay alone doesn’t tell the full story. Understanding what drives workers to accept a role and, more importantly, what keeps them in that role can help businesses tailor their job offers to attract and retain the best talent.
Not Aspirational Career Development: Unlike office workers or those in white-collar jobs, most production workers aren’t seeking long-term career development. Instead, their focus is practical—meeting immediate financial needs and providing stability for themselves and their families.
Job Acceptance Drivers:
- Pay: The pay rate is the most important factor when deciding to take a job. Clear, competitive wages that are paid consistently attract workers to roles.
- Immediate Start & Location: Workers prefer jobs that they can start quickly and that are located nearby, reducing transportation costs and time commitments.
- Stability: Many workers prioritize consistent schedules and reliable employment over temporary high pay.
Why It Matters for Employers: By aligning job offers with these motivations, employers can increase their appeal to job seekers. Pay matters, but promoting stability, reliable schedules, and proximity to home can be just as important when attracting workers in today’s competitive market.
Retention: What Keeps Workers in a Job
While pay is a primary motivator in accepting a job, it’s often not the deciding factor when it comes to staying in one. Other elements, like workplace conditions, communication, and a sense of belonging, play a much larger role in retention.
Beyond Pay: Once a worker has started, the factors that influence their decision to stay or leave shift. Studies show that after the initial hire, factors like respect, communication, and job security are more important than just the paycheck.
Workplace Conditions Matter:
- Supportive Environment: Workers are far more likely to stay in jobs where they feel supported, especially in the first 90 days. Effective onboarding, consistent communication, and feedback make workers feel like they are part of a team.
- Respect and Fair Treatment: If workers feel respected by management, they’re more likely to stay, even in challenging roles. This goes beyond simple communication—it’s about showing employees that their contributions are valued and their concerns heard.
Why It Matters for Employers: Pay can get a worker in the door, but treating them with respect, giving them clear roles, and creating a supportive environment will keep them there. Fostering these relationships, especially during the onboarding phase, is crucial for long-term retention.
Why Communication and Feedback Are Essential
In today’s workforce, effective communication isn’t a nice to have—it’s a necessity. Modern workers come from diverse backgrounds, and with increasing reliance on technology, traditional forms of communication don’t always work. Without consistent and clear communication, misunderstandings, confusion, and frustration can easily take root.
The Communication Gap: Workers may struggle with verbal communication, especially in a fast-paced, production-focused environment. This can be due to cultural differences, generational gaps, or even language barriers. Add in the complexity of shifting job roles, and communication challenges can quickly escalate.
The Role of Feedback: Regular feedback during the first 90 days is critical. It helps workers adjust to their new roles, feel valued, and learn from mistakes in a constructive way. Workers who don’t receive feedback often feel lost, disconnected, and unsure of their performance.
Worker Values: Stability, Respect, and Being “In the Loop”
Why It Matters for Employers: Employers need to focus on structured, ongoing communication, not just during the interview process but especially once the worker is on the job. By building regular feedback loops and showing workers that their concerns are addressed, employers can improve retention and productivity.
Modern production workers are looking for jobs that provide stability, respect, and inclusion in decision-making processes.
Why Workers Leave:
- Lack of clarity about their role and responsibilities.
- Feeling undervalued or ignored by management.
- An overwhelming, unstructured onboarding experience.
The Desire for Stability: Workers value job stability over career development. In fact, the security of knowing they’ll be employed next week or next month is often more important than any promises of future promotions.
Respect and Inclusion: Workers want to feel like part of the team and know that their input matters, whether through formal feedback processes or regular check-ins.
Why It Matters for Employers: Creating a culture of respect and inclusivity is crucial. Employers who take the time to include workers in the decision-making process, listen to their feedback, and respond quickly to concerns are more likely to retain employees over the long term.
Addressing the Daily Challenges of the Production Worker
Daily challenges, whether related to job responsibilities, safety concerns, or communication issues, can make or break a worker’s experience. Workers are more likely to leave if these challenges aren’t addressed quickly.
Quick Problem Resolution: Workers need clear guidance on how to resolve issues. Daily challenges, such as misunderstandings around tasks or unclear job expectations, can quickly lead to frustration. Having a clear structure in place for handling these problems, especially in the early stages of employment, helps retain workers.
Structured Onboarding for Retention: The first 90 days are critical in determining whether a worker stays or leaves. A structured onboarding program that provides clarity, feedback, and a sense of belonging can make all the difference.
Why It Matters for Employers: Workers who feel supported during their initial days on the job are more likely to stay. Employers need to proactively address daily challenges and ensure workers know how to seek help when needed.
Applying This Understanding: Strategies for Employers
To truly retain workers, employers must adopt strategies that speak directly to the values of today’s production workers. Such programs provide for structured communication, regular feedback, and proactive problem-solving can transform the new-hire experience.
- Custom Communication and Feedback Loops: Build regular communication touchpoints, ensuring new hires are consistently in the loop about their progress and responsibilities.
- Tailoring Onboarding Programs: A structured, tailored onboarding process can significantly reduce turnover. Focus on providing workers with clear expectations, safety guidelines, and social integration from day one.
- Supporting Workers Beyond Pay: Competitive pay matters, but so do benefits, job stability, and a sense of belonging. Employers who emphasize these factors are better positioned to retain their workforce
How Understanding Workers Supports Long-Term Success
Understanding the modern production worker’s mindset is critical for long-term success. Workers want stability, respect, and to feel valued. When onboarding programs are designed with this understanding in mind, they effectively address communication, feedback, and daily challenges, all of which are vital to worker retention. To learn more about creating an onboarding program that does exactly this, check out our guide “The First 90 Days: Setting New Hires Up For Success” for a step-by-step understanding of what goes into building it.