# https://www.oninstaffing.com llms-full.txt ## Staffing Solutions for Success ![logistics](https://storage.googleapis.com/onin-staffing-prod/media/images/logistics.format-jpeg.width-1000.jpg) 1493 Clients ![food-processing](https://storage.googleapis.com/onin-staffing-prod/media/images/food-processing.format-jpeg.width-1000.jpg) 10 % Reduction in turnover ![warehouse](https://storage.googleapis.com/onin-staffing-prod/media/images/warehouse.format-jpeg.width-1000.jpg) 79 k+ Teammates placed ![automotive](https://storage.googleapis.com/onin-staffing-prod/media/images/automotive.format-jpeg.width-1000.jpg) 1 Branches ![logistics](https://storage.googleapis.com/onin-staffing-prod/media/images/logistics.format-jpeg.width-1000.jpg) 1493 Clients ![food-processing](https://storage.googleapis.com/onin-staffing-prod/media/images/food-processing.format-jpeg.width-1000.jpg) 10 % Reduction in turnover ![warehouse](https://storage.googleapis.com/onin-staffing-prod/media/images/warehouse.format-jpeg.width-1000.jpg) 1 k+ Teammates placed ![automotive](https://storage.googleapis.com/onin-staffing-prod/media/images/automotive.format-jpeg.width-1000.jpg) 1 Branches # Workforce Solutions Built for Your Success Overcome hiring challenges and build a strong team [Transform your workforce](https://oninstaffing.com/hire-better/contact/) [Find a job](https://oninstaffing.com/teammates/find-jobs/) ![logistics](https://storage.googleapis.com/onin-staffing-prod/media/images/logistics.format-jpeg.width-1600.jpg)![logistics-mask](https://storage.googleapis.com/onin-staffing-prod/media/images/logistics-mask.format-jpeg.width-1600.jpg) ![food-processing](https://storage.googleapis.com/onin-staffing-prod/media/images/food-processing.format-jpeg.width-1600.jpg) ![warehouse](https://storage.googleapis.com/onin-staffing-prod/media/images/warehouse.format-jpeg.width-1600.jpg)![warehouse-mask](https://storage.googleapis.com/onin-staffing-prod/media/images/warehouse-mask.format-jpeg.width-1600.jpg) 80 Thousand Plus Teammates Placed and 72% Benefits Usage ![automotive](https://storage.googleapis.com/onin-staffing-prod/media/images/automotive.format-jpeg.width-1600.jpg)![automotive-mask](https://storage.googleapis.com/onin-staffing-prod/media/images/automotive-mask.format-jpeg.width-1600.jpg) ![logistics](https://storage.googleapis.com/onin-staffing-prod/media/images/logistics.format-jpeg.width-1600.jpg)![logistics-mask](https://storage.googleapis.com/onin-staffing-prod/media/images/logistics-mask.format-jpeg.width-1600.jpg) ![food-processing](https://storage.googleapis.com/onin-staffing-prod/media/images/food-processing.format-jpeg.width-1600.jpg) ![warehouse](https://storage.googleapis.com/onin-staffing-prod/media/images/warehouse.format-jpeg.width-1600.jpg)![warehouse-mask](https://storage.googleapis.com/onin-staffing-prod/media/images/warehouse-mask.format-jpeg.width-1600.jpg) ![automotive](https://storage.googleapis.com/onin-staffing-prod/media/images/automotive.format-jpeg.width-1600.jpg)![automotive-mask](https://storage.googleapis.com/onin-staffing-prod/media/images/automotive-mask.format-jpeg.width-1600.jpg) # Workforce Solutions Built for Your Success Overcome hiring challenges and build a strong team [Transform your workforce](https://oninstaffing.com/hire-better/contact/) [Find a job](https://oninstaffing.com/teammates/find-jobs/) ## Start Your Job Search [Find a job](https://oninstaffing.com/teammates/find-jobs/) ## Don’t Just Fill Jobs, Transform Your Workforce From the first interview to long-term retention, Ōnin transforms every step of the staffing process into your competitive advantage. [Transform your workforce](https://oninstaffing.com/hire-better/contact/) ![poultry-worker](https://storage.googleapis.com/onin-staffing-prod/media/images/poultry-worker.format-jpeg.width-400.jpg) ![poultry-line-worker](https://storage.googleapis.com/onin-staffing-prod/media/images/poultry-line-worker.format-jpeg.width-300.jpg) ![](https://oninstaffing.com/static/images/map/map-quote-2.cb3aa4d0f69d.jpg) Omaha, NE They found me a job I love the day I met them 108+ Locations ## Discover Jobs That Are Right for You Ōnin is here to help you find work that pays well, treats you right, and actually fits your goals. Let’s get started. [Upgrade your job](https://oninstaffing.com/teammates/find-jobs/) [Branch locations](https://oninstaffing.com/locations/) ## Discover Jobs That Are Right for You Ōnin is here to help you find work that pays well, treats you right, and actually fits your goals. Let’s get started. [Upgrade your job](https://oninstaffing.com/teammates/find-jobs/) [Branch locations](https://oninstaffing.com/locations/) 108+ LocationsThey had plenty of nice job optionsDenver, COThey found me a job I love the day I met themOmaha, NEŌnin goes the extra mile for youOklahoma City, OKWonderful insurance plans and benefitsAustin, TXMy experience has been great!McCalla, ALThey offer insurance at an affordable price.Elizabethtown, KYVery friendly, informative, and polite staffChicago, ILReliable, knowledgeable, and professionalCharleston, SCThey found the perfect employment matchJacksonville, FL ## Ōnin Group Privacy Policy # Privacy Policy ## Effective The Ōnin Group and its current and future affiliates (“we”, “our” “Ōnin” or “Company”) protect your privacy like it’s our own. Ōnin Group respects your privacy. We realize that you have certain rights related to any personal information that we collect from you. To that end, we have detailed below key features of this Privacy Policy, and how it works to protect you. By submitting your information or otherwise visiting our Website, you consent to the use of that information as set out in this Privacy Policy. If we change this Privacy Policy, we will post the changes on the Website and/or send notification of such changes through postal mail, e-mail, or text message, with the changes taking effect on the date of posting or on the date communicated. Continued use of our Services or Website will signify that you agree to any such changes. You should review this Privacy Policy every time you use the Website or submit information to us, as this Privacy Policy is binding on you. ## **What this Privacy Policy Covers** The Privacy Policy explains what information we collect, how we use the information we collect, including ways we may contact you using cellular and other phone numbers or e-mail addresses you provide, and how you can instruct us to limit the use of that information. By using any of our services (“Services”) or visiting our website (the “Website”), you understand, acknowledge and agree that we may use and share your personal information, as permitted under this Privacy Policy and per the various federal, state, and local privacy laws. This Privacy Policy, which is incorporated into our Terms of Service, is part of a legally binding contract between you and The Ōnin Group. If you do not agree to this Privacy Policy, including all sections in its entirety, please do not register for any of our Services or use our Website. ## **The Information We Collect** - _From All Website Visitors_ When you visit our Website or otherwise contact us about our Services, we collect certain personal information.  We collect information about you when you provide contact information to us via email, mail, or through the Website, such as when you contact us looking to hire someone. This information may include your first and last name, email address, mailing address, phone number, and company information.  We also may collect information about you when you request information, respond to surveys, or otherwise correspond with us. We also collect information automatically when you visit our Website regarding your use of the Website and/or Service. This information includes but is not limited to, your IP address (i.e., a number that is assigned to your computer whenever you connect to the internet), the type of browser that you use (e.g., Chrome, Firefox, Edge, etc.), the type of operating system that you use (e.g., Windows or Mac OS), the domain name of your internet service provider (e.g., America Online, Earthlink, Charter, etc.), your location, the type of cellular telephone you use (e.g., iPhone, Blackberry, Nokia, etc.) and your cellular service provider (e.g., AT&T, Verizon, Sprint, etc.). We may also collect and use aggregate information and statistics (e.g., data that describe the demographics, usage and/or characteristics of our users as a group). We use Google Analytics to help us gather this statistical information on an anonymous, aggregate basis.  We will not associate this data with your personally identifiable data unless required to do so to cooperate with law enforcement activity or other governmental requests or to comply with law.  We may use this information to gain a better understanding of the users of our Website, to improve our Website, and to improve our Services. Depending on the type of browser and device that you use, you may have the ability to control the type of information that Google Analytics uses. To understand how Google Analytics collects and processes data, please visit [**www.google.com/policies/privacy/partners/**](http://www.google.com/policies/privacy/partners/) **.** - _From Job Seekers, including Applicants, Candidates, and Current Employees_ In addition to the information we collect above, as a job seeker, when you register for any of The Ōnin Group’s Services on any of our Website pages or social media avenues, by any means including, but not limited to, by e-mail, by text message, or in person, you will be required to provide personal information, which may include but is not limited to, your full name, postal address, e-mail address, cellular telephone number, username, password, and job preferences, all of which is necessary in order for us to process your registration and establish your account with us. In addition, The Ōnin Group may ask you to provide your job-related preferences, skills, and interests and other information to set up your profile from which you can be identified by The Ōnin Group and/or by potential employers. Your profile information will enable us to match you with potential employers thus allowing you to participate in the Service. The information described above is information that you specifically provide. Other information that you specifically provide includes, but is not limited to, the content of emails, text messages, letters, phone calls, and comments you send, place, or post to the Company, our employees, agents, affiliates, or representatives, through our Service or on our Website. We expect you to provide accurate information to the best of your ability. However, we do not seek to collect through our Service or on our Website any “Sensitive Personal Information” such as personal information revealing racial or ethnic origin, political opinions, religious or philosophical beliefs, and trade union membership, or that concerns a person’s health unless and until the job seeker becomes an employee and The Ōnin Group is either required by law to collect such information or collects such information pursuant to benefits plans or potential job accommodations. Please do not submit any such Sensitive Personal Information to The Ōnin Group, until The Ōnin Group requests such information. If you are seeking a job with The Ōnin Group or one of its clients, it’s very important to note that The Ōnin Group considers applicants for all positions without regard for race, color, religion, creed, gender, national origin, age, disability, marital or veteran status, or any other legally protected status. And, if hired, and you become an employee of The Ōnin Group or an affiliate company, you will be subject to Form I-9 Employment Eligibility Verification and Social Security Number Verification upon hire. ## **How The Ōnin Group Uses the Information We Collect** By registering for the Service or using the Website, you understand, acknowledge and agree that for various purposes outlined in this Policy, we may use and share your personal information, without further notice to or consent (either opt-in or opt-out) from you except where required by applicable law. In general, The Ōnin Group uses personal information it collects to pursue our operations and our mission, including providing our Services and managing our Website, user or activity tracking, and related activities. You should assume that The Ōnin Group will use all information for all lawful purposes, which includes providing our Services to you and others, communicating with you, sending marketing and advertising communications, for recruiting purposes, and preventing harm to us or others. ## **Retaining Your Information** We will retain your personal information for as long as is necessary in connection with our agreement with you, to provide you with the service requested, for legitimate business reasons or for other necessary purposes such as compliance with a law, regulation, or other legal authority, or as is otherwise permitted to be maintained for other legal purposes, such as audit, security, fraud prevention, or preserving and defending The Ōnin Group’s legal rights. Additionally, job applicants and individuals whose assignment has ended will be maintained in The Ōnin Group’s talent pool to be potentially contacted about other employment opportunities. Individuals’ personal information will be retained in alignment with local legal requirements, but in all cases no longer than ten years. Where applicable, The Ōnin Group will remove your information from the talent pool upon verified request. We reserve the right, but do not undertake a duty, to notify you of court orders, subpoenas or other legal process if allowed. If you do not want us to respond to a legal process compelling us to disclose your information, you need to seek a valid order permitting us to refuse to disclose it and serve the order on us at least five (5) business days before the response deadline. ## **With Whom The Ōnin Group Shares the Information We Collect** We may share your information with third parties to help us design and operate the Website, provide services to support the Website, process your information, provide marketing activities on our behalf, and prevent harm to us or others. For example, and without limitation, in our discretion, we may disclose your information: - to service providers and others in order to deal with requests and questions from you; to personalize or enhance transactions; to verify, process, store, enforce, investigate and/or collect actual or potential transactions; and to assist or respond to our consultants (including auditors and lenders); - as authorized by you or consented to by you or your legal representative; - to government regulators, law enforcement authorities or alleged victims of identity theft, including voluntary disclosures; and - to law enforcement of any illegal activity or material we suspect or discover on, through, or otherwise relating to the Service and provide law enforcement officials with all requested information about the user account from which the illegal activity or material originated. - SMS consent and phone numbers are not being shared with third parties or affiliates for the purpose of SMS. The Ōnin Group does not purport to have listed all possible disclosures that we might make. This Privacy Policy is intended to help you understand our general practices. This Privacy Policy is not a promise that your information will never be disclosed except as described above. **Your Choices** - _Opt Out of Marketing Communications_ We may provide you with information about special or new features of our Website, Service or any other services, products or offers from us which we think may be of interest to you; if you would rather not receive this information, you may opt-out by sending an e-mail message to your local The Ōnin Group branch office or to **info@Ōningroup.com** or contacting our Corporate IT Department at **877-280-5664** - _Special Consent to Contact You by Telephone, Voicemail, E-mail and/or Text Messaging_ By providing your cellular phone number through our Website or Service, by e-mail, postal mail, or text message, you consent expressly and in writing to have The Ōnin Group, our representatives, employees, agents, successors, affiliates, and assigns, to contact you at the phone number through voice and text message, knowing that you are solely responsible for all cellular service charges. You acknowledge and agree that the Service you seek to obtain from the Company may be provided in some cases through automatic telephone dialing technology and/or through an artificial voice or pre-recorded voice message. The Ōnin Group may limit its use of automatic telephone dialing technology or artificial or pre-recorded voice in order to comply with laws and regulations that restrict the use of such technologies. You may choose to decline Service delivered through automatic telephone dialing technology or pre-recorded or artificial voice by indicating these preferences in your account profile. Be aware that declining to receive Service through automatic telephone dialing or artificial or pre-recorded voice may limit or otherwise affect your ability to access or use certain features of the Service, including information delivered by text message. You are not required to consent to receive Service through automatic dialing technology or artificial or pre-recorded voice. Unless you specifically decline Service delivered through automatic telephone dialing or artificial or pre-recorded voice, you consent expressly and in writing to have Service delivered through these means by providing your phone number in your account profile. By providing us your phone number and not opting-out as described above, you express your willingness to receive the Service through automatic dialing technology, artificial and pre-recorded voice. By providing this information, you further agree to receive notifications from The Ōnin Group, its representatives, employees, agents, successors, assigns, parent, and affiliates, through any means authorized under this Agreement, including phone calls and text messages that use automatic telephone dialing technology, artificial voice or pre-recorded voice. - _Consequences of Not Providing Personal Information_ You are not required to provide all personal information identified in this Privacy Policy to use our Website or to interact with us offline, but certain functionality will not be available if you do not provide personal information. For example, if you do not provide personal information, we may not be able to respond to your request, perform a transaction with you, consider you for employment, or provide you with marketing that we believe you would find valuable. All the above excludes text messaging originator opt-in data; this information will not be shared with any third parties. ## **The Ōnin Group’s Use of Cookies and Other Information Gathering Technologies** Cookies are small pieces of data stored by your browser on your computer’s hard drive for record-keeping purposes. Like many companies, we use cookies to understand what web pages you have viewed, what links you clicked, the searches you conduct on the Website, to ascertain how frequently specific pages are visited, to establish the most popular areas of the Website and generally to monitor usage of the Website. The Ōnin Group may also use clear gifs, log file information, and other technologies to store user information, customize content, or monitor Website activity. Most web browsers automatically accept cookies. You may choose to decline cookies if your browser permits, but doing so may affect your ability to access or use certain features of the Website or Service. Similarly, you may be able to adjust settings on your mobile device to limit the personal information it stores and these adjustments may affect your ability to access or use certain features of the Website or Service. In addition to our own cookies, we collaborate with various third-party service providers who also use cookies to help us optimize our Website and understand more about the visitors to our Website ## **How The Ōnin Group Protects Your Information** We endeavor to take all reasonable steps to protect your data by taking all appropriate physical, electronic, and other security measures to help safeguard your personal information from unauthorized access, loss, misuse, alteration, or disclosure. However, we do not guarantee that these efforts will completely protect your information and we accept no liability for compromise of user information in the event of a breach. If ever a security breach should occur, The Ōnin Group would endeavor to react as quickly as possible to remedy the problem. We will strive to notify you in accordance with applicable law in the event that the security of your personal information is breached or compromised. By registering for our Service or by using the Website, you hereby affirmatively consent to receiving our notification regarding any breach or compromise, or suspected breach or compromise, of the security of your personal information, by e-mail, telephone (voice or text message) or postal mail, as we deem appropriate, and as required by applicable federal, state, and/or local law. ## **Updating Your Information** If you choose to use our Website or Service, it is your responsibility as a user to keep your information accurate and current at all times. If your information is not accurate and current, we may not be able to provide Service to you effectively. To update your personal information such as your e-mail address, postal address, cellular or home telephone number or other profile information, you may either update your account directly on the Website, send your request in writing via e-mail or regular mail to your local Ōnin Staffing branch or representative, or send your request in writing via postal mail to The Ōnin Group, 3800 Colonnade Pkwy, #300 Birmingham, AL 35243. Please note that you may also request, in writing, your personal information relating to you that The Ōnin Group holds. We will process any such requests in the ordinary course of business and pursuant to applicable law. The Ōnin Group reserves the right to charge you a nominal copying fee and postage fee for any personal information requested by you. ## **Children and Minors** The Website and Service are intended for use by persons who are 18 years of age and older. We do not allow persons under the age of 18 to use the Website and Service and will not accept any request or application submitted by an underage person. We do not knowingly collect personal information from persons under the age of 18. If we become aware or suspect that you are under the age of 18, any information you submit will be subject to our reasonable efforts to destroy such information (except as necessary for verifying your age or as required by law). No information should be submitted on the Website or via text by underage persons. ## **How to Contact The Ōnin Group** If you would like to contact us with any queries or comments about this Privacy Policy or our practices, please contact via one of the following means: **E-mail: info@Ōningroup.com** **Call: 877-280-5664** **Write to: The Ōnin Group, Attn: IT Department, 3800 Colonnade Pkwy, #300, Birmingham, AL 35243** We’ll do our best to handle your concerns right away. ## Staffing Provider Evaluation # 10 Questions to Ask Your Staffing Provider # 10 Questions to Ask Your Staffing Provider ## Today’s labor market evolves more rapidly than ever before. The relationship you have with your staffing partner can make or break your business. Simply sending warm bodies has never been ideal, but now it can be even more costly. To truly thrive, you need a partner who understands your unique challenges, anticipates changes in the workforce, and tailors their strategies to meet your specific needs. Not all staffing companies are created equal, and the wrong choice can lead to inefficiencies, high turnover, and missed opportunities. How can you be sure your staffing partner is up to the task? It’s crucial to ask the right questions—questions that dig deep into how they operate, what they offer, and how they will help you succeed. This guide presents the **10 essential questions** you should ask your staffing partner to ensure they’re the right fit for your business. Each question is designed to help you uncover critical insights, from their approach to recruiting and retention to their understanding of your industry-specific needs. You’ll have a clear picture of what a true staffing partnership should look like and the confidence to make the best decision for your business. 01 ## What's Changed in the Workforce? The workforce is not a static entity—it’s a dynamic system that constantly evolves, often in ways that are difficult to predict. While certain trends, like technological advancements and shifting worker expectations,  gradually reshape the labor market, sudden disruptions—such as economic shifts or global events—can cause rapid changes almost overnight. This fluidity makes it challenging for businesses to maintain a steady, effective workforce. If your staffing strategies don’t account for this inherent volatility, you risk being caught off guard by unexpected changes that can disrupt your operations and hinder growth. ![workers-01](https://storage.googleapis.com/onin-staffing-prod/media/images/workers-01.format-jpeg.width-1000.jpg) Learn more Shifts in the Workforce Landscape: Understanding the Forces that Shape Local Labor Markets [Read more](https://oninstaffing.com/resources/workforce-management/where-did-all-the-workers-go/) ### **Are You Prepared for the Next Big Shift?** Your partner can say: _“We’re familiar with the workforce trends and can adapt accordingly.”_ **However, familiarity with trends isn’t enough** when the workforce can shift on a dime. Consider how quickly the labor market was upended during the COVID-19 pandemic, or how a sudden economic downturn can lead to widespread layoffs and hiring freezes. If your staffing partner isn’t equipped to respond rapidly to these sudden changes, you might find yourself struggling to fill critical roles or retain key employees. **To thrive in this ever-changing landscape,** it’s not enough to follow the latest trends—you need a proactive strategy that anticipates potential disruptions and positions your business to adapt quickly. Without this foresight, your company could be left scrambling when the next big shift occurs. Learn more with our detailed report Competitive Wage Analysis and Local Candidate Pool Insights [View the report](https://oninstaffing.com/resources/workforce-management/competitive-wage-analysis-and-local-candidate-pool-insights/) ### **Staying Ahead in a Dynamic Workforce** **At Ōnin, we recognize that the workforce is in a constant state of flux,** and we’re prepared to help you navigate these changes with agility and confidence. Our approach goes beyond simply reacting to trends; we focus on anticipating shifts in the labor market and developing strategies that ensure you’re always one step ahead. Whether it’s adjusting wage offerings, tapping into new candidate pools, or rapidly scaling up or down based on market conditions, we provide the flexibility and foresight you need to maintain a strong, resilient workforce. **By partnering with Ōnin, you’ll be equipped** to not only manage the workforce as it stands today but also to adapt quickly when the next big shift inevitably comes. This proactive approach ensures that your business remains competitive and capable, no matter how the labor market evolves. Request your customized Recruiting Strategy Guide [Get started](https://oninstaffing.com/hire-better/solutions/strategy/) 02 ## Are You Filling Roles with Warm Bodies or the Right People? When it comes to filling open positions, many employers feel that staffing companies prioritize speed and convenience over quality. This often results in a workforce that isn’t fully aligned with the company’s needs, leading to high turnover rates and unsatisfied employees. If your staffing partner isn’t doing more than just listing your job on a bunch of boards, they’re missing the mark. In a competitive job market, merely posting a job description and salary isn’t enough to attract the best talent. The challenge is in positioning the job as a genuine opportunity, something that excites potential candidates and aligns with their long-term career goals. ![workers-02](https://storage.googleapis.com/onin-staffing-prod/media/images/workers-02.format-jpeg.width-1000.jpg) Learn more The Importance of Job Positioning Beyond Pay: Attracting Top Talent in a Competitive Market [Read more](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/the-importance-of-job-positioning-beyond-pay/) ### **Is Your Job Posting Lost in the Crowd?** A common answer to this question is: _“We’re posting your job across all the major job boards to ensure the right people see it.”_ **At first glance, this might sound reassuring.** However, the problem isn’t where your job is posted—it’s how it’s presented. If the job ad reads, “We are looking for \[Job Title\]…” followed by a bland list of responsibilities, it’s likely that potential applicants will scroll right past it. This approach fails to sell the job as a real opportunity and doesn’t differentiate your offer from hundreds of others. **Why does this happen?** Often, it’s because the staffing provider doesn’t fully understand the local labor market or the unique value your company brings to the table. Without this knowledge, they can’t effectively communicate why someone should choose your job over another. **At Ōnin, we take a different approach.** We walk you through our Recruiting Strategy Guide (RSG), giving you a complete snapshot of the reality of your local labor market and it’s challenges, and developing a custom plan that positions your job as a top opportunity—not just another listing on a job board. We don’t just tell you what we’ll do; we show you how our strategy gets results. Get your free guide How the RSG Enhances Job Positioning [View the guide](https://oninstaffing.com/resources/industry-insights-and-tools/how-the-rsg-enhances-job-positioning/) ### **Unlock the Power of Strategic Recruiting** **The first step to creating a winning recruitment strategy is truly understanding your local market.** This means knowing: - how many potential workers are available - what it costs to live in your area - what other opportunities are out there. - what your competitors are offering. With this information, you can craft a strategy that not only fills your open roles with the right people but also retains them. **At Ōnin, we specialize in leveraging local market insights** to develop custom recruitment strategies tailored to your specific needs. Our approach goes beyond just filling positions; it ensures that the people we place with you are there for the long haul. This isn’t just about filling a role—it’s about building a stable, motivated workforce that drives your business forward. Schedule a Meeting with an Ōnin Expert [Get started](https://oninstaffing.com/hire-better/solutions/elevate-your-recruitment-strategy-with-expert-guidance/) 03 ## How Are You Assessing Skills and Competency? It’s easy to feel that staffing companies are more focused on filling roles quickly than on finding candidates who truly fit the job requirements. When it comes to industry-specific skills, this approach can be particularly problematic. A poorly matched employee can lead to costly mistakes, reduced productivity, and higher turnover. To avoid these pitfalls, it’s crucial that your staffing partner has a thorough and accurate screening process tailored to your industry’s unique needs. ![workers-03](https://storage.googleapis.com/onin-staffing-prod/media/images/workers-03.format-jpeg.width-1000.jpg) Learn more The Need for Skill-Specific Assessments: Ensuring the Right Fit for Your Industry [Read more](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/the-need-for-skill-specific-assessments-ensuring-the-right-fit-for-your-roles/) ### **Is Your Staffing Partner Just Guessing?** **Is your staffing partner relying on resume searches and interviews alone to ensure candidates can do the job?** This approach might seem sufficient, but it overlooks a critical issue: a candidate can claim anything on a resume and say whatever they think you want to hear in an interview. Even worse, if the staffing provider doesn’t fully understand the intricacies of your industry, how can they ask the right questions or evaluate the candidate’s true capabilities? Without a deep understanding of the role, the screening process becomes nothing more than guesswork. **You need a staffing partner who goes beyond surface-level assessments**. A partner who takes the time to learn what it truly takes to succeed in your industry, and who develops quantifiable skill assessments to ensure candidates have the ability to perform the required tasks to your standards. Without this, you’re left with a staffing process that lacks precision and leads to inconsistent results. Learn more with our detailed report The Blueprint for Finding the Right Skilled Workers [View the report](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/the-blueprint-for-finding-the-right-skilled-workers/) ### **Tailored Screening for Industry Success** **At Ōnin, we don’t just fill roles; we build partnerships.** Our approach starts with a deep dive into your industry and specific needs. We collaborate with you to understand the details of what makes a successful Teammate in your environment. From there, we create customized skill assessments designed to ensure that every candidate we send your way is not only qualified but is positioned to succeed from day one. **This tailored screening process doesn’t just help us find the ideal candidates**—it also sets our Teammates up for long-term success, reducing turnover and boosting productivity. With Ōnin, you can trust that your workforce is composed of individuals who are not only capable but are the right fit for your industry. Request Examples of Assessments [Get started](https://oninstaffing.com/hire-better/solutions/ensure-success-from-day-one-with-the-right-assessments/) 04 ## How Do You Align New Hires with Our Company Culture? Finding candidates with the right skills is only half the battle. Even the most qualified individual can disrupt your operations if they don’t align with your company culture. When employees don’t mesh with your workplace environment, it can lead to conflicts, reduced productivity, and even higher turnover rates. Ensuring that new hires fit seamlessly into your team is just as critical as verifying their technical abilities. ![workers-04](https://storage.googleapis.com/onin-staffing-prod/media/images/workers-04.format-jpeg.width-1000.jpg) Learn more The Impact of Cultural Fit on Workplace Productivity: Why It Matters [Read more](https://oninstaffing.com/resources/culture-and-retention/the-impact-of-cultural-fit-on-workplace-productivity/) ### Are They Truly Ready to Be Part of Your Team? A common response from staffing partners might be: “ _We handpick only the best candidates before we send them to you._” But what does that really mean? **The focus shouldn’t be on the candidates—not yet.** If you’ve invested significant time, money, and resources into cultivating a company culture where your employees can thrive, how can a staffing partner send you someone who fits if they haven’t taken the time to understand the essence of that culture? Unfortunately, many staffing companies are not equipped to grasp the intricacies of your workplace environment. They might send you individuals who seem like “good people” on paper but haven’t been evaluated for cultural compatibility. This approach leaves you hoping for the best, which isn’t a strategy that guarantees success. Get your free detailed guide How Ōnin Enhances Company Culture [View the guide](https://oninstaffing.com/resources/culture-and-retention/how-onin-enhances-company-culture/) ### **Ensuring a Seamless Cultural Fit** At Ōnin, we understand the importance of culture because we’ve built a strong one for our Teammates. We recognize the effort and dedication it takes to create a workplace where people not only perform well but also feel like they belong. That’s why part of our process involves a deep dive into your company’s culture. We don’t just look for the right skills—we ensure that every Teammate we send your way is a cultural fit, an individual who will contribute positively to your team dynamics. By thoroughly understanding your unique environment, we help you build a team that is not only capable but also cohesive, ensuring smooth operations and a stronger, more unified workplace. Downloadable Cultural Fit Interview Guide [Get started](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/how-to-build-a-cultural-fit-interview/) 05 ## What Recruiting Strategies Do You Use in a Tight Labor Market? Do you ever feel like your staffing partner has exhausted their candidate pool and is now sending you second or even third-tier candidates? It might seem logical to think that bringing in a new staffing partner would refresh your options, but unfortunately, that’s not how staffing works. The reality is that in today’s tight labor market, simply swapping out one staffing firm for another won’t magically solve the problem. ![workers-05](https://storage.googleapis.com/onin-staffing-prod/media/images/workers-05.format-jpeg.width-1000.jpg) Learn more The New Reality: No More Candidate Pool - What It Means for Your Business [Read more](https://oninstaffing.com/resources/industry-insights-and-tools/the-new-reality-no-more-candidate-pool/) ### Is Your Staffing Partner Running Out of Options? When your staffing partner claims, “ _We have the best workers in the area ready to go to work right away._” …it sounds promising. **But let’s take a peek behind the curtain:** No staffing agency has a team of highly qualified candidates just waiting in the wings, ready to deploy as soon as you sign a contract. The harsh truth is that your next best workers are already employed—likely by your competitors. The idea that there’s a second or third string of workers ready to step in is a myth. **When the stream of candidates dries up,** **the only solution is to attract workers from elsewhere.** This means you need to align yourself with a staffing partner that offers the most competitive and compelling reasons for candidates to join their team—someone who can make your job opportunity stand out in a crowded market. Get your detailed report now Strategies to Attract Employed Candidates [View the report](https://oninstaffing.com/resources/industry-insights-and-tools/strategies-to-attract-employed-candidates/) ### **Outcompeting the Competition with Superior Benefits** **No one compares with Ōnin when it comes to attracting top talent,** even in a tight labor market. We’ve built the most robust benefits package in the industry, starting with affordable health insurance that includes zero-deductible, $5 copays, and $5 prescriptions. These are real, tangible benefits that make workers take notice. **By providing better opportunities and unmatched benefits**, Ōnin is uniquely positioned to help our clients by drawing the best employees away from their current employers and into your workforce. When the candidate pool runs dry, you need a staffing partner who can create an irresistible offer—Ōnin is that partner. Free Recruitment Strategy Consultation with an Ōnin Expert [Get started](https://oninstaffing.com/hire-better/contact/) 06 ## How Are You Managing Large Headcounts Effectively? Staffing for large-scale operations is a completely different challenge compared to filling just a handful of positions. Yet, many staffing companies treat it the same way, applying a one-size-fits-all approach that doesn’t account for the complexities of managing a large workforce. When dealing with hundreds of workers, the nuances of HR, logistics, and communication don’t scale easily, and without a tailored strategy, things can quickly spiral out of control. ![workers-06](https://storage.googleapis.com/onin-staffing-prod/media/images/workers-06.format-jpeg.width-1000.jpg) Learn more Challenges of Managing Large Workforces: Why Traditional Techniques Fall Short [Read more](https://oninstaffing.com/resources/workforce-management/the-challenges-of-managing-large-workforces/) ### When Quantity Overwhelms Quality You might hear staffing partners confidently say, _“We can recruit and send you as_ _many workers as you need!”_ **But filling roles is just the beginning**—then the real challenges start. If you’re managing a large operation, one of the main reasons you likely sought a staffing partner in the first place was to offload the headaches that come with managing a big workforce. The goal is to manage your staffing partner so that they handle the people—not the other way around. **Unfortunately, many staffing companies are not equipped** to provide the level of ongoing management that large-scale operations require. This often leaves you dealing with the day-to-day issues that you hired them to manage. Ōnin’s Onsite Program solves this by placing our own supervisors directly at your facility to handle HR logistics and workforce management on your behalf. Get your free detailed report Overview of Ōnin's Onsite Program [View the report](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/onins-onsite-program-the-secret-to-managing-a-large-contingent-team/) ### **Seamless Integration Through Onsite Expertise** **An Ōnin Onsite isn’t just another staffing manager**—they become a true partner and an expert in your operations. By embedding our supervisors directly into your facility, we’re able to provide hands-on supervision for our Teammates and maintain real-time communication with your management team. This level of integration allows us to address issues as they arise, ensuring smoother workflows and faster problem-solving. **With Ōnin’s Onsite Program**, your operation benefits from a staffing solution that’s not just about filling positions but about managing people effectively and ensuring they contribute positively to your organization’s success. Onsite Staffing Implementation Guide [Get started](https://oninstaffing.com/resources/workforce-management/mastering-workforce-management-your-guide-to-implementing-the-%C5%8Dnin-onsite-program/) 07 ## How Do You Handle Communication Breakdowns on the Job? Communication is a critical factor in the success of any partnership, especially when it comes to building and maintaining a productive workforce. When communication breaks down, everyone suffers—you, your staffing partner, and most importantly, the workers themselves. Effective communication is not just about exchanging information; it’s about creating alignment and ensuring that everyone is moving in the same direction. ![workers-07](https://storage.googleapis.com/onin-staffing-prod/media/images/workers-07.format-jpeg.width-1000.jpg) Learn more The Importance of Effective Workplace Communication: How It Impacts Your Business [Read more](https://oninstaffing.com/resources/culture-and-retention/importance-of-effective-workplace-communication/) ### Is Your Communication Strategy Truly Effective? The easy answer is: “ _You always have an open line of communication with our team!_” **As a customer, having open lines for feedback is expected,** but the real challenges often arise not from communication between you and your staffing partner, but from the communication between you, the staffing partner, and the worker. This three-way communication is essential for ensuring everyone is on the same page and fully aligned on what needs to be done, how it should be done, and why it matters. **However, this vital communication shouldn’t be left to chance.** A clear, regimented communication plan is necessary to go beyond job details and to fully integrate new hires into your team and company culture from day one. Without this, misalignments and misunderstandings can quickly lead to disruptions and dissatisfaction. Article The Truth Behind Turnover in the Light Industrial Space [View the article](https://oninstaffing.com/resources/industry-insights-and-tools/the-truth-behind-turnover-in-the-light-industrial-space/) ### Building Resilient Teams Through Effective Onboarding Ōnin’s _Nurture the New Hire_ program is here to tackle the unique onboarding challenges companies face today. Our approach integrates your supervisors and our Teammates through structured, intentional touchpoints, ensuring new hires are supported from day one and quickly become a cohesive part of your team. This program goes beyond checking boxes—it promotes essential conversations around adapting to workplace culture and expectations. We help new hires build confidence in their role by fostering skills like communication, reliability, and resilience, all while reflecting your company’s values and environment. By implementing _Nurture the New Hire_, you’re not just onboarding workers; you’re laying the foundation for a dependable, aligned team that actively supports your business goals and culture. To see why onboarding is essential to successful retention and team cohesion, read our latest article, [**The Truth Behind Turnover in the Light Industrial Space**](https://oninstaffing.com/resources/industry-insights-and-tools/the-truth-behind-turnover-in-the-light-industrial-space/). This guide outlines how structured onboarding can prevent common new-hire challenges and ensure every team member has the tools they need to thrive in their new role. The First 90 Days: Setting up new hires for success [View the guide](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/the-first-90-days-setting-new-hires-up-for-success/) 08 ## How Are You Addressing Employee Turnover? Employee turnover is one of the most significant challenges businesses face today, especially in industries where skilled labor is hard to find and retain. The constant cycle of hiring, training, and replacing workers not only disrupts productivity but also leads to substantial financial losses. Turnover doesn’t just mean the cost of hiring a new employee; it includes the loss of institutional knowledge, the impact on team morale, and the inevitable dip in operational efficiency. Reducing turnover and stabilizing your workforce is crucial for long-term success, yet many companies struggle to find a sustainable solution. ![workers-08](https://storage.googleapis.com/onin-staffing-prod/media/images/workers-08.format-jpeg.width-1000.jpg) Learn more The High Cost of Employee Turnover: Understanding the True Impact on Your Business [Read more](https://oninstaffing.com/resources/workforce-management/the-high-cost-of-employee-turnover/) ### Are You Caught in a Never-Ending Cycle of Turnover? When asked about reducing turnover, some staffing partners might assure you with, _“We focus on finding the right people from the start to reduce turnover.“_ **While this sounds promising, it’s often not enough.** The reality is that turnover is influenced by more than just the initial hiring process. It’s also about how employees are treated once they’re on board, the benefits they receive, and the support they get in their roles. **Simply putting a new hire in place** without a comprehensive retention strategy is like putting a bandage on a deeper wound. You might solve the problem temporarily, but without addressing the underlying issues, the cycle of turnover will continue, leading to increased inefficiencies, higher costs, and a demoralized workforce. What you need is a proactive approach that not only attracts the right candidates but also keeps them engaged and committed for the long term. Infographic Turnover Costs and Benefits of Retention Programs [View the report](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/turnover-costs-and-the-benefits-of-retention-programs/) ### Breaking the Cycle with Strategic Retention **At Ōnin, we understand that reducing turnover requires** more than just finding the right people—it requires keeping them. Our approach goes beyond the initial hire, focusing on creating an environment where employees feel valued, supported, and motivated to stay. Our Playbook is designed specifically to improve retention rates by addressing the core issues that cause employees to leave, from inadequate benefits to lack of career development opportunities. **By implementing retention strategies** that include competitive benefits, continuous communication, and personalized support, we help our clients build a stable, committed workforce. This approach not only minimizes turnover but also enhances overall productivity and reduces the inefficiencies and costs associated with constantly replacing workers. How the Playbook Improves Retention Rates [Get started](https://oninstaffing.com/resources/culture-and-retention/how-the-%C5%8Dnin-playbook-improves-retention-rates/) 09 ## What Are You Doing to Support Employee Morale? High morale and a strong cultural fit are the bedrock of employee retention. When workers feel aligned with their company’s values and enjoy their work environment, they are far more likely to stay and contribute positively. However, when morale dips or when there’s a mismatch in cultural fit, it can lead to disengagement, dissatisfaction, and ultimately, turnover. This creates a ripple effect, where low morale spreads, leading to decreased productivity and increased costs. Addressing these issues before they escalate is essential for maintaining a stable and motivated workforce. ![workers-09](https://storage.googleapis.com/onin-staffing-prod/media/images/workers-09.format-jpeg.width-1000.jpg) Learn more The Role of Morale in Employee Retention: Why It Matters [Read more](https://oninstaffing.com/resources/culture-and-retention/the-role-of-morale-in-employee-retention/) ### Is Low Morale Draining Your Workforce? A common response from staffing partners might be, _“We ensure our placements are happy in_ _their roles to maintain morale.”_ **While this is important, it’s only part of the equation.** High morale doesn’t happen by chance—it’s cultivated through intentional actions that align with your company’s culture and values. If morale is left to chance, you risk fostering an environment where employees feel disconnected, leading to higher turnover. **The real challenge is maintaining high morale while** ensuring that each employee is a cultural fit. This requires more than just occasional check-ins or team-building activities; it involves a deep understanding of what drives your workforce and how to keep them engaged over the long term. Without a systematic approach to nurturing morale and cultural alignment, even the best employees may eventually feel out of place, leading to costly turnover. Online quiz Self-Assessment Quiz: Evaluate Your Workplace Morale and Cultural Fit [Take the quiz](https://oninstaffing.com/resources/culture-and-retention/culture-and-moralge-where-does-your-organization-stand/) ### **Fostering a Motivated and Aligned Workforce** **Ōnin resolves turnover by taking a proactive approach** to maintaining high morale and ensuring cultural fit. We don’t just place workers in jobs—we integrate them into your company’s culture from day one. Through our _Nurture the New Hire_ program and continuous support, we create an environment where employees feel valued, understood, and aligned with your business goals. **By regularly assessing morale and cultural fit,** and taking swift action to address any issues, we help you build a workforce that’s not only skilled but also deeply connected to your company’s mission. This reduces turnover, boosts productivity, and creates a positive cycle of engagement and retention that benefits both the employees and the organization. Unlocking workforce potential: Insights from the culture quiz [View the results](https://oninstaffing.com/resources/culture-and-retention/unlocking-workforce-potential-insights-from-your-morale-culture-quiz/) 10 ## How Are You Making Benefits Accessible for Your Employees? Employee benefits are a critical component of attracting and retaining top talent. Yet, many companies fail to fully understand how their benefits programs are being utilized or if they are truly meeting the needs of their workforce. The real impact of a benefits program isn’t just in its existence but in how well it’s used. If only a small percentage of your workforce is taking advantage of the benefits offered, it could signal deeper issues—such as lack of awareness, complexity of enrollment, or benefits that don’t align with employees’ needs. These issues can lead to dissatisfaction, low morale, and ultimately, higher turnover. ![workers-10](https://storage.googleapis.com/onin-staffing-prod/media/images/workers-10.format-jpeg.width-1000.jpg) Learn more The Importance of Comprehensive Employee Benefits: Attracting and Retaining Top Talent [Read more](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/only-12-of-staffing-employees-enroll-in-employer-provided-benefits-whats-the-cost-to-clients/) ### Are Your Benefits Really Working for Your Employees? A typical response from a staffing partner might be, _“We offer a comprehensive benefits_ _package to all our employees.”_ **However, offering benefits is only part of the equation.** The true measure of success is in the percentage of employees who actually use these benefits. If your benefits program isn’t being widely utilized, it could mean that the benefits aren’t aligned with what your employees need, or that the process to access them is too complicated. Moreover, if the benefits are expensive or provide limited coverage, employees might not see the value in them, leading to lower engagement and a higher likelihood of turnover. Benefits aren’t benefits if you can’t used them. **A truly effective benefits program** is one that employees actively use and appreciate—one that enhances their lives and makes them want to stay with your company. Online quiz Benefits Utilization Quiz: Evaluate Your Benefits Program [Take the quiz](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/evaluate-your-benefits-take-the-quiz/) ### **Maximizing Engagement Through Unbeatable Benefits** **Ōnin’s benefits program stands out in the industry,** with a high percentage of our workforce taking full advantage of what we offer. We believe that benefits should be accessible, affordable, and truly beneficial. Our comprehensive package includes affordable health insurance with zero deductibles, $5 copays, $5 prescriptions, and more—making it one of the most robust offerings available. **These benefits aren’t just perks;** they are essential tools that help us attract and retain top talent. By offering a program that employees find valuable and easy to use, we ensure higher engagement, better morale, and lower turnover. Our commitment to providing meaningful benefits is a key reason why our Teammates stay with us, and why they continue to deliver exceptional results for our clients. Employee testimonial video The Impact of Ōnin’s Benefits Program [Watch the video](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/see-how-%C5%8Dnins-benefits-transform-lives/) Benefits guide Ōnin's Comprehensive Benefits Program [View the benefits](https://oninstaffing.com/teammates/benefits/) ### Ask for a meeting with an Ōnin expert [Get started](https://oninstaffing.com/hire-better/contact/) ## Next Steps to Consider: Staffing isn’t just about filling roles; it’s about finding a partner who can navigate the complexities of today’s labor market, anticipate changes, and provide tailored solutions that drive your success. As you reflect on the insights gained, consider how your staffing partner is supporting your long-term objectives. Are they proactive in addressing challenges? Are they helping you reduce turnover and build a team that thrives? The answers to these questions will reveal whether your partnership is positioned for continued success or if adjustments are needed. If you’re confident in your answers, you’re on the right track. If not, it might be time to have a deeper conversation with your partner about how they can better support your goals. Your business deserves nothing less than a partnership that fully aligns with your vision for success. ## Morale and Retention # The Role of Morale in Employee Retention July 24, 2025 \| [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/type/blog) ![The-Role-of-Morale](https://storage.googleapis.com/onin-staffing-prod/media/images/The-Role-of-Morale.format-jpeg.width-1200.jpg) ## The Overlooked Factor in Industrial Success In industries where efficiency and output are paramount, it’s easy to lose sight of the intangible factors that drive real success. While production metrics and operational strategies are crucial, they only tell part of the story. Beneath the surface, employee morale and alignment with company values serve as the foundation upon which all other aspects of the business rest. Without a strong foundation, even the most well-oiled machine will eventually falter. In understanding the full scope of what drives success, it’s important to recognize the key components that underpin a strong foundation in any organization: - **Employee morale:** The emotional and psychological state of the workforce influences how engaged and productive they are. - **Alignment with company values:** When employees see how embracing the company’s mission supports their personal and professional growth, it fuels their motivation and commitment. - **Operational dependency:** The need for a solid foundation of morale and values alignment to sustain long-term productivity. - **Intangible assets:** The unseen drivers of employee retention and engagement, critical to maintaining a healthy, thriving workplace. ## The Domino Effect of Low Morale When morale takes a hit, it triggers a chain reaction that can ripple through your entire organization. It often begins with a group of employees feeling disconnected or unhappy, leading to their resignations. As workers start to leave, those who remain are left to shoulder the extra workload. The pressure of covering for a shrinking team can quickly become overwhelming, leading to stress and tension. In this environment, interactions between employees can become strained. The stress of trying to keep up with demands causes people to snap at each other or become less patient and supportive. This friction only deepens dissatisfaction and erodes the team’s cohesion. To keep operations running, the remaining employees may be required to work overtime. While this might seem like a short-term fix, it often comes at the cost of their work-life balance, leading to fatigue and frustration that further sour their view of the job. ## The Impact of Contingent Workers on Morale Adding another layer to this dynamic is the role of contingent workers. If your company relies on contingent workers, their experience can significantly impact the morale of your full-time team. Unhappy contingent workers who feel disengaged or dissatisfied can contribute to the overall negativity within the workplace. This is where the quality of your staffing agency becomes crucial. A staffing agency that fails to properly onboard, engage, and support its contingent workforce can inadvertently fuel the domino effect of low morale. Contingent workers who aren’t adequately integrated into the company culture may struggle to adapt to their roles, leading to performance issues and dissatisfaction. Their unhappiness can then spill over to your full-time employees, who might feel burdened by having to cover for or even train these temporary workers. This additional stress can exacerbate the already strained morale, leading to more turnover. As contingent workers cycle through the company, they may find the environment unwelcoming or even hostile, which discourages them from fully engaging with the job. Recognizing this, many may start looking for other opportunities almost immediately, leading to high turnover among your contingent workforce as well. This turnover, in turn, puts even more pressure on your full-time staff, further deepening the cycle of low morale and dissatisfaction. ## Breaking the Cycle: The Role of Intentional Staffing To break this cycle, it’s essential to ensure that both full-time and contingent workers feel valued and supported. This requires intentionality from your staffing partner. (Unlike most staffing companies that leave onboarding and retention to chance, Ōnin has dedicated hiring, onboarding, and retention programs specifically designed to help contingent workers feel engaged and motivated.) By fostering a positive experience for contingent workers, you can prevent their dissatisfaction from spilling over to your full-time team, stabilizing morale across the board. ## Cultural Alignment: The Glue Holding It All Together If morale is the foundation, then alignment with company values is the glue that holds everything together. It’s the sense of belonging that employees feel when they see how embracing the company’s mission supports their personal and professional growth. This alignment creates a cohesive, motivated team where individuals are not just working for a paycheck but contributing to a shared purpose. However, this sense of alignment doesn’t happen by accident. It’s cultivated intentionally, beginning with the hiring process and continuing through onboarding, training, and daily operations. It’s reinforced by leadership that lives the company’s values and creates an environment where those values are evident in every interaction. Whether your employees are full-time or contingent, ensuring that they feel connected to the company’s mission is key to maintaining high morale and strong retention. ## Leadership’s Invisible Hand in Shaping Morale Leadership plays a subtle yet powerful role in shaping morale and alignment with company values. The best leaders understand that their actions—both big and small—have a ripple effect throughout the organization. They set the tone for how employees interact with each other, how challenges are approached, and how success is defined. Leaders who prioritize transparency, respect, and inclusivity create a workplace where morale naturally thrives. These leaders don’t just manage; they inspire. They provide the tools and support employees need to succeed while fostering an environment where everyone feels valued and heard. ## Building a Sustainable Culture Creating a culture where morale and alignment with company values are prioritized isn’t a one-off project—it’s an ongoing journey. It requires continuous effort and a willingness to evolve as the organization grows. This means regularly assessing the health of your workplace, gathering feedback, and making adjustments to ensure that employees remain engaged and aligned with the company’s mission. A sustainable culture is one that doesn’t just react to problems but proactively creates a positive, empowering environment. It’s a culture where employees see a future for themselves within the organization and are motivated to contribute to its long-term success. ## Take Action: Where Does Your Organization Stand? Understanding morale and alignment with company values is just the start. The real challenge is applying it to your organization. Are your employees engaged and connected to their purpose? Is your environment fostering high morale? Our quiz helps evaluate your workplace’s current state, offering insights and actionable steps to strengthen your culture and boost retention. Take the quiz today to start building a workplace that retains top talent and drives lasting success [Take the quiz](https://oninstaffing.com/resources/culture-and-retention/culture-and-moralge-where-does-your-organization-stand/) Latest in ## Culture and Retention [![Leading Through Change](https://storage.googleapis.com/onin-staffing-prod/media/images/Stock_Photo_1459733802.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/leading-through-change-how-to-support-teams-during-organizational-shifts/) March 30, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/culture-and-retention/type/blog) [Leading Through Change: How to Support Teams During Organizational Shifts](https://oninstaffing.com/resources/culture-and-retention/leading-through-change-how-to-support-teams-during-organizational-shifts/) Learn how manufacturing leaders can guide teams through organizational change, reduce employee stress, and maintain engagement during process, technology, and structural shifts. [Read more](https://oninstaffing.com/resources/culture-and-retention/leading-through-change-how-to-support-teams-during-organizational-shifts/) [![Future-Proofing Your Workforce](https://storage.googleapis.com/onin-staffing-prod/media/images/Factory_Worker_with_Robot.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/future-proofing-your-workforce-strategies-to-stay-ahead-in-a-rapidly-changing-market/) March 23, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/culture-and-retention/type/blog) [Future-Proofing Your Workforce: Strategies to Stay Ahead in a Rapidly Changing Market](https://oninstaffing.com/resources/culture-and-retention/future-proofing-your-workforce-strategies-to-stay-ahead-in-a-rapidly-changing-market/) Learn how manufacturers can future-proof their workforce with upskilling, cross-training, and strategic staffing to stay competitive in a rapidly changing industry. [Read more](https://oninstaffing.com/resources/culture-and-retention/future-proofing-your-workforce-strategies-to-stay-ahead-in-a-rapidly-changing-market/) [![Staffing in Manufacturing](https://storage.googleapis.com/onin-staffing-prod/media/images/Manufacturing_Stock_Photo.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/the-role-of-staffing-agencies-in-supporting-manufacturing-innovation/) March 19, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/culture-and-retention/type/blog) [The Role of Staffing Agencies in Supporting Manufacturing Innovation](https://oninstaffing.com/resources/culture-and-retention/the-role-of-staffing-agencies-in-supporting-manufacturing-innovation/) Learn how strategic manufacturing staffing drives innovation by providing skilled talent, flexible workforce solutions, and support for emerging technologies. [Read more](https://oninstaffing.com/resources/culture-and-retention/the-role-of-staffing-agencies-in-supporting-manufacturing-innovation/) [View all](https://oninstaffing.com/resources/culture-and-retention/) ## Culture and Retention [Back to all resources](https://oninstaffing.com/resources/) Resources by category # Culture and Retention [![The Human Touch in Manufacturing](https://storage.googleapis.com/onin-staffing-prod/media/images/Stock_Image_1494843511.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/the-human-touch-in-manufacturing-the-power-of-building-soft-skills-for-modern-workers/) Aug. 3, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/type/blog) [The Human Touch in Manufacturing: The Power of Building Soft Skills for Modern Workers](https://oninstaffing.com/resources/culture-and-retention/the-human-touch-in-manufacturing-the-power-of-building-soft-skills-for-modern-workers/) Boost productivity and retention in manufacturing by developing essential soft skills like communication, teamwork, and adaptability. [Read more](https://oninstaffing.com/resources/culture-and-retention/the-human-touch-in-manufacturing-the-power-of-building-soft-skills-for-modern-workers/) [![Value of Reskilling Workers](https://storage.googleapis.com/onin-staffing-prod/media/images/Stock_Image_638922057.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/elevating-team-spirit-through-purpose/) May 1, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/type/blog) [Elevating Team Spirit Through Purpose](https://oninstaffing.com/resources/culture-and-retention/elevating-team-spirit-through-purpose/) Drive innovation and retention with reskilling programs that build a future-ready, adaptable workforce. [Read more](https://oninstaffing.com/resources/culture-and-retention/elevating-team-spirit-through-purpose/) [![Stock Image 1253622998](https://storage.googleapis.com/onin-staffing-prod/media/images/Stock_Image_1253622998.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/the-real-value-of-reskilling-your-workforce-effective-ways-to-reskill/) April 2, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/type/blog) [The Real Value of Reskilling Your Workforce & Effective Ways to Reskill](https://oninstaffing.com/resources/culture-and-retention/the-real-value-of-reskilling-your-workforce-effective-ways-to-reskill/) Future-proof your workforce with reskilling strategies that boost adaptability, bridge generational gaps, and drive long-term growth. [Read more](https://oninstaffing.com/resources/culture-and-retention/the-real-value-of-reskilling-your-workforce-effective-ways-to-reskill/) [![Leading Through Change](https://storage.googleapis.com/onin-staffing-prod/media/images/Stock_Photo_1459733802.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/leading-through-change-how-to-support-teams-during-organizational-shifts/) March 30, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/type/blog) [Leading Through Change: How to Support Teams During Organizational Shifts](https://oninstaffing.com/resources/culture-and-retention/leading-through-change-how-to-support-teams-during-organizational-shifts/) Learn how manufacturing leaders can guide teams through organizational change, reduce employee stress, and maintain engagement during process, technology, and structural shifts. [Read more](https://oninstaffing.com/resources/culture-and-retention/leading-through-change-how-to-support-teams-during-organizational-shifts/) [![Business Benefits Beyond 9 to 5](https://storage.googleapis.com/onin-staffing-prod/media/images/Stock_Image_667510460.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/the-business-benefits-beyond-the-9-to-5/) March 23, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/type/blog) [The Business Benefits Beyond the 9-to-5](https://oninstaffing.com/resources/culture-and-retention/the-business-benefits-beyond-the-9-to-5/) Running shifts beyond the 9–5 helps businesses boost efficiency, access a wider talent pool, and increase productivity in manufacturing and light industrial workforces. [Read more](https://oninstaffing.com/resources/culture-and-retention/the-business-benefits-beyond-the-9-to-5/) [![Future-Proofing Your Workforce](https://storage.googleapis.com/onin-staffing-prod/media/images/Factory_Worker_with_Robot.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/future-proofing-your-workforce-strategies-to-stay-ahead-in-a-rapidly-changing-market/) March 23, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/type/blog) [Future-Proofing Your Workforce: Strategies to Stay Ahead in a Rapidly Changing Market](https://oninstaffing.com/resources/culture-and-retention/future-proofing-your-workforce-strategies-to-stay-ahead-in-a-rapidly-changing-market/) Learn how manufacturers can future-proof their workforce with upskilling, cross-training, and strategic staffing to stay competitive in a rapidly changing industry. [Read more](https://oninstaffing.com/resources/culture-and-retention/future-proofing-your-workforce-strategies-to-stay-ahead-in-a-rapidly-changing-market/) [![Staffing in Manufacturing](https://storage.googleapis.com/onin-staffing-prod/media/images/Manufacturing_Stock_Photo.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/the-role-of-staffing-agencies-in-supporting-manufacturing-innovation/) March 19, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/type/blog) [The Role of Staffing Agencies in Supporting Manufacturing Innovation](https://oninstaffing.com/resources/culture-and-retention/the-role-of-staffing-agencies-in-supporting-manufacturing-innovation/) Learn how strategic manufacturing staffing drives innovation by providing skilled talent, flexible workforce solutions, and support for emerging technologies. [Read more](https://oninstaffing.com/resources/culture-and-retention/the-role-of-staffing-agencies-in-supporting-manufacturing-innovation/) [![Bridging the Skills Gap](https://storage.googleapis.com/onin-staffing-prod/media/images/Factory_Workers_Stock_Photo_1.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/bridging-the-manufacturing-skills-gap-strategies-for-staffing-success/) March 11, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/type/blog) [Bridging the Manufacturing Skills Gap: Strategies for Staffing Success](https://oninstaffing.com/resources/culture-and-retention/bridging-the-manufacturing-skills-gap-strategies-for-staffing-success/) Technological advancements are increasing the manufacturing skills gap. According to a Deloitte report, 65% of survey respondents said attracting and retaining talent was their primary business challenge. Bridging the manufacturing skills gap is a g [Read more](https://oninstaffing.com/resources/culture-and-retention/bridging-the-manufacturing-skills-gap-strategies-for-staffing-success/) [![Upskill Workforce](https://storage.googleapis.com/onin-staffing-prod/media/images/Stock_Image_1842358419.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/effective-ways-to-upskill-your-workforce/) March 5, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/type/blog) [Effective Ways to Upskill Your Workforce](https://oninstaffing.com/resources/culture-and-retention/effective-ways-to-upskill-your-workforce/) Strengthen retention and competitiveness with upskilling strategies that engage younger talent and build a future-ready workforce. [Read more](https://oninstaffing.com/resources/culture-and-retention/effective-ways-to-upskill-your-workforce/) View more ## Effective Workplace Communication # Importance of Effective Workplace Communication July 24, 2025 \| [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/type/blog) ![The-Importance-of-Effective-Workplace-Communication](https://storage.googleapis.com/onin-staffing-prod/media/images/The-Importance-of-Effective-Workp.format-jpeg.width-1200.jpg) In a fast-paced industrial environment, clear and efficient communication can be the difference between meeting deadlines and falling short, between maintaining safety and risking accidents. When every minute matters and efficiency is crucial, effective communication isn’t just a soft skill—it’s the lifeblood of operational success. That said, modern workers often struggle with communication and other related soft skills. There are many reasons for this — technology has eroded our reliance on one-to-one verbal communication, it’s easy for different age generations to talk past each other and workers often come from diverse cultural backgrounds with varying communication expectations. This reality makes it essential for leaders to go beyond traditional communication methods and embrace a more adaptive approach. Communication here isn’t one-size-fits-all; it requires adaptability and a deep understanding of the people you are working with. By tailoring communication to the specific needs of each situation, leaders can keep their teams aligned, motivated, and ready to tackle any challenge that comes their way. ## The Consequences of Poor Communication When communication breaks down in the workplace, the consequences can be severe. Misunderstandings are a common outcome of poor communication, leading to errors, rework, and lost time. In environments where precision and efficiency are critical, such as manufacturing floors or logistics hubs, these mistakes can cascade into larger problems, affecting not just productivity but also safety and employee satisfaction. Moreover, poor communication can lead to a lack of alignment within teams. When employees are unclear about their roles, responsibilities, or the goals they are working toward, collaboration suffers. This misalignment creates silos within the organization, where departments or individuals operate in isolation rather than as part of a cohesive unit. The result is a fragmented work environment where progress is slow, and frustration levels are high. Perhaps most concerning is the impact poor communication has on employee morale. When employees feel that their voices are not heard or that their input is undervalued, they become disengaged. Disengaged employees are less productive and more likely to leave the organization, leading to higher turnover rates and the associated costs of recruitment and training. ## The Benefits of Effective Communication Conversely, effective communication can be a powerful driver of organizational success. Clear and open communication ensures that everyone in the organization is aligned on goals, responsibilities, and expectations. This alignment boosts productivity, as employees can focus on their tasks with a clear understanding of what is required of them. Effective communication also fosters a culture of collaboration. When team members communicate openly, they share ideas, provide feedback, and work together to solve problems. This collaborative environment leads to innovation and continuous improvement, which are essential in industries where staying ahead of the competition is critical. Additionally, prioritizing communication significantly enhances employee morale. When employees feel heard and understood, they are more likely to be engaged and committed to their work. This engagement not only improves productivity but also increases job satisfaction, leading to better retention rates and a more positive work environment. ## Integrating Situational Leadership into Communication Strategies So, how can we, as leaders, ensure that our communication is always on point? The answer lies in situational leadership, a concept that advocates adapting one’s communication style to the needs of the situation and the team. In a manufacturing environment, this means recognizing that no two situations are the same and that different workers have different communication needs. In other words, your approach to communication should be flexible. ### Here’s how situational leadership can play out on the shop floor: - Crisis Management: Let’s say a machine breaks down or a critical shipment is delayed, and time is of the essence. In these high-pressure situations, a directive communication style is often necessary. This involves providing clear, authoritative — but also calm and respectful — instructions to quickly resolve the issue. - Daily Operations: During routine operations, a more participative communication style might be appropriate. Encourage team members to voice their opinions and suggest improvements. This approach not only empowers employees but also fosters a sense of ownership and responsibility. - Problem-Solving: When addressing recurring issues or process inefficiencies, a coaching style can be beneficial. Engage your team in identifying root causes and developing solutions. This collaborative approach not only solves the problem but also builds your team’s problem-solving capabilities. - Training and Development: In scenarios where employees are learning new skills or procedures, a supportive communication style is key. Provide feedback, recognize achievements, and offer guidance to build their confidence and competence. ## The Role of Feedback and Responsiveness A key component of effective communication is the ability to give and receive feedback. In a situational leadership context, feedback is crucial for continuous improvement, as it allows leaders to adjust their communication styles and strategies based on the needs and preferences of their team. Constructive feedback helps employees understand where they are excelling and where there is room for improvement, allowing them to make the necessary adjustments to enhance their performance. Moreover, being responsive to daily challenges is essential in fast-paced environments. Situational leaders are proactive in addressing issues as they arise, using real-time communication to prevent small problems from escalating. This responsiveness not only keeps operations running smoothly but also fosters a culture of trust and collaboration, where employees feel supported and empowered to do their best work. ## Enhancing Communication Through Adaptability The importance of effective communication in the workplace cannot be overstated, especially in industries where precision and efficiency are paramount. By integrating situational leadership into your communication strategies, you can ensure that your team remains aligned, motivated, and productive, regardless of the challenges that come your way. ## Ready to enhance your workplace communication? Discover how Ōnin’s Nurture the New Hire program can help you build a culture of effective communication from day one. Keep reading to learn more about how we can support your organization’s communication and feedback processes. [Read more](https://oninstaffing.com/resources/industry-insights-and-tools/the-truth-behind-turnover-in-the-light-industrial-space/) Latest in ## Culture and Retention [![Leading Through Change](https://storage.googleapis.com/onin-staffing-prod/media/images/Stock_Photo_1459733802.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/leading-through-change-how-to-support-teams-during-organizational-shifts/) March 30, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/culture-and-retention/type/blog) [Leading Through Change: How to Support Teams During Organizational Shifts](https://oninstaffing.com/resources/culture-and-retention/leading-through-change-how-to-support-teams-during-organizational-shifts/) Learn how manufacturing leaders can guide teams through organizational change, reduce employee stress, and maintain engagement during process, technology, and structural shifts. [Read more](https://oninstaffing.com/resources/culture-and-retention/leading-through-change-how-to-support-teams-during-organizational-shifts/) [![Future-Proofing Your Workforce](https://storage.googleapis.com/onin-staffing-prod/media/images/Factory_Worker_with_Robot.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/future-proofing-your-workforce-strategies-to-stay-ahead-in-a-rapidly-changing-market/) March 23, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/culture-and-retention/type/blog) [Future-Proofing Your Workforce: Strategies to Stay Ahead in a Rapidly Changing Market](https://oninstaffing.com/resources/culture-and-retention/future-proofing-your-workforce-strategies-to-stay-ahead-in-a-rapidly-changing-market/) Learn how manufacturers can future-proof their workforce with upskilling, cross-training, and strategic staffing to stay competitive in a rapidly changing industry. [Read more](https://oninstaffing.com/resources/culture-and-retention/future-proofing-your-workforce-strategies-to-stay-ahead-in-a-rapidly-changing-market/) [![Staffing in Manufacturing](https://storage.googleapis.com/onin-staffing-prod/media/images/Manufacturing_Stock_Photo.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/the-role-of-staffing-agencies-in-supporting-manufacturing-innovation/) March 19, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/culture-and-retention/type/blog) [The Role of Staffing Agencies in Supporting Manufacturing Innovation](https://oninstaffing.com/resources/culture-and-retention/the-role-of-staffing-agencies-in-supporting-manufacturing-innovation/) Learn how strategic manufacturing staffing drives innovation by providing skilled talent, flexible workforce solutions, and support for emerging technologies. [Read more](https://oninstaffing.com/resources/culture-and-retention/the-role-of-staffing-agencies-in-supporting-manufacturing-innovation/) [View all](https://oninstaffing.com/resources/culture-and-retention/) ## Enhancing Company Culture [Back to all resources](https://oninstaffing.com/resources/) # How Ōnin Enhances Company Culture Oct. 18, 2024 \| [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Article](https://oninstaffing.com/resources/type/article) ![Articles](https://storage.googleapis.com/onin-staffing-prod/media/images/Resource_Image_4.format-jpeg.width-2000.jpg) On this page [Understanding Cultural Fit](https://oninstaffing.com/resources/culture-and-retention/how-onin-enhances-company-culture/#understanding-cultural-fit) [Hiring for Cultural Fit](https://oninstaffing.com/resources/culture-and-retention/how-onin-enhances-company-culture/#hiring-for-cultural-fit) [Onboarding for Cultural Integration](https://oninstaffing.com/resources/culture-and-retention/how-onin-enhances-company-culture/#onboarding-for-cultural-integration) [Case Study: Mercedes-Benz](https://oninstaffing.com/resources/culture-and-retention/how-onin-enhances-company-culture/#case-study-mercedes-benz) Culture is often overlooked in light industrial settings. Yet, it is just as important in office environments, playing a big role in team strength, retention, and efficiency. So, even though it’s often neglected, a healthy culture is necessary for your company’s bottom line. At Ōnin, we know that cultural fit isn’t just a nice-to-have—it’s essential for building a successful workforce. Our approach ensures that every new hire not only has the right skills but also aligns with your company’s culture. In this guide, we’ll walk you through how we enhance company culture through strategic hiring and integration practices. ## Understanding Cultural Fit What is Cultural Fit? Cultural fit refers to how well an employee’s values, behaviors, and approach to work align with those of the organization. It’s not just about finding someone with the right skills; it’s about ensuring that new hires can thrive within the company’s environment and contribute positively to its culture. Why Cultural Fit Matters When employees align with their company’s culture, they are more engaged, productive, and likely to stay long-term. A Zippia study found that: However, achieving this alignment often requires more than just hiring those who naturally fit—it demands a strategic approach to onboarding and cultural coaching. The Reality of Building Cultural Fit Many staffing companies claim to hire for cultural fit, but here’s a truth that often goes unspoken: true cultural integration doesn’t happen overnight. While some employees may naturally align with a company’s culture, the reality is that most contingent workers will need thoughtful guidance and support to fully integrate. The key lies in identifying those who have the _potential_ to fit and then choosing to invest in their development. That’s our strategy at Ōnin. We have found that actively nurturing our Teammates helps them integrate. Actively coaching employees to understand, adapt to, and embrace your organizational culture is what transforms them from simply being good workers to being fully engaged team members. This strategic investment in cultural alignment pays dividends, leading to higher engagement, improved productivity, and long-term retention. ## Hiring for Cultural Fit ### Collaboration with Clients Collaborating with you is essential to ensuring a strong cultural fit for the Teammates we place within your organization. At Ōnin, we work closely with you to identify the specific soft skills that are crucial for success in your unique environment, as well as the hard rules and cultural expectations that define your workplace. To gain a deeper understanding, our recruiters often conduct a walk-through of your facility, allowing us to see the job from all angles and truly grasp the day-to-day realities your Teammates will face. We also focus on understanding how your company’s job and mission can positively impact a Teammate’s life and what kind of support they will receive to thrive in their role. This collaboration helps us create a comprehensive cultural profile that guides our candidate selection process, ensuring that the Teammates we recommend are not only technically capable but also aligned with your company’s culture and prepared to contribute positively to your goals. ### Interviews Unlike some staffing firms that may outsource the interview process or treat it as a mere formality, at Ōnin, we view the interview as a critical opportunity to build a meaningful relationship with our contingent workers—whom we proudly call Teammates. Our interviews are conducted personally by local recruiters who have undergone specialized training through Ōnin’s exclusive recruiting program. This training empowers our recruiters to conduct in-depth interviews that go far beyond surface-level qualifications. Our recruiters focus on understanding each candidate’s work needs, personal aspirations, and how their personality aligns with the potential workplace. By taking this comprehensive approach, we ensure that we’re not just filling positions but intelligently matching candidates to roles where they can truly thrive. This commitment to understanding and placing our Teammates in the right roles is what sets Ōnin apart in the staffing industry. ## Onboarding for Cultural Integration with Nurture the New Hire Hiring for cultural fit is only part of the equation when it comes to building a cohesive and productive workforce. The true challenge—and often the most overlooked aspect—is ensuring that new hires can successfully integrate into the culture once they start the job. This requires more than just matching values on paper; it demands a structured program that guides new employees through the process of fitting in, both culturally and in terms of job performance. Unfortunately, many staffing companies stop their involvement at the point of hire, leaving workers to navigate the complexities of a new environment on their own. For contingent workers, this lack of ongoing support can be particularly detrimental. They rely heavily on their staffing team to help them not just land a job, but also to thrive in it. That’s where Ōnin’s comprehensive onboarding program, Nurture the New Hire, makes a critical difference. At Ōnin, we believe that our responsibility extends far beyond the initial hire. We’re committed to standing behind our Teammates, offering the continuous guidance and support they need to fully integrate and succeed in their new roles. The Nurture the New Hire program is specifically designed to ensure that new hires are not just welcomed into your workforce but are also equipped with the tools and ongoing support necessary to truly fit into your company culture. This comprehensive approach enhances their job performance and strengthens overall workplace cohesion, creating a more engaged and aligned workforce. ### Customized Training Ōnin’s Nurture the New Hire onboarding program offers custom-designed training that not only equips new hires with the essential hard skills and technical expertise for their roles but also fully immerses them in your company’s culture and expectations. This holistic approach ensures that employees are fully equipped to succeed in their roles and integrate seamlessly into your organization’s culture. ### Onboarding Materials Ōnin can develop customized onboarding materials that bridge the gap between job expectations and each employee’s personal aspirations, presenting the role within a win-win framework. Rather than simply saying, “Here’s a job, do it,” our materials help Teammates grasp the deeper value of their role. They highlight how meeting your expectations can drive their personal and professional growth. This approach instills a sense of purpose and engagement from day one, laying the foundation for a motivated, aligned, and successful workforce. ### Ongoing Engagement and Support At Ōnin, we emphasize the importance of continuous support, especially during the first 90 days. We have a scheduled content program designed to be motivational, supportive, and informational while also prompting Teammates to voice any questions or concerns. This structured communication occurs at key moments in their job journey to ensure that the right message is delivered at the right time. These regular check-ins go beyond mere routine; they are crucial opportunities for the Ōnin team to address concerns, provide additional support, and celebrate early successes, fostering a strong feedback loop and aiding in their cultural adaptation. ### Feedback Loops We recognize the importance of feedback in the cultural integration process. We establish feedback loops where new hires can share their experiences, perceptions, and suggestions regarding the company culture. This feedback is invaluable for continuous improvement, allowing you to make necessary adjustments and ensure that your culture remains inclusive, engaging, and aligned with your organizational goals. Through these comprehensive strategies, Ōnin helps you build a workforce that is not only culturally aligned but also fully engaged and committed to the long-term success of your organization. ### Building Special Cultural Moments for Contingent Workers At Ōnin, we understand the importance of making every employee, including contingent workers, feel connected to your company’s culture. We can orchestrate programs that create special cultural moments for your contingent workforce, such as organizing pizza parties, celebrating milestones, or recognizing exceptional work with a Teammate of the Month prize. These simple gestures foster a sense of belonging, boost morale, and reinforce the values you want to cultivate. ## Case Study: Mercedes-Benz Reduces Turnover Through Cultural Impact At Mercedes-Benz U.S. International (MBUSI), the integration of contingent workers into the facility faced significant challenges, particularly with high turnover rates. Exit interviews conducted by Ōnin revealed that many contingent workers felt disconnected from the core team and disrespected by their direct supervisors, contributing to their decision to leave. In response, Ōnin developed a tailored program designed to improve communication and strengthen the relationship between contingent workers (Ōnin Teammates) and the client’s supervisors. This program included custom content focused on soft skills, aimed at helping supervisors understand their role as coaches and fostering positive, constructive interactions with Teammates. The program emphasized regular interactions, feedback loops, and collaborative efforts to ensure better integration of Teammates into the workplace culture. The implementation of this program led to significant improvements. Teammates reported higher job satisfaction and a stronger sense of belonging within the company’s team. Recognizing the program’s success, the MBUSI expanded the program’s principles to their internal employees, resulting in increased workplace productivity and overall employee satisfaction. This case highlights how Ōnin’s approach to cultural integration can effectively align a contingent workforce with a company’s culture, delivering tangible benefits in employee engagement and organizational performance. ## How Do You Start? A strong cultural fit is crucial for driving performance, enhancing retention, and creating a workplace where employees thrive. Looking to add Cultural Fit into your own interview process? We’ve put together a guide on exactly how you can create effective cultural fit interview questions to ensure your new hire will be a good fit for your team. Click below to check out the guide. [Check Out the Guide](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/how-to-build-a-cultural-fit-interview/) Latest in ## Culture and Retention [![Leading Through Change](https://storage.googleapis.com/onin-staffing-prod/media/images/Stock_Photo_1459733802.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/leading-through-change-how-to-support-teams-during-organizational-shifts/) March 30, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/culture-and-retention/type/blog) [Leading Through Change: How to Support Teams During Organizational Shifts](https://oninstaffing.com/resources/culture-and-retention/leading-through-change-how-to-support-teams-during-organizational-shifts/) Learn how manufacturing leaders can guide teams through organizational change, reduce employee stress, and maintain engagement during process, technology, and structural shifts. [Read more](https://oninstaffing.com/resources/culture-and-retention/leading-through-change-how-to-support-teams-during-organizational-shifts/) [![Future-Proofing Your Workforce](https://storage.googleapis.com/onin-staffing-prod/media/images/Factory_Worker_with_Robot.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/future-proofing-your-workforce-strategies-to-stay-ahead-in-a-rapidly-changing-market/) March 23, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/culture-and-retention/type/blog) [Future-Proofing Your Workforce: Strategies to Stay Ahead in a Rapidly Changing Market](https://oninstaffing.com/resources/culture-and-retention/future-proofing-your-workforce-strategies-to-stay-ahead-in-a-rapidly-changing-market/) Learn how manufacturers can future-proof their workforce with upskilling, cross-training, and strategic staffing to stay competitive in a rapidly changing industry. [Read more](https://oninstaffing.com/resources/culture-and-retention/future-proofing-your-workforce-strategies-to-stay-ahead-in-a-rapidly-changing-market/) [![Staffing in Manufacturing](https://storage.googleapis.com/onin-staffing-prod/media/images/Manufacturing_Stock_Photo.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/the-role-of-staffing-agencies-in-supporting-manufacturing-innovation/) March 19, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/culture-and-retention/type/blog) [The Role of Staffing Agencies in Supporting Manufacturing Innovation](https://oninstaffing.com/resources/culture-and-retention/the-role-of-staffing-agencies-in-supporting-manufacturing-innovation/) Learn how strategic manufacturing staffing drives innovation by providing skilled talent, flexible workforce solutions, and support for emerging technologies. [Read more](https://oninstaffing.com/resources/culture-and-retention/the-role-of-staffing-agencies-in-supporting-manufacturing-innovation/) [View all](https://oninstaffing.com/resources/culture-and-retention/) ## Workforce Management Resources # Resource Library ## Browse by Category [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Industry Insights and Tools](https://oninstaffing.com/resources/industry-insights-and-tools/) [Staffing Solutions and Best Practices](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/) [Workforce Management](https://oninstaffing.com/resources/workforce-management/) ## All Resources [![Value of Reskilling Workers](https://storage.googleapis.com/onin-staffing-prod/media/images/Stock_Image_638922057.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/elevating-team-spirit-through-purpose/) May 1, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/type/blog) [Elevating Team Spirit Through Purpose](https://oninstaffing.com/resources/culture-and-retention/elevating-team-spirit-through-purpose/) Drive innovation and retention with reskilling programs that build a future-ready, adaptable workforce. [Read more](https://oninstaffing.com/resources/culture-and-retention/elevating-team-spirit-through-purpose/) [![Stock Image 1253622998](https://storage.googleapis.com/onin-staffing-prod/media/images/Stock_Image_1253622998.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/the-real-value-of-reskilling-your-workforce-effective-ways-to-reskill/) April 2, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/type/blog) [The Real Value of Reskilling Your Workforce & Effective Ways to Reskill](https://oninstaffing.com/resources/culture-and-retention/the-real-value-of-reskilling-your-workforce-effective-ways-to-reskill/) Future-proof your workforce with reskilling strategies that boost adaptability, bridge generational gaps, and drive long-term growth. [Read more](https://oninstaffing.com/resources/culture-and-retention/the-real-value-of-reskilling-your-workforce-effective-ways-to-reskill/) [![Leading Through Change](https://storage.googleapis.com/onin-staffing-prod/media/images/Stock_Photo_1459733802.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/leading-through-change-how-to-support-teams-during-organizational-shifts/) March 30, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/type/blog) [Leading Through Change: How to Support Teams During Organizational Shifts](https://oninstaffing.com/resources/culture-and-retention/leading-through-change-how-to-support-teams-during-organizational-shifts/) Learn how manufacturing leaders can guide teams through organizational change, reduce employee stress, and maintain engagement during process, technology, and structural shifts. [Read more](https://oninstaffing.com/resources/culture-and-retention/leading-through-change-how-to-support-teams-during-organizational-shifts/) [![Business Benefits Beyond 9 to 5](https://storage.googleapis.com/onin-staffing-prod/media/images/Stock_Image_667510460.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/the-business-benefits-beyond-the-9-to-5/) March 23, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/type/blog) [The Business Benefits Beyond the 9-to-5](https://oninstaffing.com/resources/culture-and-retention/the-business-benefits-beyond-the-9-to-5/) Running shifts beyond the 9–5 helps businesses boost efficiency, access a wider talent pool, and increase productivity in manufacturing and light industrial workforces. [Read more](https://oninstaffing.com/resources/culture-and-retention/the-business-benefits-beyond-the-9-to-5/) [![Future-Proofing Your Workforce](https://storage.googleapis.com/onin-staffing-prod/media/images/Factory_Worker_with_Robot.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/future-proofing-your-workforce-strategies-to-stay-ahead-in-a-rapidly-changing-market/) March 23, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/type/blog) [Future-Proofing Your Workforce: Strategies to Stay Ahead in a Rapidly Changing Market](https://oninstaffing.com/resources/culture-and-retention/future-proofing-your-workforce-strategies-to-stay-ahead-in-a-rapidly-changing-market/) Learn how manufacturers can future-proof their workforce with upskilling, cross-training, and strategic staffing to stay competitive in a rapidly changing industry. [Read more](https://oninstaffing.com/resources/culture-and-retention/future-proofing-your-workforce-strategies-to-stay-ahead-in-a-rapidly-changing-market/) [![Staffing in Manufacturing](https://storage.googleapis.com/onin-staffing-prod/media/images/Manufacturing_Stock_Photo.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/the-role-of-staffing-agencies-in-supporting-manufacturing-innovation/) March 19, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/type/blog) [The Role of Staffing Agencies in Supporting Manufacturing Innovation](https://oninstaffing.com/resources/culture-and-retention/the-role-of-staffing-agencies-in-supporting-manufacturing-innovation/) Learn how strategic manufacturing staffing drives innovation by providing skilled talent, flexible workforce solutions, and support for emerging technologies. [Read more](https://oninstaffing.com/resources/culture-and-retention/the-role-of-staffing-agencies-in-supporting-manufacturing-innovation/) [![Bridging the Skills Gap](https://storage.googleapis.com/onin-staffing-prod/media/images/Factory_Workers_Stock_Photo_1.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/bridging-the-manufacturing-skills-gap-strategies-for-staffing-success/) March 11, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/type/blog) [Bridging the Manufacturing Skills Gap: Strategies for Staffing Success](https://oninstaffing.com/resources/culture-and-retention/bridging-the-manufacturing-skills-gap-strategies-for-staffing-success/) Technological advancements are increasing the manufacturing skills gap. According to a Deloitte report, 65% of survey respondents said attracting and retaining talent was their primary business challenge. Bridging the manufacturing skills gap is a g [Read more](https://oninstaffing.com/resources/culture-and-retention/bridging-the-manufacturing-skills-gap-strategies-for-staffing-success/) [![Upskill Workforce](https://storage.googleapis.com/onin-staffing-prod/media/images/Stock_Image_1842358419.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/effective-ways-to-upskill-your-workforce/) March 5, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/type/blog) [Effective Ways to Upskill Your Workforce](https://oninstaffing.com/resources/culture-and-retention/effective-ways-to-upskill-your-workforce/) Strengthen retention and competitiveness with upskilling strategies that engage younger talent and build a future-ready workforce. [Read more](https://oninstaffing.com/resources/culture-and-retention/effective-ways-to-upskill-your-workforce/) [![Employer Brand](https://storage.googleapis.com/onin-staffing-prod/media/images/Casual_Worker_Sticky_Note.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/attracting-talent-why-employer-branding-matters-more-than-ever/) Feb. 26, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/type/blog) [Attracting Talent: Why Employer Branding Matters More Than Ever](https://oninstaffing.com/resources/culture-and-retention/attracting-talent-why-employer-branding-matters-more-than-ever/) Learn how employer branding helps manufacturing companies attract top talent, improve retention, and stand out in competitive hiring markets. 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## Ōnin Teammate Benefits # Make the most of your Teammate Benefits # Make the most of your Teammate Benefits ![Ōnin Staffing, Excelsior Staffing, Ōnin Technology, A3 Solutions, Ōnin Aerospace, Ōnin Search](https://storage.googleapis.com/onin-staffing-prod/media/images/Brands-LogoBanner-sm.format-jpeg.width-1000.jpg)![Ōnin Staffing, Excelsior Staffing, Ōnin Technology, A3 Solutions, Ōnin Aerospace, Ōnin Search](https://storage.googleapis.com/onin-staffing-prod/media/images/Brands-LogoBanner.format-jpeg.width-1500.jpg) Notice: Request Your Form 1095-C On December 23, 2024, President Biden signed The Paperwork Burden Reduction Act (H.R. 3797), allowing employers to provide Form 1095-C upon request instead of mailing it to all employees. **Key Details:** - Purpose of Form 1095-C: Proof of employer-sponsored health insurance compliance. It is not needed to file your taxes. - IRS Filing: Employers will still file Forms 1094-C and 1095-C with the IRS. **How to request/receive your 1095-C:** - Email: [forms@preferredtpa.com](mailto:forms@preferredtpa.com) - Address: PO Box 916188, Longwood, FL 32791-6188 - Phone: 888-524-2777 (Ext: 195) [**View Illinois Paid Leave for All info**](https://oninstaffing.com/teammates/benefits/ilplfa/) Illinois Paid Leave for All Info Workers Act Notice and Cook County Paid Leave Ordinance. [**Read more**](https://oninstaffing.com/teammates/benefits/ilplfa/) Looking for Work? Currently a Teammate? You deserve to work for an employer who takes care of you and rewards your hard work by offering the best benefit packages. Benefits that are customizable, affordable and simply not available anywhere else. Comprehensive Medical Coverage Your health matters to us. That’s why we offer affordable, easy-to-use medical benefits. Our Blue and Bronze Plans provide a range of options to suit your unique needs, from low copays to a zero-deductible plan. Teledoctor Services Say goodbye to time-consuming office visits. Access quality healthcare from the comfort of your home or even at work during your break. Enjoy 24/7 access to U.S. board-certified physicians, ready to diagnose and treat your medical issues via phone or video chat. Best of all, it’s FREE for you and your covered family members. Mental Health Support We care about your mental well-being just as much as your physical health. Our Mental Health Employee Assistance Program (EAP) offers you and your covered family members FREE access to mental health counseling, ensuring you have the support you need to navigate life’s challenges. Dental & Vision We’ve got your mouth and eyes covered too! Our dental and vision coverage are included with our medical benefits, providing you with essentials to keep your teeth and eyes healthy. Expert Legal Services When you need legal advice, you can count on our partnership with Rocket Lawyer. As an Ōnin Teammate, you have access to expert legal assistance, including document creation, attorney Q&As;, phone consultations, and discounts on local attorneys. Paid Holiday & Vacation Hard work deserves to be rewarded. We offer eligible Teammates paid holiday and vacation time, ensuring you have the opportunity to relax, recharge, and enjoy the fruits of your labor. Education and Training Need help with education expenses for you or your family? Apply for the Endeavor Scholarship to get $2K to help cover education costs. It is our mission to create opportunity and empower people, and one way we do this is by investing in our Teammates and helping them achieve their goals. Life Insurance Included Basic life insurance is included with medical benefits FREE for you and your covered family members. 401(k) with 3% Match Your financial security matters. Our 401(k) retirement plan empowers you to invest in your future, with Ōnin matching your contributions up to 3% of your total pay. Build your nest egg and enjoy peace of mind knowing your retirement is secure. ## Apply today and get access after just 30 days! Don’t miss out on the unbeatable benefits that come with being an Ōnin Teammate. Apply now and start enjoying the support and rewards that only Ōnin can offer. Together, we’ll build a brighter future. [Apply now](https://jobs.oninstaffing.com/) Everyone’s needs are different, so we offer a variety of options to choose from to help with many of life’s toughest challenges. Health Insurance We offer two health plan options. Our Blue Plan provides basic coverage. Our Bronze Plan will help if you have issues that require more comprehensive coverage. Vision, dental and life insurance come with both! [Blue and Bronze Plan Info](https://oninstaffing.com/teammates/benefits/documents/blue-and-bronze-plan-info/) [Telemedicine Info](https://oninstaffing.com/teammates/benefits/documents/telemedicine-info/) [Vision & Dental Plans Info](https://oninstaffing.com/teammates/benefits/documents/vision-dental-plans-info/) [Finding a Doctor](https://oninstaffing.com/teammates/benefits/documents/finding-a-doctor/) Work-Life Balance Flexible work schedules, employee assistance programs, training and scholarship opportunities, and other resources to help you balance your work and personal life. [PTO, Scholarships, & Discount Info](https://oninstaffing.com/teammates/benefits/documents/pto-scholarships-discount-info/) Legal Resources RocketLawyer offers free and discount information and services to help you protect the people and things that matter to you. [Legal & Employee Assitance Info](https://oninstaffing.com/teammates/benefits/documents/legal-employee-assistance-info/) Financial Planning & Protection We have tools and financial advisors available to help you plan for retirement, manage debt, and more. [401k and Life Insurance Info](https://oninstaffing.com/teammates/benefits/documents/401k-and-life-insurance-info/) ## Want all the details? We've got a guide for that. Download the Teammate Benefits guide. [Teammate Benefits Guide - English](https://oninstaffing.com/teammates/benefits/documents/teammate-benefits-guide-english/) [Teammate Benefits Guide - Spanish](https://oninstaffing.com/teammates/benefits/documents/teammate-benefits-guide-spanish/) ## Benefits Enrollment ### New Enrollment After 30 days of being on assignment you will be auto-enrolled into our Blue plan benefits program. Coverage begins on the first Monday following 30 days after your first check. If you do not want to enroll, you must waive your coverage. ### Yearly Enrollment You will be automatically enrolled in the Blue Plan for the new year even if you have previously waived coverage. If you do not want to re-enroll, you must waive your coverage. To waive coverage or make changes to your plan, please call the **Teammate Benefits Line at 833-236-7463.** ## FAQ Looking for help on something specific? Here’s how your benefits can help. ### Health I recently got a big hospital bill. Can Ōnin help me understand what I owe? Yes, we can help you understand your hospital bill. Our benefits team can assist you in reviewing the charges and ensuring that everything is accurate. If you have questions or concerns, please don’t hesitate to contact us by calling 833-236-7463. What is Telemedicine, and how can it help me save money and time? Telemedicine is a way to see a doctor or healthcare provider virtually using technology like video conferencing or phone calls. This can save you time and money by avoiding the need to travel to an office or clinic. Ōnin offers Telemedicine as a benefit to our employees, so you can have easy access to healthcare without having to leave your home. How can I make the most of my zero-deductible health insurance plan? A zero-deductible health insurance plan means that you won’t have to pay out of pocket for healthcare costs before your insurance starts to cover them. To make the most of your Ōnin Blue plan, it’s important to understand what services are covered and to take advantage of preventative care options like annual checkups and immunizations. Our benefits team can help you understand your plan and guide you through the process. I'm dealing with a chronic illness. What benefits does Ōnin offer that could help me? We offer a range of benefits that can help support you if you’re dealing with a chronic illness. This includes access to healthcare providers through our health insurance, telemedicine, and employee assistance programs. I have a chronic illness. What steps can I take to ensure I receive the best care? To ensure you receive the best care, it’s important to stay in communication with your healthcare provider and follow any treatment plans they recommend. Our benefits team can also help you understand your healthcare benefits and provide resources for managing your condition. I recently received a serious diagnosis. What resources does Ōnin offer for mental and emotional support? We offer employee assistance programs that can provide mental and emotional support for employees dealing with a serious diagnosis. These programs can connect you with counselors and resources to help you manage your feelings and cope with the situation. I want to quit smoking. Does Ōnin offer resources to help me kick the habit? Yes, we offer smoking cessation resources to help you quit smoking. This includes access to counseling, nicotine replacement therapy, and prescription medications. Our benefits team can help you understand your options and guide you through the process. I'm dealing with mental health issues. What kind of therapy resources does Ōnin offer? We offer access to mental health resources through our employee assistance program. This includes counseling and therapy services to help you manage your mental health and wellbeing. We can also help connect you with additional resources in your community. What kind of vision and dental benefits does Ōnin offer? Ōnin offers a vision and dental plan to eligible employees. The vision plan covers eye exams, glasses, and contacts. The dental plan covers preventive services as well as basic and major restorative services. I'm having trouble finding an affordable dentist. Can Ōnin help me find one? Yes, Ōnin’s dental plan has a network of dentists that offer services at discounted rates. You can search for a provider near you on our dental plan’s website. How often should I get a dental check-up, and what does Ōnin's dental plan cover? It is recommended to have a dental check-up every six months. Ōnin’s dental plan covers preventive services such as cleanings, exams, and X-rays at 100% with no deductible. Basic and major restorative services are also covered, with varying co-insurance and deductible amounts. I wear contacts. Does Ōnin's vision plan cover contacts, or just glasses? Ōnin’s vision plan covers both glasses and contacts. The plan also offers discounts on additional pairs of glasses or contacts. Contact lenses are in lieu of eyeglass lenses and frames benefit. I have a history of dental problems. Will Ōnin's dental plan cover the procedures I need? Ōnin’s dental plan covers basic and major restorative services, such as fillings, root canals, and crowns. Check out your coverage information for the specific details and amounts. My child needs glasses. Does Ōnin's vision plan offer coverage for pediatric eyewear? Yes, Ōnin’s vision plan covers pediatric eyewear for dependent children up to the age of 19. I have a dental emergency. What resources does Ōnin offer to help me get care quickly? If you have a dental emergency, you can call the customer service number on your dental plan ID card to get help finding an in-network provider who can see you as soon as possible. I'm dealing with chronic dental pain. What benefits does Ōnin offer that could help me? Ōnin’s dental plan covers basic and major restorative services, including procedures such as root canals and crowns that can help with chronic dental pain. You can also contact the customer service number on your dental plan ID card for help finding a provider. I need to get new glasses, but I can't afford them. Can Ōnin help me pay for them? Ōnin’s vision plan offers discounts on glasses and contacts, but it does not provide direct financial assistance for these purchases. ### Wealth I have a lot of debt. How can Ōnin's financial planning resources help me get back on track? Ōnin offers financial planning resources through our EAP to help you create a budget, prioritize debt payments, and make a plan to get back on track. Our advisors can work with you to set financial goals and create a realistic plan to achieve them. What is a 401(k), and how do I make the most of it? A 401(k) is a retirement savings plan that allows you to save money on a pre-tax basis. Ōnin offers a 401(k) plan, and our advisors can help you understand how to make the most of it by selecting the right investments and maximizing your contributions. I want to buy a house someday. How can Ōnin's financial advisors help me prepare? Ōnin’s financial advisors can help you prepare to buy a house by reviewing your finances, helping you save for a down payment, and improving your credit score. They can also help you understand the costs associated with homeownership, like property taxes and insurance. I'm worried about my credit score. Can Ōnin help me understand and improve it? Yes, Ōnin’s financial advisors can help you understand your credit score and provide guidance on how to improve it. This may include paying down debt, making on-time payments, and disputing any errors on your credit report. I'm looking to invest in the stock market. Can Ōnin help me understand how to get started? Yes, Ōnin’s financial advisors can help you understand the stock market and provide guidance on how to get started. They can also help you select the right investments based on your financial goals and risk tolerance. I'm dealing with a difficult financial situation. How can Ōnin's financial advisors help me? Ōnin’s financial advisors can provide guidance and resources to help you navigate difficult financial situations, like job loss, divorce, or unexpected medical expenses. They can work with you to create a budget, prioritize expenses, and create a plan to get back on track. ### Work My work-life balance is off. What resources does Ōnin offer to help me manage my time better? At Ōnin, we understand the importance of work-life balance. We offer flexible work arrangements and paid time off to help you manage your time better. We also offer an Employee Assistance Program that provides free counseling and resources to help you manage your stress and personal life. I'm struggling with my mental health. Does Ōnin offer any employee assistance programs? Yes, we offer an Employee Assistance Program (EAP) that provides free counseling and resources to help you manage your mental health. The EAP also offers referrals to other healthcare professionals if you need additional support. I'm interested in advancing my career. How can Ōnin help me with professional development? At Ōnin, we value our employees’ professional growth and development. We offer a range of training and development programs, and scholarship opportunities. We also encourage our employees to seek out opportunities for growth and advancement within the company. I'm dealing with a difficult coworker. How can Ōnin help me navigate this situation? We understand that dealing with difficult coworkers can be challenging. At Ōnin, we offer resources and support to help you navigate these situations, including conflict resolution training and access to an Employee Assistance Program (EAP) for additional support. I'm experiencing burnout. What resources does Ōnin offer to help me manage my stress levels? Burnout is a serious issue, and we want to support our employees in managing their stress levels. At Ōnin, we offer a range of resources, including an Employee Assistance Program (EAP), flexible work arrangements, and wellness programs to help you manage stress and prevent burnout. I want to switch to a different career path. What kind of resources does Ōnin offer for professional development? At Ōnin, we believe in supporting our employees’ career growth and development. We offer a range of resources to help you explore different career paths, including training and development programs, career coaching, and mentorship opportunities. I'm dealing with harassment in the workplace. What kind of support does Ōnin offer to help me navigate this situation? At Ōnin, we have a zero-tolerance policy for harassment in the workplace. We offer resources and support to help you navigate these situations, including a reporting process, investigations, and access to an Employee Assistance Program (EAP) for additional support. ### Home I'm going through a divorce. What resources does Ōnin offer to help me navigate this difficult time? Ōnin offers a confidential Employee Assistance Program where you can speak with trained professionals who can provide guidance and support during difficult times like divorce. You also have access to Rocket Lawyer, with a combination of free and discount legal resources that can help you through this difficult time. I need to create a will/living will. Can Ōnin's legal resources help me do this? Yes, Ōnin partners with Rocket Lawyer to offer legal education and assistance, including help with creating a will. My landlord is evicting me. Can Ōnin's legal resources help me understand my rights? Ōnin partners with Rocket Lawyer to offer legal assistance, including help with understanding your rights as a tenant facing eviction. I'm moving to a new city. What resources does Ōnin offer to help me with this transition? Ōnin operates more than 125 branches in 26 states. There is a good chance we can help you find work in the new city you will call home. Contact your local branch to see what options we might have for you where you’re going. I'm dealing with a difficult family situation. How can Ōnin's employee assistance programs help me cope? Ōnin offers a confidential Employee Assistance Program where you can speak with trained professionals who can provide guidance and support during difficult family situations. I'm struggling with a difficult landlord. Does Ōnin offer any resources to help me understand my tenant rights? Ōnin partners with Rocket Lawyer to offer legal assistance, including help with understanding your rights as a tenant facing issues with your landlord. ### **General** Is there any way to reset a username and password for Worx? The Teammate Benefits line can help with that. Their number is 833-236-7463. How do I add a dependant to my plan? Call 833-236-7463 and speak with an enrollment specialist. There is no limit to the number of dependents that you can add. How does a Teammate turn in medical bills if they receive them and have insurance? Call 833-236-7463 What is the typical delivery time for insurance cards for new enrollees? You will be automatically sent ID cards when you enroll in our benefits plan. Please make sure that we have your correct address on file so that these cards go to the right place. Once you receive them, please create your UMR account as soon as possible, as this will make replacing the cards, finding a provider and other things much easier. How to create your UMR account and access digital Medical and Dental ID cards - **Step 1:** Visit [http://www.umr.com](http://www.umr.com/) - **Step 2:** Click on _Create your account_ - **Step 3:** Select _Member_ from the dropdown of what type of user you are - **Step 4:** Click on _Register_ - **Step 5:**Enter the following: - First and last name, date of birth, Member ID, and group policy number (76416533) in order to create a HealthSafe ID.\* - Then, click _Continue_ and follow the remaining steps to create your HealthSafe ID username and password - **Step 6:** Use your newly created HealthSafe ID credentials to log in and access nearly all of your health benefits information! \\* You may use your Social Security Number if you do not have your Member ID card available. I don’t understand why some of my insurance claims are being denied. Where can I go for help? There can be many reasons for this, from coding errors or non-qualified services. Please call the Teammate Benefits line at 833-236-7463 and a representative will help you with your concerns. What kind of PTO do teammates get? - Teammates that qualify for Vacation pay have to take the full 40 hours at once. They can turn it in and continue to work the same week or actually take the vacation time off. - **Holiday Pay:** Teammates are eligible for holiday pay after 1,200 hours. You will be paid for six holidays (New Year’s Day, Memorial Day, Independence Day, Labor Day, Thanksgiving Day and Christmas Day). In order to be eligible for the holiday pay, you must work 1,200 hours during the 12 months preceding an Ōnin paid holiday. You must also work the scheduled days before and after a holiday. - **Vacation Pay:** After each 1,800 hours of service with no more than a 120 day break in assignments, you will be eligible for 40 hours of vacation time. If your employment with Ōnin is terminated, you will not be paid for any accrued vacation time - **Important Notice:** Ōnin’s standard Teammate Vacation Policy applies except where Teammates work in locations that mandate additional or different paid leave benefits under state, county, or municipal laws, or at client worksites where specific policies apply. In such cases, Ōnin provides separate leave benefits as required by applicable law or by client-specific arrangements, which may supplement or replace the standard vacation benefits described above. Teammates working in locations with mandated paid leave requirements, or assigned to client worksites with different holiday or vacation policies, should refer to the applicable location or client-specific leave policy documents for complete information about their benefits. For questions about which paid leave benefits apply to your specific work location or client assignment, please contact your local Ōnin Branch Office. ## Cultural Fit's Importance # The Impact of Cultural Fit on Workplace Productivity Oct. 7, 2024 \| [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/type/blog) ![The-Impact-of-Cultural-Fit-on-Workplace-Productivity](https://storage.googleapis.com/onin-staffing-prod/media/images/The-Impact-of-Cultural-Fit-on-Wor.format-jpeg.width-1200.jpg) In today’s fast-paced and ever-changing business environment, finding employees who not only have the right skills but also align with your company’s culture is critical. Cultural fit has emerged as a key factor in determining not just employee satisfaction, but also workplace productivity and long-term retention. Yet, despite its importance, many companies still overlook cultural fit during the hiring process, focusing primarily on qualifications and experience. This oversight can have significant consequences for both the individual and the organization. ## The Consequences of Poor Cultural Fit When employees do not align with the culture of their workplace, it can lead to a host of issues. Poor cultural fit often results in lower job satisfaction, as employees may feel out of place or disconnected from their colleagues and the company’s mission. **This dissatisfaction can manifest in workers having:** - Reduced engagement - Lower productivity - A lack of commitment to the organization’s goal - Higher likelihood of quitting The ripple effects of poor cultural fit extend beyond the individual. Whole teams can suffer from decreased collaboration and communication when members do not share common values or approaches to work. This can create friction, reduce overall team performance, ultimately impact the company’s bottom line — yes — and damage your company’s culture. ## The Benefits of Prioritizing Cultural Alignment On the flip side, prioritizing cultural alignment during the hiring process can yield significant benefits. Employees who feel connected to the company culture are more likely to be engaged, motivated, and committed to their work. They understand and embrace the company’s values, leading to better collaboration with colleagues and a stronger sense of purpose. This alignment fosters a positive work environment, where employees are not just satisfied with their jobs but are also more productive and innovative. Cultural fit also plays a crucial role in employee retention. Workers who are culturally aligned with their company are more likely to stay for the long term, reducing turnover and the associated costs. This stability allows the company to build a cohesive team that can work together effectively over time, driving sustained success. ## Amplifying Productivity Through Cultural Fit The relationship between cultural fit and workplace productivity is clear. Employees who align with the company’s culture are more likely to contribute positively to the organization, leading to improved performance across the board. They are more resilient in the face of challenges, more open to collaboration, and more likely to go above and beyond in their roles. By fostering an environment where cultural fit is a priority, companies can create a workforce that is not only skilled but also deeply connected to the organization’s mission and values. In today’s fast-paced and ever-changing business environment, finding employees who not only have the right skills but also align with your company’s culture is critical. This alignment, often referred to as Person-Organization Fit, is a key concept in organizational psychology. It refers to the compatibility between an employee’s values, beliefs, and personality and the culture, norms, and values of the organization. High person-organization fit is associated with higher job satisfaction, better performance, and greater employee retention. Despite its importance, many companies still overlook cultural fit during the hiring process, focusing primarily on qualifications and experience. This oversight can have significant consequences for both the individual and the organization, leading to lower engagement, reduced productivity, and increased turnover. ## The Two-Fold Approach to Effective Recruiting for Cultural Fit Good recruiting is a two-fold process that goes beyond simply matching qualifications to job requirements. First, your staffing company should meticulously select candidates who will fit well within your existing culture, ensuring that their values and work style align with those of your organization. However, cultural fit doesn’t end with selection; it’s equally important that the staffing company actively helps guide these workers to develop the soft skills necessary for deeper integration into your workplace culture. This means nurturing their understanding of your organization’s values and expectations and equipping them with the tools to navigate and contribute positively to your work environment. ### How Your Staffing Partner Can Enhance or Hurt Your Culture When it comes to creating a cohesive and productive workforce, finding employees who align with your company culture is just the beginning. A strategic staffing partner can play a critical role in not only identifying candidates who fit well but also in fostering a work environment that supports and enhances cultural alignment. In essence, your staffing partner should do more than just fill positions—they should actively contribute to building and sustaining a culture that promotes engagement, satisfaction, and productivity. By integrating key psychological concepts like the following their staffing approach, your staffing company can help ensure that employees thrive within your organization: - **Social Capital:** For contingent workers, who may initially feel disconnected from the full-time team, building social capital is crucial. A staffing company can provide a supportive network where workers feel comfortable asking questions and seeking guidance. By proactively connecting workers to resources—such as health insurance, mental health counseling, and professional development tools—a staffing partner can help them integrate more smoothly into your culture. This not only enhances their job performance but also increases their overall satisfaction and likelihood of staying with your organization. - **Psychological Safety:** A culture of safety and open communication is essential even in manual labor and industrial settings, where the physical well-being of workers is a top priority. By training contingent workers on the importance of speaking up and by providing them with a supportive network, your staffing partner can help maintain a culture where safety and innovation thrive. - **Growth Mindset:** In industries where continuous improvement is key, employees with a growth mindset are invaluable. They view challenges as opportunities to learn and are more adaptable to changes in technology and processes. A staffing company that promotes this mindset can help your organization cultivate a workforce that is eager to learn, adapt, and innovate, driving productivity and long-term success. ## The Case for Cultural Fit In today’s competitive job market, where finding and retaining top talent is more challenging than ever, cultural fit should be at the forefront of your hiring strategy. The benefits of prioritizing cultural alignment are clear: higher productivity, increased employee satisfaction, and improved retention rates. By focusing on hiring individuals who align with your company’s culture, you can build a stronger, more cohesive team that is positioned for long-term success. ## Ready to enhance your company culture through tailored staffing solutions? At Ōnin, we go beyond simply filling positions—we focus on aligning new hires with your company’s unique values and environment. Keep reading to explore how we can help you build a stronger, more cohesive team. [Learn how](https://oninstaffing.com/resources/culture-and-retention/how-onin-enhances-company-culture/) Latest in ## Culture and Retention [![Leading Through Change](https://storage.googleapis.com/onin-staffing-prod/media/images/Stock_Photo_1459733802.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/leading-through-change-how-to-support-teams-during-organizational-shifts/) March 30, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/culture-and-retention/type/blog) [Leading Through Change: How to Support Teams During Organizational Shifts](https://oninstaffing.com/resources/culture-and-retention/leading-through-change-how-to-support-teams-during-organizational-shifts/) Learn how manufacturing leaders can guide teams through organizational change, reduce employee stress, and maintain engagement during process, technology, and structural shifts. [Read more](https://oninstaffing.com/resources/culture-and-retention/leading-through-change-how-to-support-teams-during-organizational-shifts/) [![Future-Proofing Your Workforce](https://storage.googleapis.com/onin-staffing-prod/media/images/Factory_Worker_with_Robot.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/future-proofing-your-workforce-strategies-to-stay-ahead-in-a-rapidly-changing-market/) March 23, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/culture-and-retention/type/blog) [Future-Proofing Your Workforce: Strategies to Stay Ahead in a Rapidly Changing Market](https://oninstaffing.com/resources/culture-and-retention/future-proofing-your-workforce-strategies-to-stay-ahead-in-a-rapidly-changing-market/) Learn how manufacturers can future-proof their workforce with upskilling, cross-training, and strategic staffing to stay competitive in a rapidly changing industry. [Read more](https://oninstaffing.com/resources/culture-and-retention/future-proofing-your-workforce-strategies-to-stay-ahead-in-a-rapidly-changing-market/) [![Staffing in Manufacturing](https://storage.googleapis.com/onin-staffing-prod/media/images/Manufacturing_Stock_Photo.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/the-role-of-staffing-agencies-in-supporting-manufacturing-innovation/) March 19, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/culture-and-retention/type/blog) [The Role of Staffing Agencies in Supporting Manufacturing Innovation](https://oninstaffing.com/resources/culture-and-retention/the-role-of-staffing-agencies-in-supporting-manufacturing-innovation/) Learn how strategic manufacturing staffing drives innovation by providing skilled talent, flexible workforce solutions, and support for emerging technologies. [Read more](https://oninstaffing.com/resources/culture-and-retention/the-role-of-staffing-agencies-in-supporting-manufacturing-innovation/) [View all](https://oninstaffing.com/resources/culture-and-retention/) ## Effective Retention Strategies # How the Ōnin Playbook Improves Retention Rates Oct. 14, 2024 \| [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Guide](https://oninstaffing.com/resources/type/guide) ![Guide](https://storage.googleapis.com/onin-staffing-prod/media/images/Resource_Image_1.format-jpeg.width-1200.jpg) ## Unlock Proven Strategies for Workforce Retention Employee retention is more than a goal—it’s the foundation of a sustainable and successful business. The Ōnin Group understands the complexities of managing a modern workforce, and we’re here to help you close the retention gap with actionable, proven strategies from our Playbook. Download your guide now to access the key insights you need to keep your employees engaged and loyal. ## The Ōnin Playbook: A Tailored Approach to Employee Retention Retention problems are not one-size-fits-all, and neither are our solutions. The Playbook offers a customizable roadmap designed to meet the specific needs of businesses across industries. We’ve helped companies like yours address high turnover by improving onboarding, benefits, communication, and leadership training. **Inside the Playbook You’ll Find:** - **Step-by-Step Strategies:** Proven methods for keeping your employees happy and productive. - **Industry-Specific Insights:** Adaptable practices for diverse fields such as manufacturing, logistics, and food processing. - **Retention Metrics and KPIs:** Learn how to measure success and continuously improve your employee retention. - **Coaching Techniques:** Empower your managers to be strong leaders that inspire trust and loyalty. ## Why Employee Retention Matters More Than Ever High turnover affects everything—from team morale to operational efficiency, costing companies more than just dollars. In today’s competitive market, creating a workplace where employees want to stay is essential. This guide will help you do just that, by aligning your workforce management with retention best practices that drive real results. ### Tailored Solutions for Your Industry The Playbook adapts to different industry demands. Whether you operate in manufacturing, logistics, or other light industrial sectors, the Playbook provides tools that fit the specific challenges you face. - **Manufacturing:** Reduce turnover by streamlining onboarding and ensuring clear communication from day one. - **Logistics:** Keep your team engaged and motivated with flexible scheduling and clear career paths. - **Food Processing:** Ensure stability through ongoing support, real-time feedback, and scalable benefits. ### What Our Clients Say “By following the Playbook, we were able to reduce our turnover rate by 30% in just one quarter. It provided us with the structured approach we needed to boost engagement and long-term satisfaction.” — _HR Director, Manufacturing Company_ ## Schedule Your Free Consultation with an Ōnin Expert Retention starts with understanding the unique needs of your workforce. Fill out the form below to request your free guide and schedule a consultation with one of our experts. We’ll help you implement these strategies and tailor them to your specific business goals. Responsive Recruiting Strategy Consultation with an Ōnin Expert Powered by Typeform ## What’s Next? Once you’ve submitted the form, you’ll receive your detailed Playbook guide via email. Additionally, an Ōnin expert will reach out to schedule your personalized consultation. We’re excited to help you transform your retention strategy and keep your team thriving. Latest in ## Culture and Retention [![Leading Through Change](https://storage.googleapis.com/onin-staffing-prod/media/images/Stock_Photo_1459733802.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/leading-through-change-how-to-support-teams-during-organizational-shifts/) March 30, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/culture-and-retention/type/blog) [Leading Through Change: How to Support Teams During Organizational Shifts](https://oninstaffing.com/resources/culture-and-retention/leading-through-change-how-to-support-teams-during-organizational-shifts/) Learn how manufacturing leaders can guide teams through organizational change, reduce employee stress, and maintain engagement during process, technology, and structural shifts. [Read more](https://oninstaffing.com/resources/culture-and-retention/leading-through-change-how-to-support-teams-during-organizational-shifts/) [![Future-Proofing Your Workforce](https://storage.googleapis.com/onin-staffing-prod/media/images/Factory_Worker_with_Robot.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/future-proofing-your-workforce-strategies-to-stay-ahead-in-a-rapidly-changing-market/) March 23, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/culture-and-retention/type/blog) [Future-Proofing Your Workforce: Strategies to Stay Ahead in a Rapidly Changing Market](https://oninstaffing.com/resources/culture-and-retention/future-proofing-your-workforce-strategies-to-stay-ahead-in-a-rapidly-changing-market/) Learn how manufacturers can future-proof their workforce with upskilling, cross-training, and strategic staffing to stay competitive in a rapidly changing industry. [Read more](https://oninstaffing.com/resources/culture-and-retention/future-proofing-your-workforce-strategies-to-stay-ahead-in-a-rapidly-changing-market/) [![Staffing in Manufacturing](https://storage.googleapis.com/onin-staffing-prod/media/images/Manufacturing_Stock_Photo.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/the-role-of-staffing-agencies-in-supporting-manufacturing-innovation/) March 19, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/culture-and-retention/type/blog) [The Role of Staffing Agencies in Supporting Manufacturing Innovation](https://oninstaffing.com/resources/culture-and-retention/the-role-of-staffing-agencies-in-supporting-manufacturing-innovation/) Learn how strategic manufacturing staffing drives innovation by providing skilled talent, flexible workforce solutions, and support for emerging technologies. [Read more](https://oninstaffing.com/resources/culture-and-retention/the-role-of-staffing-agencies-in-supporting-manufacturing-innovation/) [View all](https://oninstaffing.com/resources/culture-and-retention/) ## Culture and Morale Assessment # Culture and Morale: Where Does Your Organization Stand? Oct. 14, 2024 \| [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Quiz](https://oninstaffing.com/resources/type/quiz) ![Blog](https://storage.googleapis.com/onin-staffing-prod/media/images/Resource_Image_5.format-jpeg.width-1200.jpg) ## Prefer a printable version? Download the PDF for an easy-to-use, scorable format to see where your organization stands in culture and morale! [Download the PDF version](https://oninstaffing.com/documents/28/Self-Assessment-Quiz.pdf) Self-Assessment Quiz Discover the key to unlocking a more motivated and engaged team with our online quiz. This fast and insightful assessment will help you measure employee morale — including your contingent or “temp” team — and evaluate cultural fit within your organization. NOTE: Keep track of your answers and see how your scores add up in the explainer page with the link at the bottom of the page. With immediate feedback, you’ll pinpoint strengths and uncover areas that need improvement. ## Section I: Team Morale **How would you describe the overall energy and atmosphere of your team during work hours?** - A) Consistently positive, with a strong sense of teamwork. - B) Generally positive, but with occasional lapses. - C) Mixed, with some team members engaged and others indifferent. - D) Negative, disengaged, and disjointed. **How would you rate the quality of work produced by your team, and how do you believe employee morale impacts this quality?** - A) Consistently high quality with attention to detail, driven by strong morale and a positive work environment. - B) Generally good, with occasional errors. - C) Mixed, requiring frequent reworks and corrections. - D) Poor quality, needing constant oversight, often resulting from low morale, low engagement, and a lack of motivation. **How often do you observe positive interactions and collaboration among your team members, including your “temp” team?** - A) They regularly check in and actively provide the necessary support to maintain morale and well-being. - B) Check-ins are regular and effective but infrequent. - C) Check-ins are irregular and often superficial, providing only minimal support when they occur. - D) Check-ins and support are inconsistent and largely overlooked, leaving morale and well-being unattended. **How does the staffing company monitor and support the morale and well-being of temporary workers within your organization?** - A) Yes, and they’re widely used. - B) Yes, but utilization is low. - C) No, but we’re considering it. - D) No, and it’s not currently offered. - E) I don’t know. ## Section II: Leadership Effectiveness **How would you describe the general management style of the supervisors who manage your teams?** - A) Supportive and empowering coaches. - B) Generally supportive, but occasionally inconsistent in providing guidance. - C) Top-down management style, with little room for input from the team. - D) Authoritative and directive, often creating an environment where workers feel intimidated and hesitant to voice concerns. **How does the staffing company handle turnover among temporary workers?** - A) They proactively determine and address the reasons behind turnover. - B) They are careful in determining the issues behind turnover but could be faster at addressing issues in real time. - C) They actively address turnover, but their efforts aren’t informed by data or a clear understanding of the root causes. - D) They do not respond or change their program for continuous improvement. **How responsive is the staffing company when temporary workers face challenges or conflicts within your organization?** - A) Very responsive, addressing issues quickly and effectively. - B) Reasonably responsive, but with delays in action. - C) Rarely responsive, with minimal intervention. - D) Not responsive, leaving issues unresolved. **How does the staffing company take proactive steps to resolve issues and ensure that temporary workers feel supported in overcoming obstacles?** - A) Yes, they are proactive and solutions-oriented. - B) Occasionally, but they usually wait for issues to be raised. - C) Rarely, with minimal proactive measures. - D) No, they are not proactive in resolving issues. **How regularly does the staffing company gather and act on feedback from Teammates about their onboarding experience?** - A) Feedback is gathered at regular intervals and used to make strategic, actionable changes for continuous improvement. - B) Feedback is gathered occasionally, but it’s not always systematically applied to improve the program. - C) Feedback is gathered infrequently, and even when collected, it is seldom analyzed or utilized to make meaningful improvements. - D) Rarely, and Teammates’ feedback is not utilized effectively. ## Section III: Cultural Fit **Do your “temp” team members learn about company culture and values during their onboarding process?** - A) Yes, the onboarding process thoroughly covers company culture and values, ensuring new team members are well-integrated. - B) Mostly, though, the emphasis on company culture and values could be stronger. - C) No, the onboarding process barely touches on company culture and values, leaving new team members unclear on expectations. - D) No, because the staffing company doesn’t have a formal onboarding program. **Does the staffing company encourage temporary workers to become involved in their broader company culture?** - A) Yes, they actively promote a team culture. - B) Some opportunities for team support and involvement are provided. - C) There’s limited encouragement for temporary workers to engage. - D) No, involvement in the company culture is not promoted. **How effectively does your staffing partner address soft skill gaps among your temporary team members?** - A) Very effectively – The staffing partner has a well-developed program with structured content, and they are fully equipped to coach workers, resulting in a noticeable improvement in soft skills. - B) Effectively – The staffing partner provides adequate support and coaching. - C) The staffing partner offers guidance, but it’s unstructured and inconsistent, leaving many workers without the necessary skills to succeed. - D) Ineffectively – The staffing partner does not provide any structured coaching. **How would you describe the overall turnover rate within your team, and how do you believe company culture influences this rate?** - A) Low, with team members feeling valued and connected to the positive company culture. - B) Moderate, with some turnover that reflects occasional dips in morale. - C) High, indicating challenges with maintaining consistent morale. - D) Very high, often due to poor morale and a lack of cultural alignment, leading to frequent departures. ## Section IV: Engagement & Support **How often do you facilitate opportunities for workers to connect with each other and their leader as a team?** - A) Regularly, with planned activities or discussions. - B) Occasionally, but not consistently. - C) Rarely, only during formal meetings. - D) Almost never; personal connections are not emphasized. **How regularly does the staffing company check in with temporary workers to address any concerns or challenges they may face?** - A) They have consistent, scheduled follow-ups. - B) They check in fairly regularly, though the timing can be somewhat inconsistent. - C) They check in sporadically, with no set schedule, leading to irregular support. - D) Check-ins are rare and inconsistent, leaving many concerns and challenges unaddressed. **Do your employees, including contingent workers, have access to mental health resources?** - A) The resources are both affordable and easily accessible, greatly enhancing morale and fostering a supportive company culture. - B) The resources are somewhat affordable, though the cost may limit overall effectiveness and inclusivity. - C) The resources are available but highly unaffordable, making them inaccessible to most employees. - D) Mental healthcare benefits are not provided at all. **Does the staffing company take proactive steps to resolve issues and ensure that temporary workers feel supported in overcoming obstacles?** - A) Yes, they are proactive and solutions-oriented. - B) Occasionally, but they usually wait for issues to be raised. - C) Rarely, with minimal proactive measures. - D) No, they are not proactive in resolving issues. **How regularly does the staffing company gather and act on feedback from Teammates about their onboarding experience?** - A) Feedback is gathered at regular intervals and used to make strategic, actionable changes for continuous improvement. - B) Feedback is gathered occasionally, but it’s not always systematically applied to improve the program. - C) Feedback is gathered infrequently, and even when collected, it is seldom analyzed or utilized to make meaningful improvements. - D) Rarely, and Teammates’ feedback is not utilized effectively. ## Discover Your Results Don’t miss out—get the full picture here. [Discover your results](https://oninstaffing.com/resources/culture-and-retention/unlocking-workforce-potential-insights-from-your-morale-culture-quiz/) Latest in ## Culture and Retention [![Leading Through Change](https://storage.googleapis.com/onin-staffing-prod/media/images/Stock_Photo_1459733802.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/leading-through-change-how-to-support-teams-during-organizational-shifts/) March 30, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/culture-and-retention/type/blog) [Leading Through Change: How to Support Teams During Organizational Shifts](https://oninstaffing.com/resources/culture-and-retention/leading-through-change-how-to-support-teams-during-organizational-shifts/) Learn how manufacturing leaders can guide teams through organizational change, reduce employee stress, and maintain engagement during process, technology, and structural shifts. [Read more](https://oninstaffing.com/resources/culture-and-retention/leading-through-change-how-to-support-teams-during-organizational-shifts/) [![Future-Proofing Your Workforce](https://storage.googleapis.com/onin-staffing-prod/media/images/Factory_Worker_with_Robot.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/future-proofing-your-workforce-strategies-to-stay-ahead-in-a-rapidly-changing-market/) March 23, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/culture-and-retention/type/blog) [Future-Proofing Your Workforce: Strategies to Stay Ahead in a Rapidly Changing Market](https://oninstaffing.com/resources/culture-and-retention/future-proofing-your-workforce-strategies-to-stay-ahead-in-a-rapidly-changing-market/) Learn how manufacturers can future-proof their workforce with upskilling, cross-training, and strategic staffing to stay competitive in a rapidly changing industry. [Read more](https://oninstaffing.com/resources/culture-and-retention/future-proofing-your-workforce-strategies-to-stay-ahead-in-a-rapidly-changing-market/) [![Staffing in Manufacturing](https://storage.googleapis.com/onin-staffing-prod/media/images/Manufacturing_Stock_Photo.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/the-role-of-staffing-agencies-in-supporting-manufacturing-innovation/) March 19, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/culture-and-retention/type/blog) [The Role of Staffing Agencies in Supporting Manufacturing Innovation](https://oninstaffing.com/resources/culture-and-retention/the-role-of-staffing-agencies-in-supporting-manufacturing-innovation/) Learn how strategic manufacturing staffing drives innovation by providing skilled talent, flexible workforce solutions, and support for emerging technologies. [Read more](https://oninstaffing.com/resources/culture-and-retention/the-role-of-staffing-agencies-in-supporting-manufacturing-innovation/) [View all](https://oninstaffing.com/resources/culture-and-retention/) ## Workforce Potential Insights # Unlocking Workforce Potential: Insights from Your Morale & Culture Quiz Oct. 14, 2024 \| [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Quiz](https://oninstaffing.com/resources/type/quiz) ![Blog](https://storage.googleapis.com/onin-staffing-prod/media/images/Resource_Image_5.format-jpeg.width-1200.jpg) Congratulations on completing the Morale and Culture Self-Assessment Quiz! You’ve taken the first step toward unlocking a more motivated, engaged workforce. But what do your results tell you, and how can you act on them? Your quiz was divided into key topics. In this report, for each section, we’ve provided tailored tips and insights to help you take meaningful action. This report not only offers a clear view of where your organization stands but also delivers practical guidance on improving morale, cultural alignment, and leadership effectiveness—ultimately boosting productivity and retention. ## Section I: Team Morale Team morale is the backbone of any successful organization. When employees feel engaged, supported, and valued, productivity and collaboration thrive. The questions in the _Morale and Culture Self-Assessment Quiz_ were designed to help you gauge how your team is feeling and to identify areas for improvement. Whether your results indicate high morale or show signs of disengagement, understanding the current state of your team’s morale is the first step toward creating a positive and productive work environment. ### What Your Responses Say About Team’s Current Effectiveness - **Mostly A (High Morale):** Your team demonstrates strong morale, with high levels of collaboration and consistent quality of work. Continue with current engagement practices and focus on sustaining these strengths through regular team-building activities and morale-boosting initiatives. - **Mostly B (Moderate Morale):** While your team generally exhibits good morale, there are occasional dips that may affect quality and engagement. Introduce more consistent recognition programs and open feedback channels to prevent morale from declining. - **Mostly C (Mixed Morale):** Your team’s morale is fragmented, with some members engaged and others disengaged. Implement strategies that focus on inclusivity, such as recognition for individual and team achievements, and improve communication to foster a sense of belonging. - **Mostly D (Low Morale):** Your team is struggling with low morale, resulting in poor work quality and high turnover. Immediate interventions are needed. Focus on re-energizing your workforce through leadership training, employee feedback sessions, and creating a more supportive work environment. ### Best Practices for Improving Team Morale To cultivate a workplace where both permanent and temporary employees feel engaged, motivated, and supported, it’s essential to focus on the following areas. Based on your quiz results, here’s how to take action: #### If you scored mostly A’s and B’s: Your team has strong morale, but you can take steps to reinforce and enhance engagement even further. - **Deepen Collaboration:** While your team is already functioning well, consider introducing new, creative team-building activities that challenge employees to work together in fresh ways. - **Refine Communication:** You’ve established good feedback channels, but ensure they remain dynamic. Periodically review and adjust communication methods to stay responsive to team needs. #### If your score included C’s and D’s: Your results suggest that morale may be lagging, and addressing these challenges is crucial to re-energizing your team. - **Rebuild Collaboration:** Begin by reintroducing or strengthening team-building activities, focusing on exercises that build trust and communication among employees. - **Establish Recognition Programs:** If recognition efforts are minimal or inconsistent, start recognizing even small wins to show employees that their contributions matter. - **Create Clear Feedback Channels:** If communication is lacking, set up regular, structured feedback sessions where employees feel safe sharing concerns and suggestions. #### Next Steps: Now that you’ve assessed your team’s morale, take steps to either reinforce the positive aspects or address areas of concern. If your team struggles with morale, consider scheduling structured feedback sessions to better understand the root causes of disengagement. ## Section II: Leadership Effectiveness Leadership effectiveness is a crucial factor in determining the overall success and morale of any team. Strong, supportive leadership fosters a collaborative, empowered work environment where employees feel valued and motivated. Conversely, inconsistent or authoritative leadership can stifle innovation, create communication barriers, and ultimately lead to disengagement. The Leadership Effectiveness section of the quiz helps you evaluate the current leadership dynamics within your organization and identify areas for improvement. ### What Your Responses Say About Team’s Current Effectiveness - **Mostly A (Supportive Leadership):** Leadership within your organization is strong, supportive, and empowering. Focus on continuing leadership development programs to ensure supervisors remain engaged and maintain the collaborative, open-door management style that your team benefits from. - **Mostly B (Inconsistent Leadership):** Leadership is generally supportive but shows occasional inconsistencies. More frequent leadership training and coaching can help address these gaps and ensure that support is evenly distributed across teams. - **Mostly C (Top-Down Leadership):** Your organization tends to favor a hierarchical, top-down leadership style, which might alienate team members and lead to disengagement. Consider leadership transformation initiatives that focus on collaboration, coaching, and empowering team members to take initiative. - **Mostly D (Authoritative Leadership):** Your leaders may create an intimidating environment that stifles open communication and innovation. A complete overhaul of leadership strategies is recommended, with a focus on empathy, coaching, and empowering workers to voice concerns. ### Best Practices for Improving Leadership Effectiveness To create a more empowered and supportive leadership culture, focus on practices that drive growth and engagement within your team. Based on your quiz results, here’s how to take action: #### If you scored mostly A’s and B’s: Your organization shows strong leadership practices, but there’s room for refinement to take your leadership effectiveness to the next level. - **Enhance Feedback Channels:** Strengthen already-existing feedback loops by introducing more peer-to-peer or anonymous feedback options, ensuring communication remains open and balanced. - **Fine-Tune Leadership Styles:** Help leaders personalize their management approach even more by providing tailored coaching that focuses on each leader’s unique strengths and growth areas. - **Expand Leadership Development:** Offer advanced leadership training, such as conflict resolution or strategic thinking workshops, to help supervisors build on their existing skills and remain adaptive. #### If your score included C’s and D’s: Your results suggest that leadership practices may be inconsistent, which could be affecting employee engagement and performance. It’s crucial to address these gaps immediately to improve overall leadership effectiveness. - **Adapt Leadership Styles:** Leaders may need help in adapting their approach to suit individual team members. Offer training on emotional intelligence and flexible leadership methods to better meet the diverse needs of the team. - **Establish Clear Feedback Channels:** If feedback is limited or one-sided, create structured opportunities for employees to provide input and receive constructive feedback from leaders. Regular one-on-ones or anonymous surveys can help open the lines of communication. - **Start Recognizing Achievements:** If accomplishments aren’t being acknowledged regularly, implement a recognition program that highlights both individual and team successes, boosting morale and reinforcing positive behaviors. ## Section III: Cultural Fit Cultural fit plays a pivotal role in how well your workforce, including contingent workers, performs and stays engaged. When employees—whether permanent or temporary—align with your company’s values and feel connected to its culture, they are more likely to contribute positively, stay motivated, and be productive. The Cultural Fit section of the quiz helps assess how effectively your organization integrates new hires, particularly temporary workers, into your workplace culture. Based on your responses, your results offer a glimpse into how well your organization is doing in fostering cultural alignment. ### What Your Responses Say About Team’s Current Effectiveness - **Mostly A (Strong Cultural Integration):** Your staffing partner and organization do a great job ensuring that contingent workers understand and integrate into your company culture. Keep reinforcing this by including cultural fit assessments during hiring and expanding cultural initiatives to ensure long-term alignment. - **Mostly B (Moderate Cultural Integration):** Cultural integration is fairly strong but could use more consistent effort. Strengthen the onboarding process with additional resources that focus on culture and values. Regular follow-ups will ensure that temporary workers continue to feel connected. - **Mostly C (Weak Cultural Integration):** Your onboarding and cultural integration efforts for contingent workers are inconsistent. Revamping the onboarding process to emphasize company values, and ensuring managers make active efforts to involve temp workers in company activities, will improve cultural alignment. - **Mostly D (Lack of Cultural Integration):** There is a significant gap in onboarding and integrating temporary workers into your company’s culture. You should focus on building a more robust onboarding process that not only introduces but also actively reinforces your company’s cultural values throughout the worker’s tenure. ### Best Practices for Improving Cultural Fit Building a strong cultural fit across your organization is essential for maintaining a cohesive, motivated team. The quiz results can help identify areas where cultural alignment can be strengthened. ### If you scored mostly A’s and B’s: Your organization demonstrates a strong cultural fit, but you can take steps to maintain and further strengthen alignment: - **Reinforce Core Values:** Continue to emphasize company values in day-to-day activities and decision-making. Regularly communicate how these values shape your team’s goals and performance. - **Foster Ongoing Engagement:** Encourage continuous engagement with company culture through team activities, value-based discussions, and events that reinforce your organization’s values. - **Encourage Cultural Leadership**: Empower leaders to actively promote cultural alignment by modeling behaviors that reflect the company’s core values. ### If your score included C’s and D’s: Your results suggest there may be significant gaps in cultural alignment that need addressing: - **Clarify and Communicate Core Values:** Ensure that employees clearly understand the organization’s values. Hold workshops or meetings to discuss how these values impact their work and the company’s goals. - **Improve Onboarding for Cultural Fit:** Revamp your onboarding process to prioritize cultural alignment, ensuring new hires understand and embrace the company’s values early on. - **Address Cultural Disconnects:** Create open forums where employees can share concerns or misalignments with company culture, and actively work to address these issues. - **Provide Cultural Training:** Offer training programs that focus on understanding and embodying the company’s core values. This can help employees at all levels strengthen their alignment with the organization’s culture. - **Promote Leadership for Cultural Alignment:** Train leaders to be cultural champions who can effectively communicate and reinforce the company’s values across their teams. ## Section IV: Engagement & Support Engagement and support are key drivers of employee satisfaction and retention, especially for temporary workers. When contingent employees feel valued and well-supported, they are more likely to stay motivated, resolve conflicts effectively, and contribute to the overall success of the organization. The Engagement & Support section of the quiz helps you evaluate how well your staffing partner is meeting the needs of temporary workers in terms of communication, development, and overall well-being. Your quiz results reveal the level of engagement and support your team experiences, ranging from strong to lacking. ### What Your Responses Say About Team’s Current Effectiveness - **Mostly A (Strong Engagement & Support):** Your staffing partner consistently provides high-quality support and engagement for your temporary workers, including addressing soft skills, conflict resolution, and overall well-being. Continue these practices and explore further ways to improve, such as more frequent well-being check-ins or additional development programs. - **Mostly B (Moderate Engagement & Support):** While engagement and support are generally strong, they may lack consistency. Improving regularity in feedback collection, conflict resolution, and engagement activities will enhance support for contingent workers, ensuring they feel valued and motivated. - **Mostly C (Inconsistent Engagement & Support):** Your staffing partner’s efforts in supporting temporary workers are sporadic and unstructured. Increasing the frequency and consistency of check-ins, feedback sessions, and soft skill training will help improve engagement, support, and worker morale. - **Mostly D (Poor Engagement & Support):** There is a significant lack of engagement and support for temporary workers, leading to low morale and high turnover. A complete restructuring of engagement processes, including regular check-ins, feedback loops, soft skills coaching, and access to well-being resources, is necessary to rebuild a more supportive work environment. ### Next Steps for Engagement and Support Creating a culture of strong employee engagement and support is key to driving motivation, reducing turnover, and improving overall productivity. Based on your quiz results, here’s how to take action: #### If you scored mostly A’s and B’s Your team shows solid engagement, but there’s always room for improvement. Focus on reinforcing what’s working well and fine-tuning areas where support might be inconsistent. - **Maintain Consistent Communication:** Keep open channels where employees can share feedback and stay informed. - **Recognize and Celebrate Wins:** Continue acknowledging accomplishments and milestones to keep morale high. - **Deepen Personal Support: Consider** how you can further personalize your support to meet individual needs and professional growth. #### If your score included C’s and D’s Your results indicate challenges with engagement and support, which could be affecting employee morale and performance. It’s crucial to take immediate steps to re-engage your team. - **Establish Clear Communication:** Set up regular touchpoints to check in with employees, ensuring they feel heard and valued. - **Create a Feedback Culture:** Encourage two-way feedback so employees feel comfortable sharing concerns and suggestions. - **Provide Tailored Development:** Offer opportunities for both personal and professional growth to motivate employees and re-establish connection. ## Ready to Transform Your Workforce? Your results highlight important areas for growth within your team. Addressing these issues now will not only boost morale and productivity but also improve retention and reduce costs related to turnover. At Ōnin Staffing, we specialize in tailored workforce solutions that drive real results. Whether you need help with leadership training, cultural integration, or improving worker engagement, we are here to support your team’s success. **Next Step:** Let’s discuss how Ōnin Staffing can help you implement these insights. Request a free consultation today to explore how our programs, like **Nurture the New Hire** and **Cultural Integration**, can transform your workforce and set you on the path to long-term success. Latest in ## Culture and Retention [![Leading Through Change](https://storage.googleapis.com/onin-staffing-prod/media/images/Stock_Photo_1459733802.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/leading-through-change-how-to-support-teams-during-organizational-shifts/) March 30, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/culture-and-retention/type/blog) [Leading Through Change: How to Support Teams During Organizational Shifts](https://oninstaffing.com/resources/culture-and-retention/leading-through-change-how-to-support-teams-during-organizational-shifts/) Learn how manufacturing leaders can guide teams through organizational change, reduce employee stress, and maintain engagement during process, technology, and structural shifts. [Read more](https://oninstaffing.com/resources/culture-and-retention/leading-through-change-how-to-support-teams-during-organizational-shifts/) [![Future-Proofing Your Workforce](https://storage.googleapis.com/onin-staffing-prod/media/images/Factory_Worker_with_Robot.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/future-proofing-your-workforce-strategies-to-stay-ahead-in-a-rapidly-changing-market/) March 23, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/culture-and-retention/type/blog) [Future-Proofing Your Workforce: Strategies to Stay Ahead in a Rapidly Changing Market](https://oninstaffing.com/resources/culture-and-retention/future-proofing-your-workforce-strategies-to-stay-ahead-in-a-rapidly-changing-market/) Learn how manufacturers can future-proof their workforce with upskilling, cross-training, and strategic staffing to stay competitive in a rapidly changing industry. [Read more](https://oninstaffing.com/resources/culture-and-retention/future-proofing-your-workforce-strategies-to-stay-ahead-in-a-rapidly-changing-market/) [![Staffing in Manufacturing](https://storage.googleapis.com/onin-staffing-prod/media/images/Manufacturing_Stock_Photo.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/the-role-of-staffing-agencies-in-supporting-manufacturing-innovation/) March 19, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/culture-and-retention/type/blog) [The Role of Staffing Agencies in Supporting Manufacturing Innovation](https://oninstaffing.com/resources/culture-and-retention/the-role-of-staffing-agencies-in-supporting-manufacturing-innovation/) Learn how strategic manufacturing staffing drives innovation by providing skilled talent, flexible workforce solutions, and support for emerging technologies. [Read more](https://oninstaffing.com/resources/culture-and-retention/the-role-of-staffing-agencies-in-supporting-manufacturing-innovation/) [View all](https://oninstaffing.com/resources/culture-and-retention/) ## Employee Rotation Benefits # Why Rotating Employees Through your Company is a Win-Win Jan. 5, 2026 \| [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/type/blog) ![Employee Rotation and Workforce Development Strategy](https://storage.googleapis.com/onin-staffing-prod/media/images/AdobeStock_1851529338.format-jpeg.width-1200.jpg) The days of employees spending decades at a company (and receiving a gold watch in gratitude) are long gone. Workers today are constantly on the move, a fact of life that will only accelerate as job growth picks up. But turnover poses particular challenges for companies looking to retain their best and brightest employees. In response, innovative companies are embracing a promising new retention strategy: employee rotation. Instead of locking workers into a single job category with a specific career trajectory, companies are moving workers through a variety of positions within departments or teams. Job rotation is seen as a way to motivate key employees, broaden their skill sets, and, most importantly, retain them. It also gives employers the comfort of knowing there’s someone who can quickly fill an ailing or departing coworker’s shoes. “I can’t think of a single industry that wouldn’t benefit from job rotation,” says Susan Heathfield, a human resources consultant who’s been in the business for 30 years. “It helps employees spread their wings and extend their boundaries.” Moreover, it helps employers engage and motivate their staff. **The Payoff for You and Your Staff** So, where to start? First, recognize that employee rotation programs should be implemented with careful consideration. Every company should establish clear guidelines with each internal team so that employees know what the rotation will entail and so that managers have a set of best practices. Otherwise, the rotation will fall apart as employees wander from job to job without clear guidance or oversight. “Have a purpose, have a plan, and have a way to measure if the rotation is successful,” Heathfield said. “The programs can often be costly in terms of time spent training workers for their new jobs, but the benefits can far outweigh the expense.” Take, for instance, human resources. In a large company, an employee who typically handles employee health insurance can be shifted into a position that handles job referrals. “So many employees come to Human Resources for a multitude of reasons, and it makes more sense if their questions can all be answered by their first point of contact,” explained Heathfield. “I want everyone in HR cross-trained so that \[they\] can serve employees immediately.” The same logic applies to sales teams. Since sales hinge on relationships, it’s crucial for everyone on the team to be familiar with one another’s clients. “Normally, people have dedicated customers, but having someone else available if the primary point of contact is out to serve your customers is key,” Heathfield said. Sales folks are always reticent to share their clients, but they will if they are given the right incentives. **A Motivated Worker is a Happy Worker** It happens…a lot. You have a valued employee whose skills have grown beyond her current duties, yet a promotion isn’t an option. “In any organization — flat or hierarchical — the opportunities to move up the ladder get smaller the higher up you go,” notes Heathfield. Likewise, the employee may not want a promotion to the next rung. She may rather remain an individual contributor than move into management. For these folks, job rotation can be a key retention strategy to keep them within your company. Whether an employee wants to be promoted or not, job rotation improves their skills and gives them a broader understanding of the inner workings of a company. Sometimes, a valued employee’s career path isn’t the right one for her. But that doesn’t mean she needs to pack up and leave. Quite the opposite. Too often, we follow the old adage, “If it ain’t broke, don’t fix it,” and are happy to have employees do what they’ve shown they can do best. But a lot of workers might be happier facing different challenges and learning new skills. The [Society of Human Resources Management](https://www.shrm.org/) reports that self-growth and career development are among the top five most important considerations for workers. “If employees don’t feel like they’re growing, they’ll head for the exits,” warns Heathfield. So if you’ve got a great employee who has expressed interest in trying out new roles within your company, work with her to create a job rotation plan or test phase. It could be the difference between losing a stellar employee and helping them find a new passion that, in the end, bolsters your bottom line. #### **Author: Charles Coy** Latest in ## Culture and Retention [![Leading Through Change](https://storage.googleapis.com/onin-staffing-prod/media/images/Stock_Photo_1459733802.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/leading-through-change-how-to-support-teams-during-organizational-shifts/) March 30, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/culture-and-retention/type/blog) [Leading Through Change: How to Support Teams During Organizational Shifts](https://oninstaffing.com/resources/culture-and-retention/leading-through-change-how-to-support-teams-during-organizational-shifts/) Learn how manufacturing leaders can guide teams through organizational change, reduce employee stress, and maintain engagement during process, technology, and structural shifts. [Read more](https://oninstaffing.com/resources/culture-and-retention/leading-through-change-how-to-support-teams-during-organizational-shifts/) [![Future-Proofing Your Workforce](https://storage.googleapis.com/onin-staffing-prod/media/images/Factory_Worker_with_Robot.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/future-proofing-your-workforce-strategies-to-stay-ahead-in-a-rapidly-changing-market/) March 23, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/culture-and-retention/type/blog) [Future-Proofing Your Workforce: Strategies to Stay Ahead in a Rapidly Changing Market](https://oninstaffing.com/resources/culture-and-retention/future-proofing-your-workforce-strategies-to-stay-ahead-in-a-rapidly-changing-market/) Learn how manufacturers can future-proof their workforce with upskilling, cross-training, and strategic staffing to stay competitive in a rapidly changing industry. [Read more](https://oninstaffing.com/resources/culture-and-retention/future-proofing-your-workforce-strategies-to-stay-ahead-in-a-rapidly-changing-market/) [![Staffing in Manufacturing](https://storage.googleapis.com/onin-staffing-prod/media/images/Manufacturing_Stock_Photo.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/the-role-of-staffing-agencies-in-supporting-manufacturing-innovation/) March 19, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/culture-and-retention/type/blog) [The Role of Staffing Agencies in Supporting Manufacturing Innovation](https://oninstaffing.com/resources/culture-and-retention/the-role-of-staffing-agencies-in-supporting-manufacturing-innovation/) Learn how strategic manufacturing staffing drives innovation by providing skilled talent, flexible workforce solutions, and support for emerging technologies. [Read more](https://oninstaffing.com/resources/culture-and-retention/the-role-of-staffing-agencies-in-supporting-manufacturing-innovation/) [View all](https://oninstaffing.com/resources/culture-and-retention/) ## Innovation and Strategy # The Best Strategy to Achieve True Innovation April 4, 2025 \| [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/type/blog) ![Best Innovation Strategy](https://storage.googleapis.com/onin-staffing-prod/media/images/Stock_Image_536584771.format-jpeg.width-1200.jpg) In your organization, does innovation mean improving what already works — or stepping into unfamiliar territory where mistakes are inevitable? Or both? If leaders simply tell employees to “innovate,” even highly capable teams may focus their efforts in the wrong direction. Consider the difference between two innovation paths in the automotive industry: enhancing safety and design for human drivers (exploiting the present) versus developing vehicles that don’t require drivers at all (exploring the new). Exploitation delivers immediate, predictable returns. But it can trap an organization in refining what may eventually become obsolete. Exploration, on the other hand, offers disruptive potential — along with uncertainty, risk, and short-term losses. HR leaders have a critical role in helping organizations move beyond vague calls for innovation. The goal isn’t just to “be innovative,” but to define what kind of innovation supports strategy — and what behaviors are required to achieve it. ## The Ambidextrous Organization Research published in _Harvard Business Review_ introduced the concept of the “ [ambidextrous relationship](https://hbr.org/)” — one capable of exploring new opportunities while simultaneously exploiting existing strengths. This balancing act is difficult. Evidence suggests that organizations perform best when exploratory and exploitative efforts are intentionally structured and carefully balanced. One practical approach is structural separation: dedicate certain teams to exploratory innovation while others focus on optimizing current capabilities — with strong alignment and communication at the senior leadership level. For HR leaders, this insight extends beyond organizational design. It affects how roles are defined and how purpose is communicated. Employees should clearly understand whether their primary responsibility is to refine and improve existing systems or to experiment and discover new ones. Leadership must then bridge those efforts to maintain coherence and shared direction. ## Lessons from Biology The [Santa Fe Institute](https://www.santafe.edu/) has drawn parallels between innovation and evolutionary biology, noting how complex systems evolve over time. In evolutionary theory, progress toward the highest peak often requires moving through valleys — short-term setbacks that ultimately enable long-term gains. Applied to organizations, this means that purely optimizing current best practices only works when the existing path leads to the highest payoff. But when breakthrough innovation requires experimentation, detours, and temporary declines in performance, a balance of exploration and exploitation becomes essential. ## Why Balance Matters Research published in [Nature](https://www.nature.com/) examined how groups navigate the tension between exploration and exploitation. The findings suggest that overemphasizing either approach reduces overall performance. Focusing too heavily on exploration can create fragmentation and wasted effort. Overemphasizing exploitation can lead to stagnation and missed opportunity. The most productive systems intentionally balance both. For HR leaders, the takeaway is clear: innovation requires clarity and structure. Teams need to understand whether they are expected to optimize, experiment, or do both — and when. Leaders must also help employees navigate the paradox that breakthrough results may require pursuing ideas that appear less efficient in the short term. Like an evolving ecosystem, reaching the highest peak of innovation demands both disciplined execution and the courage to explore. Latest in ## Culture and Retention [![Leading Through Change](https://storage.googleapis.com/onin-staffing-prod/media/images/Stock_Photo_1459733802.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/leading-through-change-how-to-support-teams-during-organizational-shifts/) March 30, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/culture-and-retention/type/blog) [Leading Through Change: How to Support Teams During Organizational Shifts](https://oninstaffing.com/resources/culture-and-retention/leading-through-change-how-to-support-teams-during-organizational-shifts/) Learn how manufacturing leaders can guide teams through organizational change, reduce employee stress, and maintain engagement during process, technology, and structural shifts. [Read more](https://oninstaffing.com/resources/culture-and-retention/leading-through-change-how-to-support-teams-during-organizational-shifts/) [![Future-Proofing Your Workforce](https://storage.googleapis.com/onin-staffing-prod/media/images/Factory_Worker_with_Robot.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/future-proofing-your-workforce-strategies-to-stay-ahead-in-a-rapidly-changing-market/) March 23, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/culture-and-retention/type/blog) [Future-Proofing Your Workforce: Strategies to Stay Ahead in a Rapidly Changing Market](https://oninstaffing.com/resources/culture-and-retention/future-proofing-your-workforce-strategies-to-stay-ahead-in-a-rapidly-changing-market/) Learn how manufacturers can future-proof their workforce with upskilling, cross-training, and strategic staffing to stay competitive in a rapidly changing industry. [Read more](https://oninstaffing.com/resources/culture-and-retention/future-proofing-your-workforce-strategies-to-stay-ahead-in-a-rapidly-changing-market/) [![Staffing in Manufacturing](https://storage.googleapis.com/onin-staffing-prod/media/images/Manufacturing_Stock_Photo.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/the-role-of-staffing-agencies-in-supporting-manufacturing-innovation/) March 19, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/culture-and-retention/type/blog) [The Role of Staffing Agencies in Supporting Manufacturing Innovation](https://oninstaffing.com/resources/culture-and-retention/the-role-of-staffing-agencies-in-supporting-manufacturing-innovation/) Learn how strategic manufacturing staffing drives innovation by providing skilled talent, flexible workforce solutions, and support for emerging technologies. [Read more](https://oninstaffing.com/resources/culture-and-retention/the-role-of-staffing-agencies-in-supporting-manufacturing-innovation/) [View all](https://oninstaffing.com/resources/culture-and-retention/) ## Fostering an Ownership Culture # Help Your People Think Like Owners Oct. 11, 2025 \| [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/type/blog) ![Help Your People Think Like Owners](https://storage.googleapis.com/onin-staffing-prod/media/images/Stock_Image_129851493.format-jpeg.width-1200.jpg) Business owners often say they want employees to take more ownership of their work — to clearly see organizational needs and act to meet them. In short, they want employees to think like owners. If that’s the goal, the culture must support it. Two key factors shape an ownership culture: empowerment and accountability. As Howard Schultz once said, “People want guidance, not rhetoric. They need to know what the plan of action is and how it will be implemented. They want to be given responsibility to help solve the problem and the authority to act on it.” ## Empowerment Shifting mindsets begins with empowerment. Thinking like an owner requires the freedom to make decisions and take action without constant oversight. Employees cannot act like owners if they are micromanaged at every turn. Over time, micromanagement erodes engagement and drives people away. Employee empowerment means providing clear production goals and managerial guidelines, then allowing individuals to make day-to-day decisions within that framework. Leaders define the desired outcomes and the guardrails. After that, employees should be trusted to apply their judgment, creativity, and initiative. Given clarity and autonomy, people often exceed expectations. Consider how Zappos approaches empowerment in its call centers. Rather than placing employees on phones with minimal preparation, the company invests in extensive training to immerse them in its values and culture. By the time employees begin serving customers, they understand the company’s principles and feel connected to its mission. As a result, call-center representatives do not rely on rigid scripts. They are encouraged to respond authentically and creatively. Stories abound of representatives going to extraordinary lengths to serve customers — including purchasing items from competitors or overnighting products at no charge. These examples illustrate what empowered employees can accomplish, not only for customers but also for overall engagement and morale. ## Accountability Empowerment alone is not enough. Ownership also requires healthy accountability. Accountability matters because the work matters. Colleagues should hold one another accountable, and individuals should welcome accountability in return. Leaders value team members who embrace accountability because it signals commitment to results. It also requires setting ego aside and prioritizing team goals over personal comfort. Allowing others to ask about progress — especially when progress is slow — can be uncomfortable, but it dramatically increases the likelihood of success. Research from the American Society of Training and Development found that committing to a goal with another person increases the likelihood of completion to 65%. Adding a specific accountability appointment raises the probability to as high as 95%. In other words, when someone gives another person permission to check in on progress, goals are far more likely to be achieved. Creating a culture of healthy accountability makes those outcomes possible. ## Personality and Performance Accountability can be difficult because workplaces are filled with people — and people have feelings. To practice accountability effectively, personality must be separated from performance. Individuals should feel supported as people, even when their performance is being challenged. The process starts with setting clear goals and benchmarks. Next comes equipping and empowering people with the tools and confidence to achieve those goals. Only then should accountability conversations take place. When accountability is absent, it’s worth asking whether expectations have truly been clarified and whether adequate support has been provided. ## Kickstarting Accountability An ownership mentality can begin at any time. Building it requires intention and structure. Three practical steps help establish accountability: ### 1\. Model It Accountability starts with personal responsibility. This includes owning results, demonstrating strong work ethic, and avoiding a victim mindset that blames circumstances or others. Helpful reflection questions include: - What actions demonstrate the standard expected from the team? - Where can greater personal responsibility be taken? - Is there anything that hasn’t been fully owned yet? ### 2\. Expect It Once accountability is modeled, it can be expected from others. Team members can be invited to hold one another accountable for measurable outcomes. Leaders should set clear standards, explain why those goals matter, and involve the team in defining them. When expectations are clearly established, ignoring them becomes difficult. Questions to consider: - Has the team been given permission to hold leadership accountable? - Are expectations clearly defined and understood? ### 3\. Structure It Accountability thrives on structure. Regular meetings focused on measurable outcomes help teams track progress and identify obstacles. Reviewing scorecards, metrics, and goals in a consistent rhythm creates clarity and momentum. When employees are empowered to act and supported by a culture of healthy accountability, they begin to think and behave like owners. And that shift can transform performance across the organization. Latest in ## Culture and Retention [![Leading Through Change](https://storage.googleapis.com/onin-staffing-prod/media/images/Stock_Photo_1459733802.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/leading-through-change-how-to-support-teams-during-organizational-shifts/) March 30, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/culture-and-retention/type/blog) [Leading Through Change: How to Support Teams During Organizational Shifts](https://oninstaffing.com/resources/culture-and-retention/leading-through-change-how-to-support-teams-during-organizational-shifts/) Learn how manufacturing leaders can guide teams through organizational change, reduce employee stress, and maintain engagement during process, technology, and structural shifts. [Read more](https://oninstaffing.com/resources/culture-and-retention/leading-through-change-how-to-support-teams-during-organizational-shifts/) [![Future-Proofing Your Workforce](https://storage.googleapis.com/onin-staffing-prod/media/images/Factory_Worker_with_Robot.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/future-proofing-your-workforce-strategies-to-stay-ahead-in-a-rapidly-changing-market/) March 23, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/culture-and-retention/type/blog) [Future-Proofing Your Workforce: Strategies to Stay Ahead in a Rapidly Changing Market](https://oninstaffing.com/resources/culture-and-retention/future-proofing-your-workforce-strategies-to-stay-ahead-in-a-rapidly-changing-market/) Learn how manufacturers can future-proof their workforce with upskilling, cross-training, and strategic staffing to stay competitive in a rapidly changing industry. [Read more](https://oninstaffing.com/resources/culture-and-retention/future-proofing-your-workforce-strategies-to-stay-ahead-in-a-rapidly-changing-market/) [![Staffing in Manufacturing](https://storage.googleapis.com/onin-staffing-prod/media/images/Manufacturing_Stock_Photo.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/the-role-of-staffing-agencies-in-supporting-manufacturing-innovation/) March 19, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/culture-and-retention/type/blog) [The Role of Staffing Agencies in Supporting Manufacturing Innovation](https://oninstaffing.com/resources/culture-and-retention/the-role-of-staffing-agencies-in-supporting-manufacturing-innovation/) Learn how strategic manufacturing staffing drives innovation by providing skilled talent, flexible workforce solutions, and support for emerging technologies. [Read more](https://oninstaffing.com/resources/culture-and-retention/the-role-of-staffing-agencies-in-supporting-manufacturing-innovation/) [View all](https://oninstaffing.com/resources/culture-and-retention/) ## Workplace Rituals Magic # Using Workday Rituals to Create Workplace Magic Oct. 15, 2025 \| [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/type/blog) ![Workday Rituals](https://storage.googleapis.com/onin-staffing-prod/media/images/Stock_Image_1682075652.format-jpeg.width-1200.jpg) Magic isn’t a tangible thing; it’s a feeling. And workplace magic is no different. It’s a way to create a sense of belonging, innovation, and excitement among your employees. Ritual is the gateway to magic, and developing workday rituals that give everyone a sense of purpose, positivity, and wonder will help guide your business in the right direction. Simply by being intentional, your workplace leaders can turn everyday routines into rituals for magic. ## **The Social Connection of Rituals** We see it all over the world in every culture. Whether it’s a religious celebration or a cultural one, communities e gage in rituals to feel connected. A natural part of your company is the community you’ve built among employees and management. Every team member is an important and appreciated part of your business, so using rituals to help everyone stay connected, feel appreciated, and increase motivation is a logical step in the process. Let’s look at an example: a wedding. For a wedding, the couple may celebrate their day with an elaborate party. The ceremony is a ritual, but so is the reception. And other wedding rituals have become expected in our cultural language. Guests will bring a gift for the couple to start their new life together, write a note in a guest book, or record a video message for the couple. The bride and groom engage in social rituals such as special dances. All of these are structured to celebrate the couple themselves and the community that supports them. The concept of ritual can translate to the workplace in both big and small ways. Let’s look at a few ideas. ## **Morning Rituals** Whether they’re solitary or group-oriented, morning rituals do more than help employees start on the right foot. These first rituals of the day are also the way habits are formed, so positive action is encouraged. It’s essential to look at triggers and cues and how they impact the next steps. For example, your morning ritual may look like this: - Enter the building - Get coffee - Sit at desk - Check emails This is a ritual. Some companies encourage employees to be social in the first few minutes, giving them a chance to catch up before starting the workday. Others like to have a quiet moment to help them reflect on the tasks for the day and get in the right mindset. ## **End of Day Rituals** The end of the day is a great time to focus on another set of rituals. After whatever has happened during the day, it’s nice to take a few minutes before leaving the office to get things organized, so you’re ready for the next day. For example, sitting down at the end of the day will give you a chance to rewrite your to-do list with the most critical tasks for the following day. You can also organize your desk to make sure that everything is where it belongs. Doing an end-of-day ritual at work will help you clear your mind to transition to your home or social life so you don’t have anything hanging over your head that you may have forgotten. ## **Checking In** Some rituals in the office should encompass the entire workplace or department. Many companies came to rely on regular check-ins when work shifted from the office to remote during the pandemic. Even now, as employees may be returning to the office, checking in every day or every week depending on your corporate culture can help give everyone a touchstone. Collaborative tools, such as Asana, can help incorporate these rituals into your day. They call it “cadence,” which refers to the rhythm of the workday. Creating a check-in ritual gives your team a chance to be heard and avoid interruptions to the workflow. ## **Storytelling** Author Margaret Atwood once said, “You’re never going to kill storytelling because it’s built into the human plan. We come with it.” Storytelling is the way humans communicate. At all levels, whether you consider yourself a great communicator or not, when you connect with someone else, you default to storytelling. Imagine when you get home from work. You ask your family what they did that day. Whatever they say next is a story. Some may be more exciting than others, but people like to share in narrative form. The same is true for your employees. In this case, the story starts with your corporate culture. And corporate culture begins with leadership. Storytelling and rituals go hand in hand when developing the narrative of your business. ## **Meals** There is another ritual humans use to connect, and this one may be even more apparent. Going back to the example of the wedding, a reception isn’t just gifts, drinks and dancing. The couple includes a meal experience shared by their guests. That’s because we connect over food and have for the entirety of human history. While meals in the office are generally a solo or small group activity, adding regular ritual meals allows everyone to come together away from their desks. Many companies will establish specific meal events, such as holiday parties or summer cookouts. Sometimes there’s the surprise of a pizza day or an ice cream social. More important than the mechanics of sharing a meal, humans receive psychological benefits when eating together. It continues to forge the bond between coworkers and management, which will easily carry over into day-to-day work. Rituals, big and small, can encourage companies to make workplace magic to engage and excite current and future employees. Latest in ## Culture and Retention [![Leading Through Change](https://storage.googleapis.com/onin-staffing-prod/media/images/Stock_Photo_1459733802.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/leading-through-change-how-to-support-teams-during-organizational-shifts/) March 30, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/culture-and-retention/type/blog) [Leading Through Change: How to Support Teams During Organizational Shifts](https://oninstaffing.com/resources/culture-and-retention/leading-through-change-how-to-support-teams-during-organizational-shifts/) Learn how manufacturing leaders can guide teams through organizational change, reduce employee stress, and maintain engagement during process, technology, and structural shifts. [Read more](https://oninstaffing.com/resources/culture-and-retention/leading-through-change-how-to-support-teams-during-organizational-shifts/) [![Future-Proofing Your Workforce](https://storage.googleapis.com/onin-staffing-prod/media/images/Factory_Worker_with_Robot.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/future-proofing-your-workforce-strategies-to-stay-ahead-in-a-rapidly-changing-market/) March 23, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/culture-and-retention/type/blog) [Future-Proofing Your Workforce: Strategies to Stay Ahead in a Rapidly Changing Market](https://oninstaffing.com/resources/culture-and-retention/future-proofing-your-workforce-strategies-to-stay-ahead-in-a-rapidly-changing-market/) Learn how manufacturers can future-proof their workforce with upskilling, cross-training, and strategic staffing to stay competitive in a rapidly changing industry. [Read more](https://oninstaffing.com/resources/culture-and-retention/future-proofing-your-workforce-strategies-to-stay-ahead-in-a-rapidly-changing-market/) [![Staffing in Manufacturing](https://storage.googleapis.com/onin-staffing-prod/media/images/Manufacturing_Stock_Photo.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/the-role-of-staffing-agencies-in-supporting-manufacturing-innovation/) March 19, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/culture-and-retention/type/blog) [The Role of Staffing Agencies in Supporting Manufacturing Innovation](https://oninstaffing.com/resources/culture-and-retention/the-role-of-staffing-agencies-in-supporting-manufacturing-innovation/) Learn how strategic manufacturing staffing drives innovation by providing skilled talent, flexible workforce solutions, and support for emerging technologies. [Read more](https://oninstaffing.com/resources/culture-and-retention/the-role-of-staffing-agencies-in-supporting-manufacturing-innovation/) [View all](https://oninstaffing.com/resources/culture-and-retention/) ## Motivating Employees Effectively # Looking Beyond Money to Motivate Employees May 22, 2025 \| [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/type/blog) ![Looking Beyond Money to Motivate Employees](https://storage.googleapis.com/onin-staffing-prod/media/images/Stock_Image_240253329.format-jpeg.width-1200.jpg) When you’re a manager, no matter what size your department is and how far removed you are from the CEO’s office, part of your job is to define the mission and goals of your department (preferably keeping them in line with the overall mission and goals of the company). By rewarding employees who successfully help the department accomplish its goals (often by accomplishing their own individual goals), leaders reinforce what is valued in—or even required by—a job. Unfortunately, in more than two decades in corporate America (during which I managed hundreds of employees), I’ve come across many leaders who don’t see the value in recognizing and rewarding their employees. Because people who feel valued at work are more likely to be satisfied and motivated, those leaders miss out on many of the benefits of an engaged workforce: - higher productivity - higher success rates - better customer service - higher safety rates - greater job satisfaction - lower turnover and absenteeism - greater happiness The more motivated employees are, the more likely they are to put forth their best efforts on behalf of the company. And those best efforts translate into great success for them—and for the organization. When companies want to motivate their employees, they often turn to the old standby: money. No doubt, raises, bonuses, and other financial incentives can have a strong positive influence on employees. But money isn’t the only motivator out there. In fact, it’s not even the best motivator: in recent years, study after study has revealed that employees usually rank money well below the intrinsic awards associated with work that’s well done (and well appreciated). ## **Start with Yourself** Before you take any action to motivate your team, you must first motivate yourself, because your behaviors and attitudes have a ripple effect throughout your department. When you hate your job, your team members are more likely to hate their own jobs. When your employees see that you are stressed out, the chances are good that they will be stressed out as well. As we all know, negativity is contagious. Fortunately, so is enthusiasm! Remember that when you’re excited and motivated about your job, it’s much easier for those around you to have similarly positive feelings about their jobs. ## **Internal Motivation** Motivation that comes from within an individual has a more lasting effect on that person than external rewards (such as money, titles, corner offices, etc.) whose positive effects soon fade. Here are some strategies for helping employees develop intrinsic motivation. - **Keep employees in the know.** No one enjoys feeling like a cog in a machine. Employees are more engaged in their work and with the company if they have a sense of the “big picture,” not just of their small slice of the organization. So give them insight into how the company operates (and how it is d ing financially). With this knowledge, employees are more likely to feel that the organization is their company—and not merely a place where they work in accounting or HR or marketing. - **Assign interesting and engaging work.** Management theorist Frederick Herzberg once said, “If you want someone to do a good job, give them a good job to do.”\[1\] So give your employees good jobs by making sure that their responsibilities include something of interest to them. Even in jobs that are inherently boring, having at least one or two stimulating projects can motivate employees to perform well on the mundane tasks, too. - **Invite involvement and ownership in decisions.** Most companies don’t prioritize involving employees in decisions that affect them. Perhaps it’s time to reconsider that practice, though. Keeping employees in the loop is not only respectful (and makes them feel like part of the company), but it’s also practical: people who are closest to a situation typically have the best insight on how to improve it. Employees on the ground floor of an issue often know what works (and what doesn’t) and can provide valuable insight into how to resolve a problem quickly and effectively. In addition, employees who have a hand in crafting a solution feel ownership of it and are therefore more invested in working toward its successful implementation. - **Increase visibility and opportunity.** Don’t make assumptions about how much visibility and opportunity your employees want. Through experience managing thousands of employees, I’ve found that everyone likes to be recognized and noticed by more than just his or her supervisors after doing a good job. Whether or not they want promotions or more challenging work, all employees flourish when they receive more visible recognition and opportunities that are personally meaningful. - **Provide autonomy.** Employees value the freedom to do their jobs as they see fit. So if your employees are able to get their jobs done (and done well) on their own, leave them alone! When you give high-performing employees more autonomy, you increase the likelihood that those employees will continue to perform as desired. Even with new recruits who haven’t yet proven themselves in your company, you can provide autonomy in work assignments by telling those employees what needs to be done without dictating exactly how to do it. When you let go of all the decision making, you not only ease your own burdens but also empower your employees to develop and demonstrate their own skills in leadership, organization and communication. - **Be loyal.** This can be a challenge for employers, but as a boss you should demonstrate loyalty to your employees. This can include being transparent (when possible), providing accurate feedback designed to improve the employee’s performance, and giving credit to employees for their work (rather than taking credit for it yourself). - Show appreciation. It’s amazing how many managers don’t thank their employees for completing tasks. Yes, it’s their job to do that work, but why not take a moment to say a simple “Thank you”? All employees like to be appreciated, and whether appreciation takes the form of small gestures or big statements, it can go a long way toward motivating—and retaining—them. - **Cultivate a fun environment.** It’s common sense that when people like their workplaces, they’re more likely to stay with their companies longer and put more energy into their work. Even if your company is a more “buttoned up” or formal environment, you can still try to inject some fun even at just the department level. - **Show empathy.** In any workplace and with any employee, sometimes “life just happens.” When employers understand that problems arise outside the office and are willing to work with employees in times of a crisis, that can go a long way toward building the goodwill that’s key to securing an employee for a longer tenure. - **Coach and mentor.** Unlike the goddess Athena, who sprang from her father’s head as a fully grown adult ready to take on the world, people don’t start their careers with all the knowledge and skills they’ll ever need. They must learn those things along the way — often with the help of their managers and senior colleagues. (Does this describe your own work history? Most successful leaders have had a great mentor in their past!) By cultivating coaching and mentoring relationships within your own organization, you not only help your employees develop their skills but also strengthen the relationships among your team members—both of which can increase engagement. ## **It’s Not “All About the Benjamins”** Money can buy a lot of things, but it can’t buy everything. And in the workplace, it can’t buy the attitudes and knowledge that drive employee engagement. Want to motivate your employees to do their best (both for themselves and for the organization) Appreciate and reward their efforts and successes, and give them the recognition and support they need to thrive. Latest in ## Culture and Retention [![Leading Through Change](https://storage.googleapis.com/onin-staffing-prod/media/images/Stock_Photo_1459733802.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/leading-through-change-how-to-support-teams-during-organizational-shifts/) March 30, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/culture-and-retention/type/blog) [Leading Through Change: How to Support Teams During Organizational Shifts](https://oninstaffing.com/resources/culture-and-retention/leading-through-change-how-to-support-teams-during-organizational-shifts/) Learn how manufacturing leaders can guide teams through organizational change, reduce employee stress, and maintain engagement during process, technology, and structural shifts. [Read more](https://oninstaffing.com/resources/culture-and-retention/leading-through-change-how-to-support-teams-during-organizational-shifts/) [![Future-Proofing Your Workforce](https://storage.googleapis.com/onin-staffing-prod/media/images/Factory_Worker_with_Robot.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/future-proofing-your-workforce-strategies-to-stay-ahead-in-a-rapidly-changing-market/) March 23, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/culture-and-retention/type/blog) [Future-Proofing Your Workforce: Strategies to Stay Ahead in a Rapidly Changing Market](https://oninstaffing.com/resources/culture-and-retention/future-proofing-your-workforce-strategies-to-stay-ahead-in-a-rapidly-changing-market/) Learn how manufacturers can future-proof their workforce with upskilling, cross-training, and strategic staffing to stay competitive in a rapidly changing industry. [Read more](https://oninstaffing.com/resources/culture-and-retention/future-proofing-your-workforce-strategies-to-stay-ahead-in-a-rapidly-changing-market/) [![Staffing in Manufacturing](https://storage.googleapis.com/onin-staffing-prod/media/images/Manufacturing_Stock_Photo.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/the-role-of-staffing-agencies-in-supporting-manufacturing-innovation/) March 19, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/culture-and-retention/type/blog) [The Role of Staffing Agencies in Supporting Manufacturing Innovation](https://oninstaffing.com/resources/culture-and-retention/the-role-of-staffing-agencies-in-supporting-manufacturing-innovation/) Learn how strategic manufacturing staffing drives innovation by providing skilled talent, flexible workforce solutions, and support for emerging technologies. [Read more](https://oninstaffing.com/resources/culture-and-retention/the-role-of-staffing-agencies-in-supporting-manufacturing-innovation/) [View all](https://oninstaffing.com/resources/culture-and-retention/) ## Maslow on Retention # What Did Maslow Know About Retention? March 19, 2025 \| [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/type/blog) ![What Did Maslow Know About Retention](https://storage.googleapis.com/onin-staffing-prod/media/images/Stock_Image_502680281.format-jpeg.width-1200.jpg) In 1948, early psychology researcher Abraham Maslow published a paper called “A Theory of Human Motivation.” This paper and the idea of a hierarchy of needs quickly became a cornerstone of modern psychology and human relations. But does Maslow’s theory also inform employment, hiring and retention? Understanding each area of the hierarchy of needs as they relate to your employees will have a direct impact on improving employee retention. ## **Physiological Needs** At the bottom of Maslow’s pyramid are physiological needs. These are: - Food - Water - Shelter For employees, this translates to one crucial factor: money. An employee’s salary should be able to cover the most basic needs without sacrifice or struggle. Today, post-pandemic, there’s been a lot of discussion about living wages. The World Population Review studies and publishes their findings regarding salaries in each state to determine base wages. Ensuring that your pay rates are competitive and meet the minimum basic requirements to allow for someone to live comfortably will be the first step. ## **Need for Safety** Money also plays into the next step up on Maslow’s list. The need for safety includes financial security. That’s not just meeting basic needs but being comfortable that emergencies won’t lead to bankruptcy. In terms of the workplace, safety also plays a part in access to quality healthcare and the assurance that employees are safe against accidents or injuries. Different industries will have different risks, of course. An office environment doesn’t pose the same levels of risk as industrial manufacturing, so your policies regarding safety need to be in proportion to the work. ## **The Feeling of Belonging** As we move up the hierarchy, we leave basic needs behind and turn to more psychological requirements. If the conditions for food and safety are met in our lives, our focus will tend toward social needs. If there was anything we learned through 2020, humans are social by nature, so when the need for safety and security became more important, social activity was suspended. This created feelings of isolation for a lot of people. Social groups, friendships, and community are all tied up in the sense of belonging. Companies have the onus to create a workplace where connection is emphasized. ## **Self-Esteem** The psychological community has pondered the idea of self-esteem for a long time. If the other levels have been satisfied, the human need to feel valued and appreciated becomes essential. While esteem is often considered an aspect of personal growth, a company that encourages the development of esteem among employees will see a marked improvement in motivation, performance, and job satisfaction. Thi can be accomplished by providing SMART goals and celebrating the achievements of employees. ## **Self-Actualization** At the pinnacle of Maslow’s pyramid is self-actualization. According to Maslow himself, this centers on the idea that once all other needs are met, people need to feel they are reaching their full potential. The best way to tap into this need within your workplace is to provide career development, encouragement, and fulfilling work. Some experts even encourage companies to allow superstar employees to pursue their goals outside the workplace and recognize each team member as a complete human being who only wants every aspect of their life to be in balance. ## **Putting This in Practice** Understanding the hierarchy of needs as they pertain to the workforce is only the first step. Once you know what they are, it’s essential to put them into practice to ensure that everyone who works within your organization feels secure, safe, included, appreciated and fulfilled. What does this look like for today’s employers? ## **Competitive Salaries** Use tools such as Salary.com to determine the median wage for specific job titles in your area. You can also research your competition and ensure that you are paying what each job is worth in your community to keep people on your team. ## **Healthcare Benefits** 2020 raised a lot of questions about health insurance and what that means to people and their families. Offer affordable benefits that also cover vision and dental. You can also offer additional coverage, such as mental health resources. ## **Diversity and Inclusion** A sense of community within the workplace means a seat at the table for everyone. Create a clear plan for equity in your organization, including in leadership positions. A recent survey by Jobvite indicated that 42% of job seekers would reject a job offer from a company without a clear plan for diversity and inclusion. ## **Celebration** Celebration has two primary components. The first is gratitude. Be sure to regularly thank and appreciate your employees for the work they do. The second is creating memorable events that will engage and excite your team members. ## **Work/Life Balance** The topic of work/life balance has been around for a while now, but it’s still top of mind for many job seekers. Especially over the last year, when jobs became remote by necessity, some employees found they preferred that work and were willing to look for new jobs than return to the office. Work-from-home opportunities, flexible schedules, and paid time off can help. Meeting all your employees’ needs is about recognizing the humanity in all of your workers. They are your companies most significant asset and best investment. Latest in ## Culture and Retention [![Leading Through Change](https://storage.googleapis.com/onin-staffing-prod/media/images/Stock_Photo_1459733802.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/leading-through-change-how-to-support-teams-during-organizational-shifts/) March 30, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/culture-and-retention/type/blog) [Leading Through Change: How to Support Teams During Organizational Shifts](https://oninstaffing.com/resources/culture-and-retention/leading-through-change-how-to-support-teams-during-organizational-shifts/) Learn how manufacturing leaders can guide teams through organizational change, reduce employee stress, and maintain engagement during process, technology, and structural shifts. [Read more](https://oninstaffing.com/resources/culture-and-retention/leading-through-change-how-to-support-teams-during-organizational-shifts/) [![Future-Proofing Your Workforce](https://storage.googleapis.com/onin-staffing-prod/media/images/Factory_Worker_with_Robot.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/future-proofing-your-workforce-strategies-to-stay-ahead-in-a-rapidly-changing-market/) March 23, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/culture-and-retention/type/blog) [Future-Proofing Your Workforce: Strategies to Stay Ahead in a Rapidly Changing Market](https://oninstaffing.com/resources/culture-and-retention/future-proofing-your-workforce-strategies-to-stay-ahead-in-a-rapidly-changing-market/) Learn how manufacturers can future-proof their workforce with upskilling, cross-training, and strategic staffing to stay competitive in a rapidly changing industry. [Read more](https://oninstaffing.com/resources/culture-and-retention/future-proofing-your-workforce-strategies-to-stay-ahead-in-a-rapidly-changing-market/) [![Staffing in Manufacturing](https://storage.googleapis.com/onin-staffing-prod/media/images/Manufacturing_Stock_Photo.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/the-role-of-staffing-agencies-in-supporting-manufacturing-innovation/) March 19, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/culture-and-retention/type/blog) [The Role of Staffing Agencies in Supporting Manufacturing Innovation](https://oninstaffing.com/resources/culture-and-retention/the-role-of-staffing-agencies-in-supporting-manufacturing-innovation/) Learn how strategic manufacturing staffing drives innovation by providing skilled talent, flexible workforce solutions, and support for emerging technologies. [Read more](https://oninstaffing.com/resources/culture-and-retention/the-role-of-staffing-agencies-in-supporting-manufacturing-innovation/) [View all](https://oninstaffing.com/resources/culture-and-retention/) ## Employee Engagement Strategies # Rethinking Employee Engagement Jan. 20, 2026 \| [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/type/blog) ![Rethinking Employee Engagement](https://storage.googleapis.com/onin-staffing-prod/media/images/Stock_Image_1564933470.format-jpeg.width-1200.jpg) What is employee engagement? It goes well beyond what each team member does on the job daily or the benefits they receive. Engagement is a way of life and something every organization should consider deeply before, during, and after the hiring process. Studies have shown that today’s employees want to be challenged, motivated and acknowledged. Determining how to do those things will help your company and your team succeed. One way to tap into this is by turning to the art of marketing to remind employees why your company is a great place to work. ## **Reducing Boredom, Stress, or Frustration** When your employees are bored, burned out, or frustrated, it won’t take long for that to reflect in their work. Looking for signs of burnout is imperative, as is determining the solution before it’s a problem. Signs to watch for include: - Difficulty with concentration - Short temper - Excessive absences - Cynicism - Disconnection If you see these signs with your employees, it’s time to intervene. And not in a way that’s confrontational or blames them. It’s essential to look at the root causes, not just the symptoms. Before you can improve engagement, you need to ensure that your employees still feel connected to the work. Once stress sets in, it can be challenging to recover. Starting now, find ways to reduce boredom, stress, or daily frustrations that can allow your employees to remember why they liked doing their work when they started. ## **Create a Workday Structure That Fits with Your Culture** The backbone of productivity is structure. That’s even true in the most innovative and creative workplaces. For example, Google has a reputation for its fun and exciting work environment, but the employees still have rituals and routines that fit the corporate culture. This may involve creating a way to start the day with the most exciting and engaging tasks. You can also limit interruptions, so your team has a chance to get into a groove and find enjoyment in their productivity. Transition times need to be taken into account as well. There is a fallacy in many workplaces around multitasking. Companies consider it an essential part of how they hire, but the science behind multitasking and the expectations are two different things. The human brain is not designed to focus on more than one task at a time. People who are good at multitasking are actually good at prioritizing. But the more transitions an employee makes, the more energy they’ve used to focus on any given individual task. This can result in lower productivity and inconsistent results instead of the intended perception of better efficiency. ## **Provide Recognition and Rewards** Everyone who works for you wants to feel appreciated and valued. Providing recognition and rewards is an excellent start to improving employee engagement. It can begin with a simple culture of gratitude. Gratitude is contagious, so saying thank you to a team member encourages them to thank someone else, and so on. Don’t wait for a special occasion to say thank you. Say it regularly and often, and you’ll notice a wave of positive influence across the organization. However, saying thank you is just a start. Employees also want to be recognized when they contribute to the success of a company. This is where you can take a page out of marketing. When you design communications to target customers, you think carefully about the way the message lands. Developing recognition in the workplace is like creating an internal marketing campaign that allows everyone to feel seen. ## **Create Excitement with Memorable Events** Company events go hand in hand with gratitude. They also have an impact on employee relationships and the need to be socially engaged. But events should always spark a sense of excitement among employees. They should also be memorable. Positive memories create a feeling of belonging and remind you why your company is a good place to work. When you have exciting events in the workplace, people are thrilled to work with you in anticipation of the next one. It’s a cycle that doesn’t just impact engagement but affects retention and can be a selling point for your employer brand when hiring new team members. ## **Demonstrate Your Commitment to the Community** Deloitte recently reported that climate change is the number one concern among Generation Z job seekers. Concern for the environment or social justice causes are not exclusive to GenZ employees, and companies need to showcase their commitment to the community to attract and retain top candidates. Staffing Industry Analysts shared that 42% of job seekers wouldn’t consider a job offer if they did not see that a company had a clear vision for diversity and inclusion in the workplace. Social issues are no longer things that can be left on the doorstep of the office. Employees want community engagement. They want companies to take a stand. Taking a page out of marketing, you can demonstrate your commitment to the community based on your corporate brand, values, and workplace policies. But you also need to make sure this is clear and recognizable from both within and outside your organization. ## **Ask Your Employees What They Want** The most important thing you can do to find out what your employees want to be more engaged and excited about their work is to ask them directly. Think about how marketing firms will evaluate test markets or focus groups. They conduct research studies to determine if the product or service is viable and, if any, changes need to be implemented before launching. Talk to your current employees to get an idea of what they want to see moving forward will help you create a roadmap to future success. Remember that your employees, not your customers, are the most valuable asset in your corporate ecosystem. Without engaged and excited employees, the end-user won’t have the opportunity for a positive experience. By discussing what your employees want, you make it easier than simply trying to guess. - Start out considering asking these or similar questions as a part of an employee satisfaction survey. - On a scale of one to ten, rate your engagement level. - What one thing would you change to make your job better - Would you refer someone to work here? - What are your future goals, and are you on track for them in our company? - On a scale of one to ten, how would you rate your work/life balance? - Are you satisfied with your benefits, vacation time, or other perks? - How often do you get positive feedback from your manager? - Do you feel valued? - Do you feel comfortable giving feedback to your manager? - How would you describe our company culture? - Do you feel we live up to our corporate values? - Do you have fun at work? - What would make you feel less frustrated on the job? When surveying to determine satisfaction, it’s critical to allow anonymous answers. You want everyone to be honest. If they fear retaliation for their answers, they won’t be. Once you’ve gathered the data, it’s time to evaluate and make positive changes to impact employee engagement. In the end, marketing isn’t all flash and no substance. While you can create content and messaging that promotes the positive reasons someone wants to work with your company, you also need to focus on making your company a place where people are excited to work. Latest in ## Culture and Retention [![Leading Through Change](https://storage.googleapis.com/onin-staffing-prod/media/images/Stock_Photo_1459733802.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/leading-through-change-how-to-support-teams-during-organizational-shifts/) March 30, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/culture-and-retention/type/blog) [Leading Through Change: How to Support Teams During Organizational Shifts](https://oninstaffing.com/resources/culture-and-retention/leading-through-change-how-to-support-teams-during-organizational-shifts/) Learn how manufacturing leaders can guide teams through organizational change, reduce employee stress, and maintain engagement during process, technology, and structural shifts. [Read more](https://oninstaffing.com/resources/culture-and-retention/leading-through-change-how-to-support-teams-during-organizational-shifts/) [![Future-Proofing Your Workforce](https://storage.googleapis.com/onin-staffing-prod/media/images/Factory_Worker_with_Robot.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/future-proofing-your-workforce-strategies-to-stay-ahead-in-a-rapidly-changing-market/) March 23, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/culture-and-retention/type/blog) [Future-Proofing Your Workforce: Strategies to Stay Ahead in a Rapidly Changing Market](https://oninstaffing.com/resources/culture-and-retention/future-proofing-your-workforce-strategies-to-stay-ahead-in-a-rapidly-changing-market/) Learn how manufacturers can future-proof their workforce with upskilling, cross-training, and strategic staffing to stay competitive in a rapidly changing industry. [Read more](https://oninstaffing.com/resources/culture-and-retention/future-proofing-your-workforce-strategies-to-stay-ahead-in-a-rapidly-changing-market/) [![Staffing in Manufacturing](https://storage.googleapis.com/onin-staffing-prod/media/images/Manufacturing_Stock_Photo.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/the-role-of-staffing-agencies-in-supporting-manufacturing-innovation/) March 19, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/culture-and-retention/type/blog) [The Role of Staffing Agencies in Supporting Manufacturing Innovation](https://oninstaffing.com/resources/culture-and-retention/the-role-of-staffing-agencies-in-supporting-manufacturing-innovation/) Learn how strategic manufacturing staffing drives innovation by providing skilled talent, flexible workforce solutions, and support for emerging technologies. [Read more](https://oninstaffing.com/resources/culture-and-retention/the-role-of-staffing-agencies-in-supporting-manufacturing-innovation/) [View all](https://oninstaffing.com/resources/culture-and-retention/) ## Attract Better Talent ``` Service Unavailable ``` ## Fast Worker Acclimation # 5 Steps to Acclimate Workers to New Jobs – Fast Dec. 16, 2025 \| [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/type/blog) ![Acclimate Workers to New Jobs Fast](https://storage.googleapis.com/onin-staffing-prod/media/images/Stock_Image_95024145.format-jpeg.width-1200.jpg) Hiring new employees is a big responsibility for employers who want to do it right. Just as new hires must rise to the challenge of adapting to their new work environment, colleagues, and duties, employers must do their part to set them up for success in their new roles. A proactive onboarding strategy can help new workers acclimate to their jobs quickly. Taking a few simple steps to welcome new employees can create a positive experience, leading to faster productivity and a desire to remain with the company. In a labor market where job seekers field multiple offers, taking the time to create, implement, and follow through with a consistent onboarding strategy can make all the difference in your recruiting success. ## **Follow these five steps to welcome your new workers and help them get up to speed faster.** ### **1\. Make them comfortable.** To maximize the productivity of new hires, prepare their work area before they arrive. If possible, give the new employees a tour of your location. Introduce them to the people they will be working with and key leaders they’ll interact with. Taking time to prepare for their arrival and make introductions will go a long way toward making them feel like part of the team. ### **2\. Use the buddy system.** Even if you’ve made quick introductions throughout the department, your new hire will need to know who to ask when they have questions. Designating a mentor can speed up the acclimation process by providing one-on-one support to the employee. Assigning a buddy allows the new employee to create an immediate relationship within the team while assuring that at least one team member will be reaching out to the new hire regularly. Whether they have questions about where to eat lunch, how to perform a task, or where to find a tool, a work buddy will help the new employee gain skill and comfort in their new job — and the more guidance they have, the faster they will integrate into the team. ### **3\. Include them in team-building efforts.** Everyone is different, but your new hire will likely need some encouragement to join company events. Even if your new employee is working independently, they’re still part of the team. Be sure to invite them to join in during breaks and other occasions when the group comes together, even if it’s just for a short period. It’s always better to overcommunicate than under-communicate details about team-building events. Be clear about what is happening, who is attending, and what will be expected of the new hire to help them feel more confident and comfortable. Most of all, make it understood that they are a welcome part of the team! The faster they get to know everyone, the easier it will be to work together. ### **4\. Provide training.** Inspire confidence and build a firm foundation for future success by providing job training. Workers who are taught how to perform their duties safely and efficiently will perform better faster. During the training period, allow workers the opportunity to ask questions and encourage them to give themselves time to acclimate to the physical demands of their new role. ### **5\. Schedule touchpoints for follow-up.** Another way to help new employees become productive faster is to establish clear expectations for progress and a consistent follow-up schedule. Employees will appreciate knowing they have your support and attention longer than their first week or month. Consider setting up regular check-ins until there is nothing to discuss, and the employees are fully-integrated, productive members of your core team. Taking the time to strategically onboard new workers can result in happier employees and a more productive workplace. Ultimately, relationships are a huge part of building success at work. When employers take the time to thoughtfully help workers build healthy professional relationships and integrate into a team, employees are more likely to feel invested in their work. Acclimating a worker to a new job is ultimately an investment that requires strategy. If you’re struggling to implement an effective welcome for new employees, consider partnering with a staffing company that will handle onboarding and provide support to your temporary employees. Latest in ## Culture and Retention [![Leading Through Change](https://storage.googleapis.com/onin-staffing-prod/media/images/Stock_Photo_1459733802.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/leading-through-change-how-to-support-teams-during-organizational-shifts/) March 30, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/culture-and-retention/type/blog) [Leading Through Change: How to Support Teams During Organizational Shifts](https://oninstaffing.com/resources/culture-and-retention/leading-through-change-how-to-support-teams-during-organizational-shifts/) Learn how manufacturing leaders can guide teams through organizational change, reduce employee stress, and maintain engagement during process, technology, and structural shifts. [Read more](https://oninstaffing.com/resources/culture-and-retention/leading-through-change-how-to-support-teams-during-organizational-shifts/) [![Future-Proofing Your Workforce](https://storage.googleapis.com/onin-staffing-prod/media/images/Factory_Worker_with_Robot.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/future-proofing-your-workforce-strategies-to-stay-ahead-in-a-rapidly-changing-market/) March 23, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/culture-and-retention/type/blog) [Future-Proofing Your Workforce: Strategies to Stay Ahead in a Rapidly Changing Market](https://oninstaffing.com/resources/culture-and-retention/future-proofing-your-workforce-strategies-to-stay-ahead-in-a-rapidly-changing-market/) Learn how manufacturers can future-proof their workforce with upskilling, cross-training, and strategic staffing to stay competitive in a rapidly changing industry. [Read more](https://oninstaffing.com/resources/culture-and-retention/future-proofing-your-workforce-strategies-to-stay-ahead-in-a-rapidly-changing-market/) [![Staffing in Manufacturing](https://storage.googleapis.com/onin-staffing-prod/media/images/Manufacturing_Stock_Photo.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/the-role-of-staffing-agencies-in-supporting-manufacturing-innovation/) March 19, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/culture-and-retention/type/blog) [The Role of Staffing Agencies in Supporting Manufacturing Innovation](https://oninstaffing.com/resources/culture-and-retention/the-role-of-staffing-agencies-in-supporting-manufacturing-innovation/) Learn how strategic manufacturing staffing drives innovation by providing skilled talent, flexible workforce solutions, and support for emerging technologies. [Read more](https://oninstaffing.com/resources/culture-and-retention/the-role-of-staffing-agencies-in-supporting-manufacturing-innovation/) [View all](https://oninstaffing.com/resources/culture-and-retention/) ## Communication and Retention # Communication Matters for Your Organization’s Retention Efforts May 1, 2025 \| [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/type/blog) ![Communication Matters for Your Organization’s Retention Efforts](https://storage.googleapis.com/onin-staffing-prod/media/images/Stock_Image_1011588427.format-jpeg.width-1200.jpg) It’s no secret that staff turnover is costly. When employees leave, productivity and morale suffer, and employers must spend time and resources to find and train employees to replace them. Depending on the job, it can cost at least $1,500 to replace a minimum wage hourly employee, and with rising labor costs, that number is trending higher. The ongoing labor shortage makes retaining employees more critical than ever. It’s harder to fill roles, so many employers are increasingly interested in how they can inspire loyalty in their current teams. So what makes people stick around? High wages? Fun job perks? Great benefits? These things certainly help. But another factor is emerging as increasingly important for employee retention: communication. Workplace culture is a huge draw for employees, and communication is the foundation of a healthy culture. While light industrial and manufacturing work may not feel like a job that requires a lot of communication, it’s important to remember that all employees are first — and foremost — people with problems, personal lives and professional goals. The more a company’s culture recognizes employees’ human needs, the easier it will be to encourage current employees to stay with the organization. As humans, communication is the greatest tool we possess to connect with others and build a shared goal. So how can you build a company culture based on open communication to decrease turnover in your organization? Consider these tips for strengthening communication, improving company culture, and retaining talented employees: ## **Employees Who Feel Seen and Heard By Their Supervisors Stick Around** Employees who don’t feel like what they do makes a difference aren’t going to feel connected to their work — or their workplace. And disconnected employees often look for other opportunities. Employee engagement is vital to retention, and one of the best ways to engage workers is to reach out to them on a personal level. As the primary source of communication, supervisors have an enormous impact on workers. By empowering them to be leaders — not just job experts — you enable them to get to know their teams and learn what’s important to them. When supervisors communicate respectfully with team members and are good listeners, employees are more likely to remain loyal to the organization. **Consider creating more opportunities for workplace communication, such as:** - **One-on-one conversations.** Getting to know the people who work for you can help you understand what motivates them to do their best work — and stay on the job. Use this opportunity to practice your listening skills, not just frame your response. Your employees want to be heard. **• Peer discussions.** Creating connections between employees can help strengthen ties to the team. Provide opportunities for your employees to share their skills, learn from each other, and create personal connections through mentorship or informal discussions. ## **Transparent Employers Retain Better** A key component of workplace culture is honest and transparent communication. In a study by Paychex Worx, employees working for transparent employers were 30% more likely to stay with their current job. Sharing information can build trust, strengthen ties within a team, help with goal setting, and make leaders more approachable. - What kind of information do employees want to know? Whenever possible, help workers feel like they are “in the know” by sharing information on the following topics: Company decisions - Changes that affect their jobs - Professional development opportunities - Promotion opportunities - Job expectations Workers today care about having a purpose. They want to know how their work fits into the organization’s larger mission and feel like their work has meaning. By keeping the lines of communication open and sharing information about what is going on throughout the company, you will help your employees understand their importance within the organization, making them feel valued. ## **Employee feedback = better culture** Want to know if your employees are happy at work? Why not ask them? You don’t have to put workers on the spot in a one-on-one conversation, although you certainly can. Many employers conduct “stay interviews” to identify reasons top employees remain on the job. A stay interview can help employers learn what their employees love about their jobs while identifying opportunities to improve engagement and culture. Another way to get great feedback from workers is through anonymous surveys. Ask employees what they enjoy about their jobs — and what they dislike. After all, there’s no point in creating solutions for problems that don’t exist. By using survey feedback to better meet employees’ needs, you’re showing workers that you value their opinions and want them to be happy with the organization. Prioritize transparent communication, connecting with employees, and incorporating feedback to improve retention in your organization. Does this sound like a tall order? Partnering with a staffing agency can help you identify strategies to attract high-performing workers and inspire them to remain on the job. Latest in ## Culture and Retention [![Leading Through Change](https://storage.googleapis.com/onin-staffing-prod/media/images/Stock_Photo_1459733802.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/leading-through-change-how-to-support-teams-during-organizational-shifts/) March 30, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/culture-and-retention/type/blog) [Leading Through Change: How to Support Teams During Organizational Shifts](https://oninstaffing.com/resources/culture-and-retention/leading-through-change-how-to-support-teams-during-organizational-shifts/) Learn how manufacturing leaders can guide teams through organizational change, reduce employee stress, and maintain engagement during process, technology, and structural shifts. [Read more](https://oninstaffing.com/resources/culture-and-retention/leading-through-change-how-to-support-teams-during-organizational-shifts/) [![Future-Proofing Your Workforce](https://storage.googleapis.com/onin-staffing-prod/media/images/Factory_Worker_with_Robot.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/future-proofing-your-workforce-strategies-to-stay-ahead-in-a-rapidly-changing-market/) March 23, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/culture-and-retention/type/blog) [Future-Proofing Your Workforce: Strategies to Stay Ahead in a Rapidly Changing Market](https://oninstaffing.com/resources/culture-and-retention/future-proofing-your-workforce-strategies-to-stay-ahead-in-a-rapidly-changing-market/) Learn how manufacturers can future-proof their workforce with upskilling, cross-training, and strategic staffing to stay competitive in a rapidly changing industry. [Read more](https://oninstaffing.com/resources/culture-and-retention/future-proofing-your-workforce-strategies-to-stay-ahead-in-a-rapidly-changing-market/) [![Staffing in Manufacturing](https://storage.googleapis.com/onin-staffing-prod/media/images/Manufacturing_Stock_Photo.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/the-role-of-staffing-agencies-in-supporting-manufacturing-innovation/) March 19, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/culture-and-retention/type/blog) [The Role of Staffing Agencies in Supporting Manufacturing Innovation](https://oninstaffing.com/resources/culture-and-retention/the-role-of-staffing-agencies-in-supporting-manufacturing-innovation/) Learn how strategic manufacturing staffing drives innovation by providing skilled talent, flexible workforce solutions, and support for emerging technologies. [Read more](https://oninstaffing.com/resources/culture-and-retention/the-role-of-staffing-agencies-in-supporting-manufacturing-innovation/) [View all](https://oninstaffing.com/resources/culture-and-retention/) ## Coaching Culture Strategies # Creating a Coaching Culture Jan. 31, 2025 \| [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/type/blog) ![Creating a Coaching Culture](https://storage.googleapis.com/onin-staffing-prod/media/images/Stock_Image_232933114.format-jpeg.width-1200.jpg) In the era of the “Great Resignation,” employee retention is a huge challenge. As in other industries, my clients in the manufacturing world express the same lament: “We can’t find and keep the people necessary for us to be successful.” As an employer, what can you do to recruit talent, encourage people to stay, and motivate them to apply themselves fully to help your company succeed? The answer lies in coaching and team sports. When executives, managers, supervisors, and other organization leaders see themselves as coaches, not “bosses,” good things happen. What is it about team sports that makes a difference? What distinguishes a coach from a “boss?” What lessons can employers learn? A client in the manufacturing industry has made a “Culture Commitment,” which is posted in all facilities. It lists the following traits of leader-as-coach: - Acts more like a coach and mentor than a traditional command and control “boss” - Combines humility, courage and discipline - Leads by listening vs. telling - When it comes to job expectations, responsibility and accountability, treats people fairly and consistently - Demonstrates genuine interest in employees’ ideas, contributions, growth and development Another client has committed to the following leadership behaviors: - Ensures that everyone on the team shares the same goals and empowers others to use their abilities to achieve goals best - Actively listens to employees in order to engage and learn from them - Generously shares credit and recognition, and accepts responsibility when things go wrong - Doesn’t hesitate to confront others, yet does so with a solution-oriented vs. blame-oriented mindset Essentially, these companies have replaced traditional “Command and Control” management with a coaching approach. What are the essential elements? ## **Clear shared goals – We’re in this together** In team sports, the overall goal is clear – win. Everyone shares the same goal. Coaches and team leaders make it their mission to ensure understanding of and commitment to the same goals. In most companies, however, employees either lack a clear understanding of the goals or aren’t inspired by them. “Is my only purpose to make money for the owners — of which I’m not one?” Another key difference: In the workplace, a boss can win while an employee loses. “You may suffer, but I keep my same pay, benefits and status.” In sports, however, this doesn’t happen. Coach and players either win together or lose together. Collectively, they must synergize to ensure team success. ## **Measure only what matters** Coaches don’t waste time measuring meaningless metrics. (See performance review discussion below.) They continually identify and measure only the metrics that matter. This includes stepping stone goals — the various steps, markers and signposts along the way to the final goal being achieved. ## **Strengths-based** Managers tend to take positive employee actions for granted. They adopt what’s been described as “Leave alone. Zap!” leadership. The boss remains silent until the employee does something wrong. Then, it’s zap! By contrast, a good coach continually looks to maximize team members’ strengths. This includes being flexible and adapting as needed. When his NFL career began, Karl Mecklenburg was a marginal player in danger of being cut and out of the league. Yet things changed after his coach suggested he switch positions and play linebacker — a position he’d never played in his life. What followed? Six Pro Bowl selections, three Super Bowl appearances, and his induction into the Denver Broncos Ring of Honor and Colorado Sports Hall of Fame. Are you a coach continually seeking to identify your employees’ greatest strengths and ways to maximize them? Or are you a “Leave alone; zap!” manager? ## **Accountability at all levels** On good sports teams, accountability starts at the individual level. Every player feels obligated to help the team win. Accountability also extends from team member to team member — a willingness to call out a teammate if needed for the betterment of the team. Finally, the coach represents ultimate accountability. By contrast, in most companies, accountability tends to be top-down. It’s transactional: “Follow the rules and keep your job – or else.” A related problem I see: Avoidance. Most managers wait until things become intolerable before confronting a problematic employee or situation. At that point, the likelihood of a win-win resolution is highly remote. In sports, there’s no margin for letting things fester. If you’re underperforming, your coach will proactively let you know what the gap is between what’s needed and where you are. There’s no hesitation and no ambiguity. Make the adjustment now. ## **Celebrate successes** As I mentioned, company leaders tend to take the positives for granted. They continually miss opportunities for bonding with their employees and encouraging continuous improvement. Good coaches don’t miss the opportunity to celebrate success and reinforce the actions and behaviors that lead to it. As behavioral scientists have determined, direct recognition of behavior worth repeating is a powerful inducement to producing more of the same. Good coaches know this. Unfortunately, most managers don’t. ## **Systems alignment** Creating a coaching culture requires assessing organization systems. Do they support the desired behaviors, or do they undermine them? If you’re serious about creating and maintaining a coaching culture, you’ll assess each company policy, practice or procedure to determine whether it promotes a collaborative, “we’re in this together” culture. A client of mine manufactured and sold sophisticated food processing systems. It had two sales departments: Systems and Parts. A fully loaded system could sell for well into the six figures. Parts alone could sell for well into the five figures. The CFO hatched an idea to promote competition between the departments by creating an incentive pay zero-sum contest. The more money Systems received from the incentive pool, the less there was for Parts, and vice versa. As for increased competition, the CFO got his wish. However, there were unintended consequences. The two sales divisions stopped communicating with each other, which resulted in lost business opportunities. Tensions grew. When the Systems sales manager accused the Parts sales manager of conspiring with a competitor to cut Systems out of a project, the confrontation turned violent. A contrasting example comes from drug manufacturer GlaxoSmithKline. The company had used a traditional commission-based formula for its salespeople. Essentially, the more product you sold, the more money you made. Company leaders learned that this individualistic incentive system had negative consequences, including undermining trust within the company as well as with the doctors who were the primary customers for its prescription drugs. It overhauled the compensation system to heavily weight group performance versus individual performance and to include trust assessments of the MDs. A few salespeople left because of the change. However, most stayed, and by all measurements, the change was successful. Another example is the aluminum giant Alcoa. As reported in the book “The Power of Habit: Why We Do What We Do in Life and Business” in the late 1980s, the company had fallen on hard times, including 15,000 employees out on strike. Its board of directors chose former U.S. Secretary of the Treasury Paul O’Neill to be CEO and turn things around. O’Neill focused first, not on profits, but on worker safety. He overhauled Alcoa’s systems for dealing with workplace injury prevention and response, including O’Neill giving his home telephone number to all of Alcoa’s tens of thousands of employees for reporting purposes. Over time, not only did the workplace become much safer, changes led to greater efficiency, productivity, innovation and profitability. O’Neill liked to share the story of an hourly worker who called him at home. The employee had an idea to improve productivity and quality by moving the aluminum siding fabrication process and the pigmentation process closer together. O’Neill dispatched his chief engineer to investigate, who concurred with the worker’s recommendation. Within a year, profits on sales of this product doubled. Over time, this innovation had a positive seven-figure impact on Alcoa’s bottom line. Like a great coach, O’Neill continually looked for and listened to ideas that would help his team win. ## **Enlist HR** In my view, the Human Resources profession often has an overly zealous focus on compliance and claim prevention, which undermines both “human” and “resource.” As a former labor and employment law attorney, I can tell you that the best way to avoid employee legal trouble is not checking compliance boxes; it’s creating a positive workplace culture. Here’s how HR can shift from a compliance to culture paradigm: - **Recruiting and hiring:** Too often, recruiting and hiring are not about attracting and selecting the people best positioned to succeed in the actual job. They’re about finding the “safest” choice. As a result, the opportunity to attract and retain the best talent is lost. - **Onboarding:** Too often, onboarding is a dry, cold exercise. Boxes are checked – the “at will” disclaimer, the anti-harassment policy, the forms to fill out, and the rules to follow. Instead, the focus should be on welcoming, orienting and encouraging success. - **Job descriptions:** I’ve seen job descriptions that went on for seven pages. Ugh! A good coach doesn’t try to specify a player’s every possible behavior or action. He or she leaves room for the player to develop and adapt as needed to maximize each player’s strengths. - **Performance reviews:** A good coach provides ongoing, JIT (Just in time) feedback and feedforward (improvement suggestions). The coach does not wait for the annual review to unload. The coach-player relationship centers on day-to-day interactions and focuses on what will best help the player succeed. - **Health issues:** Employees with health challenges are usually suffering both physically and mentally. What they need is compassion, not a cold, harsh box-checking exercise. A good coach truly cares about his/her players’ well-being and empathizes when they face adversity. - **Discipline and discharge:** Traditional “progressive” discipline tends to be demoralizing, dehumanizing and poisonous rather than reparative for workplace relationships. And discharge often comes without dignity. In sports, players can and do get cut. However, there’s no “First, Second, Third Warning” nonsense. The focus remains on what is needed in the player’s position for the team to succeed. If the player falls short, the question becomes, “What adjustments must the player make?” If the player is unable or unwilling to make those adjustments, he or she is replaced by another player without blame or recrimination. It’s simply a matter of doing what’s necessary for the team to win. ## **Conclusion** There’s an ocean of upside if company leaders replace traditional notions of management with a coaching paradigm. Instead of telling and dictating, listen and learn. Instead of judging, criticizing and dwelling on problems, probe for and encourage solutions. And instead of being a me-oriented “I’m the boss” figure, be an “I’m the coach committed to our overall success” leader. Latest in ## Culture and Retention [![Leading Through Change](https://storage.googleapis.com/onin-staffing-prod/media/images/Stock_Photo_1459733802.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/leading-through-change-how-to-support-teams-during-organizational-shifts/) March 30, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/culture-and-retention/type/blog) [Leading Through Change: How to Support Teams During Organizational Shifts](https://oninstaffing.com/resources/culture-and-retention/leading-through-change-how-to-support-teams-during-organizational-shifts/) Learn how manufacturing leaders can guide teams through organizational change, reduce employee stress, and maintain engagement during process, technology, and structural shifts. [Read more](https://oninstaffing.com/resources/culture-and-retention/leading-through-change-how-to-support-teams-during-organizational-shifts/) [![Future-Proofing Your Workforce](https://storage.googleapis.com/onin-staffing-prod/media/images/Factory_Worker_with_Robot.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/future-proofing-your-workforce-strategies-to-stay-ahead-in-a-rapidly-changing-market/) March 23, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/culture-and-retention/type/blog) [Future-Proofing Your Workforce: Strategies to Stay Ahead in a Rapidly Changing Market](https://oninstaffing.com/resources/culture-and-retention/future-proofing-your-workforce-strategies-to-stay-ahead-in-a-rapidly-changing-market/) Learn how manufacturers can future-proof their workforce with upskilling, cross-training, and strategic staffing to stay competitive in a rapidly changing industry. [Read more](https://oninstaffing.com/resources/culture-and-retention/future-proofing-your-workforce-strategies-to-stay-ahead-in-a-rapidly-changing-market/) [![Staffing in Manufacturing](https://storage.googleapis.com/onin-staffing-prod/media/images/Manufacturing_Stock_Photo.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/the-role-of-staffing-agencies-in-supporting-manufacturing-innovation/) March 19, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/culture-and-retention/type/blog) [The Role of Staffing Agencies in Supporting Manufacturing Innovation](https://oninstaffing.com/resources/culture-and-retention/the-role-of-staffing-agencies-in-supporting-manufacturing-innovation/) Learn how strategic manufacturing staffing drives innovation by providing skilled talent, flexible workforce solutions, and support for emerging technologies. [Read more](https://oninstaffing.com/resources/culture-and-retention/the-role-of-staffing-agencies-in-supporting-manufacturing-innovation/) [View all](https://oninstaffing.com/resources/culture-and-retention/) ## Supervisors' Impact on Retention # The Essential Role Supervisors Play in Employee Retention March 11, 2025 \| [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/type/blog) ![The Essential Roles Supervisors Play](https://storage.googleapis.com/onin-staffing-prod/media/images/Stock_Image_621502041.format-jpeg.width-1200.jpg) Difficulty with their manager is one of the most commonly cited reasons people leave their jobs. What if you could rewrite that narrative and make your management team the reason employees want to stay — an enticement for new candidates to join your team? Making this change will require commitment and buy-in from the management staff. It will take effort to provide the training, communication and feedback managers need to contribute to retention, not turnover. Employers sometimes brush off turnover, believing it is limited to employees who are not a good fit. But what if those employees are a great fit for your organization, just not with a specific manager? Look at where your employee attrition is coming from. Are departing employees exiting from the same department or reporting to a specific manager? Missing signs like these can cost your organization time and money spent on rehiring and training. The impact of a bad manager on employee morale is immeasurable. Upper management and HR must pay attention to the feedback they get about managers. Of course, there are people who just like to complain, are impossible to please, or resent being expected to do their jobs. But like any review, the key is to not fixate on outliers but instead to pay attention to patterns. If a number of employees share the same issue with an employer, take action. Too often, a bad manager outlasts dozens of good employees because nothing is done to investigate employee feedback. Retraining or even replacing a manager may do more for the organization in the long run. **Supervisors set the tone for company culture.** Supervisors are the liaison between the organization and front-line employees. Their management style should align with the company’s culture. All interactions with team members should reflect company values and culture and represent the company in a positive manner. Onboarding is especially critical. First impressions matter. It can be difficult to recover if new employees get off on the wrong foot in their first few days. Ensure their first few days are well-planned and they are greeted with friendly faces and people who are welcoming and eager to help. **Supervisors foster open communication.** Only by encouraging feedback and two-way conversation can supervisors know what’s on the minds of employees. When managers review employee performance, their hope is that the employee will take the feedback and use it as constructive criticism so they can overcome their performance and do better on the job. Feedback from employees should be regarded the same way. The thoughts they share can be useful in helping supervisors improve the efficacy of their management style and the company as a whole to identify and address obstacles to growth. Provide multiple opportunities to communicate, such as town halls, one-on-ones and anonymous surveys. Feeling confident they are heard can improve engagement and retention. **Supervisors provide firsthand feedback and advice.** Supervisors have the opportunity to empower employees to be their best. Talking to employees about their goals and learning what motivates them can improve the relationship, ensure you are on the same page, and give you the tools you need to manage them effectively. Not everyone knows how to give good feedback. If you recognize this as a weakness in your management skills, take steps to rectify it. Include training on how to give and receive feedback during onboarding, so they are better equipped for one-on-ones and other opportunities to share their thoughts. **Make Exit Interviews More Effective** When leaving employment, people tend to fall into two extremes: those who can’t wait to give you an earful on the way out the door and those who won’t say a thing because they don’t want to burn bridges. The latter is especially true in small communities or niche industries. It’s essential to find a happy medium so you can elicit helpful information. The departing employee must feel safe to share what you need to know. Choose the right person to conduct the exit interview. It should be someone friendly, trusted and not intimidating. The discussion should be positive and like a meeting of equals working toward a common goal, not an interrogation or accusation. Ask the right questions in the right way. What would you change? How can we improve? What could our managers use more training on? What was the moment when you decided you had to move on? These questions can provide useful information if the employee is comfortable being forthcoming and the organization has a real commitment to improving. Latest in ## Culture and Retention [![Leading Through Change](https://storage.googleapis.com/onin-staffing-prod/media/images/Stock_Photo_1459733802.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/leading-through-change-how-to-support-teams-during-organizational-shifts/) March 30, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/culture-and-retention/type/blog) [Leading Through Change: How to Support Teams During Organizational Shifts](https://oninstaffing.com/resources/culture-and-retention/leading-through-change-how-to-support-teams-during-organizational-shifts/) Learn how manufacturing leaders can guide teams through organizational change, reduce employee stress, and maintain engagement during process, technology, and structural shifts. [Read more](https://oninstaffing.com/resources/culture-and-retention/leading-through-change-how-to-support-teams-during-organizational-shifts/) [![Future-Proofing Your Workforce](https://storage.googleapis.com/onin-staffing-prod/media/images/Factory_Worker_with_Robot.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/future-proofing-your-workforce-strategies-to-stay-ahead-in-a-rapidly-changing-market/) March 23, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/culture-and-retention/type/blog) [Future-Proofing Your Workforce: Strategies to Stay Ahead in a Rapidly Changing Market](https://oninstaffing.com/resources/culture-and-retention/future-proofing-your-workforce-strategies-to-stay-ahead-in-a-rapidly-changing-market/) Learn how manufacturers can future-proof their workforce with upskilling, cross-training, and strategic staffing to stay competitive in a rapidly changing industry. [Read more](https://oninstaffing.com/resources/culture-and-retention/future-proofing-your-workforce-strategies-to-stay-ahead-in-a-rapidly-changing-market/) [![Staffing in Manufacturing](https://storage.googleapis.com/onin-staffing-prod/media/images/Manufacturing_Stock_Photo.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/the-role-of-staffing-agencies-in-supporting-manufacturing-innovation/) March 19, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/culture-and-retention/type/blog) [The Role of Staffing Agencies in Supporting Manufacturing Innovation](https://oninstaffing.com/resources/culture-and-retention/the-role-of-staffing-agencies-in-supporting-manufacturing-innovation/) Learn how strategic manufacturing staffing drives innovation by providing skilled talent, flexible workforce solutions, and support for emerging technologies. [Read more](https://oninstaffing.com/resources/culture-and-retention/the-role-of-staffing-agencies-in-supporting-manufacturing-innovation/) [View all](https://oninstaffing.com/resources/culture-and-retention/) ## Training and Retention Link # The Important Link Between Training and Retention Jan. 31, 2025 \| [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/type/blog) ![Important Link Between Training and Retention](https://storage.googleapis.com/onin-staffing-prod/media/images/Stock_Image_947548558.format-jpeg.width-1200.jpg) Employers are taking a long hard look at what they have to offer employees in the hopes that they can discover how to attract and retain workers during the ongoing labor shortage. Professional development and training opportunities are emerging as an effective way to engage workers. In fact, skills training is one of the most attractive job benefits for younger workers. A 2021 Gallup survey conducted on behalf of Amazon revealed that 65% of workers believe upskilling is very important when considering job offers, and 48% of American workers would switch to a new job if offered more opportunities for training. During the ongoing Great Resignation, many workers have discovered that finding a job with higher pay or better benefits is easier than finding an employer willing to invest in them. Without professional development opportunities, employees may believe that the only way to grow their careers is by finding a job with another company. By providing workers with skills training, employers can significantly impact retention within their organization. ## **Analyze The Skills Gap** Employers who offer skills training help workers gain confidence in their roles. When those employees feel empowered and successful, they are more likely to see themselves growing with the company. But before you can create a training program for your employees, it’s essential to assess the needs of your workforce — and your organization. What are your team’s strengths and weaknesses, and what kinds of training will lead to increased productivity, profitability and employee satisfaction? Feedback from employees can offer insight into what types of training will help workers be most successful in their roles. By asking for and incorporating employee feedback, employers gain an opportunity to show workers their opinions hold value, another way to build trust, loyalty and retention. ## **Empower Workers** Engaged employees are more likely to remain with the company. Soliciting feedback about what type of training employees might find valuable is a great first step, but some workers may not know what they need to advance. Connect with employees to educate them on the opportunities available to them within the company and what kinds of skills they need to take on new roles. Career exploration can be an effective way to show employees what career paths exist for them within the company, potentially inspiring interest and engagement. By encouraging employees to take an active role in their professional development, you energize and empower them, creating further engagement with the company. ## **Improve Culture** Creating a solid training program within your organization communicates that you value your employees and want to help them improve their careers and lives. To be most effective, training must be a consistent and organic part of the work culture. Sending employees out for training once a year just to get it out of the way won’t have as much impact as providing regular professional development with constructive feedback. Giving employees opportunities to practice their skills while supporting their learning curve will help them grow in their roles and positively impact the company. ## **Train Leaders to Support Workers** Manager training can also boost retention within your organization. As the famous saying goes, “People don’t quit jobs; they quit bosses.” According to a Society for Human Resources Management survey, 84% of U.S. workers say poorly trained managers create unnecessary work and stress, and 57% believe managers in their workplace could benefit from more training. Much about work has changed since the pandemic. Managers require different skills to support the changing needs of modern workers. Leadership training can play a double role in retention within your organization: building the skills of managers while helping them learn how to better manage — and retain — their teams. ## **Focus on Learning** Prioritizing professional development in your company means creating opportunities for workers to use their new skills and integrate them into their daily routines, improving their productivity and efficiency. By providing training opportunities that help workers build skills that help them advance their careers, employers are investing in their workforce—and safeguarding retention within their organization. Latest in ## Culture and Retention [![Leading Through Change](https://storage.googleapis.com/onin-staffing-prod/media/images/Stock_Photo_1459733802.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/leading-through-change-how-to-support-teams-during-organizational-shifts/) March 30, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/culture-and-retention/type/blog) [Leading Through Change: How to Support Teams During Organizational Shifts](https://oninstaffing.com/resources/culture-and-retention/leading-through-change-how-to-support-teams-during-organizational-shifts/) Learn how manufacturing leaders can guide teams through organizational change, reduce employee stress, and maintain engagement during process, technology, and structural shifts. [Read more](https://oninstaffing.com/resources/culture-and-retention/leading-through-change-how-to-support-teams-during-organizational-shifts/) [![Future-Proofing Your Workforce](https://storage.googleapis.com/onin-staffing-prod/media/images/Factory_Worker_with_Robot.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/future-proofing-your-workforce-strategies-to-stay-ahead-in-a-rapidly-changing-market/) March 23, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/culture-and-retention/type/blog) [Future-Proofing Your Workforce: Strategies to Stay Ahead in a Rapidly Changing Market](https://oninstaffing.com/resources/culture-and-retention/future-proofing-your-workforce-strategies-to-stay-ahead-in-a-rapidly-changing-market/) Learn how manufacturers can future-proof their workforce with upskilling, cross-training, and strategic staffing to stay competitive in a rapidly changing industry. [Read more](https://oninstaffing.com/resources/culture-and-retention/future-proofing-your-workforce-strategies-to-stay-ahead-in-a-rapidly-changing-market/) [![Staffing in Manufacturing](https://storage.googleapis.com/onin-staffing-prod/media/images/Manufacturing_Stock_Photo.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/the-role-of-staffing-agencies-in-supporting-manufacturing-innovation/) March 19, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/culture-and-retention/type/blog) [The Role of Staffing Agencies in Supporting Manufacturing Innovation](https://oninstaffing.com/resources/culture-and-retention/the-role-of-staffing-agencies-in-supporting-manufacturing-innovation/) Learn how strategic manufacturing staffing drives innovation by providing skilled talent, flexible workforce solutions, and support for emerging technologies. [Read more](https://oninstaffing.com/resources/culture-and-retention/the-role-of-staffing-agencies-in-supporting-manufacturing-innovation/) [View all](https://oninstaffing.com/resources/culture-and-retention/) ## Modern Leadership Approaches # A Shift In Command: Leadership Styles That Reach Beyond Top-Down Management Feb. 24, 2025 \| [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/type/blog) ![A Shift In Command: Leadership Styles That Reach Beyond Top-Down Management](https://storage.googleapis.com/onin-staffing-prod/media/images/Stock_Image_350129850.format-jpeg.width-1200.jpg) In the manufacturing workplace, a new wave of leadership models has emerged, offering unique opportunities for growth, development, and teamwork. Traditional top-down leadership models, while still prevalent, may fall short of addressing the needs of the modern workforce. It’s time to explore alternative approaches like servant leadership, collaborative leadership, and lateral leadership to create a more inclusive and empowering environment for everyone on your team. By exploring these leadership models, you can help your manufacturing team work better together and navigate the unique challenges they face every day. **What is Top-Down Leadership?** Top-down leadership is built on the idea that the leader or manager holds all the decision-making power and is responsible for directing the team. This model has been the backbone of many organizations for years, but it isn’t necessarily the most effective approach to leadership anymore. In a top-down structure, team members may feel disconnected from the decision-making process and disempowered, which in turn, can lead to a decrease in productivity and innovation. Low-wage factory workers, in particular, may feel like their concerns and ideas aren’t given the same weight as those of upper-level management. Moreover, such a disconnect can lead to decreased motivation and job dissatisfaction, especially if workers feel their concerns or suggestions are not being considered or valued. This can result in higher turnover rates and lower morale, which again does not bode well for company productivity and overall culture. **Looking for something different? Here are a few alternative approaches to leadership:** ## **Servant Leadership** In stark contrast to top-down leadership, servant leadership focuses on empowering team members and fostering a supportive work environment. A servant leader believes that their key role is to serve the needs of their team, help them grow, and ensure they have the resources and opportunities to succeed. This leadership style builds trust and respect and gives employees a voice in the decision-making process. It also promotes an environment where others are motivated to think strategically and innovate. This is because a servant leader does not always need to be in charge but is ready to adhere to collective decisions. For low-wage factory workers, having a servant leader can make all the difference in feeling valued and supported. This type of leader can help employees identify and develop their unique talents, leading to higher job satisfaction and retention rates. Plus, when team members feel supported and listened to, they’re more likely to contribute ideas for improvements, helping the entire organization work more efficiently. ## **Collaborative Leadership** Harnessing the strength of teamwork is at the core of collaborative leadership. This approach means involving team members in decision-making processes, problem-solving, and goal-setting. By treating each team member as an equal peer, collaborative leaders create a culture of mutual respect, idea-sharing, and open communication. Manufacturing teams can significantly benefit from a collaborative leadership model. As workers in this industry often possess experience and firsthand knowledge of the production process, their insights can lead to more innovative solutions and better overall performance. Furthermore, involving low-wage factory workers in discussions and decisions can contribute to increased morale, job satisfaction, and pride in their work. ## **Lateral Leadership** Lateral leadership transcends traditional hierarchical structures by emphasizing teamwork, shared responsibilities, and a focus on solving problems. In a laterally led team, members work together to make decisions, provide support, and build on one another’s strengths, regardless of their position within the organization. This leadership model can have significant positive impacts on the manufacturing industry. As many low-wage factory workers find themselves in teamwork-heavy roles, lateral leadership can foster a true sense of camaraderie and cohesion. This approach may also contribute to a more efficient, streamlined production process, as team members become more adept at pooling their skills and resources to meet challenges head-on. ## **Transformative Leadership for Your Team** Exploring alternative leadership models can genuinely change the landscape of the manufacturing workplace. Adapting your unique culture to a new mode of leadership can help make your business even more effective for a new era of modern workers and modern business. By embracing servant, collaborative, and lateral leadership styles, you can invest in your employees’ well-being and development, creating a happier, more productive work environment for all. Latest in ## Culture and Retention [![Leading Through Change](https://storage.googleapis.com/onin-staffing-prod/media/images/Stock_Photo_1459733802.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/leading-through-change-how-to-support-teams-during-organizational-shifts/) March 30, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/culture-and-retention/type/blog) [Leading Through Change: How to Support Teams During Organizational Shifts](https://oninstaffing.com/resources/culture-and-retention/leading-through-change-how-to-support-teams-during-organizational-shifts/) Learn how manufacturing leaders can guide teams through organizational change, reduce employee stress, and maintain engagement during process, technology, and structural shifts. [Read more](https://oninstaffing.com/resources/culture-and-retention/leading-through-change-how-to-support-teams-during-organizational-shifts/) [![Future-Proofing Your Workforce](https://storage.googleapis.com/onin-staffing-prod/media/images/Factory_Worker_with_Robot.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/future-proofing-your-workforce-strategies-to-stay-ahead-in-a-rapidly-changing-market/) March 23, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/culture-and-retention/type/blog) [Future-Proofing Your Workforce: Strategies to Stay Ahead in a Rapidly Changing Market](https://oninstaffing.com/resources/culture-and-retention/future-proofing-your-workforce-strategies-to-stay-ahead-in-a-rapidly-changing-market/) Learn how manufacturers can future-proof their workforce with upskilling, cross-training, and strategic staffing to stay competitive in a rapidly changing industry. [Read more](https://oninstaffing.com/resources/culture-and-retention/future-proofing-your-workforce-strategies-to-stay-ahead-in-a-rapidly-changing-market/) [![Staffing in Manufacturing](https://storage.googleapis.com/onin-staffing-prod/media/images/Manufacturing_Stock_Photo.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/the-role-of-staffing-agencies-in-supporting-manufacturing-innovation/) March 19, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/culture-and-retention/type/blog) [The Role of Staffing Agencies in Supporting Manufacturing Innovation](https://oninstaffing.com/resources/culture-and-retention/the-role-of-staffing-agencies-in-supporting-manufacturing-innovation/) Learn how strategic manufacturing staffing drives innovation by providing skilled talent, flexible workforce solutions, and support for emerging technologies. [Read more](https://oninstaffing.com/resources/culture-and-retention/the-role-of-staffing-agencies-in-supporting-manufacturing-innovation/) [View all](https://oninstaffing.com/resources/culture-and-retention/) ## Workforce Upskilling Strategies # Effective Ways to Upskill Your Workforce March 5, 2026 \| [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/type/blog) ![Upskill Workforce](https://storage.googleapis.com/onin-staffing-prod/media/images/Stock_Image_1842358419.format-jpeg.width-1200.jpg) With unprecedented technological advancements and the integration of a new generation of young talent into the workforce, the importance of upskilling has become a top priority for organizations around the globe, particularly in the manufacturing and light industrial sectors. Upskilling – the process of imparting new skills to your existing employees – goes beyond being a mere workplace fad. It is an indispensable strategy to ensure your organization stays competitive and resilient in the face of constant transformation. **Upskilling and Its Importance on the Younger Workforce** As the tides of change continue to shape our world, skill development becomes more crucial. With baby boomers retiring in large numbers, new and younger generations like millennials and Gen Z have molded the workforce demographics. The shift in generations has not only created a changing workforce but has also garnered considerable differences in expectations for the workplace. The new generation, having been brought up in a world that revolves around technology, values continuous learning, development, and purposeful work. Upskilling, thus, not only caters to the evolving labor market but also attracts young, talented professionals and helps retain a competent workforce. Upskilling helps organizations build an adaptable workforce capable of adjusting to new challenges, technologies, or business models. Establishing a culture of learning and growth augments operational efficiency, employee engagement, job satisfaction, and loyalty. **Turning Professional Progression into a Strategic Advantage** Below are a few ways in which you can effectively upskill the hardworking individuals who form the backbone of your industry: 1. **Assessment of Skill Gaps** Take a proactive approach by first identifying the skills necessary to stay competitive in your industry and then assessing your workforce’s skillset. By doing so, you can determine skill gaps and formulate targeted upskilling initiatives to bridge these gaps. **2\. A Learning-Friendly Environment** Creating a conducive learning environment involves fostering a growth mindset as a foundation, where individuals approach learning as a means to improve, prosper, and contribute to the organization’s success. **3\. Customized Training Programs** Consider training programs that are designed with precision and purpose, aligning learning materials and methods that address current gaps and equip employees for future industry trends. Ranging from on-the-job training and workshops to e-learning platforms, providing accessible and flexible learning opportunities to cater to individual needs is crucial. **4\. Mentoring and Career Coaching** Guidance from mentors and career coaches with industry expertise is an invaluable resource for employee development. These professionals provide direction and support, helping to impart new skills and knowledge while also providing valuable insights into internal growth opportunities within the organization. **5\. Building a Continuous Learning Culture** An essential aspect of the upskilling strategy is to encourage and foster a culture of continuous learning. By giving recognition to achievements, learning milestones, and providing constructive feedback, you can fuel your workforce’s journey of self-improvement and mastery. **6\. Encouraging Collaboration and Knowledge Sharing** Collaborative learning environments can work wonders in enhancing employee skill sets. Encouraging team members to share their expertise, learn from each other’s experience, and work together to expand their knowledge base forms the cornerstone of a growth-oriented organization. **7\. Establishing Clear Career Paths** One of the best ways to instill a growth mindset is to provide clarity on career progression. Knowing what opportunities lie ahead and assessing what skills and qualifications are required can motivate employees to pursue upskilling to achieve their career goals. **8\. Support for Professional Certifications** For certain roles, industry certifications can prove beneficial for both employees and the organization. Offering support and incentives for employees to obtain relevant professional certifications can provide an extra boost to their dedication to continuous learning. Latest in ## Culture and Retention [![Leading Through Change](https://storage.googleapis.com/onin-staffing-prod/media/images/Stock_Photo_1459733802.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/leading-through-change-how-to-support-teams-during-organizational-shifts/) March 30, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/culture-and-retention/type/blog) [Leading Through Change: How to Support Teams During Organizational Shifts](https://oninstaffing.com/resources/culture-and-retention/leading-through-change-how-to-support-teams-during-organizational-shifts/) Learn how manufacturing leaders can guide teams through organizational change, reduce employee stress, and maintain engagement during process, technology, and structural shifts. [Read more](https://oninstaffing.com/resources/culture-and-retention/leading-through-change-how-to-support-teams-during-organizational-shifts/) [![Future-Proofing Your Workforce](https://storage.googleapis.com/onin-staffing-prod/media/images/Factory_Worker_with_Robot.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/future-proofing-your-workforce-strategies-to-stay-ahead-in-a-rapidly-changing-market/) March 23, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/culture-and-retention/type/blog) [Future-Proofing Your Workforce: Strategies to Stay Ahead in a Rapidly Changing Market](https://oninstaffing.com/resources/culture-and-retention/future-proofing-your-workforce-strategies-to-stay-ahead-in-a-rapidly-changing-market/) Learn how manufacturers can future-proof their workforce with upskilling, cross-training, and strategic staffing to stay competitive in a rapidly changing industry. [Read more](https://oninstaffing.com/resources/culture-and-retention/future-proofing-your-workforce-strategies-to-stay-ahead-in-a-rapidly-changing-market/) [![Staffing in Manufacturing](https://storage.googleapis.com/onin-staffing-prod/media/images/Manufacturing_Stock_Photo.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/the-role-of-staffing-agencies-in-supporting-manufacturing-innovation/) March 19, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/culture-and-retention/type/blog) [The Role of Staffing Agencies in Supporting Manufacturing Innovation](https://oninstaffing.com/resources/culture-and-retention/the-role-of-staffing-agencies-in-supporting-manufacturing-innovation/) Learn how strategic manufacturing staffing drives innovation by providing skilled talent, flexible workforce solutions, and support for emerging technologies. [Read more](https://oninstaffing.com/resources/culture-and-retention/the-role-of-staffing-agencies-in-supporting-manufacturing-innovation/) [View all](https://oninstaffing.com/resources/culture-and-retention/) ## Reskilling Workforce Strategies # The Real Value of Reskilling Your Workforce & Effective Ways to Reskill April 2, 2026 \| [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/type/blog) ![Stock Image 1253622998](https://storage.googleapis.com/onin-staffing-prod/media/images/Stock_Image_1253622998.format-jpeg.width-1200.jpg) At the heart of many businesses, there are workers who are great at what they do but might not be able to keep up with rapid technological changes. That’s where the strategic importance of reskilling comes in—a proactive approach to empower your workforce with new skills and competencies essential for navigating the complexities of the modern workplace. Reskilling not only enhances your team’s adaptability and resilience but also ensures your organization remains competitive and future-proof. By investing in the development of your people, you’re not just preparing them for the challenges of today but also unlocking the potential for exponential growth and innovation tomorrow. It is in this spirit that we delve into the strategic importance of shaking off old, and potentially bad, habits by improving the skills and processes of your current teams through reskilling. **Bridging Generations with New Skills** The vibrancy of an organization is often seen in its blending of generations, each bringing unique strengths to the table. Yet, there lies a challenge in harmonizing tradition with innovation. Reskilling breathes life into your teams, enabling seasoned workers to gain new skills. Younger talent enters the field eager to impact the world, armed with fresh perspectives and fluency in the latest innovations. But their success is contingent upon understanding the nuanced fabric of their profession. ## **The Strategic Advantage of Reskilling** Every member of the workforce, irrespective of their years of service, age bracket, or level of formal education, possesses potential that can be unlocked through reskilling. In the service industry, there’s a strong inclination to embrace reskilling, yet we see this eagerness extend across the spectrum to sectors once deemed secure, such as manufacturing and light industrial. [A recent survey](https://www.uschamber.com/workforce/education/data-deep-dive-upskilling-and-reskilling-our-workforce) revealed that 68% of workers are open to retraining to enhance their skills, with 28% indicating their readiness to reskill should it be required. This willingness to grow and adapt is not confined to any single educational level. Those with college diplomas show almost the same enthusiasm for learning new skills as those who’ve honed their expertise through experience rather than academia. While it’s true that zeal for reskilling may ebb as one progresses in their career journey, the spark for learning and improvement endures across all age groups. When companies invest in reskilling initiatives, they’re broadcasting a powerful message about their dedication to their employees’ growth. This culture of constant evolution and fresh thinking not only raises morale but also positions an organization as a magnet for top-tier talent. ## **Effective Ways to Reskill** With the “why” of reskilling established, attention turns to the “how.” Structured learning paths curated to cater to individual career aspirations and business needs form the backbone of effective reskill programs. This might mean cross-skilling to aid versatility, up-skilling for vertical growth, or acquiring completely new skill sets to make lateral moves in one’s career. Engaging methodologies such as microlearning, mentorship programs, and e-learning platforms allow for personalization of pace and content. When employees can see their own growth trajectory and its alignment with the company’s path forward, they are more inclined to take ownership of their reskilling journeys. ## **The Role of Leadership in Driving Reskilling** Leaders set the tone for the adoption and success of reskilling initiatives. Through supportive leadership and ample resources, employees feel empowered to embrace learning and growth. Leaders must inspire their teams by highlighting success stories, communicating the tangible benefits of reskilling, and being champions of the programs themselves. Strengthening support systems within the company further encourages participation. Everything from dedicated learning time, recognition, and incentives for progress, to substantial pathways for career advancement post-reskilling, signals to employees the value placed upon their development and the sincere intentions behind the investment. ## **Reskilling for a Brighter Future** Embracing a culture of continuous learning within your organization isn’t just a strategy; it’s a requirement—a belief in your workforce’s capabilities and in your company’s resilience. It serves as an affirmation of each individual’s ability for growth and adaptation, and a reflection of your company’s readiness to not just navigate but excel the future of work. **Your Invitation to Grow with Ōnin** At the heart of Ōnin Group is the unshakable conviction that when we invest in our people, we elevate not just our own destiny but that of entire communities. We extend to you an invitation to join us in this pursuit. Whether you’re looking to enrich your workforce through strategic reskilling, seeking advice on nurturing your human capital, or ready to amplify your potential, Ōnin is here to assist. Latest in ## Culture and Retention [![Leading Through Change](https://storage.googleapis.com/onin-staffing-prod/media/images/Stock_Photo_1459733802.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/leading-through-change-how-to-support-teams-during-organizational-shifts/) March 30, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/culture-and-retention/type/blog) [Leading Through Change: How to Support Teams During Organizational Shifts](https://oninstaffing.com/resources/culture-and-retention/leading-through-change-how-to-support-teams-during-organizational-shifts/) Learn how manufacturing leaders can guide teams through organizational change, reduce employee stress, and maintain engagement during process, technology, and structural shifts. [Read more](https://oninstaffing.com/resources/culture-and-retention/leading-through-change-how-to-support-teams-during-organizational-shifts/) [![Future-Proofing Your Workforce](https://storage.googleapis.com/onin-staffing-prod/media/images/Factory_Worker_with_Robot.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/future-proofing-your-workforce-strategies-to-stay-ahead-in-a-rapidly-changing-market/) March 23, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/culture-and-retention/type/blog) [Future-Proofing Your Workforce: Strategies to Stay Ahead in a Rapidly Changing Market](https://oninstaffing.com/resources/culture-and-retention/future-proofing-your-workforce-strategies-to-stay-ahead-in-a-rapidly-changing-market/) Learn how manufacturers can future-proof their workforce with upskilling, cross-training, and strategic staffing to stay competitive in a rapidly changing industry. [Read more](https://oninstaffing.com/resources/culture-and-retention/future-proofing-your-workforce-strategies-to-stay-ahead-in-a-rapidly-changing-market/) [![Staffing in Manufacturing](https://storage.googleapis.com/onin-staffing-prod/media/images/Manufacturing_Stock_Photo.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/the-role-of-staffing-agencies-in-supporting-manufacturing-innovation/) March 19, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/culture-and-retention/type/blog) [The Role of Staffing Agencies in Supporting Manufacturing Innovation](https://oninstaffing.com/resources/culture-and-retention/the-role-of-staffing-agencies-in-supporting-manufacturing-innovation/) Learn how strategic manufacturing staffing drives innovation by providing skilled talent, flexible workforce solutions, and support for emerging technologies. [Read more](https://oninstaffing.com/resources/culture-and-retention/the-role-of-staffing-agencies-in-supporting-manufacturing-innovation/) [View all](https://oninstaffing.com/resources/culture-and-retention/) ## Team Spirit and Reskilling # Elevating Team Spirit Through Purpose May 1, 2026 \| [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/type/blog) ![Value of Reskilling Workers](https://storage.googleapis.com/onin-staffing-prod/media/images/Stock_Image_638922057.format-jpeg.width-1200.jpg) At the heart of many businesses, there are workers who are great at what they do but might not be able to keep up with rapid technological changes. That’s where the strategic importance of reskilling comes in—a proactive approach to empower your workforce with new skills and competencies essential for navigating the complexities of the modern workplace. Reskilling not only enhances your team’s adaptability and resilience but also ensures your organization remains competitive and future-proof. By investing in the development of your people, you’re not just preparing them for the challenges of today but also unlocking the potential for exponential growth and innovation tomorrow. It is in this spirit that we delve into the strategic importance of shaking off old, and potentially bad, habits by improving the skills and processes of your current teams through reskilling. **Bridging Generations with New Skills** The vibrancy of an organization is often seen in its blending of generations, each bringing unique strengths to the table. Yet, there lies a challenge in harmonizing tradition with innovation. Reskilling breathes life into your teams, enabling seasoned workers to gain new skills. Younger talent enters the field eager to impact the world, armed with fresh perspectives and fluency in the latest innovations. But their success is contingent upon understanding the nuanced fabric of their profession. **The Strategic Advantage of Reskilling** Every member of the workforce, irrespective of their years of service, age bracket, or level of formal education, possesses potential that can be unlocked through reskilling. In the service industry, there’s a strong inclination to embrace reskilling, yet we see this eagerness extend across the spectrum to sectors once deemed secure, such as manufacturing and light industrial. [A recent survey](https://www.uschamber.com/workforce/education/data-deep-dive-upskilling-and-reskilling-our-workforce) revealed that 68% of workers are open to retraining to enhance their skills, with 28% indicating their readiness to reskill should it be required. This willingness to grow and adapt is not confined to any single educational level. Those with college diplomas show almost the same enthusiasm for learning new skills as those who’ve honed their expertise through experience rather than academia. While it’s true that zeal for reskilling may ebb as one progresses in their career journey, the spark for learning and improvement endures across all age groups. When companies invest in reskilling initiatives, they’re broadcasting a powerful message about their dedication to their employees’ growth. This culture of constant evolution and fresh thinking not only raises morale but also positions an organization as a magnet for top-tier talent. **Effective Ways to Reskill** With the “why” of reskilling established, attention turns to the “how.” Structured learning paths curated to cater to individual career aspirations and business needs form the backbone of effective reskill programs. This might mean cross-skilling to aid versatility, up-skilling for vertical growth, or acquiring completely new skill sets to make lateral moves in one’s career. Engaging methodologies such as microlearning, mentorship programs, and e-learning platforms allow for personalization of pace and content. When employees can see their own growth trajectory and its alignment with the company’s path forward, they are more inclined to take ownership of their reskilling journeys. **The Role of Leadership in Driving Reskilling** Leaders set the tone for the adoption and success of reskilling initiatives. Through supportive leadership and ample resources, employees feel empowered to embrace learning and growth. Leaders must inspire their teams by highlighting success stories, communicating the tangible benefits of reskilling, and being champions of the programs themselves. Strengthening support systems within the company further encourages participation. Everything from dedicated learning time, recognition, and incentives for progress, to substantial pathways for career advancement post-reskilling, signals to employees the value placed upon their development and the sincere intentions behind the investment. **Reskilling for a Brighter Future** Embracing a culture of continuous learning within your organization isn’t just a strategy; it’s a requirement—a belief in your workforce’s capabilities and in your company’s resilience. It serves as an affirmation of each individual’s ability for growth and adaptation, and a reflection of your company’s readiness to not just navigate but excel the future of work. Latest in ## Culture and Retention [![Leading Through Change](https://storage.googleapis.com/onin-staffing-prod/media/images/Stock_Photo_1459733802.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/leading-through-change-how-to-support-teams-during-organizational-shifts/) March 30, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/culture-and-retention/type/blog) [Leading Through Change: How to Support Teams During Organizational Shifts](https://oninstaffing.com/resources/culture-and-retention/leading-through-change-how-to-support-teams-during-organizational-shifts/) Learn how manufacturing leaders can guide teams through organizational change, reduce employee stress, and maintain engagement during process, technology, and structural shifts. [Read more](https://oninstaffing.com/resources/culture-and-retention/leading-through-change-how-to-support-teams-during-organizational-shifts/) [![Future-Proofing Your Workforce](https://storage.googleapis.com/onin-staffing-prod/media/images/Factory_Worker_with_Robot.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/future-proofing-your-workforce-strategies-to-stay-ahead-in-a-rapidly-changing-market/) March 23, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/culture-and-retention/type/blog) [Future-Proofing Your Workforce: Strategies to Stay Ahead in a Rapidly Changing Market](https://oninstaffing.com/resources/culture-and-retention/future-proofing-your-workforce-strategies-to-stay-ahead-in-a-rapidly-changing-market/) Learn how manufacturers can future-proof their workforce with upskilling, cross-training, and strategic staffing to stay competitive in a rapidly changing industry. [Read more](https://oninstaffing.com/resources/culture-and-retention/future-proofing-your-workforce-strategies-to-stay-ahead-in-a-rapidly-changing-market/) [![Staffing in Manufacturing](https://storage.googleapis.com/onin-staffing-prod/media/images/Manufacturing_Stock_Photo.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/the-role-of-staffing-agencies-in-supporting-manufacturing-innovation/) March 19, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/culture-and-retention/type/blog) [The Role of Staffing Agencies in Supporting Manufacturing Innovation](https://oninstaffing.com/resources/culture-and-retention/the-role-of-staffing-agencies-in-supporting-manufacturing-innovation/) Learn how strategic manufacturing staffing drives innovation by providing skilled talent, flexible workforce solutions, and support for emerging technologies. [Read more](https://oninstaffing.com/resources/culture-and-retention/the-role-of-staffing-agencies-in-supporting-manufacturing-innovation/) [View all](https://oninstaffing.com/resources/culture-and-retention/) ## Flexible Work Benefits # The Business Benefits Beyond the 9-to-5 March 23, 2026 \| [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/type/blog) ![Business Benefits Beyond 9 to 5](https://storage.googleapis.com/onin-staffing-prod/media/images/Stock_Image_667510460.format-jpeg.width-1200.jpg) There are many business benefits of running shifts beyond the traditional 9-5 workday. These benefits include access to a broader talent pool, a more engaged workforce, and increased operational efficiency. Expanding your business operations beyond the 9-5 can be especially beneficial if you are in the manufacturing or light industrial industry. **Common Work Shifts Beyond the 9 to 5** Companies in industries such as manufacturing and light industrial often run three shifts 5 days per week. The timing of each shift depends on the industry, company policies, and workforce needs. ### **First shift** The first shift typically runs from early morning to late afternoon. For instance, first-shift hours could be 6 am to 2 pm. This shift aligns with regular business hours. ### **Second shift** The second shift typically runs from late afternoon to nighttime. For instance, second-shift hours could be 2 pm to 10 pm. Having this shift lets companies extend their hours of operation. ### **Third shift** The third shift typically runs from nighttime to early morning. For instance, third-shift hours could be 10 pm to 6 am. Having this shift lets manufacturing and light industrial firms operate 24 hours a day for 5 days a week. ### **Flex schedule** In the modern economy, rigid schedules from the traditional 9-to-5 or even fixed shift patterns often don’t align with the realities of today’s workforce. Recognizing this, Ōnin Flex offers a transformative approach, allowing employers to build a flexible, supplemental team of workers. These workers can choose their own schedules while still enjoying comprehensive benefits. By offering such adaptable work options, businesses can tap into a broader talent pool and reduce issues like absenteeism and turnover, which are prevalent in rigid scheduling models. This flexibility is also crucial for integrating non-traditional workers who might be balancing education, family care, or other personal responsibilities. ## **Advantages of Offering Flex Work** Offering flexible jobs provides many advantages: - Access a wider talent pool. - Diversify your workforce. - Gain flexibility in handling the workload. - Accelerate employee skill development. - Offer additional opportunities for career growth. - Boost productivity and output. - Optimize the use of resources. - Enhance product delivery. - Ensure leaders stay off the lines - Increase revenue. - Improve efficiency. - Reduce operating costs. - Save money. - Strengthen the bottom line. - Increase your competitive edge. ## **Business Benefits of Offering a Second and Third Shift** Offering jobs with alternatives to first shift, including second and third shifts as well as flexible shifts, has a number of benefits, including: ## **Increased employee attraction and retention** Employees look for jobs with work hours that support their daily routine, work-life balance, and well-being. Therefore, many employees in industries such as manufacturing and light industrial desire jobs with nontraditional and flexible work hours. Flexible work schedules are especially useful for retention, as workers can choose their own schedules and align their unique needs with your position. In fact, Ōnin Flex has reduced multiple clients’ retention by over 50%. ## **Greater work-life balance** Working second- or third-shift hours can provide employees with additional flexibility in the morning. Obviously, providing workers with flexible schedules is an ideal way for employers to provide a way for employers to build work-life balance. With Flex, employees have the power to handle personal matters, appointments, or family needs. They also can spend time with their children or pursue educational goals. ## **Stronger team cohesion** Because they work nontraditional hours, second- and third-shift employees typically develop strong bonds with their teammates. This shared experience supports camaraderie, collaboration, and productivity. Other results include strong employee engagement, performance, and morale. These factors help strengthen job satisfaction and employee attraction and retention rates. When it comes to flexibility, Flex workers help prevent burnout and team stress and create stronger, happier teams that work better together. Many clients companies struggle with having too few workers, which creates a cycle of overtime, employee burnout and high stress as a team dynamic. With a flexible, supplemental team of workers, teams work better together. Best Practices for Third-Shift Management Managing third-shift employees requires a different approach than managing first- or second-shift employees. Therefore, managers can use the following best practices to support the safety, productivity, and satisfaction of third-shift employees: ### **Provide fair compensation and benefits** Competitive compensation and benefits help attract and retain third-shift employees. As a result, you should offer these employees higher pay rates and additional health insurance options because of the challenges of working nontraditional hours. Also, provide adequate rest breaks during shifts and paid time off to support work-life balance. ### **Create a safe, healthy work environment** Third-shift employees face unique safety challenges and health risks because they work nontraditional hours. Therefore, workplace lighting should elevate visibility and reduce eye strain. Also, workstations should be ergonomically designed to reduce physical strain. Managers should provide information and encouragement for their teams to eat well, exercise, and maintain a healthy sleep schedule. Managers also should talk with their teams about any physical or mental health concerns they might have and provide resources and support when possible. Of note, Ōnin provides its Teammates with radically affordable mental healthcare, in addition to physical healthcare and many other benefits. ### **Prioritize team communication** Maintaining consistent communication with third-shift employees is essential for enhancing team morale and fostering a sense of inclusion. To achieve this, managers should arrange regular meetings at times that accommodate the schedules of these employees, ensuring they are well-informed about company updates and events. Leveraging tools such as email, messaging apps, and other technologies is vital for sustaining continuous communication. Moreover, organizing monthly team-building activities can significantly strengthen community bonds and feelings of belonging. At Ōnin, we have successfully integrated what we term “success mindset” training into our weekly team routines. This strategy not only fortifies team cohesion but also equips employees with practical skills for both professional and personal success, contributing to reduced turnover rates and a more engaged workforce. ### **Offer training opportunities** Third-shift employees who receive ongoing training and support feel valued at work. As a result, they typically experience strong job satisfaction and career development within the organization. These factors increase employee retention and decrease hiring, onboarding, and training costs. Training programs should be tailored to each employee’s goals, needs, and schedule. Also, consider implementing a mentorship program where experienced third-shift employees support new employees in adjusting to the nontraditional work hours. Additionally, provide employees with access to counseling services and support groups that focus on the mental health challenges of working the third shift. ### **Tools and Resources for Third-Shift Management** The use of scheduling and monitoring tools helps streamline business operations, support fairness, and strengthen productivity and job satisfaction. The following tools and resources can support these objectives: - **Workforce management software** offers comprehensive scheduling solutions to create and manage shift schedules, shift rotations, and time off requests. The software also helps maintain compliance with labor laws. Examples include Kronos and Workday. - **Time and attendance systems** track employee work hours, including clock-in and clock-out times. These systems calculate overtime and ensure fair pay for third-shift employees. Examples include TSheets and When I Work. - **HR and payroll software** streamline payroll processing, including shift differentials and other complexities of third-shift work schedules. Examples include ADP and Gusto. - **Safety monitoring systems** monitor and support workplace safety. Examples include SafetyCulture and EHS Insight. - **Health and wellness apps** promote healthy lifestyle habits, including nutrition, exercise, and stress management. Examples include Headspace and MyFitnessPal. - **Employee communication apps** support real-time employee communication to promote inclusion within the workforce, especially for third-shift employees. Examples include Slack and Microsoft Teams. - **Task management tools** help assign and track tasks and projects so employees can stay informed about company goals and priorities. Examples include Asana and Trello. - **Online training platforms** offer courses for employees to develop their skills according to their schedules. Examples include Udemy and Coursera. ### **_Want to Learn About What a Flexible, Supplemental Workforce Could Mean for You?_** _Imagine a team that works alongside your staffing workforce and empowers you to fill shifts dynamically, find vetted talent, and reduce turnover._ [**_Click here_**](https://oninflex.com/) _to discover how this innovative concept, driven by Ōnin’s 25+ years of staffing experience, can help you solve today’s most pressing workforce challenges._ Latest in ## Culture and Retention [![Leading Through Change](https://storage.googleapis.com/onin-staffing-prod/media/images/Stock_Photo_1459733802.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/leading-through-change-how-to-support-teams-during-organizational-shifts/) March 30, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/culture-and-retention/type/blog) [Leading Through Change: How to Support Teams During Organizational Shifts](https://oninstaffing.com/resources/culture-and-retention/leading-through-change-how-to-support-teams-during-organizational-shifts/) Learn how manufacturing leaders can guide teams through organizational change, reduce employee stress, and maintain engagement during process, technology, and structural shifts. [Read more](https://oninstaffing.com/resources/culture-and-retention/leading-through-change-how-to-support-teams-during-organizational-shifts/) [![Future-Proofing Your Workforce](https://storage.googleapis.com/onin-staffing-prod/media/images/Factory_Worker_with_Robot.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/future-proofing-your-workforce-strategies-to-stay-ahead-in-a-rapidly-changing-market/) March 23, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/culture-and-retention/type/blog) [Future-Proofing Your Workforce: Strategies to Stay Ahead in a Rapidly Changing Market](https://oninstaffing.com/resources/culture-and-retention/future-proofing-your-workforce-strategies-to-stay-ahead-in-a-rapidly-changing-market/) Learn how manufacturers can future-proof their workforce with upskilling, cross-training, and strategic staffing to stay competitive in a rapidly changing industry. [Read more](https://oninstaffing.com/resources/culture-and-retention/future-proofing-your-workforce-strategies-to-stay-ahead-in-a-rapidly-changing-market/) [![Staffing in Manufacturing](https://storage.googleapis.com/onin-staffing-prod/media/images/Manufacturing_Stock_Photo.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/the-role-of-staffing-agencies-in-supporting-manufacturing-innovation/) March 19, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/culture-and-retention/type/blog) [The Role of Staffing Agencies in Supporting Manufacturing Innovation](https://oninstaffing.com/resources/culture-and-retention/the-role-of-staffing-agencies-in-supporting-manufacturing-innovation/) Learn how strategic manufacturing staffing drives innovation by providing skilled talent, flexible workforce solutions, and support for emerging technologies. [Read more](https://oninstaffing.com/resources/culture-and-retention/the-role-of-staffing-agencies-in-supporting-manufacturing-innovation/) [View all](https://oninstaffing.com/resources/culture-and-retention/) ## Staffing Partner Benefits # Having Trouble Finding the RIGHT Candidates? A Staffing Partner Can Help Aug. 18, 2025 \| [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/type/blog) ![Hand Shake Factory Worker](https://storage.googleapis.com/onin-staffing-prod/media/images/Hand_Shake_Factory_Worker.format-jpeg.width-1200.jpg) Like many employers, you might be having trouble finding the right candidates. For instance, the candidates might not have the required education and skills. Or, they might not fit with your company’s culture and likely would not remain long-term. ## **Problems with Not Finding the Right Candidates** Having trouble finding the right candidates extends the time needed to fill job vacancies. The results include: - Higher employee workloads - Reduced engagement - Lower employee performance - Less productivity - Greater job dissatisfaction - Poor employee morale - Increased employee turnover - Weaker bottom line ## **Benefits of Having a Staffing Partner to Help Find the Right Candidates** Fortunately, a staffing partner can help you find the right candidates to fill your hiring needs. Working with a staffing partner that specializes in your industry provides you access to vetted candidates who are ready to begin producing in a short time. As a result, you gain many benefits: - Reasonable employee workloads - Increased engagement - Better employee performance - Greater productivity - Higher job satisfaction - Elevated employee morale - Increased employee attraction and retention - Stronger bottom line ## **How a Staffing Partner Can Help You Find the Right Candidates** Working with a staffing partner can help you find the right candidates for many reasons. ### **Industry knowledge and expertise** A staffing partner has extensive knowledge and expertise in sourcing, screening, and placing candidates within an industry and roles. Therefore, your partner can provide valuable insights into market trends, hiring strategies, and compensation packages. They can also assist with developing job descriptions and screening candidates to find the best fit. Taking advantage of your staffing partner’s services lets you benefit from their industry knowledge and expertise. For instance, gaining effective hiring strategies supports your competitive edge in the job market. You also gain support to overcome hiring challenges and keep your business moving forward. ### **Expansive candidate network** A staffing partner has a vast, deep network of active and passive candidates. As a result, your partner can provide you with qualified candidates faster than you could find these candidates on your own. ### **Candidates with specialized skills** A staffing partner’s network includes candidates with specialized skills. Having access to this talent is especially beneficial if you need to access high-demand skills or fill a niche role. ### **Faster time to hire** A staffing partner has tools, technology, and streamlined hiring processes to identify, evaluate, and hire the right candidates. Therefore, your partner can provide you with a shortlist of qualified candidates for interviews. As a result, you can fill critical roles in a short timeframe. Efficiently filling your job openings supports productivity and performance. Therefore, you have the right candidates in place to support the company’s success. ### **Increased flexibility** A staffing partner lets you scale your hiring to align with your business needs. This flexibility ensures you have access to qualified candidates when you need them. Maintaining agility within your workforce helps your company stay competitive. For instance, you can add temporary workers to provide support during employee absences and busy times, then let these workers move on to other assignments when their contracts end. Because your staffing partner employs temporary workers, you pay for only the services used. As a result, you save money on benefits, payroll, employment taxes, workers’ compensation claims, unemployment insurance claims, and related expenses. ### **Minimal risk** A staffing partner can help you navigate hiring challenges and job market uncertainties. They can also guide you on legal and regulatory issues such as background checks and diversity, equity, and inclusion initiatives. Accessing this support minimizes risk within business processes. ### **Time and financial savings** A staffing partner spends time and money sourcing, screening, interviewing, and testing each candidate to verify their education, skills, experience, and qualifications. The partner also invests time in getting to know your culture, job requirements, expectations, and other relevant details. Then, the staffing partner sets up interviews with a few qualified candidates for each job opportunity. You interview each candidate and extend a job offer. Then, your staffing partner negotiates the job offer on the candidate’s behalf. Your staffing partner assists with onboarding and regularly follows up to ensure complete satisfaction. If the candidate does not work out, you can request a replacement at no cost. **In summary, working with a staffing partner reduces the time and money needed to hire employees:** Interviewing a few vetted candidates ensures they qualify for the role and blend with your team and culture. - Hiring an experienced candidate lowers your training costs. - The ability to replace a candidate at no cost minimizes your risk of a bad hire. - You do not have to spend additional time and money to repeat the hiring process if the wrong candidate joins your team. - You have additional time to focus on revenue-generating activities. ### **Greater value** **A staffing partner can provide insight into a range of employment issues:** - Employer branding - Technology - Workforce planning - Candidate attraction - Talent assessment - Employee engagement - Onboarding - Related issues You can apply this insight to enhance the value your company provides its workforce and clients. These practices elevate the quality of your hiring process, improve employee retention, minimize risks, and strengthen your competitive edge. ## **Are You Ready for Help to Find the Right Candidates?** **Make  Ōnin your staffing partner. We can help you find the right candidates to fill your job openings and support company growth:** - We study your company and build a workforce strategy that helps your organization and employees succeed. - We create meaningful career paths and attractive opportunities to increase employee attraction and retention. - We help your organization increase its competitive edge **Our process:** - We redefine what working together means to enhance the staffing experience. - We use personalized guidance, the latest tools and technology, and our award-winning culture to match motivated candidates with employers of choice. - We collaborate with our clients and employees to build and implement creative, informed solutions to complex workforce challenges. Although having the right employees on your team is more important than ever, finding these employees is becoming more difficult. Whatever your company’s staffing needs are, we have the knowledge, skills, experience, and resources to create your solutions. [**Make The Ōnin Group your staffing partner.**](https://oninstaffing.com/hire-better/problems-we-solve/) Latest in ## Culture and Retention [![Leading Through Change](https://storage.googleapis.com/onin-staffing-prod/media/images/Stock_Photo_1459733802.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/leading-through-change-how-to-support-teams-during-organizational-shifts/) March 30, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/culture-and-retention/type/blog) [Leading Through Change: How to Support Teams During Organizational Shifts](https://oninstaffing.com/resources/culture-and-retention/leading-through-change-how-to-support-teams-during-organizational-shifts/) Learn how manufacturing leaders can guide teams through organizational change, reduce employee stress, and maintain engagement during process, technology, and structural shifts. [Read more](https://oninstaffing.com/resources/culture-and-retention/leading-through-change-how-to-support-teams-during-organizational-shifts/) [![Future-Proofing Your Workforce](https://storage.googleapis.com/onin-staffing-prod/media/images/Factory_Worker_with_Robot.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/future-proofing-your-workforce-strategies-to-stay-ahead-in-a-rapidly-changing-market/) March 23, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/culture-and-retention/type/blog) [Future-Proofing Your Workforce: Strategies to Stay Ahead in a Rapidly Changing Market](https://oninstaffing.com/resources/culture-and-retention/future-proofing-your-workforce-strategies-to-stay-ahead-in-a-rapidly-changing-market/) Learn how manufacturers can future-proof their workforce with upskilling, cross-training, and strategic staffing to stay competitive in a rapidly changing industry. [Read more](https://oninstaffing.com/resources/culture-and-retention/future-proofing-your-workforce-strategies-to-stay-ahead-in-a-rapidly-changing-market/) [![Staffing in Manufacturing](https://storage.googleapis.com/onin-staffing-prod/media/images/Manufacturing_Stock_Photo.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/the-role-of-staffing-agencies-in-supporting-manufacturing-innovation/) March 19, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/culture-and-retention/type/blog) [The Role of Staffing Agencies in Supporting Manufacturing Innovation](https://oninstaffing.com/resources/culture-and-retention/the-role-of-staffing-agencies-in-supporting-manufacturing-innovation/) Learn how strategic manufacturing staffing drives innovation by providing skilled talent, flexible workforce solutions, and support for emerging technologies. [Read more](https://oninstaffing.com/resources/culture-and-retention/the-role-of-staffing-agencies-in-supporting-manufacturing-innovation/) [View all](https://oninstaffing.com/resources/culture-and-retention/) ## Workload Management Strategies # Navigating Your Workload When the Day Feels Too Short Feb. 17, 2026 \| [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/type/blog) ![Juggling Work Stock Photo](https://storage.googleapis.com/onin-staffing-prod/media/images/Juggling_Work_Stock_Photo.format-jpeg.width-1200.jpg) Navigating your workload when the day feels too short can be daunting. Despite giving your best effort, you might not have enough time to complete your task list during work hours. Your tasks might be beyond your title or skill level, or your assignments might be too much for one person to finish. This can lead to feelings of stress, frustration, and being overwhelmed, which can result in anxiety, depression, and burnout. Although meeting deadlines is important, you must also protect your health. Overworking yourself can adversely impact your physical and mental wellness. As a result, you must stay productive while maintaining work-life boundaries. ### **Signs Your Workload Needs Improvement** These signs indicate your workload should be modified: - You are unsure how to prioritize your tasks. - Focusing on your tasks is challenging. - Your productivity is slowing. - Tasks remain incomplete despite your consistent efforts to finish them. - Your work-life structure heavily focuses on work. - You have limited time for non-work activities. - Optimism about reaching your goals is fading away. - Enthusiasm for your job is waning. ### **Methods to Address Your Workload** You can choose among these methods to address your workload: 1. **Delegate your tasks.** Ask your team members to take on tasks that fit their skills and strengths. 2. **Decline additional assignments.** Mention the projects you have and that you need time to effectively complete them. 3. **Request a deadline extension.** You might accomplish more with a later deadline. 4. **Ask your colleagues for advice.** They might be experiencing similar challenges and offer suggestions for improvement. 5. **Talk with your supervisor.** Find out if they can reassign work or suggest strategies to improve your workflow. 6. **Maintain work-life boundaries.** Protect your time and energy outside of work hours. For instance, set a boundary that you log out of your email at 6 pm and respond to your messages the next workday. ### **Tips to Navigate Your Workload** Implement these tips to prioritize, delegate, and efficiently manage tasks while navigating your workload: #### **Consider Your Work-Life Structure** Think about what you want your work time and personal time to look like. Then, set specific, measurable, attainable, relevant, time-bound (SMART) goals to maintain this structure. For instance, if you want to exercise before work, leave the job site by 5:30 pm, and get more sleep, you could develop goals to reach these objectives. Then, you can schedule and complete your tasks to align with your goals. #### **Strengthen Your Time-Management Skills** Improve efficiency in your workday structure to more effectively reach your priorities and deadlines. For instance, minimize distractions by focusing solely on your tasks during work hours and setting aside specific times for breaks and personal activities. Finish each scheduled task before moving on to the next one. Since the brain cannot focus on more than one thing at a time, multitasking requires additional time to resume focus between tasks. As a result, multitasking reduces efficiency and increases errors. Therefore, more time is needed to correct the errors, which could lead to missed deadlines. #### **Prioritize Your Tasks** List each task with its due date and time needed for completion. Then prioritize your tasks in order of importance. Begin with the task with the nearest deadline and repeat the pattern. Focus on each task until completion. Then, cross off the task and move to the next one. #### **Schedule Your Tasks** Break down your workload into tasks, then schedule each task at an appropriate time. For instance, you might schedule more difficult tasks in the morning and easier tasks in the afternoon. Or, you could schedule your most urgent tasks right away so they are finished before your less urgent tasks. Developing a daily schedule lets you know which task to focus on at a given time. This process supports efficiency and accuracy in your work. #### **Take Breaks** Walk away from your workstation at regular intervals throughout the day. Include 10- to 15-minute breaks every few hours and an hour for lunch. Engage in relaxing activities during your breaks: - Eat healthy foods - Drink water - Take a walk - Stretch - Practice relaxation techniques - Read a book - Listen to music - Talk with a coworker who is on break The brain needs time to rest to maintain focus and creativity. You can come back to your tasks ready to produce. #### **Use All of Your Paid Time Off** Schedule time away from work at regular intervals. Whether you plan a day trip, spend a long weekend at home, or take an extended vacation, you need time for your family, friends, and personal interests. Taking time away from work lets you relax and rejuvenate. You can return to your tasks focused and ready to contribute. ### **Partner with a Capable Staffing Agency** If you find yourself struggling to keep up with your many duties, partnering with a capable staffing agency could be the solution. A specialized staffing agency can reduce the time and money needed for hiring, allowing you more time to navigate your workload. #### **Fast Hiring** A staffing agency sources, screens, interviews, and tests candidates to verify their education, skills, experiences, and qualifications. Next, an agency recruiter works closely with you to thoroughly understand your hiring needs, qualifications, expectations, culture, and other relevant details. Then, the recruiter schedules interviews between a few qualified candidates and you. You interview the candidates, extend a job offer, and negotiate with the recruiter on the candidate’s behalf. The recruiter assists with onboarding and regularly follows up to ensure complete satisfaction. #### **Lower Risk** Partnering with a staffing agency minimizes the risk of a bad hire. For instance, because the candidates come vetted, they should fit with the role, team, and company culture. As a result, the hired candidate should quickly assimilate and begin producing. However, if the candidate does not work out, you can request a replacement at no cost. #### **Reduced Workload** Outsourcing the hiring process to an experienced staffing agency frees up time for you to focus on higher-level activities. As a result, you can more effectively navigate your workload. Latest in ## Culture and Retention [![Leading Through Change](https://storage.googleapis.com/onin-staffing-prod/media/images/Stock_Photo_1459733802.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/leading-through-change-how-to-support-teams-during-organizational-shifts/) March 30, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/culture-and-retention/type/blog) [Leading Through Change: How to Support Teams During Organizational Shifts](https://oninstaffing.com/resources/culture-and-retention/leading-through-change-how-to-support-teams-during-organizational-shifts/) Learn how manufacturing leaders can guide teams through organizational change, reduce employee stress, and maintain engagement during process, technology, and structural shifts. [Read more](https://oninstaffing.com/resources/culture-and-retention/leading-through-change-how-to-support-teams-during-organizational-shifts/) [![Future-Proofing Your Workforce](https://storage.googleapis.com/onin-staffing-prod/media/images/Factory_Worker_with_Robot.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/future-proofing-your-workforce-strategies-to-stay-ahead-in-a-rapidly-changing-market/) March 23, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/culture-and-retention/type/blog) [Future-Proofing Your Workforce: Strategies to Stay Ahead in a Rapidly Changing Market](https://oninstaffing.com/resources/culture-and-retention/future-proofing-your-workforce-strategies-to-stay-ahead-in-a-rapidly-changing-market/) Learn how manufacturers can future-proof their workforce with upskilling, cross-training, and strategic staffing to stay competitive in a rapidly changing industry. [Read more](https://oninstaffing.com/resources/culture-and-retention/future-proofing-your-workforce-strategies-to-stay-ahead-in-a-rapidly-changing-market/) [![Staffing in Manufacturing](https://storage.googleapis.com/onin-staffing-prod/media/images/Manufacturing_Stock_Photo.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/the-role-of-staffing-agencies-in-supporting-manufacturing-innovation/) March 19, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/culture-and-retention/type/blog) [The Role of Staffing Agencies in Supporting Manufacturing Innovation](https://oninstaffing.com/resources/culture-and-retention/the-role-of-staffing-agencies-in-supporting-manufacturing-innovation/) Learn how strategic manufacturing staffing drives innovation by providing skilled talent, flexible workforce solutions, and support for emerging technologies. [Read more](https://oninstaffing.com/resources/culture-and-retention/the-role-of-staffing-agencies-in-supporting-manufacturing-innovation/) [View all](https://oninstaffing.com/resources/culture-and-retention/) ## Recruitment Strategies Beyond Wages # Beyond Wages: Recruitment Strategies in Competitive Markets Feb. 3, 2026 \| [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/type/blog) ![Attracting Workers - Beyond Wages](https://storage.googleapis.com/onin-staffing-prod/media/images/Stock_Photo_686715572.format-jpeg.width-1200.jpg) Recruitment strategies for manufacturing and light industrial companies must go beyond wages in competitive markets. Because budgets are limited, businesses must offer alternative benefits and perks to attract and keep talent. The [2021 Deloitte and The Manufacturing Institute Manufacturing Talent](https://www2.deloitte.com/us/en/insights/industry/manufacturing/manufacturing-industry-diversity.html) study estimated that manufacturing employers would have 2.1 million unfilled jobs by 2030. There is a shortage of talent with the skills required to keep manufacturing firms operating. As manufacturing professionals retire, leave the workforce, or take jobs in other industries, not enough workers are replacing them. According to a 2022 [Conexiom](https://www.sme.org/technologies/articles/2022/november/attracting-gen-z-talent-requires-education-tech/) survey, 73% of Gen Z said they had not considered building a career in manufacturing. A lack of interest was the reason most commonly given. As a result, manufacturing and light industrial companies must go beyond wages to implement recruitment strategies in competitive markets. These suggestions can help. **Manage Your Employer Reputation** According to the Glassdoor report, 86% of job seekers read company reviews before deciding where to apply for roles. Most seek peer insight to determine what working for a company truly is like to see whether it would be a good fit for them. As a result, you should know what your current and former employees are saying about your organization. Then, you can respond to negative reviews and make improvements to earn more positive reviews. **You can implement these tips to manage your employer reputation:** ## **Monitor employer review sites** Scan popular employer review sites such as Glassdoor, Indeed, and Comparably to see what employees like and dislike about your company. Write down common themes and notes for review. ## **Respond to employer reviews** Schedule time weekly to review new ratings and comments on employer review sites. Then, professionally respond to the negative comments: - Thank the employee for their feedback. - Objectively address the concerns. - Invite the employee to directly contact you with additional questions or concerns. - Show you value employee feedback and do your best to implement it. ## **Encourage employer reviews** Ask your employees to share their experiences on employer review sites. More positive reviews lessen the impact of a few negative ones. ## **Emphasize Your Employer Brand** According to Glassdoor’s [2021 Statistical Reference Guide for Recruiters](https://www.glassdoor.com/employers/resources/hr-and-recruiting-stats/#employer-branding-and-recruiting-hiring-and-retention): - 75% of job seekers were likely to apply for a job when the company actively managed its employer brand. - 68% of millennials, 54% of Gen X, and 48% of baby boomers said they visited an employer’s social media pages to evaluate the employer’s brand. - A strong employer brand can reduce the cost per hire by up to 50%. - Companies that actively invest in their employer brand can reduce turnover by up to 28%. How your employer brand is perceived online impacts recruitment and retention. Showing your organization’s uniqueness helps professionals see themselves advancing their careers within your organization. ## **Share your employee value proposition** Clarify what your employees like best about working for your organization. Examples include: - Your company’s mission, vision, and values. - Diversity, equity, and inclusion (DEI) initiatives within your workplace. - The ability to work with innovative technologies such as artificial intelligence (AI), robotics, and quantum computing. - Opportunities for upskilling, reskilling, and career growth. - Sustainability and corporate responsibility activities. - Other tangible and intangible advantages. ## **Offer Attractive Employee Benefits** Benefits support your employees’ goals and lifestyles. Therefore, offering the benefits many employees want strengthens your recruitment strategies. **Consider offering the following employee benefits:** ### **Health and wellness benefits** - Health insurance - Life insurance - Dental insurance - Vision insurance - Disability insurance ### **Retirement and financial benefits** - Retirement plan with a company match - Stock options - Performance bonuses - Charitable gift matching ### **Paid time off benefits** - Vacation days - Holidays - Sick days - Bereavement leave ### **Education and skill development benefits** - Job training - Professional programs - Educational assistance ### **Work-life structure benefits** - Legal services assistance - Childcare assistance - Flexible schedule opportunities ### **Family and parenting benefits** - Parental leave - Adoption assistance - Dependent care - Family medical leave - Military leave ## **Emphasize Employee Referrals** Employee referrals are among the most effective recruitment methods: - Since your employees likely spend time with others who have similar personalities and interests, they can refer connections who fit your company’s culture. - Because your employees work for your organization, they can learn about and explain the job duties and responsibilities for an open role. - Referrals often can be fast-tracked through the recruitment process since your employees can attest to their knowledge, skills, and qualifications. - Referrals typically remain long-term because they have established employee relationships. ## **Employee referral strategies** You can choose among these strategies to help secure employee referrals: - Ensure your employees understand how the referral process works. - Regularly talk with your team about the employee referral process and current job openings. - Provide cash, a gift card, or another reward to each employee whose referral gets hired and remains for a set time. ## **Target Your Job Advertisements** Advertise your job postings to targeted demographics. These professionals have the skills and experience to excel in a role and a personality that fits with your culture. Targeted job advertising focuses on the areas where candidates typically spend their time. Reaching qualified candidates increases your candidate pools for higher-quality hires. ## **Implement video into job advertisements** According to Wizowl’s [The State of Video Marketing 2023](https://wyzowl.s3.eu-west-2.amazonaws.com/pdfs/Wyzowl-Video-Survey-2023.pdf): - 91% of businesses used video as a marketing tool - 96% considered video to be an important part of their marketing strategy - 95% said video marketing has helped them increase brand awareness - 70% of non-video marketers planned to start online video marketing Recruitment videos show how your company differs from the competition. For instance, you can embed the videos in your job postings to showcase the work environment, equipment, and company culture. You also can share the videos on your company’s website, social media pages, career sites, and job boards to demonstrate your employer brand. ## **Advertise job openings on social media** Share your job postings on LinkedIn, Facebook, and other social media platforms that let you target your audience. You can engage with potential candidates, educate them on your culture and career paths, and encourage them to share your postings. ## **Implement Recruitment Technology** Modern recruitment technology uses targeting and analytics to increase candidate reach and track the effectiveness of recruitment activities: - **Artificial intelligence (AI) and machine learning (ML)** can automate resume screening, candidate matching, chatbot messaging, and related tasks. - **Programmatic job advertising** uses algorithms to promote job openings on the job sites that targeted candidates frequently use. - **Analytics and reporting tools** track recruitment return on investment (ROI) to modify recruitment efforts as needed. ## **Partner with a Manufacturing Recruitment Firm** _Ōnin can provide you with experienced manufacturing or light industrial workers to reach your recruitment goals._ [_Find out more_](https://oningroup.com/clients/) _today._ #### **Resources** - [3 Critical Strategies for Successful Manufacturing Recruitment (recruitics.com)](https://info.recruitics.com/blog/successful-manufacturing-recruitment#:~:text=Tip%3A%20Social%20media%20and%20online,and%20engage%20with%20potential%20candidates.) - [40+ Stats For Companies To Keep In Mind for 2021 – Glassdoor for Employers](https://www.glassdoor.com/employers/resources/hr-and-recruiting-stats/#employer-branding-and-recruiting-hiring-and-retention) = - [5 Ways to Reimagine Recruiting in Manufacturing – Lever](https://www.lever.co/blog/recruiting-in-manufacturing/) - [How Manufacturing Companies Can Hire Smarter – AEM \| Association of Equipment Manufacturers](https://www.aem.org/news/how-manufacturing-companies-can-hire-smarter) - [Guide to recruitment in the manufacturing industry \| iCIMS](https://www.icims.com/blog/quick-guide-recruiting-manufacturing-industry/) - [Employee Benefits Strategies for Manufacturing Industry – New City Insurance](https://newcityinsurance.com/top-employee-benefits-strategies-manufacturing-industry/) - [Employer Reputation Management: How to Improve Online Reviews (fuseworkforce.com)](https://www.fuseworkforce.com/blog/employer-reputation-management-how-to-improve-online-reviews) Latest in ## Culture and Retention [![Leading Through Change](https://storage.googleapis.com/onin-staffing-prod/media/images/Stock_Photo_1459733802.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/leading-through-change-how-to-support-teams-during-organizational-shifts/) March 30, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/culture-and-retention/type/blog) [Leading Through Change: How to Support Teams During Organizational Shifts](https://oninstaffing.com/resources/culture-and-retention/leading-through-change-how-to-support-teams-during-organizational-shifts/) Learn how manufacturing leaders can guide teams through organizational change, reduce employee stress, and maintain engagement during process, technology, and structural shifts. [Read more](https://oninstaffing.com/resources/culture-and-retention/leading-through-change-how-to-support-teams-during-organizational-shifts/) [![Future-Proofing Your Workforce](https://storage.googleapis.com/onin-staffing-prod/media/images/Factory_Worker_with_Robot.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/future-proofing-your-workforce-strategies-to-stay-ahead-in-a-rapidly-changing-market/) March 23, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/culture-and-retention/type/blog) [Future-Proofing Your Workforce: Strategies to Stay Ahead in a Rapidly Changing Market](https://oninstaffing.com/resources/culture-and-retention/future-proofing-your-workforce-strategies-to-stay-ahead-in-a-rapidly-changing-market/) Learn how manufacturers can future-proof their workforce with upskilling, cross-training, and strategic staffing to stay competitive in a rapidly changing industry. [Read more](https://oninstaffing.com/resources/culture-and-retention/future-proofing-your-workforce-strategies-to-stay-ahead-in-a-rapidly-changing-market/) [![Staffing in Manufacturing](https://storage.googleapis.com/onin-staffing-prod/media/images/Manufacturing_Stock_Photo.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/the-role-of-staffing-agencies-in-supporting-manufacturing-innovation/) March 19, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/culture-and-retention/type/blog) [The Role of Staffing Agencies in Supporting Manufacturing Innovation](https://oninstaffing.com/resources/culture-and-retention/the-role-of-staffing-agencies-in-supporting-manufacturing-innovation/) Learn how strategic manufacturing staffing drives innovation by providing skilled talent, flexible workforce solutions, and support for emerging technologies. [Read more](https://oninstaffing.com/resources/culture-and-retention/the-role-of-staffing-agencies-in-supporting-manufacturing-innovation/) [View all](https://oninstaffing.com/resources/culture-and-retention/) ## Positive Work Culture # Building a Positive Work Culture for Contingent Workers in Manufacturing and Light Industrial Sectors Jan. 7, 2026 \| [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/type/blog) ![Positive Work Culture Light Industrial Workers](https://storage.googleapis.com/onin-staffing-prod/media/images/Positive_Factory_Workers.format-jpeg.width-1200.jpg) Creating a good culture in a manufacturing environment for contingent workers isn’t just about policies—it’s about fostering a place where everyone feels valued and motivated. Here’s how we can make it happen by focusing on dignity, community, and meaning. ### **Dignity** First things first, everyone deserves to feel respected and valued. Contingent workers, often dealing with job uncertainty, need to know we have their backs. Fair wages, safe working conditions, and essential benefits like healthcare and paid leave are non-negotiable. When we show we care about their well-being, not just their work, we lay the foundation for a positive culture. ### **Community** Humans thrive on connection. Creating a sense of community among contingent workers can be tricky, but it’s crucial. Think team-building activities, open communication channels, and social events. Mixing permanent and contingent workers in inclusive environments ensures everyone feels like part of the team. ### **Meaning** Everyone wants to feel their work matters. Often, contingent workers feel disconnected from the bigger picture. It’s our job to bridge that gap. By sharing the company’s vision and mission and showing how each role contributes, we can give their work purpose. Plus, offering skill development and career growth opportunities keeps them engaged and invested in their future. ### **How to Put This Into Action** 1. **Transparent Communication**: Keep everyone in the loop about company goals, achievements, and challenges. Transparency builds trust and aligns everyone with our mission. 2. **Recognition Programs**: Celebrate the hard work and achievements of contingent workers. Whether it’s employee of the month awards, bonuses, or shout-outs in meetings, recognition goes a long way. 3. **Skill Development**: Offer training programs to help workers improve their skills and advance their careers. It’s a win-win: they grow, and we get a more skilled workforce. 4. **Health and Well-being Programs**: Provide access to wellness programs and mental health resources. When workers feel supported, they’re more likely to stick around and be productive. 5. **Feedback Mechanisms**: Create easy ways for workers to give feedback and voice concerns. Listening and responding shows we value their input and are committed to improvement. By focusing on dignity, community, and meaning and taking these practical steps, we can create a manufacturing environment where contingent workers feel valued, connected, and motivated. This not only attracts and retains top talent but also helps our organization thrive. Latest in ## Culture and Retention [![Leading Through Change](https://storage.googleapis.com/onin-staffing-prod/media/images/Stock_Photo_1459733802.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/leading-through-change-how-to-support-teams-during-organizational-shifts/) March 30, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/culture-and-retention/type/blog) [Leading Through Change: How to Support Teams During Organizational Shifts](https://oninstaffing.com/resources/culture-and-retention/leading-through-change-how-to-support-teams-during-organizational-shifts/) Learn how manufacturing leaders can guide teams through organizational change, reduce employee stress, and maintain engagement during process, technology, and structural shifts. [Read more](https://oninstaffing.com/resources/culture-and-retention/leading-through-change-how-to-support-teams-during-organizational-shifts/) [![Future-Proofing Your Workforce](https://storage.googleapis.com/onin-staffing-prod/media/images/Factory_Worker_with_Robot.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/future-proofing-your-workforce-strategies-to-stay-ahead-in-a-rapidly-changing-market/) March 23, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/culture-and-retention/type/blog) [Future-Proofing Your Workforce: Strategies to Stay Ahead in a Rapidly Changing Market](https://oninstaffing.com/resources/culture-and-retention/future-proofing-your-workforce-strategies-to-stay-ahead-in-a-rapidly-changing-market/) Learn how manufacturers can future-proof their workforce with upskilling, cross-training, and strategic staffing to stay competitive in a rapidly changing industry. [Read more](https://oninstaffing.com/resources/culture-and-retention/future-proofing-your-workforce-strategies-to-stay-ahead-in-a-rapidly-changing-market/) [![Staffing in Manufacturing](https://storage.googleapis.com/onin-staffing-prod/media/images/Manufacturing_Stock_Photo.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/the-role-of-staffing-agencies-in-supporting-manufacturing-innovation/) March 19, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/culture-and-retention/type/blog) [The Role of Staffing Agencies in Supporting Manufacturing Innovation](https://oninstaffing.com/resources/culture-and-retention/the-role-of-staffing-agencies-in-supporting-manufacturing-innovation/) Learn how strategic manufacturing staffing drives innovation by providing skilled talent, flexible workforce solutions, and support for emerging technologies. [Read more](https://oninstaffing.com/resources/culture-and-retention/the-role-of-staffing-agencies-in-supporting-manufacturing-innovation/) [View all](https://oninstaffing.com/resources/culture-and-retention/) ## Workforce Model Reassessment # Is Your Workforce Model Out of Date? Tips to Reassess Your Strategy Jan. 16, 2026 \| [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/type/blog) ![Levels of Leadership Stock Photo](https://storage.googleapis.com/onin-staffing-prod/media/images/Levels_of_Leadership_Stock_Photo.format-jpeg.width-1200.jpg) Many manufacturing firms have an out-of-date workforce model. If you have not recently updated yours, you should start the process today. **A workforce model uses scenarios to create future models and uncover gaps. This model accounts for the following variables:** - Changing customer perspectives, needs, and wants - Predicted demand levels - Technological changes impacting changes in processes or demand - Predictable legislative changes - Employee wants and needs, such as learning and development opportunities - Employees’ current skill sets - Medium- and long-term turnover that requires skill replacement - Future skill requirements for employees HR and company leaders must collaborate to create an updated manufacturing workforce model. Regular updates help your company maintain progress toward reaching its goals. Your organization can pivot according to industry changes and business needs to stay competitive. According to the [2021 Deloitte and The Manufacturing Institute Manufacturing Talent](https://www2.deloitte.com/us/en/insights/industry/manufacturing/manufacturing-industry-diversity.html) study, US manufacturing is expected to have 2.1 million unfilled jobs by 2030. The top reasons why include: - Increasing number of employees retiring or going to work in other industries. - Decreasing number of employees replacing them. - Employees working more hours to make up for staffing shortages. - Growing number of employees experiencing burnout. An updated workforce model is needed to proactively replace the employees leaving your organization. Having skilled replacements ready to take over supports productivity. Having an updated manufacturing workforce model supports succession planning. For instance, exiting employees can transfer in-house knowledge and skills to new hires to strengthen the transition process. These activities impact production and company performance. Choose among the following methods to implement your updated manufacturing workforce model: ## **Use current technology** The implementation of current technology supports organizational agility. Encouraging employees to provide input regarding the design and deployment of new technologies supports implementation. **Digital tools and technologies help manufacturing facilities remain open and running at capacity:** - Shop floor dashboards help manufacturing teams maintain alignment on production issues. - Digital twins, augmented reality (AR), and remote machine monitoring support remote work. - Automation and robotics maintain operations during unpredictable staffing challenges and workforce shortages. ## **Expand your labor pool** You can fill your manufacturing labor gaps with part-time employees, company retirees, and contingent workers. Including these types of employees in your labor pool helps fill your future staffing needs, especially during times of peak production. As a result, you can increase productivity, minimize downtime, and lower costs. Part-time employees, company retirees, and contingent workers have the institutional knowledge required to complete many tasks. Therefore, they require less onboarding and training than full-time employees. As a result, these employees support operational flexibility and seasonal support. ## **Upskill and reskill your employees** Offer your manufacturing employees upskilling and reskilling opportunities. These learning and development opportunities help your employees excel in their current roles and qualify for roles you will need to fill in the future. These types of training elevate job satisfaction, employee attraction and retention rates, and operational resilience. For instance, offer training for first-level leaders to more effectively supervise your frontline employees: - Manufacturing employees typically earn promotions because of their technical skills. - These employees often have limited skills for supervising teams. - New leaders often have to supervise employees they previously worked with side-by-side. - Equipping these leaders with the skills required to lead, train, and discipline their teams while enhancing employee relationships helps build a sustainable workforce. ## **Cross-train your employees** Many manufacturing employees desire career growth without taking on leadership roles. Therefore, cross-training provides opportunities to broaden their skill sets and change roles to reach professional goals. Cross-training lets manufacturing employees become subject matter experts within the industry. They can learn new equipment and train for job opportunities for professional development. These opportunities strengthen employee engagement, collaboration, and retention. ## **Hire contingent workers** Contingent manufacturing workers increase workload flexibility. You can blend these workers with your employees as needed and pay for only the services used. Contingent workers are employed by a staffing agency. Therefore, you are not responsible for employment expenses such as: - Hiring - Onboarding - Training - Payroll - Benefits - Taxes - Worker’s compensation claims - Unemployment claims Modern workforce scheduling solutions help manufacturing operations leaders manage contingent workers. These technologies use smart logic to uncover resource gaps by department, role, and skill set. Then, managers can make data-based decisions and assign contingent workers to open shifts while complying with safety and labor regulations. ## **Partner with Ōnin** Employers turn to Ōnin when their manufacturing workforce model no longer fills their staffing needs. We have extensive conversations about each organization to build a workforce strategy that helps the company and employees succeed. We help solve our clients’ toughest workforce challenges so everyone wins. We guide clients through the changing manufacturing hiring climate and match them with qualified candidates to fill their staffing needs. The results include stronger job performance and improved retention. ### **Manufacturing staffing experts** Ōnin offers manufacturing staffing services to elevate the hiring experience. We are redefining what working together means by matching motivated job seekers with employers of choice. Our personalized guidance, cutting-edge tools, and award-winning culture help us collaborate with clients and candidates to build creative, informed solutions to complex workforce challenges. ### **Big-picture talent** Your big-picture manufacturing talent requires long-term solutions. Although having the right people on your team is more important than ever, finding them is increasingly difficult. As a result, we focus on finding the best talent to fill your staffing needs. We even can provide candidates with the specialized skills needed to fill niche roles. ### **Talent acquisition options** Our manufacturing talent acquisition options include contingent, contingent-to-direct, payroll, and direct-hire services. Because we have offices in 26 states and teammates working in all 50, we can fill virtually any role within the United States. We leverage top staffing industry technology to attain great efficacy and efficiency. As a debt-free staffing firm and one of the largest staffing firms in the country, we are a financially stable, capable partner. [Contact The Ōnin Group](https://oningroup.com/clients/) to start reassessing your manufacturing workforce model and hiring top talent today. **_Sources_** - [https://www.shiftboard.com/strategies-to-overcome-labor-shortage-challenges-in-manufacturing/](https://www.shiftboard.com/strategies-to-overcome-labor-shortage-challenges-in-manufacturing/) - [https://parsable.com/blog/future-of-work/5-ways-to-empower-the-manufacturing-workforce-to-survive-the-pandemic-and-thrive-beyond-it/](https://parsable.com/blog/future-of-work/5-ways-to-empower-the-manufacturing-workforce-to-survive-the-pandemic-and-thrive-beyond-it/) - [https://www2.deloitte.com/us/en/insights/industry/manufacturing/manufacturing-industry-diversity.html](https://www2.deloitte.com/us/en/insights/industry/manufacturing/manufacturing-industry-diversity.html) - [https://hrdailyadvisor.blr.com/2020/10/09/what-is-workforce-modeling/](https://hrdailyadvisor.blr.com/2020/10/09/what-is-workforce-modeling/) Latest in ## Culture and Retention [![Leading Through Change](https://storage.googleapis.com/onin-staffing-prod/media/images/Stock_Photo_1459733802.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/leading-through-change-how-to-support-teams-during-organizational-shifts/) March 30, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/culture-and-retention/type/blog) [Leading Through Change: How to Support Teams During Organizational Shifts](https://oninstaffing.com/resources/culture-and-retention/leading-through-change-how-to-support-teams-during-organizational-shifts/) Learn how manufacturing leaders can guide teams through organizational change, reduce employee stress, and maintain engagement during process, technology, and structural shifts. [Read more](https://oninstaffing.com/resources/culture-and-retention/leading-through-change-how-to-support-teams-during-organizational-shifts/) [![Future-Proofing Your Workforce](https://storage.googleapis.com/onin-staffing-prod/media/images/Factory_Worker_with_Robot.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/future-proofing-your-workforce-strategies-to-stay-ahead-in-a-rapidly-changing-market/) March 23, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/culture-and-retention/type/blog) [Future-Proofing Your Workforce: Strategies to Stay Ahead in a Rapidly Changing Market](https://oninstaffing.com/resources/culture-and-retention/future-proofing-your-workforce-strategies-to-stay-ahead-in-a-rapidly-changing-market/) Learn how manufacturers can future-proof their workforce with upskilling, cross-training, and strategic staffing to stay competitive in a rapidly changing industry. [Read more](https://oninstaffing.com/resources/culture-and-retention/future-proofing-your-workforce-strategies-to-stay-ahead-in-a-rapidly-changing-market/) [![Staffing in Manufacturing](https://storage.googleapis.com/onin-staffing-prod/media/images/Manufacturing_Stock_Photo.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/the-role-of-staffing-agencies-in-supporting-manufacturing-innovation/) March 19, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/culture-and-retention/type/blog) [The Role of Staffing Agencies in Supporting Manufacturing Innovation](https://oninstaffing.com/resources/culture-and-retention/the-role-of-staffing-agencies-in-supporting-manufacturing-innovation/) Learn how strategic manufacturing staffing drives innovation by providing skilled talent, flexible workforce solutions, and support for emerging technologies. [Read more](https://oninstaffing.com/resources/culture-and-retention/the-role-of-staffing-agencies-in-supporting-manufacturing-innovation/) [View all](https://oninstaffing.com/resources/culture-and-retention/) ## Workforce Cost-Effective Strategies # How to Build a Cost-Effective Workforce Strategy Jan. 12, 2026 \| [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/type/blog) ![Building Cost-Effective Workforce Model](https://storage.googleapis.com/onin-staffing-prod/media/images/Workforce_Strategy_Image_1.format-jpeg.width-1200.jpg) A workforce strategy aligns your manufacturing or light industrial company’s human resources with your business goals and budget. These activities help identify current and future skills, competencies, and capabilities required to reach business objectives and methods to cost-effectively acquire, develop, and retain them. **Characteristics of a Cost-Effective Workforce Strategy** A cost-effective manufacturing or light industrial workforce strategy identifies and eliminates unnecessary and inefficient workforce expenses. Optimizing resources for efficient business operations helps enhance product quality. **Common Cost-Reduction Errors in Workforce Strategy** Avoid making these common workforce strategy mistakes that can lead to short-term gains and detrimental long-term consequences: - **Short-term focus:** Consider the impact of employee benefits reductions or layoffs on employee morale and future productivity. - **Lack of workforce planning:** Reducing your workforce without evaluating future talent needs can lead to skills shortages. - **Ignoring technological advancements:** Failure to leverage automation and data-based insights to streamline workforce processes can hinder cost-reduction efforts. - **Failure to adapt to market changes:** Not adapting to the market can lead to inefficiencies and missed opportunities. - **No ROI analysis:** Not understanding the workforce planning decisions’ potential financial and non-financial impacts can harm the bottom line. - **Underestimating quality assurance:** Not prioritizing safety protocols, compliance, and quality control can lead to mistakes, recalls, and reputational damage. - **Overlooking employee engagement:** Employees who feel undervalued and unappreciated often find jobs elsewhere, increasing hiring, onboarding, and training costs. - **Ignoring employee development:** Limiting skill enhancement can decrease productivity, workforce adaptability and growth, and competitiveness. - **Failure to communicate cost-reduction initiatives:** Lack of transparency when executing cost-reduction strategies can decrease employee engagement, productivity, and morale. Focusing on efficiency and strategic planning helps manufacturing and light industrial companies reduce costs and maintain high-performing teams that drive long-term success. The following methods can help. **Analyze Your Business Strategy** Define your business strategy and vision to determine how they impact business goals and priorities. Include your market position, customer needs, competitive advantage, risks, and growth opportunities. These factors help define the expected outcomes and outputs from your manufacturing or light industrial workforce and the roles and functions that help attain them. **Evaluate Your Workforce** Analyze your manufacturing or light industrial workforce to determine its strengths, weaknesses, skill gaps, and potential. For instance, use surveys, interviews, assessments, audits, and benchmarks to gather the following data: - Workforce size - Composition - Distribution - Skills - Performance - Engagement - Turnover - Costs Evaluate the findings to understand how effectively your workforce meets current and future needs and areas to invest in or optimize. **Forecast Your Future Workforce** Determine your future manufacturing or light industrial workforce’s skill gaps and surpluses. Include the labor market’s potential supply and demand. Focus on the following factors: - Projected company growth - Market trends - Customer expectations - Technological changes - Regulatory requirements Consider internal factors such as planned initiatives, projects, programs, and changes. Also, use tools such as scenarios, models, simulations, and projections to estimate the impact of these factors on your manufacturing or light industrial workforce’s size, shape, skills, and costs. **Develop Your Workforce Strategy** Outline the actions and resources needed to develop and implement your manufacturing or light industrial company’s workforce strategy. For instance, use strengths, weaknesses, opportunities, and threats (SWOT) analyses, cost-benefit analyses, and return on investment (ROI) evaluations to determine the feasibility and effectiveness of your strategies to address the identified workforce gaps and surpluses. Your workforce strategy might include: - Hiring - Training - Redeployment - Outsourcing - Retention - Workforce reduction **Execute Your Workforce Strategy** These steps can help you implement your manufacturing or light industrial workforce strategy: - Communicate your workforce strategy to stakeholders. - Assign roles and responsibilities. - Allocate resources. - Set timelines and milestones. - Establish metrics and indicators to track progress and measure performance. - Collect feedback and data to evaluate outcomes and outputs. - Use dashboards, reports, surveys, and audits to monitor and review your workforce strategy. - Update and adjust your plan to align with changing conditions and business needs. **Include Strategic Staffing in Your Workforce Strategy** Strategic staffing lets your manufacturing or light industrial company acquire the right talent and skills when needed at a lower cost than hiring full-time employees. These options reduce hiring, onboarding, training, and turnover costs. Strategic staffing involves proactively placing processes to fill current and future hiring needs. These activities increase employee productivity, attraction, and retention. ## **Characteristics of strategic staffing** The main characteristics of strategic staffing include: - **Planning ahead:** Determining your manufacturing or light industrial company’s current and future roles and hiring needs. - **Proactivity:** Strategize to reduce time-to-fill and cost-to-fill rates. - **Cost-effectiveness:** Hire qualified talent when needed and retain them long-term. ## **Reasons to include strategic staffing in workforce strategy** Strategic staffing is an integral part of your manufacturing or light industrial company’s workforce strategy for diverse reasons: - **Employee-focused culture:** Create a culture that emphasizes employee value, respect, and appreciation for stronger attraction and retention rates. - **Candidate attraction:** Get help developing accurate job descriptions to attract candidates with the necessary knowledge, skills, and experience. - **Employee retention:** Hire experienced employees looking for long-term opportunities to strengthen employee tenure. - **Time and financial savings:** Reduce costs related to hiring, benefits, payroll, taxes, workers’ compensation, unemployment, and related issues. ## **Tips to implement strategic staffing in workforce strategy** The following methods can help include strategic staffing in your manufacturing or light industrial company’s workforce strategy: - Consider the types of roles you need to fill, the qualifications, and the timelines. - Develop specific, measurable, attainable, relevant, and time-bound (SMART) goals to hire the right talent. - Use technologies such as an applicant tracking system (ATS) to streamline your hiring process and improve the candidate experience. - Hire employees who desire long-term career development and can grow with your organization. Latest in ## Culture and Retention [![Leading Through Change](https://storage.googleapis.com/onin-staffing-prod/media/images/Stock_Photo_1459733802.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/leading-through-change-how-to-support-teams-during-organizational-shifts/) March 30, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/culture-and-retention/type/blog) [Leading Through Change: How to Support Teams During Organizational Shifts](https://oninstaffing.com/resources/culture-and-retention/leading-through-change-how-to-support-teams-during-organizational-shifts/) Learn how manufacturing leaders can guide teams through organizational change, reduce employee stress, and maintain engagement during process, technology, and structural shifts. [Read more](https://oninstaffing.com/resources/culture-and-retention/leading-through-change-how-to-support-teams-during-organizational-shifts/) [![Future-Proofing Your Workforce](https://storage.googleapis.com/onin-staffing-prod/media/images/Factory_Worker_with_Robot.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/future-proofing-your-workforce-strategies-to-stay-ahead-in-a-rapidly-changing-market/) March 23, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/culture-and-retention/type/blog) [Future-Proofing Your Workforce: Strategies to Stay Ahead in a Rapidly Changing Market](https://oninstaffing.com/resources/culture-and-retention/future-proofing-your-workforce-strategies-to-stay-ahead-in-a-rapidly-changing-market/) Learn how manufacturers can future-proof their workforce with upskilling, cross-training, and strategic staffing to stay competitive in a rapidly changing industry. [Read more](https://oninstaffing.com/resources/culture-and-retention/future-proofing-your-workforce-strategies-to-stay-ahead-in-a-rapidly-changing-market/) [![Staffing in Manufacturing](https://storage.googleapis.com/onin-staffing-prod/media/images/Manufacturing_Stock_Photo.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/the-role-of-staffing-agencies-in-supporting-manufacturing-innovation/) March 19, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/culture-and-retention/type/blog) [The Role of Staffing Agencies in Supporting Manufacturing Innovation](https://oninstaffing.com/resources/culture-and-retention/the-role-of-staffing-agencies-in-supporting-manufacturing-innovation/) Learn how strategic manufacturing staffing drives innovation by providing skilled talent, flexible workforce solutions, and support for emerging technologies. [Read more](https://oninstaffing.com/resources/culture-and-retention/the-role-of-staffing-agencies-in-supporting-manufacturing-innovation/) [View all](https://oninstaffing.com/resources/culture-and-retention/) ## Temporary Staffing Solutions # Navigating the Gig Economy: How Temporary Staffing Can Fill the Gaps in Your Workforce Jan. 26, 2026 \| [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/type/blog) ![Navigating the Gig Economy](https://storage.googleapis.com/onin-staffing-prod/media/images/Gig_Worker_Stock_Photo.format-jpeg.width-1200.jpg) The gig economy relies on temporary workers rather than full-time employees to fill roles. These workers support full-time employees for a set time, then move on to other assignments. Manufacturing and light industrial companies can benefit from the gig economy. Many use temporary staffing to fill the gaps in their workforce. The gig economy provides speed, specialization, and cost-effectiveness for manufacturing and light industrial employers to handle evolving business needs. These employers might require temporary workers for short- or long-term employee absences, projects, and seasonal demand. A blended workforce provides flexibility and diverse perspectives to drive success during change and growth. These factors contribute to the bottom line. **How Temporary Staffing Can Fill Workforce Gaps** Temporary staffing supports your manufacturing or light industrial workforce with employee absences and short-term projects or during peak productivity. The benefits include: - **On-demand workers:** Quickly add skilled temporary workers to support changing business needs. Onboard faster to improve response times during critical periods. - **Flexibility:** Scale your workforce up or down based on market demands, project timelines, and seasonal fluctuations. Keep employees busy without feeling overwhelmed. - **Agility:** Quickly respond to market dynamics, regulatory changes, and unexpected disruptions. Explore new products or services and markets without a commitment. Foster a culture of innovation. - **Adaptation:** Temporary workers can quickly adapt to new work environments and begin producing. - **Specialized skills:** Find temporary workers with niche skills to handle additional projects. - **Productivity:** Maintain production and product quality. - **Efficiency:** Support efficient business operations for a stronger bottom line. - **Problem-solving:** Uncover fresh perspectives to resolve company issues and innovate. - **Skill development:** On-the-job training ensures your company has workers with updated skills for enhanced productivity. - **Business growth:** Ease employee burden during rapid growth and transformation. Help navigate during times of uncertainty. - **Try before you buy:** Evaluate a temporary worker’s skills, impact, and cultural fit to determine whether to extend a full-time job offer. Avoid the cost of a bad hire with a trial period. - **Reduced administrative activities:** Avoid benefits administration, payroll, taxes, worker’s compensation, unemployment claims, and related issues. - **Time savings:** Receive vetted candidates ready to begin producing. - **Financial savings:** Pay for only the services used. Request a replacement if not completely satisfied with performance. - **Resource optimization:**  Streamline the recruitment process, minimize time-to-hire rates, and contain costs. Free up time to focus on revenue-generating activities. - **Financial stability:** Maintain a lean core team supplemented with temporary workers to optimize cost structures. - **Optimized workforce management:** Balance flexibility with stability for workforce management. **Best Practices for Filling Workforce Gaps with Temporary Staffing** Filling your manufacturing or light industrial company’s workforce gaps with temporary staffing takes planning. The following best practices can guide your path: ## **Strategic workforce planning** Clearly define your manufacturing or light industrial company’s hiring needs. Include each role’s responsibilities, required skills, and timeline. ## **Staffing agency collaboration** Partner with a staffing agency specializing in the manufacturing and light industrial sectors. The agency should have a proven track record of understanding each client’s unique culture and hiring needs, streamlining the hiring process, and finding the right fit. Transparently communicate your short- and long-term staffing needs. Be as specific as possible to strengthen candidate matches, speed up interviews, and find the right temporary workers. ## **Candidate evaluation** Conduct brief interviews to get to know the candidates. Include questions tailored to their work environment adaptability, technical skills, and job tasks. Consider each candidate’s answers to determine their ability to integrate into your manufacturing or light industrial team. ## **Onboarding process** Introduce temporary workers to your company’s culture, policies, and procedures. Also, provide the required tools and resources to integrate into your team. Begin training temporary workers so they can carry out their job duties and responsibilities. These activities enhance performance and efficiency. ## **Goal setting** Communicate specific, measurable, attainable, relevant, and time-bound (SMART) goals and key performance indicators (KPIs) to each temporary worker. Understanding your expectations helps guide performance and reach objectives. ## **Knowledge sharing** Ask each temporary worker to document their processes to share with your team. Knowledge transfer provides insights that benefit your manufacturing or light industrial organization. Encourage regular learning and information sharing among temporary workers and employees. These exchanges strengthen adaptation and knowledge sharing to elevate the return on investment (ROI) of temporary staffing. ## **Communication** Maintain regular check-ins with each temporary worker. Discuss their progress, address questions and concerns, and provide constructive feedback. These activities support positive working relationships and alignment with company goals. Keep temporary workers informed about potential assignment changes. Maintaining communication helps align employer and worker expectations. ## **Performance evaluations** Regular performance evaluations let you recognize each temporary worker’s accomplishments and improve performance. You also can request feedback on assignments and the work environment to support a collaborative atmosphere. Plus, you can offer the best temporary workers full-time jobs if needed. ## **Recognition and rewards** Acknowledge each temporary worker’s specific contributions, results, and organizational impact. Fostering a positive work culture motivates workers to perform their best. Incentivize temporary workers who exceed expectations. Providing a gift card, small bonus, or another reward elevates morale and attracts future talent. ### **Tips to Manage Employees and Temporary Workers** A strategic approach is needed to manage a blended workforce of employees and temporary workers. The goal is to create an inclusive culture where employees and workers feel valued, respected, and appreciated. ### **Openly communicate** Ongoing communication helps keep employees and temporary workers informed about their roles and team impact: - Clearly define each role’s job duties and responsibilities. - Establish expectations for each employee and temporary worker. - Ensure each employee and worker understand their tasks, reporting structure, and sources of support. - Improve team efficiency, productivity, and performance. ## **Provide training** On-the-job training bridges skills gaps and enhances team performance. Providing growth opportunities motivates employees and temporary workers to remain engaged and productive. These factors support a positive work environment and culture. ## **Encourage collaboration** Use collaborative platforms and regular meetings to maintain alignment with project goals and timelines. These tools and activities support employees’ and temporary workers’ feelings of belonging and team cohesion. ## **_Ready to Use Temporary Staffing to Fill Your Workforce Gaps?_** _The Ōnin Group can provide temporary manufacturing and light industrial workers with the skills you need for increased business growth and success._ [_Contact us_](https://oningroup.com/clients/) _to discuss your staffing needs today._ **Sources** - [_Temporary Staffing Solutions: Bridging Staffing Gaps and Fluctuating Demand  \| Corporate Job Bank_](https://corporatejobbank.com/temporary-staffing-solutions-bridging-staffing-gaps-fluctuating-demand/) - [_Maximize Your Workforce Potential Today with Temporary Staffing (premierstaffingsolution.com)_](https://www.premierstaffingsolution.com/blog/maximize-your-workforce-potential-today-with-temporary-staffing) - [_Temporary Staffing: A Solution to Workforce Flexibility, Dynamic Markets and Reduced Infrastructure Costs – Pivotal Integrated HR Solutions (pivotalsolutions.com)_](https://www.pivotalsolutions.com/temporary-staffing-a-solution-to-workforce-flexibility-dynamic-markets-and-reduced-infrastructure-costs/) - [_Staffing industry in the U.S. – statistics & facts \| Statista_](https://www.statista.com/topics/1212/temporary-work/#topicOverview) Latest in ## Culture and Retention [![Leading Through Change](https://storage.googleapis.com/onin-staffing-prod/media/images/Stock_Photo_1459733802.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/leading-through-change-how-to-support-teams-during-organizational-shifts/) March 30, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/culture-and-retention/type/blog) [Leading Through Change: How to Support Teams During Organizational Shifts](https://oninstaffing.com/resources/culture-and-retention/leading-through-change-how-to-support-teams-during-organizational-shifts/) Learn how manufacturing leaders can guide teams through organizational change, reduce employee stress, and maintain engagement during process, technology, and structural shifts. [Read more](https://oninstaffing.com/resources/culture-and-retention/leading-through-change-how-to-support-teams-during-organizational-shifts/) [![Future-Proofing Your Workforce](https://storage.googleapis.com/onin-staffing-prod/media/images/Factory_Worker_with_Robot.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/future-proofing-your-workforce-strategies-to-stay-ahead-in-a-rapidly-changing-market/) March 23, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/culture-and-retention/type/blog) [Future-Proofing Your Workforce: Strategies to Stay Ahead in a Rapidly Changing Market](https://oninstaffing.com/resources/culture-and-retention/future-proofing-your-workforce-strategies-to-stay-ahead-in-a-rapidly-changing-market/) Learn how manufacturers can future-proof their workforce with upskilling, cross-training, and strategic staffing to stay competitive in a rapidly changing industry. [Read more](https://oninstaffing.com/resources/culture-and-retention/future-proofing-your-workforce-strategies-to-stay-ahead-in-a-rapidly-changing-market/) [![Staffing in Manufacturing](https://storage.googleapis.com/onin-staffing-prod/media/images/Manufacturing_Stock_Photo.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/the-role-of-staffing-agencies-in-supporting-manufacturing-innovation/) March 19, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/culture-and-retention/type/blog) [The Role of Staffing Agencies in Supporting Manufacturing Innovation](https://oninstaffing.com/resources/culture-and-retention/the-role-of-staffing-agencies-in-supporting-manufacturing-innovation/) Learn how strategic manufacturing staffing drives innovation by providing skilled talent, flexible workforce solutions, and support for emerging technologies. [Read more](https://oninstaffing.com/resources/culture-and-retention/the-role-of-staffing-agencies-in-supporting-manufacturing-innovation/) [View all](https://oninstaffing.com/resources/culture-and-retention/) ## Soft Skills in Staffing # The Role of Soft Skills in Administrative Staffing: Finding the Perfect Fit Feb. 13, 2026 \| [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/type/blog) ![Role of Soft Skills in Admin Work](https://storage.googleapis.com/onin-staffing-prod/media/images/Secretary_Worker_Stock_Photo.format-jpeg.width-1200.jpg) Understanding the role of soft skills in administrative staffing helps find the perfect fit. A candidate’s ability to work with others and handle tasks is essential for business success. Soft skills such as adaptability, communication, and problem-solving are required to keep track of tasks, interact with colleagues and coworkers, and handle workplace challenges. Careful observation and feedback are required to identify and measure these skills. An administrative professional supports daily business operations. They manage changing priorities, juggle tasks, and maintain communication across departments. Therefore, the ability to anticipate needs, quickly solve problems, and share information is essential. **Essential Soft Skills for Administrative Staffing** These soft skills help an administrative communicate, collaborate, and improve productivity: ## **Work ethic** Reliability, dedication, and commitment are important in an administrative professional. Dependability and consistency foster organizational trust. A positive attitude boosts employee morale and strengthens organizational adaptability and resilience. ## **Emotional intelligence** Understanding and managing their own emotions while recognizing and responding to others’ emotions is important for an administrative professional. These skills help the professional remain calm, empathize with others, and use emotional cues to guide their communication style. The professional can adjust to diverse personalities and work styles while tactfully navigating situations. ## **Adaptability** Flexibility helps an administrative professional focus on changing priorities, tasks, and unexpected challenges. These activities keep the office running smoothly. ## **Organization** Prioritizing tasks, effectively using resources, and meeting deadlines are essential for an administrative professional. Proper time management ensures urgent issues are handled first and all tasks get completed. ## **Attention to detail** Organizing information, managing schedules, and proofreading documents help an administrative professional anticipate and prevent problems. They can uncover errors, inconsistencies, and missing information to avoid mistakes and misunderstandings that affect workflows and the company’s reputation. ## **Communication** Interacting with colleagues, coworkers, managers, clients, and vendors is part of being an administrative professional. Professional interactions support a positive work environment, understanding tasks and issues, and problem-solving. The following are examples of communication skills for an administrative professional: - Adapting communication to the listener’s preference - Actively listening - Quickly addressing issues - Supporting collaboration - Improving workflow efficiencies - Drafting clear, professional emails - Writing reports ## **Problem-solving** Critical thinking and breaking down situations into management parts help an administrative professional address challenges, minimize impact, and prevent future recurrence. Thinking outside the box improves business processes and innovation. ## **Conflict resolution** An administrative professional must support positive interactions and discreetly resolve conflicts. Managing difficult interactions and internal disputes prevents escalation and supports the work environment. **Techniques to Assess Soft Skills for Administrative Staffing** These methods help assess an administrative candidate’s soft skills: ## **Behavioral interviews** A behavioral interview evaluates how an administrative candidate handled previous work situations and might handle similar ones: - Ask for specific examples that reveal the candidate’s skills in areas such as organization, communication, and problem-solving. - Learn how the candidate prioritizes tasks, manages complex communication, and resolves conflicts. - Ask follow-up questions and restate what was heard to gain a deeper understanding of the behavior. - Use a structured scoring system to objectively assess responses, clarify abilities, and minimize unconscious bias. ## **Team member feedback** Involving team members in the interview process provides feedback on how well a candidate might fit with the team dynamic. This information helps assess the candidate’s emotional intelligence, communication, and collaboration skills. ## **Situational judgement tests** A situational judgment test presents the administrative candidate with workplace situations and asks them to choose the best course of action: - Consider presenting scenarios relevant to scheduling meetings, handling difficult phone calls, prioritizing tasks, or managing team member conflicts. - Assess the candidate’s flexibility, time management, critical thinking, and decision-making process. - Learn how the candidate processes information, applies knowledge, and develops solutions. ## **Reference checks** Reference checks use conversations with previous employers, colleagues, and coworkers to provide insights into an administrative candidate’s soft skills: - Develop questions focused on the candidate’s ability to work with others, communicate, handle stress, and demonstrate professionalism. - Ask about the candidate’s communication style, ability to solve problems and resolve conflicts, and adaptability when facing challenges and unplanned situations. - Use the findings to better understand the candidate’s past performance that could indicate future performance. ## **Role-playing exercises** Role-playing exercises assess how an administrative candidate handles specific situations, such as managing a team conflict or handling a difficult client. Observing the interactions helps provide a deeper understanding of the candidate’s emotional intelligence and problem-solving skills. ## **Work sample tests** Work sample tests simulate administrative tasks such as managing calendars, entering data, organizing a project plan, and drafting an email response to a client. Watching the candidate perform the tasks helps gauge the candidate’s ability to apply the skills in practical settings. ## **Self-assessments** A self-assessment asks an administrative candidate to reflect on their soft skills, strengths, and weaknesses. The answers provide insights into the candidate’s self-awareness and willingness to learn and grow. **Best Practices to Evaluate Soft Skills for Administrative Staffing** These methods help determine whether an administrative candidate’s soft skills would support business operations: ## **Evaluate cultural fit** Soft skills such as adaptability, organization, and collaboration impact an administrative candidate’s cultural fit: - Assess how well a candidate’s work style, adaptation to communication styles, and problem-solving approach align with the culture. - Look for a candidate whose soft skills and unique background would diversify and enrich the company’s culture. - Consider offering a contract-to-hire administrative role to ensure cultural fit with the potential for a long-term commitment. ## **Look for red flags** Red flags such as a negative attitude, poor communication, and disrespect can disrupt collaboration and lower employee morale: - Pay attention to administrative candidates who avoid eye contact, give vague answers, or seem uninterested in the role. - Lack of adaptability, time management, and attention to detail can lead to inefficiencies, scheduling errors, and missed deadlines. - Unprofessional behavior, dishonesty, and an inability to work well with others are dealbreakers. ## **Implement interview feedback loops** Interview feedback loops help uncover administrative candidate red flags and minimize hiring issues: - Gathering insights helps clarify how well a candidate’s skills align with the job description. - Ongoing feedback helps the hiring team adjust the candidate evaluation criteria based on employee performance. - Tracking new hires and comparing their soft skill assessments with on-the-job performance helps uncover and fix gaps in the initial evaluation process. Latest in ## Culture and Retention [![Leading Through Change](https://storage.googleapis.com/onin-staffing-prod/media/images/Stock_Photo_1459733802.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/leading-through-change-how-to-support-teams-during-organizational-shifts/) March 30, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/culture-and-retention/type/blog) [Leading Through Change: How to Support Teams During Organizational Shifts](https://oninstaffing.com/resources/culture-and-retention/leading-through-change-how-to-support-teams-during-organizational-shifts/) Learn how manufacturing leaders can guide teams through organizational change, reduce employee stress, and maintain engagement during process, technology, and structural shifts. [Read more](https://oninstaffing.com/resources/culture-and-retention/leading-through-change-how-to-support-teams-during-organizational-shifts/) [![Future-Proofing Your Workforce](https://storage.googleapis.com/onin-staffing-prod/media/images/Factory_Worker_with_Robot.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/future-proofing-your-workforce-strategies-to-stay-ahead-in-a-rapidly-changing-market/) March 23, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/culture-and-retention/type/blog) [Future-Proofing Your Workforce: Strategies to Stay Ahead in a Rapidly Changing Market](https://oninstaffing.com/resources/culture-and-retention/future-proofing-your-workforce-strategies-to-stay-ahead-in-a-rapidly-changing-market/) Learn how manufacturers can future-proof their workforce with upskilling, cross-training, and strategic staffing to stay competitive in a rapidly changing industry. [Read more](https://oninstaffing.com/resources/culture-and-retention/future-proofing-your-workforce-strategies-to-stay-ahead-in-a-rapidly-changing-market/) [![Staffing in Manufacturing](https://storage.googleapis.com/onin-staffing-prod/media/images/Manufacturing_Stock_Photo.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/the-role-of-staffing-agencies-in-supporting-manufacturing-innovation/) March 19, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/culture-and-retention/type/blog) [The Role of Staffing Agencies in Supporting Manufacturing Innovation](https://oninstaffing.com/resources/culture-and-retention/the-role-of-staffing-agencies-in-supporting-manufacturing-innovation/) Learn how strategic manufacturing staffing drives innovation by providing skilled talent, flexible workforce solutions, and support for emerging technologies. [Read more](https://oninstaffing.com/resources/culture-and-retention/the-role-of-staffing-agencies-in-supporting-manufacturing-innovation/) [View all](https://oninstaffing.com/resources/culture-and-retention/) ## Upskilling and Reskilling # Upskilling and Reskilling: Preparing the Light Industrial Workforce for Tomorrow Feb. 13, 2026 \| [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/type/blog) ![Upskilling and Reskilling Workers](https://storage.googleapis.com/onin-staffing-prod/media/images/Factory_Workers_Stock_Photo.format-jpeg.width-1200.jpg) Upskilling and reskilling prepare the light industrial workforce for tomorrow. Employees can take on higher-level roles and responsibilities to add more organizational value. Upskilling involves developing an employee’s skill set to improve job performance. In contrast, reskilling involves developing skills to take on a new role. Industry 4.0 is increasing the use of new technologies, automation, and digitization in light industrial firms. As a result, the demand for digitally skilled employees is growing. ### **Benefits of Light Industrial Upskilling and Reskilling** Upskilling and reskilling provide these benefits for light industrial _employees_: - Expanded career opportunities - Elevated professional growth opportunities - Enhanced professional relationships - Increased motivation - Improved performance - Higher engagement - Greater collaboration - Stronger problem-solving - Elevated productivity - Increased job satisfaction - Higher morale - Elevated loyalty - Stronger attraction and retention rates - Increased workforce resilience Upskilling and reskilling provide these benefits for light industrial _employers_: - Adapting to changing business needs - Filling skills gaps - Increasing workforce flexibility - Saving time and money on hiring and onboarding - Providing long-term solutions for future developments - Maximizing organizational efficiency - Optimizing business operations - Attaining company goals - Driving revenue - Strengthening the bottom line - Achieving strategic initiatives - Expanding business growth - Navigating uncertainty Upskilling and reskilling help light industrial firms optimize operational efficiency, meet customer demand, and maintain a competitive edge. The following strategies can help. ### **Prioritize Employee Development** Customize learning and development opportunities according to light industrial roles, business goals, and strategic initiatives. Aligning learning with long-term objectives helps employees develop relevant knowledge and skills to adapt to changing business needs. Maintaining workforce resilience while navigating the unknown strengthens long-term growth. ### **Leverage Data** Collecting and analyzing data on production processes, machine performance, and other key metrics helps identify areas for improvement. Then, light industrial employers can develop targeted training programs to address specific skill gaps. For instance, analyzing data on machine performance helps identify opportunities for additional training to elevate efficiency and reduce downtime. Data also can be used to track employee performance and identify individuals who could benefit from additional training and support. Artificial intelligence (AI)-powered learning and development tools can review a light industrial employee’s experience to determine how their skills gaps align with their career goals and the company’s strategic plans. Then, the tools can develop hyper-personalized learning journeys to support upskilling and reskilling for continuous success. A similar approach can be used for groups of employees whose jobs will change due to business needs. ### **Offer Online Training** Online training offers convenience for learning and development. Light industrial employees can access the training from anywhere with an internet connection. Live webinars, virtual classrooms, online self-paced courses, on-demand learning, and virtual reality (VR) simulations can be used to train light industrial employees. Quizzes, tests, VR scenarios, and hands-on projects can evaluate understanding and retention. ### **Implement Virtual and Augmented Reality** Virtual reality (VR) and augmented reality (AR) deliver immersive training experiences for light industrial employees. The technologies provide simulated work processes to help employees practice their skills in realistic, engaging training environments. These activities safely prepare employees for real-world experiences. VR and AR training can be more cost-effective than other training methods: - VR and AR training can be scaled to include teams of all sizes. - Light industrial employers can reduce the cost of materials and equipment associated with in-person training. - Employees receive instant guidance and constructive feedback. - Light industrial employees quickly learn from their mistakes to improve performance. - Employees can repeat the training as needed to improve their skills. - Strengthening employee confidence in performing complex tasks reduces real-world accidents and injuries. ### **Use Gamification** Increasing engagement in learning motivates light industrial upskilling and reskilling. As a result, many employers include gamification in their training programs. Gamification can simulate real-world scenarios and provide hands-on training in a safe, controlled environment. This approach is especially effective in teaching complex procedures or machinery operations. Employees can practice new skills and receive constructive feedback without damaging equipment or endangering themselves or others. Challenges, points, leaderboards, badges, rewards, and other game-like elements strengthen employee learning and retention. The results include greater productivity and job performance. ### **Encourage Continuous Learning** Develop a culture of ongoing learning and development within the light industrial workforce. Provide resources and support to encourage lifelong learning. Regular training sessions, workshops, and access to e-learning platforms foster a growth mindset. Employees can stay current on industry news, trends, and best practices as they enhance their skill sets. ### **Steps to Upskill a Light Industrial Workforce** These guidelines help upskill a light industrial workforce: 1. **Assess current skills:** Map each employee’s skills to create a baseline for measuring progress. 2. **Identify future skills:** Determine which skills align with long-term business goals. 3. **Develop upskilling goals:** Create employee-specific goals that align with company goals. 4. **Match employees with learning opportunities:** Customize learning and development opportunities according to employee goals. 5. **Monitor progress:** Digitally track employee training and job performance to evaluate proficiency, uncover gaps, and develop upskilling opportunities. ### **Steps to Reskill a Light Industrial Workforce** These guidelines help upskill a light industrial workforce: 1. **Identify skill cultivation:** Clarify valuable skills for new roles and create training programs to develop them. 2. **Implement upskilling:** Begin providing training programs for skill development in alignment with strategic plans. 3. **Tailor employee learning plans:** Plan core learning opportunities for current and future roles. 4. **Test and adjust:** Modify learning plans according to employee progress and business needs. 5. **Develop an upskilling budget:** Allocate money to prioritize employee upskilling. ### **Partner with a Light Industrial Staffing Agency** A light industrial staffing agency can help develop training programs for employers to upskill and reskill their workforce. Company leaders can collaborate with recruiters to develop customized skill-development programs aligned with company needs to support business growth. Latest in ## Culture and Retention [![Leading Through Change](https://storage.googleapis.com/onin-staffing-prod/media/images/Stock_Photo_1459733802.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/leading-through-change-how-to-support-teams-during-organizational-shifts/) March 30, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/culture-and-retention/type/blog) [Leading Through Change: How to Support Teams During Organizational Shifts](https://oninstaffing.com/resources/culture-and-retention/leading-through-change-how-to-support-teams-during-organizational-shifts/) Learn how manufacturing leaders can guide teams through organizational change, reduce employee stress, and maintain engagement during process, technology, and structural shifts. [Read more](https://oninstaffing.com/resources/culture-and-retention/leading-through-change-how-to-support-teams-during-organizational-shifts/) [![Future-Proofing Your Workforce](https://storage.googleapis.com/onin-staffing-prod/media/images/Factory_Worker_with_Robot.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/future-proofing-your-workforce-strategies-to-stay-ahead-in-a-rapidly-changing-market/) March 23, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/culture-and-retention/type/blog) [Future-Proofing Your Workforce: Strategies to Stay Ahead in a Rapidly Changing Market](https://oninstaffing.com/resources/culture-and-retention/future-proofing-your-workforce-strategies-to-stay-ahead-in-a-rapidly-changing-market/) Learn how manufacturers can future-proof their workforce with upskilling, cross-training, and strategic staffing to stay competitive in a rapidly changing industry. [Read more](https://oninstaffing.com/resources/culture-and-retention/future-proofing-your-workforce-strategies-to-stay-ahead-in-a-rapidly-changing-market/) [![Staffing in Manufacturing](https://storage.googleapis.com/onin-staffing-prod/media/images/Manufacturing_Stock_Photo.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/the-role-of-staffing-agencies-in-supporting-manufacturing-innovation/) March 19, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/culture-and-retention/type/blog) [The Role of Staffing Agencies in Supporting Manufacturing Innovation](https://oninstaffing.com/resources/culture-and-retention/the-role-of-staffing-agencies-in-supporting-manufacturing-innovation/) Learn how strategic manufacturing staffing drives innovation by providing skilled talent, flexible workforce solutions, and support for emerging technologies. [Read more](https://oninstaffing.com/resources/culture-and-retention/the-role-of-staffing-agencies-in-supporting-manufacturing-innovation/) [View all](https://oninstaffing.com/resources/culture-and-retention/) ## Employer Branding Importance # Attracting Talent: Why Employer Branding Matters More Than Ever Feb. 26, 2026 \| [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/type/blog) ![Employer Brand](https://storage.googleapis.com/onin-staffing-prod/media/images/Casual_Worker_Sticky_Note.format-jpeg.width-1200.jpg) Employer branding matters more than ever when attracting manufacturing talent. Effective branding helps a firm stand out and show why employees enjoy working there. Employer branding is a company’s reputation as a workplace and the value it offers employees. The stories associated with a manufacturing firm create the brand’s reputation. This image impacts whether job seekers apply for openings. Investing in employer branding is investing in the current and future workforce. Encouraging job seekers to choose one manufacturing firm over another supports business longevity. ### **Benefits of Manufacturing Employer Branding** The benefits of manufacturing employer branding include the following: - **Standing out:** Differentiating the manufacturing firm shows what makes it unique, such as a commitment to innovation and career growth. - **Building credibility:** An established employer brand is known for trustworthiness, reliability, and quality products. - **Attracting top talent:** Investing in an employee value proposition (EVP) shows what employees receive in exchange for top performance. - **Accessing passive candidates:** Attractive employer branding encourages employees who enjoy their roles to explore other job opportunities. - **Maintaining employee morale:** Happy employees stay engaged and productive. - **Encouraging loyalty:** Positive employee experiences support longevity. - **Enhancing the firm’s reputation:** Being known for quality, reliability, and innovation encourages the best talent to apply for job openings. - **Saving time and money on hiring:** Job seekers who positively perceive a manufacturing firm typically apply for open roles. #### **Hidden Costs of a Weak Employer Brand** Many manufacturing job seekers research employer brands when deciding where to apply. Most will not apply for jobs with firms that have a poor reputation. The results include: - Increased challenge of attracting talent - Potentially double the spend on recruitment advertising - Above-market wages due to lack of brand recognition - Fewer job applications - Difficulty encouraging job offer acceptance - Lost candidates to better-known competitors - Longer time-to-fill - Higher cost-per-hire - Greater training costs due to less qualified hires - Lost productivity due to vacancies - Elevated turnover due to poor cultural fit - Reduced ability to take on new projects - Negative impact on the bottom line - Slower business growth #### ‍‍ **Return on Investment‍ of Manufacturing Employer Branding** A manufacturing firm investing in employer branding typically sees returns in these areas: - More qualified applicants for skilled roles - Faster time-to-fill - Reduced cost-per-hire - Lower overtime costs from vacant roles - Better cultural fit - Increased employee retention ### **Components of Manufacturing Employer Branding** Three main components make up manufacturing employer branding: 1. **Company culture:** A firm’s mission, vision, values, and how they are carried out impact long-term business growth. 2. **Employee voice:** Employee stories and opinions of the manufacturing firm impact whether job seekers apply to open roles. 3. **Candidate experience:** Impressions formed during every step from application to job offer acceptance affect employer branding. ### **Employee Advocacy in Manufacturing Employer Branding** Employees who share their stories working for a manufacturing firm provide honest, relatable insight into the company’s culture. This transparency fosters trust and encourages job applications. #### **Encourage employee content creation** Employees who create content with work photos, videos, and stories provide a genuine impression of working for the manufacturing firm. Transparently demonstrating company culture and job satisfaction encourages job seekers to apply for roles. #### **Emphasize authenticity** Provide a genuine, human voice for employer branding. Show that the employer brand matches the reality. Encouraging employees to share personal experiences and workplace insights resonates with targeted job seekers. These activities build transparency, organizational trust, and credibility. #### **Expand the brand’s reach** Encourage employees to share manufacturing firm updates, job openings, and company culture content to amplify visibility and reach wider audiences. Expanding the brand’s reach increases employee referrals, talent attraction, and retention. ### **Using Employer Branding to Attract Manufacturing Talent** These strategies can help a manufacturing firm use employer branding to attract talent: #### **During the hiring process:** - Positively portray company culture and job openings - Be authentic and welcoming - Build enthusiasm for open roles - Set up new hires to be engaged and successful #### **While onboarding:** - Foster relationships between new hires and mentors - Demonstrate how the manufacturing firm functions - Include current training videos and technology - Request new hire feedback to improve employer branding #### **To strengthen retention:** - Consistently demonstrate company values - Prioritize employee engagement and job satisfaction - Offer regular training and development opportunities - Incentivize employee referrals #### **During offboarding:** - Uncover what departing employees liked and disliked about the manufacturing firm - Develop and implement plans for improvement - Maintain a positive employer brand - Increase employee attraction and retention rates ### **Steps to Strengthen Manufacturing Employer Branding** Regularly focusing on these steps can enhance manufacturing employer branding: #### **Audit the manufacturing firm’s online presence:** - Ensure the company website is updated and mobile-friendly. - Learn what shows up about the firm during an online search. - Discover what job seekers find when checking the firm’s social media pages. - See what current and former employees say in employer reviews. #### **Respond to employer reviews:** - Monitor what current and former employees say on Glassdoor and other employer review sites. - Correct nonfactual information in reviews and include a link to a relevant resource. - Respond to negative reviews by asking the reviewer to contact a specific person within the manufacturing firm to address the issue and improve the workplace. #### **Modernize the company website:** - Include videos of the facility. - Create virtual tours of the work areas. - Show work as it happens. - Feature employee success stories. #### **Tell the manufacturing firm’s story:** - Showcase the employees and projects. - Highlight the technology and innovation. - Share the safety record and culture. - Emphasize career growth opportunities. #### **Engage employees:** - Share employee testimonials. - Post photos and videos demonstrating a day at work in a role. - Highlight the training programs. - Celebrate team accomplishments. #### **Develop content for job seekers:** - Share the company overview. - Mention employee benefits. - Include blog posts about what employees like most about their jobs. - Host a CEO Q&A. #### **Interact with social media followers:** - Stay active on LinkedIn to generate interest in job openings. - Share company information, training workshops, and employee awards on LinkedIn, YouTube, and Facebook. - Interview employees at all organizational levels. - Incentivize employees to share content with their networks. ### **Measuring the Impact of Manufacturing Employer Branding** The key metrics used to measure the impact of manufacturing employer branding depend on the company’s goals. The following are five methods to track and evaluate a brand: 1. **Social media engagement:** Focus on company culture content and posts featuring employees. 2. **Employee advocacy:** Sharing work-related content on social media indicates positive company culture and organizational pride. 3. **Job applications:** A higher application-to-employee conversion rate shows the employer brand resonates with the right job seekers. 4. **Employee retention:** Compare turnover rates to before a retention initiative was implemented. 5. **Glassdoor ratings and reviews:** Learn what current and former employees say about the manufacturing firm to determine how positive its employer brand is. Latest in ## Culture and Retention [![Leading Through Change](https://storage.googleapis.com/onin-staffing-prod/media/images/Stock_Photo_1459733802.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/leading-through-change-how-to-support-teams-during-organizational-shifts/) March 30, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/culture-and-retention/type/blog) [Leading Through Change: How to Support Teams During Organizational Shifts](https://oninstaffing.com/resources/culture-and-retention/leading-through-change-how-to-support-teams-during-organizational-shifts/) Learn how manufacturing leaders can guide teams through organizational change, reduce employee stress, and maintain engagement during process, technology, and structural shifts. [Read more](https://oninstaffing.com/resources/culture-and-retention/leading-through-change-how-to-support-teams-during-organizational-shifts/) [![Future-Proofing Your Workforce](https://storage.googleapis.com/onin-staffing-prod/media/images/Factory_Worker_with_Robot.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/future-proofing-your-workforce-strategies-to-stay-ahead-in-a-rapidly-changing-market/) March 23, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/culture-and-retention/type/blog) [Future-Proofing Your Workforce: Strategies to Stay Ahead in a Rapidly Changing Market](https://oninstaffing.com/resources/culture-and-retention/future-proofing-your-workforce-strategies-to-stay-ahead-in-a-rapidly-changing-market/) Learn how manufacturers can future-proof their workforce with upskilling, cross-training, and strategic staffing to stay competitive in a rapidly changing industry. [Read more](https://oninstaffing.com/resources/culture-and-retention/future-proofing-your-workforce-strategies-to-stay-ahead-in-a-rapidly-changing-market/) [![Staffing in Manufacturing](https://storage.googleapis.com/onin-staffing-prod/media/images/Manufacturing_Stock_Photo.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/the-role-of-staffing-agencies-in-supporting-manufacturing-innovation/) March 19, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/culture-and-retention/type/blog) [The Role of Staffing Agencies in Supporting Manufacturing Innovation](https://oninstaffing.com/resources/culture-and-retention/the-role-of-staffing-agencies-in-supporting-manufacturing-innovation/) Learn how strategic manufacturing staffing drives innovation by providing skilled talent, flexible workforce solutions, and support for emerging technologies. [Read more](https://oninstaffing.com/resources/culture-and-retention/the-role-of-staffing-agencies-in-supporting-manufacturing-innovation/) [View all](https://oninstaffing.com/resources/culture-and-retention/) ## Safety Culture Collaboration # Building a Culture of Safety: Collaborative Approaches Between Staffing Firms and Clients Feb. 7, 2025 \| [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/type/blog) ![Building a Culture of Safety](https://storage.googleapis.com/onin-staffing-prod/media/images/Factory_Safety_Image.format-jpeg.width-1200.jpg) Building a culture of safety is essential for manufacturing and light industrial companies. Collaborating with staffing firms creates a shared understanding of safety protocols. Providing tailored safety measures addressing specific workplace risks fosters a unified approach to maintaining a safe environment. Prioritizing workplace safety shows the workforce is valued and respected. Partnering with safety-focused staffing firms helps streamline business operations and reduce the risks of incidents. ### **Staffing Firm and Client Safety Requirements** The Occupational Safety and Health Administration (OSHA) holds staffing firms and client companies jointly responsible for maintaining a safe work environment. OSHA’s stance is that whichever party is better suited to support the workforce’s safety must be the one doing so. These responsibilities include fulfilling OSHA’s training, hazard communication, and recordkeeping requirements. Staffing firms and client companies must clarify who fulfills each safety requirement to maintain compliance. Including each party’s duties and responsibilities in the staffing contract helps maintain workforce safety. ### **Staffing Firm and Client Safety Actions** Staffing firms should take these actions when partnering with manufacturing and light industrial client companies: - Visually inspect the work environment to ensure safety. - Understand potential worksite hazards and how protections are implemented. - Detail safety duties and expectations in the staffing contract. - Provide workers with general safety training before an assignment begins. - Regularly communicate with workers and the client company to ensure safety compliance. - Quickly respond to any incidents. - Maintain worksite access in case a post-incident investigation is needed. Manufacturing and light industrial client companies should take these actions when partnering with staffing firms: - Clarify safety duties, responsibilities, and expectations with the staffing firm. - Talk with the staffing firm before changing a worker’s job duties. Make sure the firm notes the changes in the staffing contract. - Collaborate with the staffing firm during onboarding to verify the workers can perform the tasks. - Provide workers with relevant OSHA, work environment, hazardous chemicals, and hazard communication training. Ensure the content and duration are equal to the training employees receive. - Verify that workers understand safety expectations, physical demands, and potential worksite hazards. - Educate workers on using personal protective equipment (PPE). - Monitor workers’ performance to maintain safety standards. - Maintain OSHA recordkeeping and other compliance requirements. - Promptly communicate with the staffing firm about any incidents. ### **Staffing Firm and Client Safety Best Practices** These best practices help staffing firms and client companies collaborate on maintaining a safe work environment: - **Thoroughly onboard and train workers:** Verify workers clearly understand safety policies and protocols. - **Educate on emergency action plans:** Ensure workers know the policies and procedures for reporting an incident and how to respond to an emergency. - **Continuously assess risks:** Preventing and minimizing hazards elevates workforce safety and strengthens OSHA compliance. - **Monitor the workforce:** Make sure safety protocols are followed and potential hazards are reported. - **Frequently provide safety training:** Updated training ensures workers correctly perform their job duties, operate equipment, and follow safety protocols. - **Regularly communicate:** Frequently interact through phone calls and email. A staffing firm representative should regularly tour the work environment and talk with the workers. The client should quickly report incidents. ## **The following key indicators show a staffing firm’s commitment to safety.** ### **Proactive Risk Management** Risk management processes identify, assess, and address potential risks before they lead to incidents. Anticipating and minimizing risks increases workplace safety, efficiency, and operational resilience. Regular safety audits help maintain a healthy work environment. Uncovering risks and continuously improving helps the workforce feel secure and protected. A representative from a safety-conscious manufacturing and light industrial staffing company: - Conducts regular worksite evaluations at client sites. They review safety documentation and evaluate the work environment, tools, equipment, and standard operating procedures to uncover potential hazards. - Evaluates the jobs and how the work is performed, including any daily productivity expectations. - Collaborates with the manufacturing or light industrial firm to implement clear protocols for responding to, documenting, and investigating any reported safety concerns or hazards and ensuring they are addressed to prevent future incidents. ### **Safety-Focused Onboarding and Training** Thorough onboarding and comprehensive training strengthen manufacturing and light industrial workforce safety: - **Staffing firm-provided onboarding and safety training:** The staffing firm representative should provide general safety orientation and information about the job and client company’s policies. The workers should understand the job details and expectations and anticipate customized training to handle workplace hazards. - **Client safety training:** The client company should provide comprehensive training on site-specific safety protocols and procedures relevant to the job, including PPE, machinery operation, and emergency procedures. - **Specialized safety training:** The company should provide specialized safety training for forklift operators and other jobs involving specific hazards. - **Refresher safety training:** The client company should provide refresher safety training annually and when workplace hazards change. More frequent training might be needed to comply with OSHA requirements. ### **Adherence to Workforce Safety Regulations** A safety-focused staffing firm does the following to maintain compliance with local, state, and federal safety regulations: - Stays current on safety regulations - Collaborates with client companies to ensure compliance with OSHA standards and guidelines - Encourages employees to report unsafe work conditions and practices without fear of retaliation - Ensures client companies thoroughly document safety training - Documents reported incidents ### **Transparency in Workplace Safety** Effective communication ensures manufacturing and light industrial workforces know and understand safety protocols and potential hazards. Transparency fosters trust and accountability to elevate safety and reduce incidents. A staffing firm that values workplace transparency: - Establishes clear channels for reporting safety concerns, near misses, and incidents. - Encourages employees to discuss issues and anticipate having them promptly addressed without repercussions. - Prioritizes accountability and continuous improvement. - Provides the required recordkeeping log information to maintain OSHA compliance. ### **Commitment to Continuous Improvement** Ongoing evaluation and enhancement of safety practices ensure manufacturing and light industrial companies adapt to risks and maintain high workforce protection standards. These processes include: - Investing in digital training platforms, safety management software, incident tracking systems, and related technologies. - Staying updated on workplace safety regulations, technologies, and best practices. - Seeking constructive client and employee feedback to uncover areas for improvement. Latest in ## Culture and Retention [![Leading Through Change](https://storage.googleapis.com/onin-staffing-prod/media/images/Stock_Photo_1459733802.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/leading-through-change-how-to-support-teams-during-organizational-shifts/) March 30, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/culture-and-retention/type/blog) [Leading Through Change: How to Support Teams During Organizational Shifts](https://oninstaffing.com/resources/culture-and-retention/leading-through-change-how-to-support-teams-during-organizational-shifts/) Learn how manufacturing leaders can guide teams through organizational change, reduce employee stress, and maintain engagement during process, technology, and structural shifts. [Read more](https://oninstaffing.com/resources/culture-and-retention/leading-through-change-how-to-support-teams-during-organizational-shifts/) [![Future-Proofing Your Workforce](https://storage.googleapis.com/onin-staffing-prod/media/images/Factory_Worker_with_Robot.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/future-proofing-your-workforce-strategies-to-stay-ahead-in-a-rapidly-changing-market/) March 23, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/culture-and-retention/type/blog) [Future-Proofing Your Workforce: Strategies to Stay Ahead in a Rapidly Changing Market](https://oninstaffing.com/resources/culture-and-retention/future-proofing-your-workforce-strategies-to-stay-ahead-in-a-rapidly-changing-market/) Learn how manufacturers can future-proof their workforce with upskilling, cross-training, and strategic staffing to stay competitive in a rapidly changing industry. [Read more](https://oninstaffing.com/resources/culture-and-retention/future-proofing-your-workforce-strategies-to-stay-ahead-in-a-rapidly-changing-market/) [![Staffing in Manufacturing](https://storage.googleapis.com/onin-staffing-prod/media/images/Manufacturing_Stock_Photo.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/the-role-of-staffing-agencies-in-supporting-manufacturing-innovation/) March 19, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/culture-and-retention/type/blog) [The Role of Staffing Agencies in Supporting Manufacturing Innovation](https://oninstaffing.com/resources/culture-and-retention/the-role-of-staffing-agencies-in-supporting-manufacturing-innovation/) Learn how strategic manufacturing staffing drives innovation by providing skilled talent, flexible workforce solutions, and support for emerging technologies. [Read more](https://oninstaffing.com/resources/culture-and-retention/the-role-of-staffing-agencies-in-supporting-manufacturing-innovation/) [View all](https://oninstaffing.com/resources/culture-and-retention/) ## Manufacturing Skills Gap Solutions # Bridging the Manufacturing Skills Gap: Strategies for Staffing Success March 11, 2026 \| [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/type/blog) ![Bridging the Skills Gap](https://storage.googleapis.com/onin-staffing-prod/media/images/Factory_Workers_Stock_Photo_1.format-jpeg.width-1200.jpg) Technological advancements are increasing the manufacturing skills gap. According to a [Deloitte report](https://www2.deloitte.com/us/en/pages/about-deloitte/articles/press-releases/us-manufacturing-could-need-new-employees-by-2033.html), 65% of survey respondents said attracting and retaining talent was their primary business challenge. Bridging the manufacturing skills gap is a growing concern as the labor market becomes more competitive. Addressing this gap requires proactive strategies for staffing success. ### **Growing Need for Skilled Manufacturing Labor** Many factors elevate the need for skilled manufacturing labor: - **Retiring employees:** Experienced employees leaving the workforce create a need for qualified replacements. Otherwise, the Deloitte report estimates 1.9 million manufacturing jobs could go unfilled. - **Advanced technologies:** According to Deloitte, technological investment creates the need to fill up to 3.8 million manufacturing jobs between 2024 and 2033. Internet of Things (IoT)-enabled systems, artificial intelligence (AI)-powered machinery, automation, and robotics require employees skilled in programming, machine operation, and data analysis to operate, maintain, troubleshoot, and resolve issues. - **Shift toward customization:** Consumers demand high-quality, customized products, requiring employees skilled in precision machining, advanced assembly techniques, and quality control. ### **Impact of the Manufacturing Skills Gap** A lack of candidates’ skills and capabilities matching manufacturers’ needs impacts firms in these ways: - **Lower productivity rates:** Having only a few qualified employees working on a project extends the timelines for completion. - **Reduced quality outputs:** Assigning less-qualified employees to projects can result in lower-quality products. - **Decreased revenue:** Extended production timelines, lower output, and reduced-quality products impact profits and the company’s reputation. ## **The following strategies help bridge the manufacturing skills gap for staffing success.** ### **Reframe Perceptions of Manufacturing Careers** Clarify how manufacturing jobs are safe, engaging, stable, and rewarding: - Emphasize job opportunities working with emerging technologies. - Demonstrate continuous learning and growth opportunities. - Show the importance of technological sophistication, intellectual stimulation, and innovation for long-term professional success. ### **Partner with Educational Institutions** Create partnerships with area technical schools, community colleges, and universities to customize manufacturing training and attract talent: - Develop apprenticeships for tailored, hands-on learning. - Provide opportunities to learn advanced tools and technologies, such as AI, IoT, automation, robotics, and smart manufacturing. - Offer certification for enhanced knowledge and skill development. - Support career paths without a traditional degree. ### **Prioritize Diversity, Equity, and Inclusion** Diversity recognizes and values employee differences in race, gender, age, ethnicity, and other personal characteristics. Equity ensures that employees have tailored resources, guidance, and support for professional advancement. Inclusion creates an environment where everyone feels valued, heard, and appreciated. **Importance of diversity, equity, and inclusion** Diversity, equity, and inclusion (DEI) in manufacturing increase efficiency and innovation: - Employees who feel valued and respected remain motivated, engaged, and committed. - Engaged employees elevate productivity, performance, and accuracy. - Different experiences, perspectives, and problem-solving approaches strengthen creativity and problem-solving. - Challenging conventional thinking leads to groundbreaking solutions in product design, supply chain management, and decision-making. **Tips for fostering diversity, equity, and inclusion** These tips foster DEI in manufacturing: - **Implement inclusive policies:** Prioritize inclusivity at every organizational level through clear, actionable, regularly reviewed policies that align with workforce needs. - **Update your hiring strategy:** Revise your job descriptions to use gender-neutral language and diversify the applicant pool. Use AI-powered tools to review resumes. Focus on skills, experience, and accomplishments rather than personally identifying characteristics to shortlist candidates. - **Offer mentorship:** Pair seasoned employees with new hires to support a smooth organizational integration and a path for continuous learning and growth. - **Provide DEI training:** Regular DEI training sessions help employees recognize unconscious biases, understand the nuances of microaggressions, and appreciate diversity in the workplace. - **Emphasize open communication:** Share communication channels for employees to ask questions, voice concerns, and provide constructive feedback. Examples include regular town hall meetings, anonymous suggestion boxes, and dedicated committees. ### **Request Employee Referrals** Encourage manufacturing employees to refer members of their networks to fill job openings: - Employee referrals typically have the required skills, fit the company culture, and remain long-term. - Referrals can be fast-tracked through the hiring process, onboarded, and trained to begin producing. - Incentivizing employees for successful referrals costs less than sourcing qualified candidates. These tips support employee referrals: - **Share job openings:** Provide a list of vacancies and job descriptions. - **Include an incentive:** Offer an employee bonus for successful referrals. - **Provide feedback:** Clarify why a referral’s skills and experience did or did not help them secure employment. ### **Provide Upskilling and Reskilling Opportunities** Upskilling supports employee skill enhancement to enhance job performance. In contrast, reskilling equips employees to fill other roles. Upskilling and reskilling opportunities enhance employees’ organizational value. Manufacturing employees who are proficient with modern systems are positioned for career advancement. Investing in continuous learning programs, such as digital learning platforms, virtual reality (VR), or augmented reality (AR), provides flexible and interactive training opportunities. Manufacturing employees can engage in hands-on training without disrupting business operations. ### **Encourage Continuous Learning** These strategies encourage regular skill development in manufacturing employees: - **Prioritize onboarding:** Create a foundation for ongoing learning and skill enhancement. - **Facilitate knowledge transfer:** Encourage peer-to-peer learning for knowledge and skill acquisition. - **Offer career development paths:** Clear career trajectories and training plans show commitment to employee growth and retention. ### **Work with Manufacturing Staffing Firms** Manufacturing staffing firms help bridge skills gaps in these ways: - **Implementing an organization-wide skills assessment:** Identifying the current and required skills within a client’s workforce. - **Creating targeted placement strategies:** Developing strategic plans for a client to hire, onboard, train, and retain skilled employees. - **Offering flexible staffing solutions:** Providing temporary, temp-to-hire, or direct-hire placements to fill unique hiring needs. - **Navigating workforce fluctuations:** Offering on-demand staffing for temporary or permanent placements as needed. - **Providing vetted candidates:** Connecting clients with a network of screened, qualified candidates. - **Accessing specialized skills:** Finding candidates with niche skills that a client needs for additional projects and revenue. - **Evaluating cultural fit:** Ensuring skilled candidates align with a client company’s mission, vision, and values for long-term success. - **Implementing training programs:** Offering clients tailored guidance and support for employee training opportunities. - **Maintaining compliance:** Complying with current laws and regulations. - **Reducing time-to-hire:** Interviewing a few vetted candidates saves clients time in the hiring process. - **Minimizing bad hires:** Requesting a replacement at no additional cost if a placement is not a good fit. - **Lowering staffing costs:** Minimizing client expenses relevant to candidate sourcing, screening, and interviewing. - **Supporting business growth:** Bridging skills gaps strengthens a client company’s operational continuity, efficiency, and expansion. Latest in ## Culture and Retention [![Leading Through Change](https://storage.googleapis.com/onin-staffing-prod/media/images/Stock_Photo_1459733802.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/leading-through-change-how-to-support-teams-during-organizational-shifts/) March 30, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/culture-and-retention/type/blog) [Leading Through Change: How to Support Teams During Organizational Shifts](https://oninstaffing.com/resources/culture-and-retention/leading-through-change-how-to-support-teams-during-organizational-shifts/) Learn how manufacturing leaders can guide teams through organizational change, reduce employee stress, and maintain engagement during process, technology, and structural shifts. [Read more](https://oninstaffing.com/resources/culture-and-retention/leading-through-change-how-to-support-teams-during-organizational-shifts/) [![Future-Proofing Your Workforce](https://storage.googleapis.com/onin-staffing-prod/media/images/Factory_Worker_with_Robot.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/future-proofing-your-workforce-strategies-to-stay-ahead-in-a-rapidly-changing-market/) March 23, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/culture-and-retention/type/blog) [Future-Proofing Your Workforce: Strategies to Stay Ahead in a Rapidly Changing Market](https://oninstaffing.com/resources/culture-and-retention/future-proofing-your-workforce-strategies-to-stay-ahead-in-a-rapidly-changing-market/) Learn how manufacturers can future-proof their workforce with upskilling, cross-training, and strategic staffing to stay competitive in a rapidly changing industry. [Read more](https://oninstaffing.com/resources/culture-and-retention/future-proofing-your-workforce-strategies-to-stay-ahead-in-a-rapidly-changing-market/) [![Staffing in Manufacturing](https://storage.googleapis.com/onin-staffing-prod/media/images/Manufacturing_Stock_Photo.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/the-role-of-staffing-agencies-in-supporting-manufacturing-innovation/) March 19, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/culture-and-retention/type/blog) [The Role of Staffing Agencies in Supporting Manufacturing Innovation](https://oninstaffing.com/resources/culture-and-retention/the-role-of-staffing-agencies-in-supporting-manufacturing-innovation/) Learn how strategic manufacturing staffing drives innovation by providing skilled talent, flexible workforce solutions, and support for emerging technologies. [Read more](https://oninstaffing.com/resources/culture-and-retention/the-role-of-staffing-agencies-in-supporting-manufacturing-innovation/) [View all](https://oninstaffing.com/resources/culture-and-retention/) ## Future Workforce Strategies # Future-Proofing Your Workforce: Strategies to Stay Ahead in a Rapidly Changing Market March 23, 2026 \| [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/type/blog) ![Future-Proofing Your Workforce](https://storage.googleapis.com/onin-staffing-prod/media/images/Factory_Worker_with_Robot.format-jpeg.width-1200.jpg) Future-proofing your manufacturing and light industrial workforce is essential for business success. Strategies for staying ahead in a rapidly changing market help keep your organization competitive. Understanding the changes within the manufacturing and light industrial sectors and emphasizing future-focused skills prepare your workforce for the future. Implementing upskilling, cross-training, and partnering with a specialized staffing agency can help your firm maintain its competitive edge. ### **Understand the Market Changes** Manufacturing and light industrial job duties are shifting from manual labor and repetitive tasks to operating technology and problem-solving. The top changes include: - **Supply chain shifts:** Changing from global to local supply chains to increase the likelihood of receiving raw materials on time. - **Automation and robotics:** Machines handle tasks such as quality control, packing, and sorting to increase efficiency and accuracy. - **Employee expectations:** Employees must adapt to new tools, technologies, and processes to stay relevant. ### **Emphasize Future-Focused Skills** Developing future-focused skills and employee mindset shifts helps your manufacturing and light industrial workforce stay competitive: **Technical skills** Manufacturing and light industrial employees must understand the latest tools and technologies as factories and warehouses become digitized: - **Digital literacy:** Knowing how to use software, dashboards, and tablets - **Automated machinery operation:** Understanding how to manage, troubleshoot, and fix robots and equipment - **Data interpretation:** Analyzing data from Internet of Things (IoT) systems to elevate efficiency **Soft skills** The following interpersonal skills are essential for manufacturing and light industrial employees to excel now and in the future: - Adaptability - Organization - Time management - Communication - Collaboration - Critical thinking - Problem-solving **Mindset shifts** A growth mindset is required for manufacturing and light industrial employees to continue thriving: - **Embrace change:** View automation as an opportunity for learning and development. - **Prioritize continuous learning:** Focus on regularly learning and applying new skills. - **Build resilience:** Continue moving forward during organizational change. ### **Implement Upskilling** Enhancing the skills of your manufacturing and light industrial employees to meet changing market demands helps future-proof your workforce. The benefits include: - **Employee retention:** Continuous learning elevates job satisfaction, employee morale, and advancement opportunities. - **Innovation:** Enhanced skill sets boost productivity, performance, and goal attainment. - **Competitive advantage:** Staying ahead of industry trends helps your organization remain competitive. **Use of technology for upskilling** Online learning platforms, artificial intelligence (AI), virtual reality (VR), and augmented reality (AR) support accessible, effective upskilling for your manufacturing and light industrial workforce: - AI-powered platforms offer personalized learning experiences. - VR and AR simulations provide risk-free, hands-on training in real-life scenarios. - These tools and technologies enhance learning and support customized skill development to future-proof your workforce. **Strategies for upskilling** These strategies support upskilling your manufacturing and light industrial workforce: - **Identify in-demand skills:** Analyze industry trends to uncover future-focused skills. - **Partner with educational institutions:** Collaborate with area technical schools, community colleges, and universities to develop tailored training modules. - **Create customized training programs:** Tailor your training programs to close skill gaps. - **Emphasize continuous improvement:** Regularly evaluate and modify the training programs to align with industry changes. **Implementing upskilling** A lack of management support, employee resistance to change, and budgetary issues are common obstacles to upskilling a manufacturing and light industrial workforce. The following solutions can help overcome these challenges: - **Engage stakeholders:** Include management and employees in the planning process to gain buy-in. - **Leverage technology:** Use cost-effective online training platforms. - **Monitor progress:** Track the results of the training programs and modify accordingly. ### **Cross-Train Employees** Train your manufacturing and light industrial employees to take on other roles. Flexibly responding to changing production schedules supports operational efficiency and productivity. **Benefits of cross-training** Cross-training your manufacturing and light industrial workforce provides many benefits: - **Scheduling flexibility:** Increased options for scheduling employees to complete projects within tight deadlines reduce employee stress, absenteeism, and the risk of burnout. - **Customer service:** Multiple skilled employees capable of diverse tasks help meet production goals and ship quality products to customers on time. - **Employee engagement:** Employees working in diverse roles experience different parts of the organization, encouraging them to feel invested in its success. - **Process improvements:** Exposure to different roles lets employees share ideas for increasing efficiency and eliminating waste. - **Employee retention:** Diversifying skills and responsibilities encourages long-term employment, strengthening the organization’s competitive advantage. - **Succession planning:** Sharing institutional knowledge and enhancing skill sets position employees to take over when roles open up. **Tips for cross-training** These tips support the successful cross-training of manufacturing and light industrial employees: - **Set goals:** Clarify what you want to achieve through cross-training. Then, create specific, measurable, attainable, relevant, and time-bound (SMART) goals to reach your objectives. - **Develop a structure:** Plan the criteria for selecting employees to cross-train, the roles open for cross-training, and how employees will learn their new roles. Include the duration for remaining in the new roles and the procedures for permanent role changes. - **Choose mentors:** Clarify which employees will be responsible for cross-training within their department. Include at least one manager or lead and two front-line employees to share the responsibility. - **Gather feedback:** Request feedback from your cross-training employees and their trainers. Implement the best ideas for improvement. - **Track the results:** Clarify the key performance indicators (KPIs) for tracking success relevant to the cross-training goals. Examples include post-training assessment results, learner retention rate, and job performance impact. ### **Work with a Staffing Agency** A manufacturing and light industrial staffing agency can help future-proof your workforce in these ways: - **Strategic planning:** Staffing experts analyze market trends, workforce skills gaps, and future needs, then develop long-term strategies for talent acquisition and retention. - **Innovative technologies:** Advanced human resources technologies help predict hiring trends, identify top candidates, and deliver actionable insights for clients. - **Skilled workers:** A staffing agency has an extensive network of vetted active and passive candidates with the skills manufacturers need to stay competitive. - **Niche skills:** Staffing experts can locate candidates with specialized skills to take on additional projects for increased revenue. - **On-demand placements:** A staffing agency can place qualified candidates in temporary, temp-to-hire, or direct-hire roles to help fill changing business needs. - **Maintaining compliance:** Staffing experts stay current on and adhere to compliance requirements to help avoid potential fines and penalties. Latest in ## Culture and Retention [![Leading Through Change](https://storage.googleapis.com/onin-staffing-prod/media/images/Stock_Photo_1459733802.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/leading-through-change-how-to-support-teams-during-organizational-shifts/) March 30, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/culture-and-retention/type/blog) [Leading Through Change: How to Support Teams During Organizational Shifts](https://oninstaffing.com/resources/culture-and-retention/leading-through-change-how-to-support-teams-during-organizational-shifts/) Learn how manufacturing leaders can guide teams through organizational change, reduce employee stress, and maintain engagement during process, technology, and structural shifts. [Read more](https://oninstaffing.com/resources/culture-and-retention/leading-through-change-how-to-support-teams-during-organizational-shifts/) [![Future-Proofing Your Workforce](https://storage.googleapis.com/onin-staffing-prod/media/images/Factory_Worker_with_Robot.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/future-proofing-your-workforce-strategies-to-stay-ahead-in-a-rapidly-changing-market/) March 23, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/culture-and-retention/type/blog) [Future-Proofing Your Workforce: Strategies to Stay Ahead in a Rapidly Changing Market](https://oninstaffing.com/resources/culture-and-retention/future-proofing-your-workforce-strategies-to-stay-ahead-in-a-rapidly-changing-market/) Learn how manufacturers can future-proof their workforce with upskilling, cross-training, and strategic staffing to stay competitive in a rapidly changing industry. [Read more](https://oninstaffing.com/resources/culture-and-retention/future-proofing-your-workforce-strategies-to-stay-ahead-in-a-rapidly-changing-market/) [![Staffing in Manufacturing](https://storage.googleapis.com/onin-staffing-prod/media/images/Manufacturing_Stock_Photo.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/the-role-of-staffing-agencies-in-supporting-manufacturing-innovation/) March 19, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/culture-and-retention/type/blog) [The Role of Staffing Agencies in Supporting Manufacturing Innovation](https://oninstaffing.com/resources/culture-and-retention/the-role-of-staffing-agencies-in-supporting-manufacturing-innovation/) Learn how strategic manufacturing staffing drives innovation by providing skilled talent, flexible workforce solutions, and support for emerging technologies. [Read more](https://oninstaffing.com/resources/culture-and-retention/the-role-of-staffing-agencies-in-supporting-manufacturing-innovation/) [View all](https://oninstaffing.com/resources/culture-and-retention/) ## Staffing and Manufacturing Innovation # The Role of Staffing Agencies in Supporting Manufacturing Innovation March 19, 2026 \| [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/type/blog) ![Staffing in Manufacturing](https://storage.googleapis.com/onin-staffing-prod/media/images/Manufacturing_Stock_Photo.format-jpeg.width-1200.jpg) Innovation is essential in the manufacturing industry. Continuously evolving and adapting to technological changes and market trends helps organizations stay competitive. Talent acquisition is required for manufacturing employers to attract, develop, and retain the best employees. Long-term retention drives innovation and business success. Increasing digitalization, automation, and sustainability within manufacturing organizations requires staffing flexibility. Providing experienced talent to support new technologies and processes helps scale the workforce up or down, fill skill gaps, and strengthen innovation. Partnering with a manufacturing staffing agency helps companies remain agile, competitive, and resilient. Accessing specialized talent, flexible workforce solutions, and hiring expertise helps manufacturers navigate trends and overcome challenges. ### **Linking Manufacturing Staffing and Innovation** Manufacturing innovation requires fresh ideas and perspectives. Blending relevant skills and experience enhances product design, production processes, and operational efficiency. Manufacturing leaders require comprehensive staffing strategies with the following elements to drive innovation: - Identifying the skills and competencies essential for organizational growth, such as advanced manufacturing techniques, automation, and data analytics. - Leveraging technology to streamline recruitment, such as AI-based tools for reviewing resumes, diversifying the talent pool, and shortlisting candidates. - Creating partnerships with local educational institutions, internships, and apprenticeships to attract emerging talent and develop a skilled worker pipeline. - Working with a manufacturing staffing agency to access skilled workers on demand. ### **Building a Future-Focused Manufacturing Workforce** Keeping pace with manufacturing innovation requires a skilled, adaptable workforce. Therefore, continuous learning and development should be part of the organization’s talent strategy: - Employees should engage in workshops and training programs to expand their skill sets. - Continuous skill development enhances employee capabilities and fosters a culture of innovation. - Supporting career development strengthens employee retention. - A well-trained workforce strengthens innovation and the company’s competitive edge. Advanced manufacturing technologies require a workforce able to harness their potential. As a result, employees must have relevant technical skills and be comfortable working alongside robots. A manufacturing organization that aligns its workforce with the latest technologies is positioned for innovation. Employers can take the following steps to find skilled employees: - Identify the organization’s technological needs. - Offer employee training to bridge the skill gaps. - Seek candidates with relevant requirements. - Work with a manufacturing staffing agency to source talent experienced in AI, robotics, and other relevant fields. ### **Overcoming Challenges in Manufacturing Staffing** The following solutions to common manufacturing recruitment challenges support innovation: - **Negative perceptions of manufacturing careers:** Launch awareness campaigns emphasizing technology, innovation, and growth potential within the industry. Share success stories of employees who build rewarding careers. - **Aging workforce:** Implement mentorship programs for experienced employees to share institutional knowledge with less experienced employees. - **Shrinking talent pool:** Diversify sourcing efforts to reach a broader audience. Build partnerships with local high schools, technical schools, trade schools, community colleges, and universities to promote manufacturing careers. Work with a manufacturing staffing agency to source vetted talent. - **Skills shortages:** Implement targeted training programs for upskilling and reskilling. Collaborate with local schools and offer apprenticeships to provide education and hands-on experience. Partner with an experienced manufacturing staffing agency to access skilled candidates. ### **Evolution of Manufacturing Staffing** The latest technologies impact how manufacturing organizations meet changing staffing demands and optimize operations: - **Adapting to changing demographics:** Manufacturing employers can emphasize technology-driven roles, career growth opportunities, and sustainability initiatives to attract younger generations as older employees retire. - **Focusing on employee well-being:** Manufacturing organizations should prioritize employee safety, health, and job satisfaction because of the physically demanding work. These initiatives might include providing ergonomic improvements, offering wellness programs, and encouraging a healthy work-life structure. - **Embracing automation and robotics:** Along with increasing efficiency and productivity, automation and robotics require employees with strong digital literacy to operate, maintain, and troubleshoot the systems. - **Shifting toward specialized skills:** Advancements in automation and manufacturing processes require employees with expertise in AI, robotics, data analytics, and other emerging technologies. As a result, more employers prioritize upskilling and reskilling to meet changing role requirements. - **Leveraging data-based hiring:** Data analytics help identify trends, predict staffing needs, and optimize workforce allocation. Partnering with a manufacturing staffing agency enhances data-based decision-making. - **Increasing flexible work arrangements:** Temporary and temp-to-hire roles help manufacturing employers quickly adapt to market fluctuations, scale operations, and access specialized skills on demand. Many roles offer remote or hybrid options to broaden the talent pool. ### **Rapid Transformation in Manufacturing Staffing** The following factors contribute to rapid transformation within the manufacturing industry: - Digital transformation - Smart manufacturing - AI - Automation - Internet of Things (IoT) - Robotics Along with emerging technologies, many manufacturers desire the following to adapt to fluctuating business demands: - Flexible workforce models - Enhanced supply chain resilience - Sustainable practices Although investing in emerging technologies optimizes production and boosts efficiency, many manufacturing organizations face ongoing skills shortages for roles requiring advanced technical expertise. Staffing agencies providing temporary and temp-to-hire services can help reach these objectives in the following ways: - Bridging temporary production gaps due to changing manufacturing processes - Scaling up or down while undergoing major process-based changes - Sourcing and training vetted candidates to meet role requirements ### **Benefits of a Manufacturing Staffing Agency Partnership** Partnering with a manufacturing staffing agency provides many employer benefits: - **Accelerated digital transformation:** Sourcing skilled workers with experience implementing and managing the latest tools and technologies, such as smart sensors, digital twins, and data analytics platforms, helps manufacturing organizations keep pace with technological advancements without overburdening Human Resources. - **Bridged skills gaps:** On-demand access to vast networks of specialized talent, including workers with experience in AI, automation, robotics, and advanced manufacturing systems, quickly fills roles, minimizes downtime, and supports operational continuity. - **Enhanced workforce flexibility:** Temporary and temp-to-hire roles offer flexible staffing solutions for scaling the workforce based on production needs to manage seasonal demands, large-scale projects, and product launches. - **Improved staffing efficiency and quality:** Industry expertise, established talent networks, and data-based hiring reduce time-to-fill, improve candidate quality, and elevate retention. - **Supported upskilling and reskilling initiatives:** Identifying qualified talent and onboarding new hires support workforce development aligned with evolving technology, process requirements, and business goals. - **Reduced hiring risks:** Thorough pre-screening and assessments ensure talent meets the role requirements, reducing onboarding and training needs and enhancing workforce integration. Latest in ## Culture and Retention [![Leading Through Change](https://storage.googleapis.com/onin-staffing-prod/media/images/Stock_Photo_1459733802.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/leading-through-change-how-to-support-teams-during-organizational-shifts/) March 30, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/culture-and-retention/type/blog) [Leading Through Change: How to Support Teams During Organizational Shifts](https://oninstaffing.com/resources/culture-and-retention/leading-through-change-how-to-support-teams-during-organizational-shifts/) Learn how manufacturing leaders can guide teams through organizational change, reduce employee stress, and maintain engagement during process, technology, and structural shifts. [Read more](https://oninstaffing.com/resources/culture-and-retention/leading-through-change-how-to-support-teams-during-organizational-shifts/) [![Future-Proofing Your Workforce](https://storage.googleapis.com/onin-staffing-prod/media/images/Factory_Worker_with_Robot.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/future-proofing-your-workforce-strategies-to-stay-ahead-in-a-rapidly-changing-market/) March 23, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/culture-and-retention/type/blog) [Future-Proofing Your Workforce: Strategies to Stay Ahead in a Rapidly Changing Market](https://oninstaffing.com/resources/culture-and-retention/future-proofing-your-workforce-strategies-to-stay-ahead-in-a-rapidly-changing-market/) Learn how manufacturers can future-proof their workforce with upskilling, cross-training, and strategic staffing to stay competitive in a rapidly changing industry. [Read more](https://oninstaffing.com/resources/culture-and-retention/future-proofing-your-workforce-strategies-to-stay-ahead-in-a-rapidly-changing-market/) [![Staffing in Manufacturing](https://storage.googleapis.com/onin-staffing-prod/media/images/Manufacturing_Stock_Photo.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/the-role-of-staffing-agencies-in-supporting-manufacturing-innovation/) March 19, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/culture-and-retention/type/blog) [The Role of Staffing Agencies in Supporting Manufacturing Innovation](https://oninstaffing.com/resources/culture-and-retention/the-role-of-staffing-agencies-in-supporting-manufacturing-innovation/) Learn how strategic manufacturing staffing drives innovation by providing skilled talent, flexible workforce solutions, and support for emerging technologies. [Read more](https://oninstaffing.com/resources/culture-and-retention/the-role-of-staffing-agencies-in-supporting-manufacturing-innovation/) [View all](https://oninstaffing.com/resources/culture-and-retention/) ## Leading Through Change # Leading Through Change: How to Support Teams During Organizational Shifts March 30, 2026 \| [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/type/blog) ![Leading Through Change](https://storage.googleapis.com/onin-staffing-prod/media/images/Stock_Photo_1459733802.format-jpeg.width-1200.jpg) Leading your manufacturing team through change can be challenging. Process changes, restructuring, or new leadership typically increase employee stress. Supporting your manufacturing team during organizational shifts can be difficult. You must keep them motivated and engaged during the transition. ### **Importance of Organizational Shifts** Change in manufacturing firms is important for many reasons: - Staying agile - Responding to supply chain disruptions - Maximizing materials, space, machines, and labor - Implementing new tools, technologies, processes, or initiatives - Reducing waste - Properly allocating resources - Improving operational efficiency - Filling changing market demands - Navigating disruptions - Solving problems - Saving money - Enhancing compliance - Reaching business goals - Expanding the business - Maintaining a competitive edge ### **Benefits of Organizational Shifts** The benefits of organizational change in manufacturing include: - Effectively allocating resources - Increasing operational efficiency - Optimizing production - Elevating productivity - Reducing waste - Overcoming challenges - Innovating - Lowering costs - Increasing revenue - Adapting to market shifts - Responding to economic changes - Complying with new regulations - Attaining business goals - Strengthening the bottom line - Sustaining business growth - Increasing the organization’s competitive advantage ### **Types of Change in Manufacturing** The most common types of change in manufacturing include: - **Technological changes:** Integrating automation, robotics, data analytics, or other technologies to enhance production capabilities. - **Supply chain changes:** Optimizing logistics, procurement strategies, and supplier relationships to ensure timely delivery and cost-efficiency. - **Process changes:** Implementing methods or optimizing processes to improve efficiency and quality. - **Product changes:** Developing or modifying products to meet market demands or technological advancements. - **Organizational changes:** Restructuring roles, responsibilities, or hierarchies within the company to improve communication, collaboration, and efficiency. - **Regulatory changes:** Adapting to new laws, regulations, or standards impacting manufacturing safety, operations, and environmental practices. ### **Challenges of Leading Through Change in Manufacturing** The following challenges are common when leading through change in the manufacturing industry: **Process changes** Shifts in shop floor operations create manufacturing process changes that impact many areas: - Materials requirement planning - Supply chain - Assembly - Testing - Delivering final products Although these changes improve product quality, they disrupt business operations and can contribute to short-term losses. Also, employee resistance to change impacts the success of the changes. **Technological implementation** Implementing new manufacturing tools and technologies, such as an enterprise resource planning (ERP) or a manufacturing execution system (MES), can be expensive. Training employees to use the tools and technologies increases the costs. **Organizational changes** Changes in the following areas are common in manufacturing organizations: - Hierarchy - Management systems - Chain of command - Administrative procedures - Job structure The CEO and upper management typically are responsible for implementing these changes. However, limited knowledge, few resources, and misunderstanding the purpose make success difficult. ## **The following strategies can help you lead and support your manufacturing team during organizational shifts.** ### **Lead by Example** Show your enthusiasm, commitment, and willingness to learn and adapt to change. Demonstrate your desired mindset and behaviors: - Exhibit curiosity, collaboration, and resilience. - Show support, empathy, and care for others. - Inspire your manufacturing team to follow your example. ### **Prioritize Well-Being** Emphasize the importance of employee wellness during organizational shifts. Increased demands and stress can lead to anxiety, depression, and burnout: - Encourage open, honest communication for a supportive work environment. - Monitor and adjust employee workloads as needed. - Encourage taking regular breaks. - Provide constructive feedback. - Resolve issues as they arise. - Regularly recognize and reward your team’s contributions, results, and organizational impact. - Strengthen job satisfaction, team morale, and retention. ### **Share the Vision** Communicate the purpose, results, and effects of the change. Aligning your manufacturing team with the goals and values of the change encourages your employees to embrace organizational shifts: - Clarify why the shift is required, its benefits, and the organizational impact. - Be honest and transparent about the risks, challenges, opportunities, and rewards. - Share the impact on each team member’s role and the timeline for implementation. - Encourage employee questions and feedback. - Listen to team concerns and suggestions. - Talk with leadership about resolving issues. ### **Openly Communicate** Regular communication helps your manufacturing team adapt during organizational shifts. Transparency reduces rumors, misinformation, and feelings of overwhelm: - Keep your team informed about current and upcoming changes, their purpose, timelines, and the long-term benefits. - Use diverse communication channels to provide updates. - Ensure the messages are consistent and easily understood. - Encourage feedback on the changes. - Talk with leadership about implementing relevant input. ### **Foster Adaptability** Promote a culture that values and rewards adaptability while navigating organizational shifts: - Create a sense of urgency in adapting to change. - Clarify the desired behaviors. - Share inspiring success stories of employees who adapted to change. - Encourage participation in seminars and workshops on developing adaptation skills. - Support your team in confidently approaching change. ### **Encourage Ownership** Empower your manufacturing team to embrace change. Fostering a culture of ownership and innovation helps your employees feel valued and respected: - Let your team help plan and implement organizational shifts. - Delegate tasks and responsibilities according to team member strengths and interests. - Provide autonomy and flexibility. - Trust your team to make decisions and solve problems. - Encourage experimentation, learning from mistakes, and sharing best practices. ### **Provide Training** Train your manufacturing team to succeed during and after organizational shifts. Empower your employees to elevate their performance: - Identify relevant skills and competencies. - Provide accessible learning opportunities. - Offer mentoring and coaching. - Encourage peer-to-peer learning and collaboration. - Celebrate your team’s efforts, progress, and accomplishments. ### **Offer Support** Ensure your manufacturing team has adequate support during organizational change and knows where to seek help. A comprehensive system helps alleviate pressure and prevent feelings of isolation. Examples include: - A help desk for technical issues - Regular supervisor check-ins - A mentor to help guide employees through the transition ### **Actively Listen** Provide a safe space for your manufacturing team to discuss their concerns about organizational change: - Acknowledge your employees’ challenges and feelings. - Show empathy. - Provide insight into issues that need addressing. - Follow up to show you care about your team. ### **Provide Recognition and Rewards** Acknowledge and celebrate your manufacturing team for adapting to organizational shifts. Regular appreciation reinforces embracing change: - Recognize employee and team milestones. - Reward your team’s contributions, results, and organizational impact. - Strengthen job satisfaction, team morale, and retention. Latest in ## Culture and Retention [![Leading Through Change](https://storage.googleapis.com/onin-staffing-prod/media/images/Stock_Photo_1459733802.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/leading-through-change-how-to-support-teams-during-organizational-shifts/) March 30, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/culture-and-retention/type/blog) [Leading Through Change: How to Support Teams During Organizational Shifts](https://oninstaffing.com/resources/culture-and-retention/leading-through-change-how-to-support-teams-during-organizational-shifts/) Learn how manufacturing leaders can guide teams through organizational change, reduce employee stress, and maintain engagement during process, technology, and structural shifts. [Read more](https://oninstaffing.com/resources/culture-and-retention/leading-through-change-how-to-support-teams-during-organizational-shifts/) [![Future-Proofing Your Workforce](https://storage.googleapis.com/onin-staffing-prod/media/images/Factory_Worker_with_Robot.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/future-proofing-your-workforce-strategies-to-stay-ahead-in-a-rapidly-changing-market/) March 23, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/culture-and-retention/type/blog) [Future-Proofing Your Workforce: Strategies to Stay Ahead in a Rapidly Changing Market](https://oninstaffing.com/resources/culture-and-retention/future-proofing-your-workforce-strategies-to-stay-ahead-in-a-rapidly-changing-market/) Learn how manufacturers can future-proof their workforce with upskilling, cross-training, and strategic staffing to stay competitive in a rapidly changing industry. [Read more](https://oninstaffing.com/resources/culture-and-retention/future-proofing-your-workforce-strategies-to-stay-ahead-in-a-rapidly-changing-market/) [![Staffing in Manufacturing](https://storage.googleapis.com/onin-staffing-prod/media/images/Manufacturing_Stock_Photo.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/culture-and-retention/the-role-of-staffing-agencies-in-supporting-manufacturing-innovation/) March 19, 2026 [Culture and Retention](https://oninstaffing.com/resources/culture-and-retention/) [Blog](https://oninstaffing.com/resources/culture-and-retention/type/blog) [The Role of Staffing Agencies in Supporting Manufacturing Innovation](https://oninstaffing.com/resources/culture-and-retention/the-role-of-staffing-agencies-in-supporting-manufacturing-innovation/) Learn how strategic manufacturing staffing drives innovation by providing skilled talent, flexible workforce solutions, and support for emerging technologies. [Read more](https://oninstaffing.com/resources/culture-and-retention/the-role-of-staffing-agencies-in-supporting-manufacturing-innovation/) [View all](https://oninstaffing.com/resources/culture-and-retention/) ## Recruitment Strategies and Insights [Back to all resources](https://oninstaffing.com/resources/) Resources by category # Industry Insights and Tools [![Articles](https://storage.googleapis.com/onin-staffing-prod/media/images/Resource_Image_4.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/industry-insights-and-tools/the-truth-behind-turnover-in-the-light-industrial-space/) Oct. 21, 2024 [Industry Insights and Tools](https://oninstaffing.com/resources/industry-insights-and-tools/) [Article](https://oninstaffing.com/resources/type/article) [The Truth Behind Turnover In The Light Industrial Space](https://oninstaffing.com/resources/industry-insights-and-tools/the-truth-behind-turnover-in-the-light-industrial-space/) Struggling with retention? Learn how structured onboarding, communication, and early support help modern production workers thrive and stay on the job. [Read more](https://oninstaffing.com/resources/industry-insights-and-tools/the-truth-behind-turnover-in-the-light-industrial-space/) [![Guide](https://storage.googleapis.com/onin-staffing-prod/media/images/Resource_Image_1.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/industry-insights-and-tools/how-the-rsg-enhances-job-positioning/) Oct. 14, 2024 [Industry Insights and Tools](https://oninstaffing.com/resources/industry-insights-and-tools/) [Guide](https://oninstaffing.com/resources/type/guide) [How the RSG Enhances Job Positioning](https://oninstaffing.com/resources/industry-insights-and-tools/how-the-rsg-enhances-job-positioning/) Use Ōnin’s Recruiting Strategy Guide to position jobs that attract top talent. Highlight pay, flexibility, and growth to stand out in today’s labor market. [Read more](https://oninstaffing.com/resources/industry-insights-and-tools/how-the-rsg-enhances-job-positioning/) [![Guide](https://storage.googleapis.com/onin-staffing-prod/media/images/Resource_Image_1.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/industry-insights-and-tools/free-recruitment-strategy-consultation-with-an-%C5%8Dnin-expert/) Oct. 14, 2024 [Industry Insights and Tools](https://oninstaffing.com/resources/industry-insights-and-tools/) [Guide](https://oninstaffing.com/resources/type/guide) [Free Recruitment Strategy Consultation with an Ōnin Expert](https://oninstaffing.com/resources/industry-insights-and-tools/free-recruitment-strategy-consultation-with-an-%C5%8Dnin-expert/) Struggling to hire top talent? Get a free, expert-led recruitment strategy consultation from Ōnin and start attracting the right candidates faster. [Read more](https://oninstaffing.com/resources/industry-insights-and-tools/free-recruitment-strategy-consultation-with-an-%C5%8Dnin-expert/) [![Report - Resource Image](https://storage.googleapis.com/onin-staffing-prod/media/images/Resource_Image_6.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/industry-insights-and-tools/strategies-to-attract-employed-candidates/) Oct. 14, 2024 [Industry Insights and Tools](https://oninstaffing.com/resources/industry-insights-and-tools/) [Report](https://oninstaffing.com/resources/type/report) [Strategies to Attract Employed Candidates](https://oninstaffing.com/resources/industry-insights-and-tools/strategies-to-attract-employed-candidates/) With 95% of the workforce employed, learn how to attract top talent using smart strategies like flexible perks, clear growth paths, and standout compensation. [Read more](https://oninstaffing.com/resources/industry-insights-and-tools/strategies-to-attract-employed-candidates/) [![No-More-Candidate-Pool](https://storage.googleapis.com/onin-staffing-prod/media/images/No-More-Candidate-Pool.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/industry-insights-and-tools/the-new-reality-no-more-candidate-pool/) Oct. 7, 2024 [Industry Insights and Tools](https://oninstaffing.com/resources/industry-insights-and-tools/) [Blog](https://oninstaffing.com/resources/type/blog) [The New Reality: No More Candidate Pool](https://oninstaffing.com/resources/industry-insights-and-tools/the-new-reality-no-more-candidate-pool/) The candidate pool is gone. Learn how to adapt with proactive recruiting strategies that target employed talent and overcome today’s workforce scarcity. [Read more](https://oninstaffing.com/resources/industry-insights-and-tools/the-new-reality-no-more-candidate-pool/) ## Turnover in Light Industry [Back to all resources](https://oninstaffing.com/resources/) # The Truth Behind Turnover In The Light Industrial Space Oct. 21, 2024 \| [Industry Insights and Tools](https://oninstaffing.com/resources/industry-insights-and-tools/) [Article](https://oninstaffing.com/resources/type/article) ![Articles](https://storage.googleapis.com/onin-staffing-prod/media/images/Resource_Image_4.format-jpeg.width-2000.jpg) On this page [How do you onboard your workers?](https://oninstaffing.com/resources/industry-insights-and-tools/the-truth-behind-turnover-in-the-light-industrial-space/#how-do-you-onboard-your-workers) [The Shift in Workforce Dynamics](https://oninstaffing.com/resources/industry-insights-and-tools/the-truth-behind-turnover-in-the-light-industrial-space/#the-shift-in-workforce-dynamics) [What Modern Production Workers Are Really Working](https://oninstaffing.com/resources/industry-insights-and-tools/the-truth-behind-turnover-in-the-light-industrial-space/#what-modern-production-workers-are-really-working) [Retention: What Keeps Workers in a Job](https://oninstaffing.com/resources/industry-insights-and-tools/the-truth-behind-turnover-in-the-light-industrial-space/#retention-what-keeps-workers-in-a-job) [Why Communication and Feedback Are Essential](https://oninstaffing.com/resources/industry-insights-and-tools/the-truth-behind-turnover-in-the-light-industrial-space/#why-communication-and-feedback-are-essential) [Worker Values: Stability, Respect, and Being “In t](https://oninstaffing.com/resources/industry-insights-and-tools/the-truth-behind-turnover-in-the-light-industrial-space/#worker-values-stability-respect-and-being-in-t) [Addressing the Daily Challenges of the Production](https://oninstaffing.com/resources/industry-insights-and-tools/the-truth-behind-turnover-in-the-light-industrial-space/#addressing-the-daily-challenges-of-the-production) [Applying This Understanding: Strategies for Employ](https://oninstaffing.com/resources/industry-insights-and-tools/the-truth-behind-turnover-in-the-light-industrial-space/#applying-this-understanding-strategies-for-employ) ## 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. **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 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. [Check out the guide](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/the-first-90-days-setting-new-hires-up-for-success/) Latest in ## Industry Insights and Tools [![Report - Resource Image](https://storage.googleapis.com/onin-staffing-prod/media/images/Resource_Image_6.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/industry-insights-and-tools/strategies-to-attract-employed-candidates/) Oct. 14, 2024 [Industry Insights and Tools](https://oninstaffing.com/resources/industry-insights-and-tools/) [Report](https://oninstaffing.com/resources/industry-insights-and-tools/type/report) [Strategies to Attract Employed Candidates](https://oninstaffing.com/resources/industry-insights-and-tools/strategies-to-attract-employed-candidates/) With 95% of the workforce employed, learn how to attract top talent using smart strategies like flexible perks, clear growth paths, and standout compensation. [Read more](https://oninstaffing.com/resources/industry-insights-and-tools/strategies-to-attract-employed-candidates/) [![Guide](https://storage.googleapis.com/onin-staffing-prod/media/images/Resource_Image_1.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/industry-insights-and-tools/free-recruitment-strategy-consultation-with-an-%C5%8Dnin-expert/) Oct. 14, 2024 [Industry Insights and Tools](https://oninstaffing.com/resources/industry-insights-and-tools/) [Guide](https://oninstaffing.com/resources/industry-insights-and-tools/type/guide) [Free Recruitment Strategy Consultation with an Ōnin Expert](https://oninstaffing.com/resources/industry-insights-and-tools/free-recruitment-strategy-consultation-with-an-%C5%8Dnin-expert/) Struggling to hire top talent? Get a free, expert-led recruitment strategy consultation from Ōnin and start attracting the right candidates faster. [Read more](https://oninstaffing.com/resources/industry-insights-and-tools/free-recruitment-strategy-consultation-with-an-%C5%8Dnin-expert/) [![Guide](https://storage.googleapis.com/onin-staffing-prod/media/images/Resource_Image_1.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/industry-insights-and-tools/how-the-rsg-enhances-job-positioning/) Oct. 14, 2024 [Industry Insights and Tools](https://oninstaffing.com/resources/industry-insights-and-tools/) [Guide](https://oninstaffing.com/resources/industry-insights-and-tools/type/guide) [How the RSG Enhances Job Positioning](https://oninstaffing.com/resources/industry-insights-and-tools/how-the-rsg-enhances-job-positioning/) Use Ōnin’s Recruiting Strategy Guide to position jobs that attract top talent. Highlight pay, flexibility, and growth to stand out in today’s labor market. [Read more](https://oninstaffing.com/resources/industry-insights-and-tools/how-the-rsg-enhances-job-positioning/) [View all](https://oninstaffing.com/resources/industry-insights-and-tools/) ## New Recruiting Strategies # The New Reality: No More Candidate Pool Oct. 7, 2024 \| [Industry Insights and Tools](https://oninstaffing.com/resources/industry-insights-and-tools/) [Blog](https://oninstaffing.com/resources/type/blog) ![No-More-Candidate-Pool](https://storage.googleapis.com/onin-staffing-prod/media/images/No-More-Candidate-Pool.format-jpeg.width-1200.jpg) The job market has fundamentally shifted, and businesses across industries are feeling the strain. The days of an abundant candidate pool, where qualified talent was readily available, are a thing of the past. Today, companies face an unprecedented scarcity of qualified candidates, creating intense competition for top talent and forcing businesses to rethink their recruiting strategies. ## The Scarcity of Readily Available Candidates Recent statistics paint a stark picture of the current labor market. The U.S. unemployment rate has consistently hovered below 5% for over a decade — with the exception of 2020 and the 2021 recovery. It’s a figure that underscores the limited availability of job seekers. This means that the vast majority of potential candidates are already engaged in jobs, often with little incentive to leave their current positions. Moreover, the labor force participation rate—the proportion of working-age individuals who are either employed or actively job hunting—has yet to rebound to pre-pandemic levels, remaining around 62%. This means that approximately 38% of the working-age population is neither employed nor seeking employment, having effectively opted out of the workforce. This reality further undermines the notion of a “candidate pool” of readily available workers waiting for job opportunities, making the challenge of finding qualified candidates even more pronounced. ## A Historical Perspective: The Great Recession and Beyond ### The Great Recession and a Temporary Pool of Candidates To fully grasp the current challenges in recruitment, it’s important to understand how we got here. During the Great Recession of 2008, the U.S. unemployment rate peaked at 10%. The economic downturn led to widespread layoffs, creating a large pool of unemployed workers. For several years following the recession, companies had access to a deep pool of talented individuals eager to find new opportunities. This surplus of qualified candidates became the status quo for businesses and recruiting agencies alike. Companies grew accustomed to having a wealth of options when hiring, and recruiting agencies leaned heavily on the existence of this candidate pool. Posting a job and receiving a flood of applications was the norm, making recruitment seem like a straightforward process. However, the economy gradually recovered, and the unemployment rate began to decline. By the mid-2010s, unemployment had dropped below 5%, signaling a significant shift in the labor market. Yet, many businesses and staffing agencies failed to adapt their strategies to this new reality. They continued to rely on outdated methods, assuming that a ready-made pool of candidates would always be available. ## The Pandemic’s Impact: Disruption Without a Candidate Pool The COVID-19 pandemic further disrupted this landscape. While the unemployment rate initially spiked, reaching levels unseen since the Great Depression, the expected influx of candidates did not materialize in the traditional sense. Despite the high unemployment numbers, the pandemic brought about unprecedented social upheaval, government stimulus checks, and widespread health concerns that kept many people out of the labor force. Rather than creating a surplus of eager job seekers, the pandemic saw a significant portion of the workforce temporarily or permanently exiting the labor market to deal with personal and health-related issues. The traditional candidate pool never fully materialized, as individuals prioritized safety, caregiving responsibilities, and mental well-being over immediate reemployment. Government assistance programs provided a financial cushion, allowing many to delay their return to work, further reducing the availability of candidates. This reality shattered the assumption that high unemployment would automatically lead to a robust candidate pool. Even as businesses reopened and the economy began to recover, staffing agencies faced the challenge of attracting candidates in a labor market fundamentally altered by the pandemic. The typical strategies that had worked during the aftermath of the Great Recession were no longer effective, leaving many companies scrambling to find qualified workers. ## The Reality of Modern Recruiting The notion of a vast candidate pool is now a myth. Relying on the small percentage of unemployed individuals — 5% of the workforce or less — means missing out on the best talent, who are likely already employed. Staffing agencies that have not evolved with the times are increasingly ineffective. Many still operate under the assumption that posting a job on a board is enough to attract top candidates. The truth is that this passive approach is no longer viable. Companies need to actively seek out talent, engage potential candidates who are already employed, and differentiate themselves in a competitive market. ## The Need for Proactive Recruiting Strategies In this challenging environment, traditional recruiting methods are no longer sufficient. Posting job openings and waiting for candidates to apply will not yield the results businesses need. Instead, companies must adopt proactive recruiting strategies to attract and retain top talent. - **Talent Mapping and Market Research:** Understanding the local job market is critical. Businesses must conduct thorough talent mapping to identify where potential candidates are currently employed and what incentives could entice them to make a move. - **Employer Branding:** Companies need to invest in their employer brand, showcasing what makes them a desirable place to work. This includes highlighting company culture, values, and the unique benefits they offer to differentiate themselves from competitors. - **Active Outreach:** Instead of waiting for candidates to come to them, businesses must take the initiative. This means engaging in targeted outreach efforts, leveraging social media, professional networks, and industry events to connect with potential candidates. - **Retention-Focused Recruitment:** With the high cost of turnover, retaining top talent is just as important as attracting it. Businesses should develop retention strategies that focus on career development, continuous learning, and employee engagement to ensure long-term satisfaction and loyalty. ## Embracing the New Reality The scarcity of readily available candidates is not a temporary challenge but a new reality in the job market. Businesses that fail to adapt will continue to struggle with unfilled positions, lost productivity, and the escalating costs of recruitment. On the other hand, those who embrace innovative, proactive recruiting strategies will be better positioned to attract and retain the best talent, even in a competitive landscape. To navigate this new reality successfully, businesses need detailed insights and actionable strategies. Learn what those strategies are and how you can implement them by clicking the link below. [Learn more](https://oninstaffing.com/resources/industry-insights-and-tools/strategies-to-attract-employed-candidates/) Latest in ## Industry Insights and Tools [![Report - Resource Image](https://storage.googleapis.com/onin-staffing-prod/media/images/Resource_Image_6.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/industry-insights-and-tools/strategies-to-attract-employed-candidates/) Oct. 14, 2024 [Industry Insights and Tools](https://oninstaffing.com/resources/industry-insights-and-tools/) [Report](https://oninstaffing.com/resources/industry-insights-and-tools/type/report) [Strategies to Attract Employed Candidates](https://oninstaffing.com/resources/industry-insights-and-tools/strategies-to-attract-employed-candidates/) With 95% of the workforce employed, learn how to attract top talent using smart strategies like flexible perks, clear growth paths, and standout compensation. [Read more](https://oninstaffing.com/resources/industry-insights-and-tools/strategies-to-attract-employed-candidates/) [![Guide](https://storage.googleapis.com/onin-staffing-prod/media/images/Resource_Image_1.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/industry-insights-and-tools/free-recruitment-strategy-consultation-with-an-%C5%8Dnin-expert/) Oct. 14, 2024 [Industry Insights and Tools](https://oninstaffing.com/resources/industry-insights-and-tools/) [Guide](https://oninstaffing.com/resources/industry-insights-and-tools/type/guide) [Free Recruitment Strategy Consultation with an Ōnin Expert](https://oninstaffing.com/resources/industry-insights-and-tools/free-recruitment-strategy-consultation-with-an-%C5%8Dnin-expert/) Struggling to hire top talent? Get a free, expert-led recruitment strategy consultation from Ōnin and start attracting the right candidates faster. [Read more](https://oninstaffing.com/resources/industry-insights-and-tools/free-recruitment-strategy-consultation-with-an-%C5%8Dnin-expert/) [![Guide](https://storage.googleapis.com/onin-staffing-prod/media/images/Resource_Image_1.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/industry-insights-and-tools/how-the-rsg-enhances-job-positioning/) Oct. 14, 2024 [Industry Insights and Tools](https://oninstaffing.com/resources/industry-insights-and-tools/) [Guide](https://oninstaffing.com/resources/industry-insights-and-tools/type/guide) [How the RSG Enhances Job Positioning](https://oninstaffing.com/resources/industry-insights-and-tools/how-the-rsg-enhances-job-positioning/) Use Ōnin’s Recruiting Strategy Guide to position jobs that attract top talent. Highlight pay, flexibility, and growth to stand out in today’s labor market. [Read more](https://oninstaffing.com/resources/industry-insights-and-tools/how-the-rsg-enhances-job-positioning/) [View all](https://oninstaffing.com/resources/industry-insights-and-tools/) ## Optimize Job Positioning # How the RSG Enhances Job Positioning Oct. 14, 2024 \| [Industry Insights and Tools](https://oninstaffing.com/resources/industry-insights-and-tools/) [Guide](https://oninstaffing.com/resources/type/guide) ![Guide](https://storage.googleapis.com/onin-staffing-prod/media/images/Resource_Image_1.format-jpeg.width-1200.jpg) The labor market has shifted (it does that a lot). Simply posting a “job description” isn’t enough to attract top talent. Companies must position their job opportunities in a way that resonates with potential candidates, emphasizing not just pay but also the overall employee experience, including benefits, growth opportunities, and work-life balance. This requires truly understanding the realities on the ground for your candidates today. Ōnin’s Recruiting Strategy Guide (RSG) is a powerful tool designed to help you craft job offers that stand out by addressing these key factors. Here are some tips for using the RSG to enhance your job positioning, making your company an Employer of Choice. ## Leveraging the Recruiting Triad ![The Recruiting Triad: Exceptional Pay and Benefits, Outstanding Work/Life Balance, and Radically Accessible Opportunities](https://storage.googleapis.com/onin-staffing-prod/media/images/Triad-300x300.width-500.png) **The Core of Effective Job Positioning** The RSG introduces the Recruiting Triad, a framework that helps you identify the two most important aspects of your job offer to focus on:  Exceptional Pay & Benefits, Outstanding Work/Life Balance, and Radically Accessible Opportunities. By choosing and excelling in two of these areas, you can create a job offer that stands out in the crowded job market. **How to Use the RSG for the Recruiting Triad:** - **Assess Your Current Position:** Start by honestly evaluating where your company currently stands in each of the three categories. The RSG provides benchmarks and data to help you understand how your offerings compare to industry standards. - **Choose Your Focus Areas:** Based on your assessment, select the two areas where you can offer the most compelling benefits. For example, if your company excels in providing a flexible work environment, combine that with competitive pay to create a strong value proposition. - **Implement and Communicate:** Once you’ve chosen your focus areas, use the RSG to craft clear and compelling job postings that highlight these strengths. Ensure that your messaging is consistent across all recruitment channels. ## Showcasing Competitive Pay & Benefits **Why Pay & Benefits Matter** In the current labor market, competitive pay and benefits are essential to attract candidates. The RSG emphasizes that offering pay above the 50th percentile and comprehensive benefits can significantly enhance your job positioning. **How to Use the RSG to Highlight Pay & Benefits:** **Analyze Local Pay Data:** The RSG provides detailed pay rate data, allowing you to see where your compensation stands compared to competitors. Use this data to adjust your pay rates to remain competitive. **Promote Exceptional Benefits:** The RSG also outlines how to highlight the benefits that set your company apart, such as affordable healthcare options, paid time off, and retirement plans. Make sure these benefits are clearly communicated in job postings and during interviews. **Address Affordability Concerns:** The guide suggests ensuring that your wages are sufficient for workers to afford basic living expenses in your area. Use this as a selling point by showing how your company supports the financial well-being of its employees. ## Offering Outstanding Work/Life Balance **The Growing Importance of Flexibility** Today’s workforce increasingly values work-life balance, and companies that offer flexible schedules or generous PTO are often more attractive to potential employees. The RSG highlights the significance of these offerings in recruitment. **How to Use the RSG to Promote Work/Life Balance:** - **Flexible Scheduling:** Implementing flexible work hours can be a major draw. The RSG discusses how programs like Ōnin’s Ō-FLEX can empower employees to choose their schedules, which can be a significant competitive advantage. - **Real, Useable Benefits:** Offering an expensive plan with barriers to coverage won’t cut it anymore. Besides, benefits you can’t use aren’t really benefits, are they? Are you “ticking a box,” or are you actually supporting your workers? - **Generous PTO Policies:** Use the RSG to benchmark your PTO offerings against industry standards. If your company offers more than the average PTO, make this a key part of your job postings. - **Highlight Family Support:** If your company provides support like childcare assistance or family-friendly work schedules, the RSG suggests making these benefits clear in your recruitment materials. ## Creating Radically Accessible Opportunities **Expanding Your Talent Pool** The RSG encourages companies to break down traditional employment barriers to attract a broader range of candidates. This includes hiring non-traditional workers and offering opportunities for entry-level positions. **How to Use the RSG to Expand Accessibility:** - **Reduce Barriers to Entry:** The RSG advises revisiting requirements like strict drug screening policies or unnecessary experience prerequisites. By easing these requirements, you can attract a more diverse range of candidates. - **Fast-Track Career Paths:** Offering training programs and clear paths for advancement can attract candidates who are eager to grow. The RSG suggests showcasing these opportunities in your job postings to appeal to ambitious candidates. - **Simplify the Hiring Process:** Make your hiring and onboarding process as quick and enjoyable as possible. The RSG emphasizes the importance of a streamlined process in attracting candidates who want to start work immediately. ## Take the Next Step Using Ōnin’s Recruiting Strategy Guide (RSG), you can significantly enhance your job positioning by focusing on the elements that matter most to today’s workforce: competitive pay, benefits, work-life balance, and accessibility. But to fully leverage these strategies, you may need tailored advice that fits your unique business needs. **Ready to Transform Your Recruitment Strategy?** Schedule a consultation with an Ōnin expert to discuss how you can implement these strategies effectively and attract top talent to your organization. [Schedule now](https://oninstaffing.com/hire-better/contact/) Latest in ## Industry Insights and Tools [![Report - Resource Image](https://storage.googleapis.com/onin-staffing-prod/media/images/Resource_Image_6.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/industry-insights-and-tools/strategies-to-attract-employed-candidates/) Oct. 14, 2024 [Industry Insights and Tools](https://oninstaffing.com/resources/industry-insights-and-tools/) [Report](https://oninstaffing.com/resources/industry-insights-and-tools/type/report) [Strategies to Attract Employed Candidates](https://oninstaffing.com/resources/industry-insights-and-tools/strategies-to-attract-employed-candidates/) With 95% of the workforce employed, learn how to attract top talent using smart strategies like flexible perks, clear growth paths, and standout compensation. [Read more](https://oninstaffing.com/resources/industry-insights-and-tools/strategies-to-attract-employed-candidates/) [![Guide](https://storage.googleapis.com/onin-staffing-prod/media/images/Resource_Image_1.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/industry-insights-and-tools/free-recruitment-strategy-consultation-with-an-%C5%8Dnin-expert/) Oct. 14, 2024 [Industry Insights and Tools](https://oninstaffing.com/resources/industry-insights-and-tools/) [Guide](https://oninstaffing.com/resources/industry-insights-and-tools/type/guide) [Free Recruitment Strategy Consultation with an Ōnin Expert](https://oninstaffing.com/resources/industry-insights-and-tools/free-recruitment-strategy-consultation-with-an-%C5%8Dnin-expert/) Struggling to hire top talent? Get a free, expert-led recruitment strategy consultation from Ōnin and start attracting the right candidates faster. [Read more](https://oninstaffing.com/resources/industry-insights-and-tools/free-recruitment-strategy-consultation-with-an-%C5%8Dnin-expert/) [![Guide](https://storage.googleapis.com/onin-staffing-prod/media/images/Resource_Image_1.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/industry-insights-and-tools/how-the-rsg-enhances-job-positioning/) Oct. 14, 2024 [Industry Insights and Tools](https://oninstaffing.com/resources/industry-insights-and-tools/) [Guide](https://oninstaffing.com/resources/industry-insights-and-tools/type/guide) [How the RSG Enhances Job Positioning](https://oninstaffing.com/resources/industry-insights-and-tools/how-the-rsg-enhances-job-positioning/) Use Ōnin’s Recruiting Strategy Guide to position jobs that attract top talent. Highlight pay, flexibility, and growth to stand out in today’s labor market. [Read more](https://oninstaffing.com/resources/industry-insights-and-tools/how-the-rsg-enhances-job-positioning/) [View all](https://oninstaffing.com/resources/industry-insights-and-tools/) ## Free Recruitment Consultation # Free Recruitment Strategy Consultation with an Ōnin Expert Oct. 14, 2024 \| [Industry Insights and Tools](https://oninstaffing.com/resources/industry-insights-and-tools/) [Guide](https://oninstaffing.com/resources/type/guide) ![Guide](https://storage.googleapis.com/onin-staffing-prod/media/images/Resource_Image_1.format-jpeg.width-1200.jpg) ## Are You Ready to Transform Your Recruitment Process? In 2023, manufacturing teams met just 44.3% of their hiring goals. Why? Recruiting in industrial sectors is tough, and most staffing agencies simply aren’t up to the challenge. Too many staffing agencies are stuck in the past, relying on outdated hiring methods without a real plan to attract workers. Ōnin is different. We leverage data, research, and in-person recruiting to build relationships that deliver results. Now, we’re offering you a free, tailored consultation with our staffing experts—a blueprint to conquer your hiring challenges. **Ready to transform your talent acquisition?** Let’s get started. ## What You’ll Gain from the Consultation: - **Personalized Recruitment Strategies:** Receive expert advice specifically tailored to your company’s unique challenges and industry requirements. - **In-Depth Evaluation of Your Current Approach:** An Ōnin expert will assess your current recruitment strategies. - **Strategic Action Plan:** Walk away with a roadmap to enhance your recruitment process and attract high-quality candidates. ## How It Works: - **Complete the Form:** Share some details about your company and the specific challenges you’re facing. - **Select a Convenient Time:** Choose a suitable time for your one-on-one consultation with an Ōnin recruitment expert. - **Receive Customized Guidance:** During your session, our expert will offer personalized advice and practical steps tailored to your business needs. ## Why Wait? Take advantage of this opportunity to receive valuable insights and enhance your recruitment strategies. Provide your contact details today to schedule your free consultation and start attracting the top talent your company deserves. **Get Started Now by filling out the form and securing your consultation with an Ōnin expert!** Responsive Recruiting Strategy Consultation with an Ōnin Expert Powered by Typeform ## Ready to receive valuable insights and enhance your recruiting strategies? Start Takes 1 minute Latest in ## Industry Insights and Tools [![Report - Resource Image](https://storage.googleapis.com/onin-staffing-prod/media/images/Resource_Image_6.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/industry-insights-and-tools/strategies-to-attract-employed-candidates/) Oct. 14, 2024 [Industry Insights and Tools](https://oninstaffing.com/resources/industry-insights-and-tools/) [Report](https://oninstaffing.com/resources/industry-insights-and-tools/type/report) [Strategies to Attract Employed Candidates](https://oninstaffing.com/resources/industry-insights-and-tools/strategies-to-attract-employed-candidates/) With 95% of the workforce employed, learn how to attract top talent using smart strategies like flexible perks, clear growth paths, and standout compensation. [Read more](https://oninstaffing.com/resources/industry-insights-and-tools/strategies-to-attract-employed-candidates/) [![Guide](https://storage.googleapis.com/onin-staffing-prod/media/images/Resource_Image_1.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/industry-insights-and-tools/free-recruitment-strategy-consultation-with-an-%C5%8Dnin-expert/) Oct. 14, 2024 [Industry Insights and Tools](https://oninstaffing.com/resources/industry-insights-and-tools/) [Guide](https://oninstaffing.com/resources/industry-insights-and-tools/type/guide) [Free Recruitment Strategy Consultation with an Ōnin Expert](https://oninstaffing.com/resources/industry-insights-and-tools/free-recruitment-strategy-consultation-with-an-%C5%8Dnin-expert/) Struggling to hire top talent? Get a free, expert-led recruitment strategy consultation from Ōnin and start attracting the right candidates faster. [Read more](https://oninstaffing.com/resources/industry-insights-and-tools/free-recruitment-strategy-consultation-with-an-%C5%8Dnin-expert/) [![Guide](https://storage.googleapis.com/onin-staffing-prod/media/images/Resource_Image_1.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/industry-insights-and-tools/how-the-rsg-enhances-job-positioning/) Oct. 14, 2024 [Industry Insights and Tools](https://oninstaffing.com/resources/industry-insights-and-tools/) [Guide](https://oninstaffing.com/resources/industry-insights-and-tools/type/guide) [How the RSG Enhances Job Positioning](https://oninstaffing.com/resources/industry-insights-and-tools/how-the-rsg-enhances-job-positioning/) Use Ōnin’s Recruiting Strategy Guide to position jobs that attract top talent. Highlight pay, flexibility, and growth to stand out in today’s labor market. [Read more](https://oninstaffing.com/resources/industry-insights-and-tools/how-the-rsg-enhances-job-positioning/) [View all](https://oninstaffing.com/resources/industry-insights-and-tools/) ## Attracting Employed Candidates # Strategies to Attract Employed Candidates Oct. 14, 2024 \| [Industry Insights and Tools](https://oninstaffing.com/resources/industry-insights-and-tools/) [Report](https://oninstaffing.com/resources/type/report) ![Report - Resource Image](https://storage.googleapis.com/onin-staffing-prod/media/images/Resource_Image_6.format-jpeg.width-1200.jpg) In today’s competitive job market, where unemployment rates have remained below 5% since 2021, the vast majority of people are already employed. With over 95% of the workforce occupied, attracting attention from these individuals requires more skill, strategy, and effort than ever before. Unlike during periods of high unemployment — think the Great Recession circa 2008 — when many were actively seeking jobs, today’s employed professionals are not spending their days searching job boards or attending interviews; they are working. This creates a very limited candidate pool, making it increasingly challenging to attract talent, especially those who are comfortable in their current roles. To succeed in this environment, companies must move beyond traditional recruitment methods and adopt more strategic approaches focused on “stealing” talent—convincing employed professionals to leave their current positions for a new opportunity. Let’s dive into the necessity of a strategic approach to talent acquisition in a market where most potential candidates are already employed. By emphasizing competitive compensation, exceptional work-life balance, and standout job offers, we offer actionable insights to help your organization attract and secure the best talent available. With these strategies, your company can effectively appeal to employed professionals, making your job offer too compelling to ignore. ## I. The Trilemma of Attracting Employed ![The Recruiting Triad: Exceptional Pay and Benefits, Outstanding Work/Life Balance, and Radically Accessible Opportunities](https://storage.googleapis.com/onin-staffing-prod/media/images/Triad-300x300.width-500.png) ### Candidates Attracting candidates who are already employed presents a complex challenge known as the “Trilemma.” This Trilemma consists of three essential factors that employers must balance to create an appealing job offer: Competitive Compensation, Outstanding Work-Life Balance, and Radically Accessible Opportunities. By strategically addressing these elements, companies can craft job offers that not only stand out in the market but also resonate with professionals who are ready for a new challenge but require a compelling reason to make the move. Here’s a brief look at each Trilemma element. ### Competitive Compensation ### Outstanding Work-Life Balance ### Radically Accessible Opportunities - Overview: Radically Accessible Opportunities refer to the ease with which candidates can access career advancement and personal growth within the company. This includes eliminating traditional barriers such as rigid hiring processes, stringent qualifications, and limited opportunities for growth. - Why It Works: By offering a clear and supportive pathway to career growth, companies can appeal to motivated professionals who are looking for more than just a job—they are seeking a place where they can advance and thrive. - Challenges: Creating and maintaining these opportunities requires a willingness to innovate in recruitment and employee development processes. Companies must also be prepared to invest in training and support to help employees succeed. ## II. Outstanding Work/Life Balance Work-life balance is increasingly becoming a top priority for busy professionals. Offering an outstanding work-life balance is not just a perk but a strategic advantage that can differentiate your company from competitors. Below, we explore key elements of work-life balance that can help attract employed candidates. ### Flexible Schedule Option - **Overview:** Ōnin Flex empowers employees with flexible schedules, giving them control over their work hours to better balance professional and personal commitments. This innovative solution fills staffing gaps with part-time, flexible workers, effectively reducing turnover and burnout while boosting productivity. What’s more, Ōnin Flex teammates enjoy access to Ōnin’s comprehensive, radically affordable benefits package—a rare perk in the flexible work arena. Unlike most flex roles that lack benefits, Ōnin Flex offers workers a significant advantage, ensuring they have the support and security needed to succeed both on and off the job. _Learn more about Ōnin Flex at_ [_OninFlex.com._](https://oninflex.com/) - **Benefits of Approach:** Offering flexible schedules can significantly increase employee satisfaction and reduce burnout, as it empowers workers to manage their time according to their unique needs. It also opens up opportunities to attract a wider talent pool, including parents, caregivers, or individuals pursuing further education. - **Impact on Attracting Candidates:** For employed candidates, the promise of a flexible schedule can be a compelling reason to consider changing jobs. It offers them a way to improve their work-life balance without sacrificing their current income or career trajectory, making your job offer more appealing. ### Childcare Assistance - **Overview:** Childcare is a major concern for many working parents, and the lack of affordable and reliable childcare can be a significant barrier to full workforce participation. By providing childcare assistance, whether through subsidies, on-site daycare, or flexible work schedules that align with school hours, employers can help alleviate this burden. - **Benefits of Approach:** Childcare assistance can improve employee retention and reduce absenteeism, as parents are less likely to miss work — or “point out” and face termination — due to childcare issues. - **Impact on Attracting Candidates:** Employed candidates with children may find childcare assistance a critical factor in their decision to change jobs. Offering this support demonstrates that your company values work-life balance and is committed to helping employees manage their family responsibilities, making it a more attractive place to work. ### Generous Paid Time Off (PTO) - **Overview:** Paid Time Off (PTO) is an essential component of work-life balance, allowing employees to take necessary time away from work to recharge, handle personal matters, or simply relax. A generous PTO policy exceeds the industry standard, providing more days off than what is typically offered. - **Benefits of Approach:** A generous PTO policy helps prevent burnout and ensures that employees have adequate time to rest and recuperate. It also signals to employees that the company values their well-being, which can boost morale and increase job satisfaction. - **Impact on Attracting Candidates:** Employed candidates may be swayed by the promise of more time off, especially if they currently feel overworked or underappreciated. A generous PTO package can serve as a powerful incentive for candidates considering a job change. ### Unlimited Personal Days - **Overview:** Unpaid personal days offer manufacturing workers the ability to take necessary time off for personal emergencies without the fear of being penalized and losing their job. This approach acknowledges that life’s unexpected challenges can arise, and it provides the flexibility to address them without jeopardizing their job standing. - **Benefits of Approach:** By offering unpaid personal days, your company fosters a supportive work environment where employees feel trusted and valued. - **Impact on Attracting Candidates:** For candidates, especially those in the industrial sector, the assurance that they can handle personal matters without fear of penalties can be a significant draw. This policy allows workers to manage personal emergencies without the added stress of potential repercussions, leading to increased job satisfaction and loyalty. ### Inspiring Work Culture - **Overview:** An inspiring work culture is one that fosters a positive, inclusive, and supportive environment where employees feel valued and motivated. This type of culture emphasizes people-first policies, meaningful work, and a sense of community within the workplace. - **Benefits of Approach:** A strong and inspiring work culture can lead to higher levels of employee engagement, creativity, and collaboration. It also reduces turnover by creating a workplace where employees feel connected to the company’s mission and values. - **Impact on Attracting Candidates:** Employed candidates are often looking for more than just a paycheck—they want to be part of a company that aligns with their personal values and offers a sense of purpose. An inspiring work culture can be a deciding factor for candidates considering a new job, making your company an attractive option for those who are seeking more meaningful work experiences. ## III. Radically Accessible Opportunities In today’s job market, it’s not just about attracting candidates with competitive salaries and great benefits—it’s also about making opportunities radically accessible. Radically accessible opportunities involve eliminating traditional barriers that might prevent talented individuals from considering new roles and providing clear, fast-track paths to advancement. This section explores how companies can create these opportunities, the benefits of doing so, and how they can specifically help in attracting candidates who are already employed. ### Eliminating Barriers - **Overview:** Traditional hiring practices often include barriers such as strict educational requirements, extensive drug screening, or inflexible job qualifications. These barriers can exclude capable and motivated candidates who may not fit the traditional mold but possess the potential and drive to succeed. Eliminating these barriers involves rethinking and restructuring hiring criteria to focus more on skills, potential, and cultural fit rather than rigid qualifications. - **Benefits of Approach:** By eliminating unnecessary barriers, companies can access a broader and more diverse talent pool. This approach fosters inclusivity and allows employers to tap into a wider range of skills and experiences that might otherwise be overlooked. It also positions the company as progressive and adaptable, which can be attractive to modern candidates. - **Impact on Attracting Candidates:** Employed candidates, particularly those who feel limited by their current roles, may be drawn to opportunities that offer more flexibility and fewer restrictions. By presenting a more accessible path to employment, your company can attract individuals who are eager to advance their careers but have been held back by traditional hiring practices. This can be especially appealing to those who have faced barriers in their current job searches or feel undervalued in their existing roles. ### Fast Track to Opportunities - **Overview:** A fast track to opportunities involves providing clear, accelerated pathways for career advancement within the company. This can include specialized training programs, mentorship, and rapid promotion tracks that are designed to help employees move up the ranks quickly based on performance rather than tenure alone. The goal is to show candidates that joining your company will lead to tangible career growth in a defined timeframe. - **Benefits of Approach:** Offering a fast track to opportunities not only attracts ambitious candidates but also increases employee motivation and engagement. When employees see a clear path to advancement, they are more likely to be productive, loyal, and invested in the company’s success. This approach can also help retain top talent by providing them with continuous growth and development opportunities. - **Impact on Attracting Candidates:** For candidates who are currently employed, the promise of rapid career advancement can be a significant motivator to consider a job change. Many workers feel stagnated in their current roles and are looking for opportunities where their hard work will be recognized and rewarded more quickly. These candidates are eager to accelerate their career progression. ## IV. Pay & Benefits ### Market-Competitive Salary - **Overview:** A market-competitive salary positions your company ahead of other employers by aligning compensation with the going rates for similar roles within your industry and geographical area. This approach considers industry standards, location-specific cost of living, and the demand for key skills, ensuring that your salary offerings are not just comparable but compelling in a competitive job market. - **Benefits of Approach:** Offering market-competitive salaries puts your organization at an advantage in attracting and retaining top talent. By meeting or exceeding what other employers offer, you create a strong incentive for candidates to choose your company over others. This not only draws in skilled professionals but also helps retain current employees who might otherwise be lured away by competitors offering better pay. - **Impact on Attracting Candidates:** In a competitive market, a robust salary offering can be the decisive factor for candidates evaluating job opportunities. A competitive salary makes your company more attractive to both active job seekers and passive candidates who might not be looking but are open to better opportunities. This financial appeal can persuade even those who are content in their current roles to consider moving to your organization. ### Cost of Living for Your Market - **Overview:** The cost of living in a specific market plays a crucial role in determining what constitutes a competitive salary. This includes factors such as housing costs, transportation, and family expenses, including the number of dependents someone needs to support. Understanding these variables helps ensure that salaries are aligned with the actual financial needs of employees in your area. - **Benefits of Approach:** Taking cost of living into account when setting salaries ensures that your compensation is fair and sufficient for employees to maintain a reasonable standard of living. This approach helps prevent turnover due to financial dissatisfaction and builds loyalty among your workforce. - **Impact on Attracting Candidates:** When candidates see that your company considers the cost of living in their compensation packages, they are more likely to feel valued and secure in their financial well-being. This can be a significant draw for individuals evaluating job offers, as it demonstrates that your organization cares about their overall quality of life. ### Benefits - **Overview:** Affordable health benefits are a cornerstone of a competitive compensation package, offering employees essential non-salary compensation that directly impacts their well-being. These benefits encompass comprehensive health insurance, dental and vision coverage, as well as Employee Assistance Programs (EAP) that include mental health counseling services. Providing these diverse and affordable benefits demonstrates a commitment to the overall health and welfare of your workforce. - **Benefits of Approach:** Offering a broad and affordable range of health benefits positions your organization as a leader in employee care. By ensuring that essential benefits like health, dental, vision, and mental health support are accessible and cost-effective, you enhance job satisfaction and foster loyalty. Employees feel valued and supported, knowing their physical and mental health needs are being met without financial strain. - **Impact on Attracting Candidates:** In today’s job market, a robust and affordable health benefits package can be a key differentiator when candidates compare job offers. Affordable health benefits signal that your company is invested in the long-term health and well-being of its employees, making it an attractive choice for top talent. This approach not only attracts new hires but also retains current employees who might otherwise seek better benefits elsewhere. ## Elevate Your Recruitment Strategy Today Attracting top talent in today’s market, where most workers are already employed, demands a strategic approach. With low unemployment rates, the old methods of recruitment are no longer enough. To stand out, you must offer competitive compensation, exceptional work-life balance, and clear paths for career growth. ### Ready to outshine the competition? Let Ōnin help you create irresistible job offers that attract the best talent and drive your organization’s success. Schedule a free recruitment strategy consultation with an Ōnin expert today. Our experts will provide tailored insights and actionable strategies to ensure you secure the top talent you need to stay ahead in today’s competitive market. Recruitment Consultation Request ![](https://images.typeform.com/images/RWGq7yxsLBih) Latest in ## Industry Insights and Tools [![Report - Resource Image](https://storage.googleapis.com/onin-staffing-prod/media/images/Resource_Image_6.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/industry-insights-and-tools/strategies-to-attract-employed-candidates/) Oct. 14, 2024 [Industry Insights and Tools](https://oninstaffing.com/resources/industry-insights-and-tools/) [Report](https://oninstaffing.com/resources/industry-insights-and-tools/type/report) [Strategies to Attract Employed Candidates](https://oninstaffing.com/resources/industry-insights-and-tools/strategies-to-attract-employed-candidates/) With 95% of the workforce employed, learn how to attract top talent using smart strategies like flexible perks, clear growth paths, and standout compensation. [Read more](https://oninstaffing.com/resources/industry-insights-and-tools/strategies-to-attract-employed-candidates/) [![Guide](https://storage.googleapis.com/onin-staffing-prod/media/images/Resource_Image_1.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/industry-insights-and-tools/free-recruitment-strategy-consultation-with-an-%C5%8Dnin-expert/) Oct. 14, 2024 [Industry Insights and Tools](https://oninstaffing.com/resources/industry-insights-and-tools/) [Guide](https://oninstaffing.com/resources/industry-insights-and-tools/type/guide) [Free Recruitment Strategy Consultation with an Ōnin Expert](https://oninstaffing.com/resources/industry-insights-and-tools/free-recruitment-strategy-consultation-with-an-%C5%8Dnin-expert/) Struggling to hire top talent? Get a free, expert-led recruitment strategy consultation from Ōnin and start attracting the right candidates faster. [Read more](https://oninstaffing.com/resources/industry-insights-and-tools/free-recruitment-strategy-consultation-with-an-%C5%8Dnin-expert/) [![Guide](https://storage.googleapis.com/onin-staffing-prod/media/images/Resource_Image_1.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/industry-insights-and-tools/how-the-rsg-enhances-job-positioning/) Oct. 14, 2024 [Industry Insights and Tools](https://oninstaffing.com/resources/industry-insights-and-tools/) [Guide](https://oninstaffing.com/resources/industry-insights-and-tools/type/guide) [How the RSG Enhances Job Positioning](https://oninstaffing.com/resources/industry-insights-and-tools/how-the-rsg-enhances-job-positioning/) Use Ōnin’s Recruiting Strategy Guide to position jobs that attract top talent. Highlight pay, flexibility, and growth to stand out in today’s labor market. [Read more](https://oninstaffing.com/resources/industry-insights-and-tools/how-the-rsg-enhances-job-positioning/) [View all](https://oninstaffing.com/resources/industry-insights-and-tools/) ## Staffing Solutions Guide [Back to all resources](https://oninstaffing.com/resources/) Resources by category # Staffing Solutions and Best Practices [![Guide](https://storage.googleapis.com/onin-staffing-prod/media/images/Resource_Image_1.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/ready-to-transform-your-workforce-management/) July 24, 2025 [Staffing Solutions and Best Practices](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/) [Guide](https://oninstaffing.com/resources/type/guide) [Ready to Transform Your Workforce Management?](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/ready-to-transform-your-workforce-management/) Streamline operations, reduce turnover, and boost productivity. Connect with an Ōnin expert to create a tailored onsite workforce management solution. [Read more](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/ready-to-transform-your-workforce-management/) [![Blog](https://storage.googleapis.com/onin-staffing-prod/media/images/Resource_Image_5.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/see-how-%C5%8Dnins-benefits-transform-lives/) Oct. 15, 2024 [Staffing Solutions and Best Practices](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/) [Blog](https://oninstaffing.com/resources/type/blog) [See How Ōnin’s Benefits Transform Lives](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/see-how-%C5%8Dnins-benefits-transform-lives/) See how Ōnin’s benefits improve lives. Watch a real teammate share how access to quality healthcare and support creates lasting security and balance. [Read more](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/see-how-%C5%8Dnins-benefits-transform-lives/) [![Guide](https://storage.googleapis.com/onin-staffing-prod/media/images/Resource_Image_1.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/the-first-90-days-setting-new-hires-up-for-success/) Oct. 15, 2024 [Staffing Solutions and Best Practices](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/) [Guide](https://oninstaffing.com/resources/type/guide) [The First 90 Days: Setting New Hires Up For Success](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/the-first-90-days-setting-new-hires-up-for-success/) Struggling with new hire turnover? Learn how effective onboarding improves communication, feedback, and support during the first 90 days of employment. [Read more](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/the-first-90-days-setting-new-hires-up-for-success/) [![Guide](https://storage.googleapis.com/onin-staffing-prod/media/images/Resource_Image_1.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/how-to-build-a-cultural-fit-interview/) Oct. 14, 2024 [Staffing Solutions and Best Practices](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/) [Guide](https://oninstaffing.com/resources/type/guide) [How to Build a Cultural Fit Interview](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/how-to-build-a-cultural-fit-interview/) Build interviews that align with your culture. Learn how to craft questions that reflect your values and help you hire employees who truly fit your team. [Read more](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/how-to-build-a-cultural-fit-interview/) [![Report - Resource Image](https://storage.googleapis.com/onin-staffing-prod/media/images/Resource_Image_6.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/onins-onsite-program-the-secret-to-managing-a-large-contingent-team/) Oct. 14, 2024 [Staffing Solutions and Best Practices](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/) [Report](https://oninstaffing.com/resources/type/report) [Ōnin’s Onsite Program: The Secret to Managing a Large Contingent Team](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/onins-onsite-program-the-secret-to-managing-a-large-contingent-team/) Struggling to manage a large contingent team? Discover how Ōnin’s Onsite Program improves onboarding, retention, safety, and workforce performance. [Read more](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/onins-onsite-program-the-secret-to-managing-a-large-contingent-team/) [![Blog](https://storage.googleapis.com/onin-staffing-prod/media/images/Resource_Image_5.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/evaluate-your-benefits-take-the-quiz/) Oct. 14, 2024 [Staffing Solutions and Best Practices](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/) [Quiz](https://oninstaffing.com/resources/type/quiz) [Evaluate Your Benefits: Take the Quiz!](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/evaluate-your-benefits-take-the-quiz/) Are your benefits truly supporting your culture? Take our quiz to evaluate impact, utilization, and alignment with what your employees actually need. [Read more](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/evaluate-your-benefits-take-the-quiz/) [![The-Importance-of-Comprehensive-Employee-Benefits](https://storage.googleapis.com/onin-staffing-prod/media/images/The-Importance-of-Comprehensive-Em.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/benefits-utilization-quiz-evaluate-your-benefits-program/) Oct. 14, 2024 [Staffing Solutions and Best Practices](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/) [Quiz](https://oninstaffing.com/resources/type/quiz) [Benefits Utilization Quiz: Evaluate Your Benefits Program](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/benefits-utilization-quiz-evaluate-your-benefits-program/) Is your benefits program effective? Take this quiz to assess utilization, employee satisfaction, and retention impact while uncovering areas for improvement. [Read more](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/benefits-utilization-quiz-evaluate-your-benefits-program/) [![The-Importance-of-Comprehensive-Employee-Benefits](https://storage.googleapis.com/onin-staffing-prod/media/images/The-Importance-of-Comprehensive-Em.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/only-12-of-staffing-employees-enroll-in-employer-provided-benefits-whats-the-cost-to-clients/) Oct. 7, 2024 [Staffing Solutions and Best Practices](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/) [Blog](https://oninstaffing.com/resources/type/blog) [Only 12% of Staffing Employees Enroll in Employer-Provided Benefits: What's the Cost to Clients?](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/only-12-of-staffing-employees-enroll-in-employer-provided-benefits-whats-the-cost-to-clients/) Only 12% of staffing employees enroll in benefits. Learn how poor participation impacts your workforce, increases turnover, and undermines team stability. [Read more](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/only-12-of-staffing-employees-enroll-in-employer-provided-benefits-whats-the-cost-to-clients/) [![The-Need-for-Skill-Specific-Assessments](https://storage.googleapis.com/onin-staffing-prod/media/images/The-Need-for-Skill-Specific-Assess.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/the-need-for-skill-specific-assessments-ensuring-the-right-fit-for-your-roles/) Oct. 7, 2024 [Staffing Solutions and Best Practices](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/) [Blog](https://oninstaffing.com/resources/type/blog) [The Need for Skill-Specific Assessments: Ensuring the Right Fit for Your Roles](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/the-need-for-skill-specific-assessments-ensuring-the-right-fit-for-your-roles/) Generic hiring doesn't cut it. Learn why skill-specific assessments are essential for reducing turnover, improving fit, and building a high-performing team. [Read more](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/the-need-for-skill-specific-assessments-ensuring-the-right-fit-for-your-roles/) View more ## Staffing Employee Benefits # Only 12% of Staffing Employees Enroll in Employer-Provided Benefits: What's the Cost to Clients? Oct. 7, 2024 \| [Staffing Solutions and Best Practices](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/) [Blog](https://oninstaffing.com/resources/type/blog) ![The-Importance-of-Comprehensive-Employee-Benefits](https://storage.googleapis.com/onin-staffing-prod/media/images/The-Importance-of-Comprehensive-E.format-jpeg.width-1200.jpg) A staggering 88% of staffing employees choose not to participate in employer-provided benefits programs. This low participation rate isn’t just a statistic—it’s a red flag that highlights deeper issues within the staffing industry and poses significant challenges for businesses relying on a temporary or contingent workforce. ## Why Aren’t Staffing Employees Enrolling? **Several factors contribute to the low enrollment rate:** - **Cost Barriers:** For many staffing employees, the cost of enrolling in employer-provided health insurance is simply too high. Premiums, deductibles, copays, and prescription costs can quickly add up, especially on a tight budget. For workers who are already struggling to make ends meet, the financial burden of paying for healthcare often feels like an impossible choice between essential needs. - **Barriers to Use:** Even when employees do enroll in benefits, using them can present additional challenges. Many staffing employees don’t have paid time off, which means that taking time off for a doctor’s appointment could result in lost wages. Furthermore, limited network options may require employees to travel further for care, adding additional strain on time and finances. This can lead to a situation where employees avoid using their benefits altogether because they can’t afford the out-of-pocket costs associated with medical care or don’t have the time to seek it out. - **Knowledge Gaps:** Another major issue is that many employees simply don’t understand how to fully utilize their benefits. Without proper education on what their benefits cover and how to access them, employees may be unaware of the value their benefits offer or how to navigate the healthcare system effectively. This lack of understanding further discourages participation, leaving employees unprotected and vulnerable. ## The Impact on Workforce Stability and Motivation The low participation rate in benefits programs has significant repercussions for businesses. When employees lack access to affordable, usable healthcare and other essential benefits, it directly impacts their health, financial stability, and overall well-being. This creates a workforce that is less motivated, less productive, and more likely to experience stress and burnout. Moreover, the absence of a comprehensive benefits package makes it difficult for businesses to retain top talent. Employees who feel unsupported and undervalued are more likely to seek opportunities elsewhere, leading to high turnover rates and constant recruitment challenges. This cycle of turnover not only increases costs but also disrupts operations and reduces overall efficiency. For businesses, this means that the foundation of a stable, motivated workforce is severely weakened. Without access to quality benefits, employees are less likely to feel engaged or committed to their roles. The lack of security and support can create a disjointed work environment where employees are focused more on survival than on contributing to the success of the company. ## What Can Be Done? Businesses must rethink how their staffing partners approach employee benefits. It’s not enough to simply offer a plan—benefits must be affordable, accessible, and fully integrated into the employee experience. Education on how to utilize benefits is crucial, as is ensuring that the benefits package aligns with the real needs of the workforce. By addressing these issues, businesses can build a more stable, motivated workforce that is not only healthier but also more engaged and productive. This, in turn, leads to reduced turnover, lower recruitment costs, and a stronger foundation for long-term success. ## Is Your Staffing Partner’s Benefits Program Hurting Your Workforce? Uncover the hidden risks of a misaligned benefits program and how it could be affecting your team’s performance. Keep reading to understand how to avoid common pitfalls and ensure your employees receive the support they need to thrive. [Learn more](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/evaluate-your-benefits-take-the-quiz/) Latest in ## Staffing Solutions and Best Practices [![Blog](https://storage.googleapis.com/onin-staffing-prod/media/images/Resource_Image_5.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/see-how-%C5%8Dnins-benefits-transform-lives/) Oct. 15, 2024 [Staffing Solutions and Best Practices](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/) [Blog](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/type/blog) [See How Ōnin’s Benefits Transform Lives](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/see-how-%C5%8Dnins-benefits-transform-lives/) See how Ōnin’s benefits improve lives. Watch a real teammate share how access to quality healthcare and support creates lasting security and balance. [Read more](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/see-how-%C5%8Dnins-benefits-transform-lives/) [![The-Importance-of-Comprehensive-Employee-Benefits](https://storage.googleapis.com/onin-staffing-prod/media/images/The-Importance-of-Comprehensive-Em.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/benefits-utilization-quiz-evaluate-your-benefits-program/) Oct. 14, 2024 [Staffing Solutions and Best Practices](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/) [Quiz](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/type/quiz) [Benefits Utilization Quiz: Evaluate Your Benefits Program](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/benefits-utilization-quiz-evaluate-your-benefits-program/) Is your benefits program effective? Take this quiz to assess utilization, employee satisfaction, and retention impact while uncovering areas for improvement. [Read more](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/benefits-utilization-quiz-evaluate-your-benefits-program/) [![Blog](https://storage.googleapis.com/onin-staffing-prod/media/images/Resource_Image_5.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/evaluate-your-benefits-take-the-quiz/) Oct. 14, 2024 [Staffing Solutions and Best Practices](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/) [Quiz](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/type/quiz) [Evaluate Your Benefits: Take the Quiz!](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/evaluate-your-benefits-take-the-quiz/) Are your benefits truly supporting your culture? Take our quiz to evaluate impact, utilization, and alignment with what your employees actually need. [Read more](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/evaluate-your-benefits-take-the-quiz/) [View all](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/) ## Skill-Specific Assessments # The Need for Skill-Specific Assessments: Ensuring the Right Fit for Your Roles Oct. 7, 2024 \| [Staffing Solutions and Best Practices](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/) [Blog](https://oninstaffing.com/resources/type/blog) ![The-Need-for-Skill-Specific-Assessments](https://storage.googleapis.com/onin-staffing-prod/media/images/The-Need-for-Skill-Specific-Asses.format-jpeg.width-1200.jpg) The pressure to find the right talent is higher than ever. The stakes are particularly high in industries where specialized skills are required. Yet, despite the critical nature of these roles, many employers still rely on generic screening processes that fail to identify candidates with the specific competencies needed for success. This mismatch between screening methods and job requirements can have serious consequences, from costly mistakes to high turnover rates. ## The Problem: Why Generic Screening Processes Fall Short Imagine this scenario: you’re a hiring manager in a specialized industry, tasked with filling a role that demands precision, expertise, and a deep understanding of industry-specific practices. You turn to your staffing partner, expecting them to deliver candidates who meet these stringent requirements. Instead, you receive a shortlist of applicants who, while eager, lack the critical skills necessary to excel in the role. This is the reality for many companies relying on generic screening processes. These standardized methods are designed to evaluate a wide range of candidates on broad criteria, often missing the mark when it comes to identifying those with the specific skills your industry demands. The result? A workforce that may be well-intentioned but ultimately unprepared for the challenges of the job. ## The Consequences: Mismatches That Cost More Than Money When the screening process fails to accurately assess the skills required for a role, the impact is felt across the board. For employers, this can mean: These are not just hypothetical concerns—they are real challenges that can undermine your company’s performance and reputation. ## The Solution: Why Skill-Specific Assessments Are Essential To avoid these costly mismatches, it’s essential to move beyond generic screening methods and adopt skill-specific assessments that are tailored to the unique demands of your industry. Here’s why this approach makes all the difference: - **Targeted Precision:** Skill-specific assessments are designed to evaluate the exact competencies required for success in your industry. This ensures that candidates possess not only the basic qualifications but also the specialized skills needed to excel in their roles. - **Improved Efficiency:** By accurately identifying candidates who are ready to hit the ground running, skill-specific assessments reduce the need for extensive training and onboarding, allowing your team to maintain momentum and productivity. - **Enhanced Employee Retention:** When employees are well-matched to their roles, they are more likely to be satisfied, engaged, and committed to your company. This not only reduces turnover but also fosters a stronger, more cohesive workforce. ## The Bottom Line In a market where the right skills are crucial to your company’s success, relying on generic screening processes is a risk you can’t afford to take. Skill-specific assessments provide the precision needed to ensure that you’re not just filling positions but building a team that’s capable, confident, and aligned with your industry’s demands. ## Concerned your current screening methods might be missing the mark? Unlock the secrets to building effective skills assessment. Click below to view our comprehensive guide that will help you identify and build a workforce with the right skills—right from the start. [Read now](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/the-blueprint-for-finding-the-right-skilled-workers/) Latest in ## Staffing Solutions and Best Practices [![Blog](https://storage.googleapis.com/onin-staffing-prod/media/images/Resource_Image_5.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/see-how-%C5%8Dnins-benefits-transform-lives/) Oct. 15, 2024 [Staffing Solutions and Best Practices](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/) [Blog](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/type/blog) [See How Ōnin’s Benefits Transform Lives](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/see-how-%C5%8Dnins-benefits-transform-lives/) See how Ōnin’s benefits improve lives. Watch a real teammate share how access to quality healthcare and support creates lasting security and balance. [Read more](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/see-how-%C5%8Dnins-benefits-transform-lives/) [![The-Importance-of-Comprehensive-Employee-Benefits](https://storage.googleapis.com/onin-staffing-prod/media/images/The-Importance-of-Comprehensive-Em.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/benefits-utilization-quiz-evaluate-your-benefits-program/) Oct. 14, 2024 [Staffing Solutions and Best Practices](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/) [Quiz](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/type/quiz) [Benefits Utilization Quiz: Evaluate Your Benefits Program](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/benefits-utilization-quiz-evaluate-your-benefits-program/) Is your benefits program effective? Take this quiz to assess utilization, employee satisfaction, and retention impact while uncovering areas for improvement. [Read more](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/benefits-utilization-quiz-evaluate-your-benefits-program/) [![Blog](https://storage.googleapis.com/onin-staffing-prod/media/images/Resource_Image_5.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/evaluate-your-benefits-take-the-quiz/) Oct. 14, 2024 [Staffing Solutions and Best Practices](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/) [Quiz](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/type/quiz) [Evaluate Your Benefits: Take the Quiz!](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/evaluate-your-benefits-take-the-quiz/) Are your benefits truly supporting your culture? Take our quiz to evaluate impact, utilization, and alignment with what your employees actually need. [Read more](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/evaluate-your-benefits-take-the-quiz/) [View all](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/) ## Job Positioning Insights # The Importance of Job Positioning Beyond Pay Oct. 7, 2024 \| [Staffing Solutions and Best Practices](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/) [Blog](https://oninstaffing.com/resources/type/blog) ![The-Importance-of-Job-Positioning-Beyond-Pay](https://storage.googleapis.com/onin-staffing-prod/media/images/The-Importance-of-Job-Positioning.format-jpeg.width-1200.jpg) In today’s turbulent labor market, offering a competitive pay rate might seem like the most straightforward way to attract talent, but it’s no longer enough to secure top candidates. The modern workforce is navigating an environment defined by instability, evolving expectations, and a generational shift that has changed what workers value in a job. As employers face persistent challenges like high turnover and worker shortages, a more nuanced approach to recruiting is required — one that goes beyond pay to highlight the full spectrum of what your company has to offer. ## Why Pay Alone Isn’t Enough While competitive pay is still a critical factor, focusing solely on it overlooks the broader expectations of today’s workforce. According to the U.S. Chamber of Commerce and the Bureau of Labor Statistics, the U.S. labor market currently has more open jobs than available workers​. With such a tight labor market, companies must stand out by offering more than just a paycheck. Workers are increasingly prioritizing factors such as company culture, work-life balance, and opportunities for growth. A recent study found that 45% of employed workers would consider switching jobs if offered a better opportunity, yet pay is not always the deciding factor. Modern workers are looking for jobs that not only meet their financial needs but also align with their personal values and life goals. Ignoring these aspects can result in a workforce that is less engaged and more likely to jump ship when another opportunity arises. You don’t have to provide workers with a perfect job that matches all of their needs — but you do need to be strategic about understanding workers’ needs and seeing how you can position your opportunities to stand out in a competitive marketplace. ## Understanding Why Workers Would Choose Other Job Perks Over High Pay While competitive pay is undeniably important, there is a growing segment of the workforce that prioritizes benefits and work conditions over a higher paycheck. These workers, driven by unique personal circumstances and values, are seeking more than just financial compensation from their jobs. Understanding and catering to these preferences can give your company a significant advantage in a competitive labor market. Here’s why: 1. **Flexibility Over Pay:** For many workers—such as parents balancing family care, students managing coursework, or individuals with other commitments—flexibility in their work schedule is more valuable than a higher salary. These individuals may willingly accept lower pay in exchange for flexible hours that accommodate their lives. Many of these workers cannot commit to a full-time job with a strict schedule, so the trade-off for flexibility ensures they can still earn a paycheck. Offering flexible schedules, remote work options, or part-time opportunities can attract these candidates who prioritize control over their time. 2. **Happiness and Well-being:** In a world where mental health has become a critical issue, with nearly one in five U.S. adults living with a mental illness, the daily experience of happiness and well-being at work is a top priority for many employees. They may choose a job with a lower salary if it means working in an environment that supports their mental health, offers a positive workplace culture, and allows them to feel fulfilled. A paycheck alone doesn’t compensate for the stress of an unhappy work environment, especially in today’s climate where personal well-being is increasingly at the forefront of workers’ minds. 3. **Growth Potential Over Immediate Pay:** Some workers, particularly those who are career-driven, value long-term growth potential over immediate financial gain. These individuals are willing to accept lower pay today if it means learning new skills, gaining valuable experience, and advancing within the company. They are motivated by the promise of career development and the opportunity to rise through the ranks, making them valuable assets to your organization over time. Offering clear career paths and development programs can attract and retain these ambitious workers. 4. **Relationships and Respect:** Human beings are inherently social creatures, and the quality of workplace relationships can significantly impact job satisfaction. Employees who feel respected, heard, and valued by their team and leaders are more likely to stay with a company, even if they could earn more elsewhere. A positive team dynamic and supportive leadership are often worth more than a higher paycheck to workers who prioritize their emotional and social well-being. ## Elevating Your Recruiting Strategy In the face of ongoing workforce challenges, positioning your job opportunities beyond just pay is crucial. By focusing on the full employee experience — company culture, work-life balance, benefits, and growth opportunities — you can attract and retain the talent you need to thrive in today’s competitive market. ## Ready to refine your recruiting strategy? Learn how to enhance your job positioning to attract and retain top talent with a comprehensive custom Recruiting Strategy Guide (RSG). The RSG makes it possible to Elevate your job postings to resonate with the right candidates and stay ahead in the recruitment game. [Learn more](https://oninstaffing.com/resources/industry-insights-and-tools/how-the-rsg-enhances-job-positioning/) Latest in ## Staffing Solutions and Best Practices [![Blog](https://storage.googleapis.com/onin-staffing-prod/media/images/Resource_Image_5.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/see-how-%C5%8Dnins-benefits-transform-lives/) Oct. 15, 2024 [Staffing Solutions and Best Practices](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/) [Blog](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/type/blog) [See How Ōnin’s Benefits Transform Lives](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/see-how-%C5%8Dnins-benefits-transform-lives/) See how Ōnin’s benefits improve lives. Watch a real teammate share how access to quality healthcare and support creates lasting security and balance. [Read more](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/see-how-%C5%8Dnins-benefits-transform-lives/) [![The-Importance-of-Comprehensive-Employee-Benefits](https://storage.googleapis.com/onin-staffing-prod/media/images/The-Importance-of-Comprehensive-Em.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/benefits-utilization-quiz-evaluate-your-benefits-program/) Oct. 14, 2024 [Staffing Solutions and Best Practices](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/) [Quiz](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/type/quiz) [Benefits Utilization Quiz: Evaluate Your Benefits Program](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/benefits-utilization-quiz-evaluate-your-benefits-program/) Is your benefits program effective? Take this quiz to assess utilization, employee satisfaction, and retention impact while uncovering areas for improvement. [Read more](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/benefits-utilization-quiz-evaluate-your-benefits-program/) [![Blog](https://storage.googleapis.com/onin-staffing-prod/media/images/Resource_Image_5.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/evaluate-your-benefits-take-the-quiz/) Oct. 14, 2024 [Staffing Solutions and Best Practices](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/) [Quiz](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/type/quiz) [Evaluate Your Benefits: Take the Quiz!](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/evaluate-your-benefits-take-the-quiz/) Are your benefits truly supporting your culture? Take our quiz to evaluate impact, utilization, and alignment with what your employees actually need. [Read more](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/evaluate-your-benefits-take-the-quiz/) [View all](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/) ## Transform Workforce Management # Ready to Transform Your Workforce Management? July 24, 2025 \| [Staffing Solutions and Best Practices](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/) [Guide](https://oninstaffing.com/resources/type/guide) ![Guide](https://storage.googleapis.com/onin-staffing-prod/media/images/Resource_Image_1.format-jpeg.width-1200.jpg) You’ve reviewed the Ōnin Onsite Staffing Program and seen how it can streamline your workforce, reduce turnover, and boost productivity. Now, let’s take the next step—customize an onsite staffing solution tailored to your unique needs. ## How It Works: - **Consult with an Expert:** Our Ōnin team will analyze your current workforce challenges and provide personalized strategies to enhance your operations. - **Tailored Solutions:** We collaborate closely with you to design a workforce management plan that aligns with your specific goals. ## Request Your Free Consultation Complete the form below to connect with an Ōnin expert. Together, we’ll explore how our Onsite Program can help you master workforce management and set your business up for long-term success. Let’s Optimize Your Workforce! Powered by Typeform Latest in ## Staffing Solutions and Best Practices [![Blog](https://storage.googleapis.com/onin-staffing-prod/media/images/Resource_Image_5.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/see-how-%C5%8Dnins-benefits-transform-lives/) Oct. 15, 2024 [Staffing Solutions and Best Practices](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/) [Blog](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/type/blog) [See How Ōnin’s Benefits Transform Lives](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/see-how-%C5%8Dnins-benefits-transform-lives/) See how Ōnin’s benefits improve lives. Watch a real teammate share how access to quality healthcare and support creates lasting security and balance. [Read more](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/see-how-%C5%8Dnins-benefits-transform-lives/) [![The-Importance-of-Comprehensive-Employee-Benefits](https://storage.googleapis.com/onin-staffing-prod/media/images/The-Importance-of-Comprehensive-Em.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/benefits-utilization-quiz-evaluate-your-benefits-program/) Oct. 14, 2024 [Staffing Solutions and Best Practices](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/) [Quiz](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/type/quiz) [Benefits Utilization Quiz: Evaluate Your Benefits Program](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/benefits-utilization-quiz-evaluate-your-benefits-program/) Is your benefits program effective? Take this quiz to assess utilization, employee satisfaction, and retention impact while uncovering areas for improvement. [Read more](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/benefits-utilization-quiz-evaluate-your-benefits-program/) [![Blog](https://storage.googleapis.com/onin-staffing-prod/media/images/Resource_Image_5.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/evaluate-your-benefits-take-the-quiz/) Oct. 14, 2024 [Staffing Solutions and Best Practices](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/) [Quiz](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/type/quiz) [Evaluate Your Benefits: Take the Quiz!](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/evaluate-your-benefits-take-the-quiz/) Are your benefits truly supporting your culture? Take our quiz to evaluate impact, utilization, and alignment with what your employees actually need. [Read more](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/evaluate-your-benefits-take-the-quiz/) [View all](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/) ## Cultural Fit Interviews # How to Build a Cultural Fit Interview Oct. 14, 2024 \| [Staffing Solutions and Best Practices](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/) [Guide](https://oninstaffing.com/resources/type/guide) ![Guide](https://storage.googleapis.com/onin-staffing-prod/media/images/Resource_Image_1.format-jpeg.width-1200.jpg) Aligning your hiring process with your company’s culture is crucial for long-term success. This guide will walk you through creating tailored interview questions that reflect your company’s values, mission, and culture, helping you assess whether candidates will be a good cultural fit. ## Step 1: Define Your Company’s Core Values - **Identify Core Values:** Start by clearly defining the core values that shape your company culture. What beliefs and principles are most important to your organization? - **Align Values with Roles:** Determine how these values should manifest in everyday roles within your company. For example, Onin’s core values are Service, Integrity, Performance and Innovation. This is something that permeates our culture, down to the interior branding in our local branches. ## Step 2: Understand Your Mission and Vision - **Mission Statement:** Review your company’s mission. What is the broader purpose of your organization? - **Vision for the Future:** Consider your vision. What are your long-term goals, and how should your team members contribute to achieving them? Ōnin’s mission statement is simple and free of corporatespeak and jargon: “Helping motivated job seekers and partnering companies grow and prosper, by setting the staffing industry standard for innovation, strong employee relations and exemplary customer service. Our vision for the future is to become a billion-dollar company with soul, not because there is any magic in the number 1 billion… but because that means we will have given 100,000 active Onin Teamamtes access to tools most production-level workers are denied, like affordable health insurance, legal resources, and financial tools other workers take for granted. ## Step 3: Identify Key Cultural Touchpoints - **Cultural Attributes:** Identify the attributes that define your company culture—collaboration, innovation, transparency, etc. - **Work Environment:** Consider how your work environment supports these attributes. Is your culture more team-oriented, or does it favor individual initiative? Ōnin's culture revolves around two simple but powerful ideas: Create Opportunities and Empower People. Everything we do leads to or is a product of these ideas. ## Step 4: Build Your Questions Based On Values and Cultural Touchpoints Using the insights gained from the steps above, here’s how you can craft seven interview questions that reflect your values. We’ll use Onin’s own mission, vision, values, and a key cultural touchpoint as an example: ### Values-In-Action Question - **Example:** _“Tell me about a time when you had to prioritize the needs of others. How did you ensure you maintained your integrity and delivered excellent service?”_ - **Purpose:** This assesses alignment with Ōnin’s values of **Service** and **Integrity**, focusing on how the candidate balances ethical behavior with high-quality service. ### Mission-In-Action Question - **Example:** “Can you share an experience where you helped a team or individual grow and succeed? How did your efforts contribute to their overall success?” - **Purpose:** This question evaluates the candidate’s motivation to **help others grow and prosper,** aligning with Ōnin’s mission of creating opportunities for job seekers and partners. ### Vision-Oriented Question - **Example:** _“Where do you see yourself contributing to a company like ours in the next five years, and how does that align with our vision of empowering 100,000 Teammates?”_ - **Purpose:** This question explores the candidate’s long-term goals and whether they align with Ōnin’s vision of becoming a billion-dollar company while **empowering production-level workers.** ### Culture-Contribution Question - **Example:** _“Tell me about a time when you contributed to building a positive team environment. What specific actions did you take to ensure everyone felt empowered and able to contribute?”_ - **Purpose:** This evaluates how well the candidate’s work style aligns with Ōnin’s culture of **Creating Opportunities** and **Empowering People** through collaboration and support. ### Collaboration & Teamwork Question - **Example:** _“Tell me about a time when you had to work with a diverse team to accomplish a difficult goal. What role did you play, and how did you ensure success?”_ - **Purpose:** This assesses the candidate’s ability to work within a team, reflecting Ōnin’s cultural emphasis on **strong employee relations** and collaboration. ### Adaptability & Growth Question - **Example:** _“Can you describe a situation where you had to adapt quickly to change at work? How did you maintain high performance during the transition?”_ - **Purpose:** This measures the candidate’s ability to adapt and grow, which is crucial to sustaining **innovation** and **performance** within Ōnin’s fast-evolving work environment. ### Cultural Impact Question - **Example:** _“What do you believe your personal contribution to company culture would be, and how would you help create opportunities for your teammates?”_ - **Purpose:** This assesses how the candidate plans to make a positive cultural impact by **creating opportunities** and fostering an environment that aligns with Ōnin’s core values. ## **Step 5: Implement and Evaluate** - **Interview Consistency:** Ensure all interviewers are aligned on the cultural attributes you’re evaluating. - **Debrief and Analyze:** After interviews, discuss candidate responses and their potential cultural fit with your team. ## Ready to implement these strategies in your hiring process? Use the attached worksheet to work through the process for yourself. And for personalized support, use the form below to schedule a meeting with an Ōnin expert today! **Get your own Cultural Fit Interview Guide Worksheet** [Cultural Fit Interview Guide Worksheet (PDF)](https://oninstaffing.com/documents/9/Cultural-Fit-Interview-Guide-Worksheet.pdf) Latest in ## Staffing Solutions and Best Practices [![Blog](https://storage.googleapis.com/onin-staffing-prod/media/images/Resource_Image_5.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/see-how-%C5%8Dnins-benefits-transform-lives/) Oct. 15, 2024 [Staffing Solutions and Best Practices](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/) [Blog](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/type/blog) [See How Ōnin’s Benefits Transform Lives](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/see-how-%C5%8Dnins-benefits-transform-lives/) See how Ōnin’s benefits improve lives. Watch a real teammate share how access to quality healthcare and support creates lasting security and balance. [Read more](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/see-how-%C5%8Dnins-benefits-transform-lives/) [![The-Importance-of-Comprehensive-Employee-Benefits](https://storage.googleapis.com/onin-staffing-prod/media/images/The-Importance-of-Comprehensive-Em.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/benefits-utilization-quiz-evaluate-your-benefits-program/) Oct. 14, 2024 [Staffing Solutions and Best Practices](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/) [Quiz](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/type/quiz) [Benefits Utilization Quiz: Evaluate Your Benefits Program](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/benefits-utilization-quiz-evaluate-your-benefits-program/) Is your benefits program effective? Take this quiz to assess utilization, employee satisfaction, and retention impact while uncovering areas for improvement. [Read more](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/benefits-utilization-quiz-evaluate-your-benefits-program/) [![Blog](https://storage.googleapis.com/onin-staffing-prod/media/images/Resource_Image_5.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/evaluate-your-benefits-take-the-quiz/) Oct. 14, 2024 [Staffing Solutions and Best Practices](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/) [Quiz](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/type/quiz) [Evaluate Your Benefits: Take the Quiz!](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/evaluate-your-benefits-take-the-quiz/) Are your benefits truly supporting your culture? Take our quiz to evaluate impact, utilization, and alignment with what your employees actually need. [Read more](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/evaluate-your-benefits-take-the-quiz/) [View all](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/) ## Hiring Skilled Workers # The Blueprint for Finding the Right Skilled Workers Oct. 3, 2024 \| [Staffing Solutions and Best Practices](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/) [Guide](https://oninstaffing.com/resources/type/guide) ![Guide](https://storage.googleapis.com/onin-staffing-prod/media/images/Resource_Image_1.format-jpeg.width-1200.jpg) ## Download Your Free Guide to Crafting Effective Skill Assessments and Hiring Right the First Time Is your hiring process attracting the right talent—or simply filling seats? Discover how to create assessments that ensure your new hires have the exact skills needed to drive your business forward. Request for Blueprint PDF ![](https://images.typeform.com/images/RWGq7yxsLBih) ![](https://images.typeform.com/images/RWGq7yxsLBih) ## Don’t Just Fill Roles—Find the Right Fit In today’s market, finding workers with the right skill sets is more important than ever. The cost of hiring the wrong person is high—with wasted training hours, decreased productivity, and increased turnover. In industries like manufacturing, logistics, and production, one bad hire can throw off an entire operation, costing your business time, money, and momentum. **How can you make sure that the people you bring on board aren’t just warm bodies, but the right people to hit the ground running from day one?** The key lies in having effective skill assessments tailored to your industry. And we have just what you need to get started. ## The Impact of Hiring the Wrong People **Poorly Matched Skills = Low Performance** When assessments are generic, they don’t tell you if a candidate has the exact skills needed to thrive in your unique work environment. The result? A hire who struggles to perform and requires additional training just to keep up. **High Turnover Drains Your Time and Budget** Every time a new hire doesn’t work out, you’re left restarting the entire hiring process. This endless cycle of finding, training, and replacing workers eats up your resources and stalls progress—costing you in more ways than one. **A Compromised Team, a Compromised Business** One ill-prepared hire can lead to inefficiencies, errors, or even safety issues, impacting the entire team’s performance. Over time, this puts your business goals, customer satisfaction, and growth at risk. **Your hiring process is the foundation of your business success. Isn’t it time to get it right?** ## Introducing: The Blueprint for Creating Effective Skill Assessments ### **A comprehensive guide to hiring right…the first time.** This guide is everything you need to know to craft assessments that match your exact needs and bring in the right people. Whether you’re looking to improve your current process or starting from scratch, this blueprint lays out the step-by-step strategies for building effective, industry-specific assessments that ensure each hire is a perfect fit for your team. ### **This Blueprint Will Help You:** 1. **Understand the Skills That Drive Success in Your Industry** Learn how to break down roles and competencies to pinpoint exactly what makes a great hire. 2. **Structure Assessments That Work** From technical skills to soft skills and culture fit, discover how to develop assessments that cover all the bases for every role in your business. 3. **Evaluate Candidates with Objectivity and Fairness** Understand the best practices for scoring, reducing bias, and getting a clear picture of each candidate’s potential. 4. **Avoid the Costly Pitfalls of Hiring Mismatched Talent** Learn what to avoid, and make sure every new hire not only has the skills you need but is prepared to make an impact on day one. ### **The Value of Getting Your Hiring Process Right** With this blueprint, you’ll have the strategies to create assessments that: - **Reduce Turnover and Boost Retention** By finding the right people, you build a workforce that’s committed, engaged, and ready to stay for the long haul. - **Improve Team Performance and Productivity** Every new hire has the skills and qualities needed to seamlessly integrate and perform, allowing your team to work effectively and efficiently. - **Build a Safer, More Competent Workforce** Skill-specific assessments mean fewer errors, better compliance, and a workforce that’s not just filling roles but elevating your business. ## **Get the Blueprint Now!** Don’t let your hiring process leave your business vulnerable to turnover, inefficiency, and the high costs of poor hires. Download our comprehensive blueprint today and take control of your hiring process. ### **Build a Team That’s Ready to Succeed—From Day One** When it comes to hiring, you can’t afford to leave things to chance. With this blueprint, you’ll have the tools and insights you need to find, assess, and hire the right people every time. **Ready to elevate your hiring process?** Download the blueprint now and start building the workforce your business needs to grow. - **Expert-Backed Insights**: Developed with input from industry experts, ensuring you get practical, actionable advice for creating assessments that truly work. - **Proven Hiring Strategies**: Trusted by hundreds of businesses in manufacturing, logistics, and production. - **Guaranteed to Help You Hire Smarter**: Our blueprint is designed to help you hire right the first time—so you can focus on running and growing your business. Request for Blueprint PDF ![](https://images.typeform.com/images/RWGq7yxsLBih) ![](https://images.typeform.com/images/RWGq7yxsLBih) 1 What is your contact information?\* You'll get The Blueprint and only the awesome, helpful content you signed up for—nothing more! First name\* Last name\* Email\* Submit [Powered by Typeform](https://www.typeform.com/explore/?utm_campaign=Xvp244H2&utm_source=typeform.com-01D8JVM088W6H93T1WNHA9CAS7-growth_essentials&utm_medium=typeform&utm_content=typeform-footer&utm_term=EN) Latest in ## Staffing Solutions and Best Practices [![Blog](https://storage.googleapis.com/onin-staffing-prod/media/images/Resource_Image_5.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/see-how-%C5%8Dnins-benefits-transform-lives/) Oct. 15, 2024 [Staffing Solutions and Best Practices](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/) [Blog](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/type/blog) [See How Ōnin’s Benefits Transform Lives](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/see-how-%C5%8Dnins-benefits-transform-lives/) See how Ōnin’s benefits improve lives. Watch a real teammate share how access to quality healthcare and support creates lasting security and balance. [Read more](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/see-how-%C5%8Dnins-benefits-transform-lives/) [![The-Importance-of-Comprehensive-Employee-Benefits](https://storage.googleapis.com/onin-staffing-prod/media/images/The-Importance-of-Comprehensive-Em.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/benefits-utilization-quiz-evaluate-your-benefits-program/) Oct. 14, 2024 [Staffing Solutions and Best Practices](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/) [Quiz](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/type/quiz) [Benefits Utilization Quiz: Evaluate Your Benefits Program](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/benefits-utilization-quiz-evaluate-your-benefits-program/) Is your benefits program effective? Take this quiz to assess utilization, employee satisfaction, and retention impact while uncovering areas for improvement. [Read more](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/benefits-utilization-quiz-evaluate-your-benefits-program/) [![Blog](https://storage.googleapis.com/onin-staffing-prod/media/images/Resource_Image_5.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/evaluate-your-benefits-take-the-quiz/) Oct. 14, 2024 [Staffing Solutions and Best Practices](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/) [Quiz](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/type/quiz) [Evaluate Your Benefits: Take the Quiz!](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/evaluate-your-benefits-take-the-quiz/) Are your benefits truly supporting your culture? Take our quiz to evaluate impact, utilization, and alignment with what your employees actually need. [Read more](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/evaluate-your-benefits-take-the-quiz/) [View all](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/) ## Ōnin Onsite Program Overview # Ōnin’s Onsite Program: The Secret to Managing a Large Contingent Team Oct. 14, 2024 \| [Staffing Solutions and Best Practices](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/) [Report](https://oninstaffing.com/resources/type/report) ![Report - Resource Image](https://storage.googleapis.com/onin-staffing-prod/media/images/Resource_Image_6.format-jpeg.width-1200.jpg) ## Problem Overview Struggling with the chaos of managing a large, ever-changing workforce? You’re not alone. Managing contingent workers presents unique challenges—they aren’t fully integrated into your operation like your full-time staff. Your contingent team’s training, needs, and questions require focused attention to ensure they become productive members of your team. Yet, most staffing companies don’t provide the support needed, leaving your supervisors overwhelmed with the added responsibility of managing a team with specialized needs. When dealing with a large headcount operation, these challenges only scale up, making the problems even more difficult to manage. This often leads to high turnover and disengaged workers, which drain your resources and hinder your business. It’s simply not the best way to operate. But what if there was a way to transform that chaos into an even stronger operational strategy? That’s the premise of the Ōnin Onsite Program, where a dedicated leader is embedded within your team, ensuring that every worker is not only onboarded effectively but remains engaged and productive. ## Managing a Large Headcount without the Right Staffing Partner When a staffing company operates without an onsite program, the challenges of managing a large contingent workforce only get worse. Communication issues, inadequate training, and high turnover become even more difficult to manage. Critical concerns like scheduling conflicts, safety compliance, and quality control can easily disrupt your operations. The lack of real-time oversight allows problems to escalate, leading to decreased morale and reduced productivity. Instead of addressing these issues, these agencies often exacerbate inefficiencies, leaving you to handle the consequences. The gap between the staffing company’s support and your actual needs makes it harder to maintain control and stability in your workforce. Without an onsite program, you’re left to manage these challenges on your own, with little support to navigate the complexities of your workforce. ## The Solution: An Overview of the Ōnin Onsite Program Designed specifically for businesses with large headcounts, the Ōnin Onsite program is a tailored workforce management solution that takes the burden off your shoulders by embedding a dedicated onsite leader directly within your operation. This isn’t just another manager—this is someone who truly understands your contingent team. From the moment a new contingent worker steps through your doors, the Ōnin Onsite leader is there, facilitating an enhanced onboarding process that sets the stage for success. Real-time feedback and coaching keep workers engaged and aligned with your goals, while Ōnin’s affordable benefits program ensures their needs are met, boosting morale and retention. By handling the complexities of workforce management, the Ōnin Onsite Program allows you to focus on what you do best—growing your business—while we ensure your team is cohesive, productive, and ready to take on any challenge. ### Key features of the Ōnin Onsite Program include: - **Dedicated Onsite Leader:** A manager embedded within your team to oversee operations and provide personalized support. - **Enhanced Onboarding:** Tailored onboarding processes that ensure new workers are fully integrated and productive from day one. - **Real-Time Feedback and Coaching:** Continuous engagement with workers to keep them aligned with your company’s goals and expectations. - **Affordable Benefits:** Access to Ōnin’s unbeatable benefits, which boost morale and improve worker retention. - **Comprehensive Workforce Management:** A holistic approach to managing your contingent workforce, allowing you to focus on growing your business while we ensure your team remains cohesive, productive, and ready for any challenge. ## How Ōnin Onsite Manages Your Large Headcount Team Problems Managing a large contingent workforce presents unique challenges that can strain even the most efficient operations. When communication breaks down, training is insufficient, and turnover rates climb, the impact on productivity and morale can be severe. Below, we’ll break down some of the most common problems faced in managing a large contingent workforce and how the Ōnin Onsite Program offers targeted solutions to address each one. ### Training and Onboarding Problem: Providing personalized training is often a significant challenge when managing a large contingent workforce. With tailored onboarding, workers may fully grasp their specific duties or your company’s expectations, leading to clarity and efficiency. However, this lack of personalized attention can result in workers making avoidable mistakes that disrupt operations. Without proper understanding and integration, they struggle to perform at their best, reducing overall productivity. Solution: The program includes a dedicated onsite leader who oversees the onboarding process. This leader ensures that each worker receives tailored training specific to their role and provides continuous support. This approach helps workers quickly acclimate and become productive members of the team, minimizing the risks associated with inadequate training. ### Inconsistent Communication Problem: Communicating effectively with a large contingent workforce is a challenge. The difficulty in ensuring consistent and clear messaging across the entire team can easily lead to misunderstandings, where critical information is missed or misinterpreted. The lack of alignment among team members can cause friction and disrupt the flow of work, ruffling feathers unnecessarily and creating a tense work environment. Over time, these communication breakdowns can undermine team cohesion, leading to a drop in efficiency and overall productivity. Solution: The Ōnin Onsite leader plays a pivotal role, providing real-time communication and personally addressing questions as challenges arise, ensuring that no teammate feels left in the dark. Additionally, each teammate benefits from Ōnin’s Nurture the New Hire onboarding initiative, designed to tackle the communication challenges inherent in managing a large contingent workforce. This program delivers crucial job information through strategically timed motivational text messages, guiding teammates through their onboarding journey. These approaches not only ensure that workers stay aligned with company expectations but also minimize confusion and reduce feelings of isolation. The result is a more cohesive and efficient team, no matter the size or complexity of your workforce. ### High Turnover Rates Problem: When managing a large contingent workforce, high turnover can quickly become a significant problem. Contingent workers often feel ignored and unsupported, especially when they lack clarity about their job expectations and don’t feel like a real part of the full-time team. This disconnect can lead to feelings of discouragement and discontent, making it easy for them to seek opportunities elsewhere. As discontent spreads, turnover rates rise, creating a cycle of frequent departures that forces your organization into constant recruitment and training mode. This not only increases costs but also causes ongoing disruptions in workflow, undermining productivity and efficiency. Solution: The key to reducing high turnover is the comprehensive support offered by Ōnin’s Onsite Program. With personalized attention from an onsite leader and structured communication practices, workers stay informed and connected, which helps prevent feelings of isolation and dissatisfaction. Additionally, Ōnin’s unbeatable, affordable health benefits provide a compelling reason for workers to stay with your company. By addressing both the practical needs and emotional well-being of your workforce, the Ōnin Onsite Program effectively reduces turnover, creating a more stable, loyal, and productive team. ### Safety Compliance Problem: Ensuring safety compliance in a large contingent workforce is a significant challenge. Maintaining consistent adherence to strict safety protocols can be difficult, leading to increased risks of accidents and non-compliance. An influx of new workers, each requiring thorough safety training, adds to the complexity, making it easy for safety standards to slip through the cracks. Inadequate communication and supervision further exacerbate the issue, potentially resulting in dangerous oversights. Ultimately, this challenge can compromise the safety of your entire operation. Solution: The onsite leader oversees the safety of the team. This leader provides direct supervision and is trained to handle safety protocols, ensuring that all workers adhere to guidelines. Additionally, the enhanced training and onboarding process under the Ōnin Onsite Program equips workers with the knowledge they need to operate safely from day one. Having a supportive leader onsite means workers can ask safety-related questions in real time without fear of bothering someone, as they have access to a trained coach focused on their well-being. This proactive approach significantly reduces the risk of safety issues, creating a safer, more secure work environment. ### Quality Control Problem: Maintaining consistent quality and performance standards across a large and diverse workforce can be challenging. Even small oversights can lead to significant issues, affecting the overall output and potentially compromising the reputation of your operation. Solution: The Ōnin Onsite Program addresses this challenge by placing a dedicated onsite leader who maintains continuous oversight of the workforce. This leader ensures that quality standards are consistently met across the team by providing immediate feedback and coaching as needed. By catching and correcting small issues before they escalate, the onsite leader helps workers adhere to performance expectations, ensuring that your operation consistently delivers high-quality results. ### Real-Time Reporting Problem: Managing a large workforce effectively requires timely access to data, but gathering and analyzing real-time information can be challenging. Without quick insights into workforce metrics, management may struggle to make informed decisions promptly, potentially leading to missed opportunities or operational inefficiencies. Solution: The Ōnin Onsite Program solves this issue by providing clients with access to real-time data through a centralized dashboard. This tool allows management to monitor key workforce metrics—such as attendance, productivity, and turnover—in real time. With this immediate insight, you can make quick, informed decisions and adjust operations as needed, ensuring your workforce remains efficient and aligned with business goals. ## Take the Next Steps Unlock Workforce Excellence Managing a large contingent workforce is tough enough, but when your staffing partner fails to provide the support you and your team need, it becomes an uphill battle. High turnover, missed safety protocols, and poor communication quickly snowballs into a disorganized, disengaged workforce that constantly slips through the cracks. And when your team is out of sync, your entire operation suffers the consequences. ### Is Ōnin’s Onsite Program Right For Your Operation? Ōnin’s Onsite Program may not be the perfect fit for every workforce challenge. To find out if it aligns with your needs, start with our quick Workforce Challenges Assessment. If it’s a match, you can then dive into the Ōnin Onsite Implementation Guide to explore the next steps. [Take the assessment](https://oninstaffing.com/resources/workforce-management/mastering-workforce-management-your-guide-to-implementing-the-%C5%8Dnin-onsite-program/) Latest in ## Staffing Solutions and Best Practices [![Blog](https://storage.googleapis.com/onin-staffing-prod/media/images/Resource_Image_5.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/see-how-%C5%8Dnins-benefits-transform-lives/) Oct. 15, 2024 [Staffing Solutions and Best Practices](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/) [Blog](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/type/blog) [See How Ōnin’s Benefits Transform Lives](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/see-how-%C5%8Dnins-benefits-transform-lives/) See how Ōnin’s benefits improve lives. Watch a real teammate share how access to quality healthcare and support creates lasting security and balance. [Read more](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/see-how-%C5%8Dnins-benefits-transform-lives/) [![The-Importance-of-Comprehensive-Employee-Benefits](https://storage.googleapis.com/onin-staffing-prod/media/images/The-Importance-of-Comprehensive-Em.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/benefits-utilization-quiz-evaluate-your-benefits-program/) Oct. 14, 2024 [Staffing Solutions and Best Practices](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/) [Quiz](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/type/quiz) [Benefits Utilization Quiz: Evaluate Your Benefits Program](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/benefits-utilization-quiz-evaluate-your-benefits-program/) Is your benefits program effective? Take this quiz to assess utilization, employee satisfaction, and retention impact while uncovering areas for improvement. [Read more](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/benefits-utilization-quiz-evaluate-your-benefits-program/) [![Blog](https://storage.googleapis.com/onin-staffing-prod/media/images/Resource_Image_5.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/evaluate-your-benefits-take-the-quiz/) Oct. 14, 2024 [Staffing Solutions and Best Practices](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/) [Quiz](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/type/quiz) [Evaluate Your Benefits: Take the Quiz!](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/evaluate-your-benefits-take-the-quiz/) Are your benefits truly supporting your culture? Take our quiz to evaluate impact, utilization, and alignment with what your employees actually need. [Read more](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/evaluate-your-benefits-take-the-quiz/) [View all](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/) ## Onboarding New Hires # The First 90 Days: Setting New Hires Up For Success Oct. 15, 2024 \| [Staffing Solutions and Best Practices](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/) [Guide](https://oninstaffing.com/resources/type/guide) ![Guide](https://storage.googleapis.com/onin-staffing-prod/media/images/Resource_Image_1.format-jpeg.width-1200.jpg) ## The Staffing Industry Standard? Missed Onboarding Opportunities and Persistent Problems Let’s step into the shoes of a new “temporary” worker. Starting a new job is inherently stressful—there are countless unknowns. You’re unsure about what’s expected, where to go, or how to navigate the new environment. You’ve placed your trust in this new role as your source of livelihood, yet you’re left to figure it all out on your own with little guidance from your staffing team. Unfortunately, this is the reality for many workers, as most staffing agencies leave them to navigate their crucial onboarding phase alone. These staffing agencies often rush through the process, treating it as a formality rather than a strategic opportunity. Safety protocols, job duties, and expectations are glossed over in a quick information dump, leaving workers overwhelmed and supervisors frustrated when new hires don’t retain everything. This disjointed approach leads to confusion, disengagement, and ultimately, increased turnover as workers feel disconnected—neither fully part of the client’s team nor supported by their staffing company. We’ll say it again: most staffing companies fall short when it comes to onboarding, and it’s hurting _your_ bottom line. So, what would happen if your staffing partner transformed the onboarding process into a powerful tool for success? Enter an effective onboarding program. This isn’t just another onboarding program—it’s a strategic solution designed to go beyond the basics. From the moment new Teammates step through your doors, they’re greeted with customized training, continuous engagement, and ongoing development tailored specifically to your facility’s needs. Keep reading to learn how we do it. ## The Elements of Onboarding Effective onboarding is more than just a checklist—it’s the foundation for a new hire’s success and long-term engagement. The most successful onboarding programs focus on three critical elements: communication, feedback, and proactive problem-solving. These components are essential because they address the fundamental needs of every new employee: understanding their role, receiving guidance, and overcoming early challenges. By prioritizing these elements, companies can ensure that new hires not only integrate smoothly into the team but also feel supported and empowered from day one. ## Effective Communication **Why Communication is Critical for Onboarding** Clear, consistent communication is essential for new hires to understand their roles and company expectations. Without it, new employees can feel lost, leading to mistakes and early turnover. **How Effective Onboarding Facilitates Effective Communication** An effective onboarding program ensures continuous communication, keeping new hires informed and supported from day one. This approach helps them integrate smoothly and stay aligned with your company’s goals. ## Receiving Feedback **Why Feedback is Critical for Onboarding** Regular feedback helps new hires adjust, align with expectations, and build confidence. Without it, they may struggle, leading to disengagement and performance issues. **How Effective Onboarding Facilitates Receiving Feedback** The program fosters a feedback-rich environment, engaging new hires at critical moments. This approach helps address issues early and ensures that new hires feel valued and supported. ## Proactively Addressing Daily Challenges **Why Addressing Daily Challenges is Critical for Onboarding** Unresolved daily challenges can overwhelm new hires, leading to frustration and decreased performance. A proactive approach ensures these issues are managed effectively. **How Effective Onboarding Proactively Addresses Daily Challenges** The program anticipates and addresses challenges through regular check-ins and real-time support, ensuring new hires receive the guidance they need to succeed from day one. ## A Closer Look: How the Effective Oonboarding Empowers Success An effective onboarding program is a comprehensive onboarding solution that elevates the way you integrate new contingent workers into your workforce. It goes beyond the traditional, one-size-fits-all approach, offering an experience tailored for your opportunity that sets the stage for long-term success. It ensures that every new hire is not just another temporary worker, but a fully engaged, motivated team member who’s ready to hit the ground running from day one. **Here’s how it works:** 1. **Pre-Start Orientation:** Before your new hires even step foot on the job site, we equip them with the information they need to feel confident and prepared. We have the ability to create custom pre-orientation materials to provide clear, accessible information about your facility, job expectations, safety protocols, and the benefits that come with their new role. This early engagement helps eliminate uncertainty and builds excitement, setting the tone for a smooth and positive onboarding experience. 2. **Customized Training:** Such training programs can be tailored to the specific needs of your facility and focus on hands-on learning. For large teams, include a dedicated leader who provides personalized guidance and practical training, ensuring that your contingent workforce is fully equipped to meet your operational demands. 3. **Consistent Engagement:** Onboarding doesn’t stop after the first day. Maintain continuous communication with your new hires through strategically timed text messages, delivering crucial job information, motivation and support throughout their onboarding journey. These messages include proactive check-ins that help address any questions or concerns, ensuring that your Teammates feel connected, valued, and confident in their roles. 4. **Ongoing Development:** Success in the workplace isn’t just about technical skills—it’s about soft skills too. Such development programs focus on helping Teammates master essential skills like timeliness, communication, and teamwork. By providing structured, approachable content around these crucial subjects, you can ensure that every Teammate is empowered to contribute effectively and grow within your organization. 5. **Continuous Improvement:** Don’t just onboard and forget. Throughout the process, gather feedback from your Teammates, which allows you to refine our services and provide data-driven insights. This continuous improvement process ensures that your onboarding program remains competitive and effective, helping you attract, retain, and develop top talent. ## Unlock the Full Potential of Your Workforce Ōnin’s own effective onboarding program is not just another onboarding process—it’s a game-changing strategy designed to enhance communication, foster continuous feedback, and provide proactive support from day one. Implementing this program means empowering your new hires to reach their full potential, resulting in a more engaged, productive, and committed team ### Ready to Transform Your Onboarding Process? Schedule a consultation with an Onin Expert and receive an in-depth guide on effective onboarding and gain access to the proven strategies that will build a stronger, more connected workforce. Customized Playbook Guide Powered by Typeform Latest in ## Staffing Solutions and Best Practices [![Blog](https://storage.googleapis.com/onin-staffing-prod/media/images/Resource_Image_5.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/see-how-%C5%8Dnins-benefits-transform-lives/) Oct. 15, 2024 [Staffing Solutions and Best Practices](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/) [Blog](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/type/blog) [See How Ōnin’s Benefits Transform Lives](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/see-how-%C5%8Dnins-benefits-transform-lives/) See how Ōnin’s benefits improve lives. Watch a real teammate share how access to quality healthcare and support creates lasting security and balance. [Read more](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/see-how-%C5%8Dnins-benefits-transform-lives/) [![The-Importance-of-Comprehensive-Employee-Benefits](https://storage.googleapis.com/onin-staffing-prod/media/images/The-Importance-of-Comprehensive-Em.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/benefits-utilization-quiz-evaluate-your-benefits-program/) Oct. 14, 2024 [Staffing Solutions and Best Practices](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/) [Quiz](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/type/quiz) [Benefits Utilization Quiz: Evaluate Your Benefits Program](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/benefits-utilization-quiz-evaluate-your-benefits-program/) Is your benefits program effective? Take this quiz to assess utilization, employee satisfaction, and retention impact while uncovering areas for improvement. [Read more](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/benefits-utilization-quiz-evaluate-your-benefits-program/) [![Blog](https://storage.googleapis.com/onin-staffing-prod/media/images/Resource_Image_5.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/evaluate-your-benefits-take-the-quiz/) Oct. 14, 2024 [Staffing Solutions and Best Practices](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/) [Quiz](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/type/quiz) [Evaluate Your Benefits: Take the Quiz!](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/evaluate-your-benefits-take-the-quiz/) Are your benefits truly supporting your culture? Take our quiz to evaluate impact, utilization, and alignment with what your employees actually need. [Read more](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/evaluate-your-benefits-take-the-quiz/) [View all](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/) ## Turnover Costs Insights # Turnover Costs and the Benefits of Retention Programs Sept. 18, 2024 \| [Staffing Solutions and Best Practices](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/) [Report](https://oninstaffing.com/resources/type/report) ![Report - Resource Image](https://storage.googleapis.com/onin-staffing-prod/media/images/Resource_Image_6.format-jpeg.width-1200.jpg) ## The Hidden Costs of Employee Turnover: What It’s Really Costing Your Business - Turnover costs can range from 30% to 400% of an employee’s salary. - Replacing a typical entry-level employee usually costs between 30% and 50% of their annual salary. Employee turnover is likely costing more than you realize. Replacing even an hourly employee comes with hidden expenses that add up quickly. **Ready to understand the real impact?** ## Understanding Key Turnover Terms These key turnover metrics are key to evaluating workforce stability and uncovering areas for improvement. **Employee Turnover Rate (ETR):** The total percentage of employees who leave your company over a set time—whether by choice or not—impacting productivity and costs. **Voluntary Turnover Rate (VTR):** The percentage of employees who _choose_ to leave, highlighting potential issues like job dissatisfaction or better opportunities elsewhere. **Retention Rate (RR):** The percentage of employees who are let go due to layoffs, performance issues, or other employer-driven decisions. **New Employee Turnover Ratio (NTR):** The percentage of employees who stay with your company over time—higher retention means a more stable and engaged workforce. **Involuntary Turnover Rate (ITR):** The percentage of new hires who leave within their first few months, reflecting the success of your onboarding and integration processes. ## How to Calculate Your Critical Turnover Data ### Overall Turnover Rate Formula ![Overall Turnover Rate Formula](https://storage.googleapis.com/onin-staffing-prod/media/images/overall-turnover-rate-formula.width-500.png) T = Total Number of Separations During the Period O = Number of Employees at the Start of the Period E = Number of Employees at the End of the Period ### New Employee Turnover Ratio ![New Employee Turnover Ratio](https://storage.googleapis.com/onin-staffing-prod/media/images/new-employee-turnover-ratio.width-500.png) NE = Number of New Employee Separations During the Period T = Total Number of Separations During the Period ### Voluntary Turnover Ratio ![Voluntary Turnover Ratio](https://storage.googleapis.com/onin-staffing-prod/media/images/voluntary-turnover-ratio.width-500.png) ### Involuntary Turnover Ratio ![Involuntary turnover ratio](https://storage.googleapis.com/onin-staffing-prod/media/images/involuntary-turnover-ratio.width-500.png) ### Retention Rate ![Employee retention rate](https://storage.googleapis.com/onin-staffing-prod/media/images/employee-retention-ratio.width-500.png) ## The Hidden Costs of Replacing an Hourly Worker Here’s a breakdown of the often-overlooked costs that make replacing an hourly employee more expensive than you might think. ![Breakdown of the often-overlooked costs that make replacing an hourly employee more expensive than you might think. 59.7% lost productivity costs. 15.1% recruitment costs. 25.2% onboarding and training costs.](https://storage.googleapis.com/onin-staffing-prod/media/images/overlooked-costs-of-replacing-hourly-worker_h2.width-800.jpg) ### Recruitment & Administrative Costs: - Job Posting and Advertising: $100 – $300 - HR Time for Reviewing Resumes: $200 – $500 - Interviews (time and resources): $150 – $400 - Background Checks and Drug Testing: $50 – $300 - Termination Paperwork/New Hire Paperwork Processing: $50 – $100 - System and Record Updates: $100 – $200 **_Total Recruitment Costs:_** _$650 – $1,800_ ### Onboarding and Training Costs: - Trainer or Supervisor Time: $700 – $1,400 - Training Materials and Resources: $100 – $500 - Reduced Productivity During Training: $700 – $1,100 **_Total Onboarding and Training Costs:_** _$1,500 – $3,000_ ### Lost Productivity: - Productivity Gap During Vacancy: $2,500 – $3,600 - Learning Curve for New Hire: $1,500 – $3,500 **Total Lost Productivity Costs:** $4,000 – $7,100 ## Total Cost of Turnover Per Employee: $6,150 – $11,900 ## Critical KPIs to Track These calculations will provide deeper insights into your employee turnover metrics, helping you understand the true cost of turnover and how it affects your overall business performance and workforce stability. ### Employee Turnover Rate ![Employee turnover rate](https://storage.googleapis.com/onin-staffing-prod/media/images/employee-turnover-rate.width-500.png) ### Cost Per Hire ![Cost per hire](https://storage.googleapis.com/onin-staffing-prod/media/images/cost-per-hire-calculation.width-500.png) ### Retention Rate ![Employee retention rate](https://storage.googleapis.com/onin-staffing-prod/media/images/employee-retention-ratio.width-500.png) ## **Your Action Steps to Address Turnover** **Make Your Calculations**: Start by calculating your turnover rate, cost per hire, and retention rate using the provided formulas. This will give you a clear picture of your current workforce stability and costs associated with employee departures. **Interview Your Workers:** Conduct exit interviews and “stay” interviews with your workers to understand why they choose to leave your company and why they choose to stay. **Analyze Your Data**: Review your turnover metrics to identify trends and patterns. Look for high-turnover departments or positions, and assess whether voluntary or involuntary turnover is more prevalent. This data will help you pinpoint problem areas and opportunities for improvement. **Conduct a SWOT Analysis**: Perform a SWOT (Strengths, Weaknesses, Opportunities, Threats) analysis to evaluate your organization’s internal and external factors affecting turnover. This will help you understand what’s working well, where improvements are needed, and how external factors may be influencing your employee retention. ### **S.W.O.T.** **Strengths** - What are you doing well? - What sets you apart? - What are your good qualities? **Weaknesses** - Where do you need to improve? - Are resources adequate? - What do others do better than you? **Opportunities** - What are your goals? - Are demands shifting? - How can it be improved? **Threats** - What are the blockers you’re facing? - What are factors outside of your control? **Talk with an Expert**: Consult with workforce experts — like Ōnin Staffing — to gain deeper insights into your turnover challenges. They can offer strategies and best practices for improving retention, enhancing employee engagement, and reducing turnover costs in your specific industry or situation. ## Ready to Reduce Turnover? **Unlock the secret to reducing turnover with a simple yet powerful solution: communication.** Ensuring that your workers feel like an essential part of your team is the key to reducing turnover. When employees feel supported and know they belong, they’re more likely to stay. Ōnin’s Playbook helps you build a more engaged and stable workforce by fostering these connections. Lower turnover, boost productivity and create a workplace where people feel valued. Ready to make it happen? [Learn more today](https://oninstaffing.com/resources/culture-and-retention/how-the-%C5%8Dnin-playbook-improves-retention-rates/) Latest in ## Staffing Solutions and Best Practices [![Blog](https://storage.googleapis.com/onin-staffing-prod/media/images/Resource_Image_5.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/see-how-%C5%8Dnins-benefits-transform-lives/) Oct. 15, 2024 [Staffing Solutions and Best Practices](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/) [Blog](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/type/blog) [See How Ōnin’s Benefits Transform Lives](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/see-how-%C5%8Dnins-benefits-transform-lives/) See how Ōnin’s benefits improve lives. Watch a real teammate share how access to quality healthcare and support creates lasting security and balance. [Read more](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/see-how-%C5%8Dnins-benefits-transform-lives/) [![The-Importance-of-Comprehensive-Employee-Benefits](https://storage.googleapis.com/onin-staffing-prod/media/images/The-Importance-of-Comprehensive-Em.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/benefits-utilization-quiz-evaluate-your-benefits-program/) Oct. 14, 2024 [Staffing Solutions and Best Practices](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/) [Quiz](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/type/quiz) [Benefits Utilization Quiz: Evaluate Your Benefits Program](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/benefits-utilization-quiz-evaluate-your-benefits-program/) Is your benefits program effective? Take this quiz to assess utilization, employee satisfaction, and retention impact while uncovering areas for improvement. [Read more](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/benefits-utilization-quiz-evaluate-your-benefits-program/) [![Blog](https://storage.googleapis.com/onin-staffing-prod/media/images/Resource_Image_5.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/evaluate-your-benefits-take-the-quiz/) Oct. 14, 2024 [Staffing Solutions and Best Practices](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/) [Quiz](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/type/quiz) [Evaluate Your Benefits: Take the Quiz!](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/evaluate-your-benefits-take-the-quiz/) Are your benefits truly supporting your culture? Take our quiz to evaluate impact, utilization, and alignment with what your employees actually need. [Read more](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/evaluate-your-benefits-take-the-quiz/) [View all](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/) ## Evaluate Your Benefits Quiz # Evaluate Your Benefits: Take the Quiz! Oct. 14, 2024 \| [Staffing Solutions and Best Practices](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/) [Quiz](https://oninstaffing.com/resources/type/quiz) ![Blog](https://storage.googleapis.com/onin-staffing-prod/media/images/Resource_Image_5.format-jpeg.width-1200.jpg) ### Is Your Benefits Program Supporting the Culture You’ve Worked So Hard to Build? You’ve put in the effort to create a strong, positive company culture. You know that your employees’ satisfaction, engagement, and loyalty are crucial to maintaining that culture. But are your benefits truly contributing to the environment you’ve cultivated—or are they falling short? **The Reality:** Offering benefits is only the first step. If those benefits aren’t actively used or appreciated by your employees, they may be missing the mark. In today’s competitive job market, it’s not enough to simply offer a benefits package. Your benefits need to align with your employees’ needs, be accessible, and truly enhance their lives. Otherwise, you risk disengagement, higher turnover, and the erosion of the culture you’ve worked so hard to build. **The Challenge:** How can you be sure your benefits are doing what they’re supposed to? Are they making your employees feel supported and valued—or are they just a checkbox on a list? Many employers assume that a standard benefits package is enough, but the truth is, benefits that aren’t aligned with what your employees need can do more harm than good. **The Solution:** It’s time to take stock of your benefits program. Are you confident that your current offerings are making a positive impact? Or is there a chance that they’re not living up to their potential? The only way to know for sure is to evaluate them critically. Take the Benefits Utilization Quiz Our quick and easy quiz will help you assess how well your benefits are serving your employees and whether they’re truly supporting the culture you’ve built. - How easy is it for your employees to access and use their benefits? - Are your benefits aligned with what your employees really need? - Is your current staffing partner doing enough to ensure that your benefits are making a positive impact? These are just a few of the questions that can reveal whether your benefits program is helping or hindering your efforts to attract and retain top talent. Why It Matters: In a fluid labor market, top talent has options. They’re not just looking for a paycheck—they want to work for a company that supports their overall well-being. If your benefits aren’t hitting the mark, you could be losing out on the best people, undermining the very culture you’ve worked so hard to build. Don’t leave it to chance. Take the Benefits Utilization Quiz today and get a clearer picture of where your benefits program stands. It’s time to ensure that your benefits are doing more than just ticking a box—they should be enhancing your employees’ lives and reinforcing the culture that sets your company apart. [Start the quiz now](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/benefits-utilization-quiz-evaluate-your-benefits-program/) Latest in ## Staffing Solutions and Best Practices [![Blog](https://storage.googleapis.com/onin-staffing-prod/media/images/Resource_Image_5.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/see-how-%C5%8Dnins-benefits-transform-lives/) Oct. 15, 2024 [Staffing Solutions and Best Practices](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/) [Blog](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/type/blog) [See How Ōnin’s Benefits Transform Lives](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/see-how-%C5%8Dnins-benefits-transform-lives/) See how Ōnin’s benefits improve lives. Watch a real teammate share how access to quality healthcare and support creates lasting security and balance. [Read more](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/see-how-%C5%8Dnins-benefits-transform-lives/) [![The-Importance-of-Comprehensive-Employee-Benefits](https://storage.googleapis.com/onin-staffing-prod/media/images/The-Importance-of-Comprehensive-Em.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/benefits-utilization-quiz-evaluate-your-benefits-program/) Oct. 14, 2024 [Staffing Solutions and Best Practices](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/) [Quiz](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/type/quiz) [Benefits Utilization Quiz: Evaluate Your Benefits Program](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/benefits-utilization-quiz-evaluate-your-benefits-program/) Is your benefits program effective? Take this quiz to assess utilization, employee satisfaction, and retention impact while uncovering areas for improvement. [Read more](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/benefits-utilization-quiz-evaluate-your-benefits-program/) [![Blog](https://storage.googleapis.com/onin-staffing-prod/media/images/Resource_Image_5.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/evaluate-your-benefits-take-the-quiz/) Oct. 14, 2024 [Staffing Solutions and Best Practices](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/) [Quiz](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/type/quiz) [Evaluate Your Benefits: Take the Quiz!](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/evaluate-your-benefits-take-the-quiz/) Are your benefits truly supporting your culture? Take our quiz to evaluate impact, utilization, and alignment with what your employees actually need. [Read more](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/evaluate-your-benefits-take-the-quiz/) [View all](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/) ## Benefits Utilization Quiz # Benefits Utilization Quiz: Evaluate Your Benefits Program Oct. 14, 2024 \| [Staffing Solutions and Best Practices](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/) [Quiz](https://oninstaffing.com/resources/type/quiz) ![The-Importance-of-Comprehensive-Employee-Benefits](https://storage.googleapis.com/onin-staffing-prod/media/images/The-Importance-of-Comprehensive-E.format-jpeg.width-1200.jpg) ## Want a convenient way to score your results? [Download the PDF version](https://oninstaffing.com/documents/26/Benefits-Utilization-Quiz.pdf) of our Benefits Utilization Quiz for a printable, easy-to-score format! Are your employees really using the benefits you provide? A comprehensive benefits package is only valuable if it’s actively used and appreciated by your workforce. Take this quiz (see answer key at the bottom of the page) to evaluate how well your current benefits program is working for your employees—and see if your staffing partner is truly delivering on what matters most. ## The Quiz **How easy is it for your employees to access and use their benefits?** - A) Extremely easy; everything is user-friendly and accessible. - B) Fairly easy; they need some guidance but can manage. - C) Somewhat difficult; there are occasional hurdles. - D) Difficult; employees often express confusion or frustration. - E) I don’t know **What percentage of your employees are actively using the health benefits provided?** - A) Over 70% - B) Between 50% and 70% - C) Between 30% and 50% - D) Less than 30% - E) I don’t know. **How affordable are the benefits for your employees?** - A) Less than $20 per pay period, zero-deductible with $5 copays and prescriptions, and free telehealth. - B) Less than $50 per pay period, $2,000 deductible with $5 copays and prescriptions, and free telehealth. - C) Around $100 per pay period, $3,000 deductible with variable copay or split costs. - D) More than $150 per pay period, $5,000+ deductible  with variable copay or split costs. - E) I don’t know. **Do your benefits include mental health support, such as counseling or teledoctor services?** - A) Yes, and they’re widely used. - B) Yes, but utilization is low. - C) No, but we’re considering it. - D) No, and it’s not currently offered. - E) I don’t know. **How well do your benefits align with what your employees actually need?** - A) Perfectly; employees are highly satisfied. - B) Fairly well; most needs are met. - C) Somewhat; there are noticeable gaps. - D) Poorly; employees often express dissatisfaction. - E) We haven’t asked what they need. **How do you rate the overall impact of your benefits program on employee retention?** - A) Extremely positive; it’s a key reason employees stay. - B) Positive; it helps with retention, but it’s not the main factor. - C) Neutral; it doesn’t seem to impact retention much. - D) Negative; benefits are often cited as a reason for leaving. - E) I don’t know. **Are your employees aware of and utilizing the legal services offered as part of their benefits?** - A) Yes, and they’re widely used. - B) Yes, but usage is low. - C) No, they’re not aware or rarely use them. - D) We don’t offer legal services. - E) I don’t know. **How do you communicate the value of your benefits program to your employees?** - A) Regularly, with clear, detailed explanations. - B) Occasionally, with basic information. - C) Rarely, and only when necessary. - D) We don’t have a structured communication plan. - E) I don’t know. **Do your benefits include coverage for essential services like dental, vision, and life insurance?** - A) Yes, and the coverage is excellent. - B) Yes, but the coverage could be better. - C) No, we only offer basic health coverage. - D) No, we don’t offer these services. - E) I don’t know. **What is the overall satisfaction level of your employees with their benefits package?** - A) Very satisfied; they frequently express appreciation. - B) Satisfied; most employees seem content. - C) Somewhat dissatisfied; there are some complaints. - D) Dissatisfied; benefits are a common issue. - E) I don’t know. ## Results - **Mostly A’s:** Congratulations! Your benefits program seems well-aligned with your employees’ needs. Keep up the great work by ensuring continuous communication and accessibility. - **Mostly B’s:** Your benefits program is good, but there’s room for improvement. Consider enhancing communication and exploring additional benefits that could better serve your workforce. - **Mostly C’s:** There are noticeable gaps in your benefits program. It might be time to re-evaluate and consider whether your current offerings truly meet your employees’ needs. - **Mostly D’s:** Your benefits program could be a significant area of concern. Low utilization and satisfaction suggest that it’s time for a serious overhaul to better align with what employees value most. - **Mostly E’s:** If you’re uncertain about how well your benefits are serving your employees, it’s a sign that your current staffing partner may not be providing the insight and support you need. It might be time to ask tougher questions and explore other options to ensure your benefits truly support your workforce. ## Can Your Benefits Really Transform the Lives of Your Workers? Discover the real stories of how access to affordable, genuinely useful benefits can change lives. _Watch our Onin Teammates share their experiences with benefits that go beyond promises—creating security, support, and brighter futures._ Watch this powerful testimonial from an Ōnin Teammate and discover the real impact of a benefits program that truly supports work-life balance, healthcare, and long-term security. [Watch the video](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/see-how-%C5%8Dnins-benefits-transform-lives/) Latest in ## Staffing Solutions and Best Practices [![Blog](https://storage.googleapis.com/onin-staffing-prod/media/images/Resource_Image_5.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/see-how-%C5%8Dnins-benefits-transform-lives/) Oct. 15, 2024 [Staffing Solutions and Best Practices](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/) [Blog](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/type/blog) [See How Ōnin’s Benefits Transform Lives](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/see-how-%C5%8Dnins-benefits-transform-lives/) See how Ōnin’s benefits improve lives. Watch a real teammate share how access to quality healthcare and support creates lasting security and balance. [Read more](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/see-how-%C5%8Dnins-benefits-transform-lives/) [![The-Importance-of-Comprehensive-Employee-Benefits](https://storage.googleapis.com/onin-staffing-prod/media/images/The-Importance-of-Comprehensive-Em.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/benefits-utilization-quiz-evaluate-your-benefits-program/) Oct. 14, 2024 [Staffing Solutions and Best Practices](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/) [Quiz](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/type/quiz) [Benefits Utilization Quiz: Evaluate Your Benefits Program](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/benefits-utilization-quiz-evaluate-your-benefits-program/) Is your benefits program effective? Take this quiz to assess utilization, employee satisfaction, and retention impact while uncovering areas for improvement. [Read more](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/benefits-utilization-quiz-evaluate-your-benefits-program/) [![Blog](https://storage.googleapis.com/onin-staffing-prod/media/images/Resource_Image_5.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/evaluate-your-benefits-take-the-quiz/) Oct. 14, 2024 [Staffing Solutions and Best Practices](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/) [Quiz](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/type/quiz) [Evaluate Your Benefits: Take the Quiz!](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/evaluate-your-benefits-take-the-quiz/) Are your benefits truly supporting your culture? Take our quiz to evaluate impact, utilization, and alignment with what your employees actually need. [Read more](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/evaluate-your-benefits-take-the-quiz/) [View all](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/) ## Ōnin Benefits Impact # See How Ōnin’s Benefits Transform Lives Oct. 15, 2024 \| [Staffing Solutions and Best Practices](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/) [Blog](https://oninstaffing.com/resources/type/blog) ![Blog](https://storage.googleapis.com/onin-staffing-prod/media/images/Resource_Image_5.format-jpeg.width-1200.jpg) ## Watch this powerful testimonial from an Ōnin Teammate Discover the real impact of a benefits program that truly supports work-life balance, healthcare, and long-term security. 2024 Teammate Benefits Promo from The Onin Group on Vimeo ![video thumbnail](https://i.vimeocdn.com/video/1908165918-30c58af054346ce9b81a00d6d092e53eea162b0e0effb2009352f10c0818a531-d?mw=80&q=85) Playing in picture-in-picture Play 00:00 01:25 CC/subtitlesSettingsTranscript QualityAuto CC/subtitlesOff Fullscreen [Watch on Vimeo](https://vimeo.com/992278400/d03b97c9a1?fl=pl&fe=vl) Benefits Consultation Powered by Typeform ## Ready to revolutionize your contingent workforce? Share just a bit of information with us and we will reach out to schedule your consultation. Start Takes 15 sec Takes 15 sec Start Latest in ## Staffing Solutions and Best Practices [![Blog](https://storage.googleapis.com/onin-staffing-prod/media/images/Resource_Image_5.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/see-how-%C5%8Dnins-benefits-transform-lives/) Oct. 15, 2024 [Staffing Solutions and Best Practices](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/) [Blog](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/type/blog) [See How Ōnin’s Benefits Transform Lives](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/see-how-%C5%8Dnins-benefits-transform-lives/) See how Ōnin’s benefits improve lives. Watch a real teammate share how access to quality healthcare and support creates lasting security and balance. [Read more](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/see-how-%C5%8Dnins-benefits-transform-lives/) [![The-Importance-of-Comprehensive-Employee-Benefits](https://storage.googleapis.com/onin-staffing-prod/media/images/The-Importance-of-Comprehensive-Em.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/benefits-utilization-quiz-evaluate-your-benefits-program/) Oct. 14, 2024 [Staffing Solutions and Best Practices](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/) [Quiz](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/type/quiz) [Benefits Utilization Quiz: Evaluate Your Benefits Program](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/benefits-utilization-quiz-evaluate-your-benefits-program/) Is your benefits program effective? Take this quiz to assess utilization, employee satisfaction, and retention impact while uncovering areas for improvement. [Read more](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/benefits-utilization-quiz-evaluate-your-benefits-program/) [![Blog](https://storage.googleapis.com/onin-staffing-prod/media/images/Resource_Image_5.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/evaluate-your-benefits-take-the-quiz/) Oct. 14, 2024 [Staffing Solutions and Best Practices](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/) [Quiz](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/type/quiz) [Evaluate Your Benefits: Take the Quiz!](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/evaluate-your-benefits-take-the-quiz/) Are your benefits truly supporting your culture? Take our quiz to evaluate impact, utilization, and alignment with what your employees actually need. [Read more](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/evaluate-your-benefits-take-the-quiz/) [View all](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/) ## Workforce Management Insights [Back to all resources](https://oninstaffing.com/resources/) Resources by category # Workforce Management [![Team of workers working in warehouse](https://storage.googleapis.com/onin-staffing-prod/media/images/Team_of_workers_working_in_warehou.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/workforce-management/the-challenges-of-managing-large-workforces/) July 24, 2025 [Workforce Management](https://oninstaffing.com/resources/workforce-management/) [Blog](https://oninstaffing.com/resources/type/blog) [The Challenges of Managing Large Workforces](https://oninstaffing.com/resources/workforce-management/the-challenges-of-managing-large-workforces/) Struggling to manage both full-time and contingent staff? Learn how coach-style leadership and Ōnin’s Onsite Program drive productivity and compliance. [Read more](https://oninstaffing.com/resources/workforce-management/the-challenges-of-managing-large-workforces/) [![Blog](https://storage.googleapis.com/onin-staffing-prod/media/images/Resource_Image_5.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/workforce-management/mastering-workforce-management-your-guide-to-implementing-the-%C5%8Dnin-onsite-program/) Oct. 14, 2024 [Workforce Management](https://oninstaffing.com/resources/workforce-management/) [Guide](https://oninstaffing.com/resources/type/guide) [Mastering Workforce Management: Your Guide to Implementing the Ōnin Onsite Program](https://oninstaffing.com/resources/workforce-management/mastering-workforce-management-your-guide-to-implementing-the-%C5%8Dnin-onsite-program/) Struggling with high turnover or safety issues? Learn how the Ōnin Onsite Program streamlines workforce management and boosts productivity. [Read more](https://oninstaffing.com/resources/workforce-management/mastering-workforce-management-your-guide-to-implementing-the-%C5%8Dnin-onsite-program/) [![Blog](https://storage.googleapis.com/onin-staffing-prod/media/images/Resource_Image_5.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/workforce-management/the-high-cost-of-employee-turnover/) Oct. 7, 2024 [Workforce Management](https://oninstaffing.com/resources/workforce-management/) [Blog](https://oninstaffing.com/resources/type/blog) [The High Cost of Employee Turnover](https://oninstaffing.com/resources/workforce-management/the-high-cost-of-employee-turnover/) Employee turnover is more costly than you think. Learn the hidden costs and discover how smart retention strategies can protect your bottom line. [Read more](https://oninstaffing.com/resources/workforce-management/the-high-cost-of-employee-turnover/) [![where-did-all-the-workers-go](https://storage.googleapis.com/onin-staffing-prod/media/images/where-did-all-the-workers-go.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/workforce-management/where-did-all-the-workers-go/) Oct. 7, 2024 [Workforce Management](https://oninstaffing.com/resources/workforce-management/) [Blog](https://oninstaffing.com/resources/type/blog) [Where Did All the Workers Go?](https://oninstaffing.com/resources/workforce-management/where-did-all-the-workers-go/) The U.S. labor market is shifting. Learn why hiring remains tough and how smart strategies help businesses thrive amid workforce uncertainty. [Read more](https://oninstaffing.com/resources/workforce-management/where-did-all-the-workers-go/) [![Blog](https://storage.googleapis.com/onin-staffing-prod/media/images/Resource_Image_5.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/workforce-management/competitive-wage-analysis-and-local-candidate-pool-insights/) Sept. 17, 2024 [Workforce Management](https://oninstaffing.com/resources/workforce-management/) [Report](https://oninstaffing.com/resources/type/report) [Competitive Wage Analysis and Local Candidate Pool Insights](https://oninstaffing.com/resources/workforce-management/competitive-wage-analysis-and-local-candidate-pool-insights/) Set competitive wages with confidence. Discover how local data, cost of living, and candidate insights help you attract and retain top talent. [Read more](https://oninstaffing.com/resources/workforce-management/competitive-wage-analysis-and-local-candidate-pool-insights/) ## Cost of Employee Turnover # The High Cost of Employee Turnover Oct. 7, 2024 \| [Workforce Management](https://oninstaffing.com/resources/workforce-management/) [Blog](https://oninstaffing.com/resources/type/blog) ![Blog](https://storage.googleapis.com/onin-staffing-prod/media/images/Resource_Image_5.format-jpeg.width-1200.jpg) In the world of manufacturing and logistics, efficiency is king. Every minute of downtime, every inefficiency in the process, and every avoidable cost cuts directly into your bottom line. Among these costs, one that often goes overlooked is the cost of employee turnover. While many executives focus on the immediate expenses—recruiting, hiring, and training—there’s a deeper, more insidious math at play that can have a significant impact on your financial health. ## Breaking Down the Real Costs: It’s More Than Just Hiring Let’s start with the basics. When an employee leaves, the immediate reaction is to think about the cost of finding a replacement. According to various industry studies, replacing an entry-level worker can cost around 16% of their annual salary, while replacing a mid-level employee can cost as much as 20%. For specialized roles within manufacturing, these costs can climb even higher, reaching 25-30% of the annual salary due to the scarcity of specific skill sets and the time required to find a suitable candidate. But these figures only scratch the surface. Let’s say you’re replacing a worker with an annual salary of $50,000. The straightforward cost might be calculated as $8,000 to $10,000, but this doesn’t account for lost productivity during the recruitment period. If it takes 42 days to fill the position, as per the Society for Human Resource Management (SHRM), that’s 42 days of either lost production or increased burden on your existing workforce. ## The Hidden Costs: Productivity Losses and Operational Inefficiencies Consider the productivity loss during the transition. During those 42 days, the duties of the departed employee are either left undone or distributed among the remaining staff. This often leads to overtime, burnout, and a decrease in overall efficiency. Let’s assign a conservative value of $200 per day for lost productivity—a figure that could be much higher depending on the role. Over 42 days, that’s an additional $8,400 in costs, bringing your total to nearly $20,000 just for one turnover event. But it doesn’t stop there. The learning curve for new employees is another critical factor. Even after hiring, a new employee typically takes three to six months to reach full productivity. Let’s assume a modest productivity deficit of 30% during this period. For a $50,000 role, that’s a loss of $15,000 in productive capacity over six months. Now, your turnover cost has ballooned to $35,000. ## Training and Onboarding: The Unseen Drain on Resources Training costs are another significant expense that companies often underestimate. On average, companies spend $1,286 per employee annually on training. In manufacturing and logistics, where safety and precision are paramount, training is not optional—it’s essential. The time and resources spent on getting a new employee up to speed should be factored into your turnover costs. If your new hire takes three months to become proficient, that’s $321.50 in direct training costs, plus the value of the time spent by managers and trainers, which can easily double or triple this figure. ## The Ripple Effect: Long-Term Costs and Reputational Damage High turnover has ripple effects that extend far beyond immediate financial losses. For one, it damages your company’s reputation. In a tight labor market, word travels fast, and a reputation for high turnover can make it harder to attract skilled workers in the future, potentially leading to higher recruitment costs or a decline in the quality of applicants. Moreover, the disruption caused by turnover can affect team morale and cohesion. Employees who see a constant stream of colleagues leaving may begin to question their own job security, leading to decreased engagement and further turnover. This cycle can be costly to break, both in terms of money and the time needed to rebuild a stable, productive workforce. ## The Mathematical Case for Retention Strategies Given the substantial costs associated with turnover, investing in retention strategies is not just a good idea—it’s a financial imperative. Let’s consider a scenario where you reduce turnover by just 10%. If your company experiences 100 turnover events a year, at an average cost of $35,000 per event, that’s $3.5 million annually. Reducing turnover by 10% saves you $350,000 — a figure that can be reinvested in employee engagement, training, or other retention initiatives. Retention programs that focus on employee engagement, career development, and a positive work environment can significantly reduce turnover. And when you do the math, it’s clear that these initiatives pay for themselves many times over. ## Taking Action and Reduce Turnover Costs The numbers are stark, but they’re also actionable. By understanding the true cost of turnover, leaders can make informed decisions about where to allocate resources for the greatest impact. Dive deeper to uncover a more detailed breakdown of turnover costs and how to make smarter decisions for your organization. [Learn more](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/turnover-costs-and-the-benefits-of-retention-programs/) Latest in ## Workforce Management [![Blog](https://storage.googleapis.com/onin-staffing-prod/media/images/Resource_Image_5.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/workforce-management/mastering-workforce-management-your-guide-to-implementing-the-%C5%8Dnin-onsite-program/) Oct. 14, 2024 [Workforce Management](https://oninstaffing.com/resources/workforce-management/) [Guide](https://oninstaffing.com/resources/workforce-management/type/guide) [Mastering Workforce Management: Your Guide to Implementing the Ōnin Onsite Program](https://oninstaffing.com/resources/workforce-management/mastering-workforce-management-your-guide-to-implementing-the-%C5%8Dnin-onsite-program/) Struggling with high turnover or safety issues? Learn how the Ōnin Onsite Program streamlines workforce management and boosts productivity. [Read more](https://oninstaffing.com/resources/workforce-management/mastering-workforce-management-your-guide-to-implementing-the-%C5%8Dnin-onsite-program/) [![where-did-all-the-workers-go](https://storage.googleapis.com/onin-staffing-prod/media/images/where-did-all-the-workers-go.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/workforce-management/where-did-all-the-workers-go/) Oct. 7, 2024 [Workforce Management](https://oninstaffing.com/resources/workforce-management/) [Blog](https://oninstaffing.com/resources/workforce-management/type/blog) [Where Did All the Workers Go?](https://oninstaffing.com/resources/workforce-management/where-did-all-the-workers-go/) The U.S. labor market is shifting. Learn why hiring remains tough and how smart strategies help businesses thrive amid workforce uncertainty. [Read more](https://oninstaffing.com/resources/workforce-management/where-did-all-the-workers-go/) [![Blog](https://storage.googleapis.com/onin-staffing-prod/media/images/Resource_Image_5.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/workforce-management/competitive-wage-analysis-and-local-candidate-pool-insights/) Sept. 17, 2024 [Workforce Management](https://oninstaffing.com/resources/workforce-management/) [Report](https://oninstaffing.com/resources/workforce-management/type/report) [Competitive Wage Analysis and Local Candidate Pool Insights](https://oninstaffing.com/resources/workforce-management/competitive-wage-analysis-and-local-candidate-pool-insights/) Set competitive wages with confidence. Discover how local data, cost of living, and candidate insights help you attract and retain top talent. [Read more](https://oninstaffing.com/resources/workforce-management/competitive-wage-analysis-and-local-candidate-pool-insights/) [View all](https://oninstaffing.com/resources/workforce-management/) ## Managing Large Workforces # The Challenges of Managing Large Workforces July 24, 2025 \| [Workforce Management](https://oninstaffing.com/resources/workforce-management/) [Blog](https://oninstaffing.com/resources/type/blog) ![Team of workers working in warehouse](https://storage.googleapis.com/onin-staffing-prod/media/images/Team_of_workers_working_in_wareho.format-jpeg.width-1200.jpg) Managing a workforce that includes both full-time employees and a roster of contingent workers is no easy task. If you’re reading this, you probably know that first-hand. The challenges of keeping communication lines open, maintaining consistent productivity, and ensuring strict compliance are immense. Yet, despite the stakes, traditional management techniques often fall woefully short, leaving companies scrambling to keep their operations on track and their full-time and contingent teams aligned. One of the biggest challenges in managing a large contingent workforce is ensuring seamless coordination between your permanent staff and contingent workers. These two groups often have different levels of experience, familiarity with the company’s processes, and even commitment to the job. This disparity can lead to communication breakdowns and misalignment in goals, especially when they are spread across multiple shifts and locations. ## When contingent workers are introduced into the mix without adequate preparation: - Communication can become fragmented, as contingent workers may not fully understand the established channels and processes. - Roles and responsibilities may lack clarity for contingent workers, leading to confusion about their specific tasks. - Operational delays and mistakes are more likely, as contingent workers struggle to keep pace with their more experienced, permanent counterparts. Let’s dive into the challenges you might be facing as you navigate working with both types of teams. ## Productivity: Bridging the Gap Between Permanent and Contingent Workers Maintaining productivity becomes particularly challenging when your workforce is a mix of permanent and contingent workers. While contingent workers might receive basic training, they often find themselves in roles where they must quickly catch up to the tasks and responsibilities that permanent employees already know well. Unlike their full-time counterparts, contingent workers aren’t as familiar with the company’s workflow, culture, or the finer details of the job, which can lead to misunderstandings and mistakes. This lack of familiarity can make it difficult for contingent workers to integrate smoothly into the existing workflow. They may encounter several challenges: - Struggling with specific processes due to limited experience. - Finding it hard to match the company’s established pace, which slows productivity - Missing the subtleties of what’s expected in their role. - Lacking the confidence to approach their busy leader with questions These gaps in understanding and experience can create a disconnect, leading to slower performance and more errors compared to permanent employees who are already well-versed in day-to-day operations. When adding a large number of contingent workers to your operations, simply blending them in with your full-time team without additional support or structured onboarding can backfire. These workers may feel overwhelmed and unprepared, which not only hampers their productivity but can also drag down the efficiency of the entire team. To prevent this, companies need to implement more regulated onboarding processes that are specifically designed to get contingent workers up to speed quickly and effectively. ## Compliance: Ensuring Consistency Across Permanent and Contingent Workers Compliance is a critical concern in industries with stringent safety and regulatory standards, and it becomes even more challenging when managing a workforce that includes both permanent and contingent workers. Contingent workers often have varying levels of training and awareness regarding compliance standards, which can lead to inconsistencies and potential violations. These issues can arise because: - Contingent workers may not be as familiar with specific regulatory requirements. - They might miss crucial safety protocols due to less comprehensive training. - Inconsistencies in adherence to compliance standards can lead to violations. Traditional compliance management methods, like periodic audits and manual record-keeping, are often too slow and cumbersome to effectively oversee both permanent and contingent workers in large-scale operations. To ensure consistent compliance across the board, companies need to implement proactive strategies, such as continuous monitoring, real-time reporting, and automated tools that can quickly identify and address compliance issues before they escalate. ## Why Traditional Management Techniques Fall Short The challenges of managing a large workforce, especially one that includes both permanent and contingent workers, highlight the inadequacy of traditional management techniques. Contingent workers have unique needs that require more than just a top-down approach; they need a manager who works directly with them, offering personalized help and guidance. Traditional management methods, which focus on control and rigid structures, often fail to address these needs. In contrast, a modern approach requires leaders who act as coaches—motivating, guiding, and encouraging contingent workers as they navigate their roles. These leaders should be trained not just to supervise, but to empower their team members, helping them integrate into the workforce smoothly and efficiently. For many contingent workers, particularly those new to benefits like health insurance, understanding and utilizing these opportunities can be daunting. A leader who takes the time to explain how benefits work and how they can improve the worker’s life is invaluable. This personalized support helps contingent workers not only succeed in their roles but also recognize and seize the full advantages of their employment. By focusing on flexibility, agility, and responsiveness, rather than outdated, rigid control mechanisms, a coach-like leader can bridge the gap between contingent and permanent workers, ensuring that everyone is fully supported and productive. This approach transforms management from a mere supervisory role into a proactive, life-enhancing guidance system for the workforce. ## The Need for Specialized Solutions Given the challenges of managing a large contingent workforce alongside a permanent team, traditional management techniques are no longer enough. Companies need specialized solutions that are flexible, scalable, and capable of providing real-time insights into workforce dynamics. With the right tools, managers can tackle issues quickly and keep operations running smoothly. Ōnin’s Onsite Program offers just that. By placing an onsite leader who provides personalized assistance and coaching, this program helps contingent workers integrate seamlessly, boosting productivity and reducing turnover. ## See how Ōnin’s approach can transform your business Struggling to keep up with the demands of managing a large, ever-changing workforce? It doesn’t have to be this way. Discover how the Ōnin Onsite Program can transform those challenges into seamless efficiency. Click below to learn how our customized solutions keep your team engaged, productive, and fully integrated from day one. [Learn more](https://oninstaffing.com/resources/staffing-solutions-and-best-practices/onins-onsite-program-the-secret-to-managing-a-large-contingent-team/) Latest in ## Workforce Management [![Blog](https://storage.googleapis.com/onin-staffing-prod/media/images/Resource_Image_5.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/workforce-management/mastering-workforce-management-your-guide-to-implementing-the-%C5%8Dnin-onsite-program/) Oct. 14, 2024 [Workforce Management](https://oninstaffing.com/resources/workforce-management/) [Guide](https://oninstaffing.com/resources/workforce-management/type/guide) [Mastering Workforce Management: Your Guide to Implementing the Ōnin Onsite Program](https://oninstaffing.com/resources/workforce-management/mastering-workforce-management-your-guide-to-implementing-the-%C5%8Dnin-onsite-program/) Struggling with high turnover or safety issues? Learn how the Ōnin Onsite Program streamlines workforce management and boosts productivity. [Read more](https://oninstaffing.com/resources/workforce-management/mastering-workforce-management-your-guide-to-implementing-the-%C5%8Dnin-onsite-program/) [![where-did-all-the-workers-go](https://storage.googleapis.com/onin-staffing-prod/media/images/where-did-all-the-workers-go.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/workforce-management/where-did-all-the-workers-go/) Oct. 7, 2024 [Workforce Management](https://oninstaffing.com/resources/workforce-management/) [Blog](https://oninstaffing.com/resources/workforce-management/type/blog) [Where Did All the Workers Go?](https://oninstaffing.com/resources/workforce-management/where-did-all-the-workers-go/) The U.S. labor market is shifting. Learn why hiring remains tough and how smart strategies help businesses thrive amid workforce uncertainty. [Read more](https://oninstaffing.com/resources/workforce-management/where-did-all-the-workers-go/) [![Blog](https://storage.googleapis.com/onin-staffing-prod/media/images/Resource_Image_5.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/workforce-management/competitive-wage-analysis-and-local-candidate-pool-insights/) Sept. 17, 2024 [Workforce Management](https://oninstaffing.com/resources/workforce-management/) [Report](https://oninstaffing.com/resources/workforce-management/type/report) [Competitive Wage Analysis and Local Candidate Pool Insights](https://oninstaffing.com/resources/workforce-management/competitive-wage-analysis-and-local-candidate-pool-insights/) Set competitive wages with confidence. Discover how local data, cost of living, and candidate insights help you attract and retain top talent. [Read more](https://oninstaffing.com/resources/workforce-management/competitive-wage-analysis-and-local-candidate-pool-insights/) [View all](https://oninstaffing.com/resources/workforce-management/) ## Worker Shortages Explained # Where Did All the Workers Go? Oct. 7, 2024 \| [Workforce Management](https://oninstaffing.com/resources/workforce-management/) [Blog](https://oninstaffing.com/resources/type/blog) ![where-did-all-the-workers-go](https://storage.googleapis.com/onin-staffing-prod/media/images/where-did-all-the-workers-go.format-jpeg.width-1200.jpg) In the United States today, there are still more open jobs than unemployed workers to fill them. Even if every single unemployed person were hired tomorrow, 1.2 million positions would remain vacant. That might sound daunting—but it’s progress. Just a year ago, that shortfall would have been closer to 3 million. The labor market has made strides in the talent shortage, but the reality is far from stable. While recruiting workers is easier today than it was during the height of the worker shortage, the underlying challenges remain stubborn. For employers, the big question isn’t just about filling jobs today—it’s about navigating the turbulent forces shaping the workforce of tomorrow. ## The story behind these numbers reveals deeper, long-term pressures that aren’t going away anytime soon: ### America’s population growth has slowed, driven by low birthrates and an aging demographic. ![America’s population growth has slowed, driven by low birthrates and an aging demographic. FRED Graph - Fertility Rate, Total for the United States](https://storage.googleapis.com/onin-staffing-prod/media/images/fredgraph.width-800.png) Declining birthrates are set to reshape the labor market for decades. In the near term, a smaller proportion of young people will join the workforce as older employees retire, shrinking the talent pool and posing significant long-term challenges for employers. ### The share of prime working-age adults—those between 25 and 50—is shrinking, putting a strain on the labor pool. ![The share of prime working-age adults—those between 25 and 50—is shrinking, putting a strain on the labor pool. FRED Graph - Age Dependency Rate: Older Dependants to Working-Age Population for the United States](https://storage.googleapis.com/onin-staffing-prod/media/images/fredgraph-1.width-800.png) The graph above shows that the proportion of elderly Americans to prime working-age adults—those between 25 and 50—is growing. America’s growing elderly population represents a challenge for employers. The working-age demographic has long been the backbone of the workforce, driving productivity and economic growth. With their numbers declining in the general population, employers are left with a shrinking pool of traditional workers to hire. This shift is particularly challenging for employers in manual labor sectors, where the physical demands of the job often require the energy and stamina of younger worker. ### Immigrant Workers Face An Uncertain Future ![Immigrant Workers Face An Uncertain Future. Labor force participation rate, by birth country](https://storage.googleapis.com/onin-staffing-prod/media/images/immigrants-are-more-likely-to-be-in-the-workfo.width-800.png) Immigrants make up about 14% of the U.S. population. Though a minority, this demographic represents a significant portion of the labor force, accounting for one in five workers. Notably, immigrants are more likely to be active participants in the workforce than native-born Americans. Looming immigration policy changes are poised to reduce the number of immigrants working in the U.S., which could worsen the labor shortage. ## What A Fluctuating Labor Market Means for Employers These are all long-term issues that employers will inevitably have to contend with over the coming decades. For now, the U.S. labor force seems to be finding its footing. But how long will that last? Economists warn that much of the recent progress might be short-lived, a temporary blip in a labor market that is fundamentally shifting. The next decade could be marked by waves of unpredictability, where the availability of workers rises and falls in response to economic, demographic, and political forces. The implications for employers are clear—and unsettling. The days of abundant, predictable labor may be over, replaced by a future where finding the right workers feels a little like chasing a moving target. The question isn’t if employers will face challenges in hiring—it’s how they’ll adapt when they do. Those who wait for certainty may find themselves left behind, struggling to fill roles in a world where talent has become the most elusive resource of all. The shifting labor landscape is a wake-up call for employers. To remain competitive in the face of uncertainty, businesses must embrace new strategies to attract, retain, and develop talent. The old playbook for workforce management won’t cut it anymore— _adaptability_ is the key to success. Navigating this complex, evolving environment can be overwhelming. Having a staffing agency that understands these changes and can offer expert guidance is becoming an increasingly valuable resource for employers. ## Understanding Labor Market Conditions In today’s ever-changing labor market, agility is essential for business success. This means continuously evaluating hiring needs and refining recruitment strategies to stay aligned with shifting conditions. Proactive planning is critical—anticipating market changes and building a talent strategy that ensures quick access to skilled candidates allows your organization to navigate uncertainty with confidence. Equally important is retaining the talent you already have. In high-inflation environments, for instance, regularly reviewing local pay benchmarks is crucial for staying competitive. Additionally, fostering a diverse workforce by understanding demographic trends and attracting younger talent helps ensure long-term stability and growth. Ultimately, the key to thriving in fluctuating times lies in staying informed and adaptable. By understanding the dynamics at play and positioning your teams strategically, you can set your company up for success, no matter the challenges ahead. ## Scenario Planning: Preparing for Workforce Uncertainty Savvy employers take a proactive approach, planning for potential challenges before they arise. Scenario planning empowers businesses to anticipate a variety of workforce conditions—whether it’s a labor surplus, a talent shortage, or rapid shifts in skills demand—and craft strategies tailored to their specific location and market conditions. By preparing for these fluctuations, companies position themselves to respond swiftly and strategically. This level of foresight can be the deciding factor between thriving in a competitive, ever-changing market and struggling to keep up. ## Proactive Partnerships: Strengthening Workforce Development No company can tackle workforce challenges alone. Building partnerships with community colleges, trade schools, and workforce development organizations is an effective way to create a steady pipeline of talent. Staffing agencies can act as a bridge, connecting employers with these resources and helping to shape training programs that meet specific business needs. These collaborations not only help employers access skilled candidates but also invest in the long-term success of their industry and community. By embracing these strategies and working with a staffing agency that understands the nuances of the evolving labor market, employers can turn uncertainty into opportunity. The future of work may be unpredictable, but businesses that adapt quickly, invest in their people and leverage expert guidance will be well-positioned to thrive. ## Discover how to stay competitive and attract the talent you need. The labor market is evolving, and so are the challenges for employers. Even with every unemployed person hired, 1.2 million jobs in the U.S. would still be unfilled. While this is an improvement from previous years, it’s clear that navigating today’s workforce demands more than a one-size-fits-all approach. Factors like demographic shifts, immigration policy changes, and evolving worker expectations mean employers must rethink how they attract and retain talent. The good news? With the right tools and insights, these challenges become opportunities to build a stronger, more adaptable workforce. [Start thriving](https://oninstaffing.com/resources/workforce-management/competitive-wage-analysis-and-local-candidate-pool-insights/) Latest in ## Workforce Management [![Blog](https://storage.googleapis.com/onin-staffing-prod/media/images/Resource_Image_5.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/workforce-management/mastering-workforce-management-your-guide-to-implementing-the-%C5%8Dnin-onsite-program/) Oct. 14, 2024 [Workforce Management](https://oninstaffing.com/resources/workforce-management/) [Guide](https://oninstaffing.com/resources/workforce-management/type/guide) [Mastering Workforce Management: Your Guide to Implementing the Ōnin Onsite Program](https://oninstaffing.com/resources/workforce-management/mastering-workforce-management-your-guide-to-implementing-the-%C5%8Dnin-onsite-program/) Struggling with high turnover or safety issues? Learn how the Ōnin Onsite Program streamlines workforce management and boosts productivity. [Read more](https://oninstaffing.com/resources/workforce-management/mastering-workforce-management-your-guide-to-implementing-the-%C5%8Dnin-onsite-program/) [![where-did-all-the-workers-go](https://storage.googleapis.com/onin-staffing-prod/media/images/where-did-all-the-workers-go.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/workforce-management/where-did-all-the-workers-go/) Oct. 7, 2024 [Workforce Management](https://oninstaffing.com/resources/workforce-management/) [Blog](https://oninstaffing.com/resources/workforce-management/type/blog) [Where Did All the Workers Go?](https://oninstaffing.com/resources/workforce-management/where-did-all-the-workers-go/) The U.S. labor market is shifting. Learn why hiring remains tough and how smart strategies help businesses thrive amid workforce uncertainty. [Read more](https://oninstaffing.com/resources/workforce-management/where-did-all-the-workers-go/) [![Blog](https://storage.googleapis.com/onin-staffing-prod/media/images/Resource_Image_5.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/workforce-management/competitive-wage-analysis-and-local-candidate-pool-insights/) Sept. 17, 2024 [Workforce Management](https://oninstaffing.com/resources/workforce-management/) [Report](https://oninstaffing.com/resources/workforce-management/type/report) [Competitive Wage Analysis and Local Candidate Pool Insights](https://oninstaffing.com/resources/workforce-management/competitive-wage-analysis-and-local-candidate-pool-insights/) Set competitive wages with confidence. Discover how local data, cost of living, and candidate insights help you attract and retain top talent. [Read more](https://oninstaffing.com/resources/workforce-management/competitive-wage-analysis-and-local-candidate-pool-insights/) [View all](https://oninstaffing.com/resources/workforce-management/) ## Implementing Ōnin Onsite Program # Mastering Workforce Management: Your Guide to Implementing the Ōnin Onsite Program Oct. 14, 2024 \| [Workforce Management](https://oninstaffing.com/resources/workforce-management/) [Guide](https://oninstaffing.com/resources/type/guide) ![Blog](https://storage.googleapis.com/onin-staffing-prod/media/images/Resource_Image_5.format-jpeg.width-1200.jpg) Managing a large temporary workforce isn’t easy.  You know some of the challenges off the top of your head: high turnover, communication breakdowns, safety compliance struggles, and the constant need for quality control. Other staffing agencies don’t address these issues directly, but the Ōnin Onsite Program is designed specifically to tackle these pain points, offering a tailored solution that takes the burden off your shoulders. But what does implementing this program actually look like? How will it impact your facility, and what kind of results can you expect? The purpose of this guide is to help businesses successfully implement the Ōnin Onsite Staffing Program at their facilities. Whether you are managing a large contingent workforce or looking to improve the efficiency and productivity of your operations, this guide will provide you with insights to ensure a smooth and effective launch of the Ōnin Onsite Program. ## How to Know If The Ōnin Onsite Program Is Right For You **Pain Points Indicating the Need for the Ōnin Onsite Program** Before diving into the details of implementing the Ōnin Onsite Program, it’s important to determine if it’s the right solution for your business. These key pain points indicate that the Ōnin Onsite Program could be a perfect fit for your operation: - **High Turnover Rates:** Struggling with frequent turnover among your temporary workforce, leading to constant recruitment and training cycles. - **Communication Breakdowns:** Facing issues with inconsistent communication across your contingent workforce, resulting in misunderstandings, missed information, and misaligned team goals. - **Quality Control Issues:** Finding it challenging to maintain consistent quality and performance standards across a large and diverse temporary workforce. - **Overwhelmed Supervisors:** Your internal supervisors are overwhelmed with the added responsibility of managing a contingent workforce, detracting from their ability to focus on core operations. - **Safety Compliance Challenges:** Difficulty in maintaining consistent safety standards due to the influx of new workers and inadequate supervision. ## Assessment: Is the Ōnin Onsite Program Right for You? To help you decide, consider the following questions that target your specific operational needs. These assessment criteria will guide you in evaluating whether the Ōnin Onsite Program aligns with your goals and can address your most pressing workforce management challenges. Onsite Assessment Form Powered by Typeform ## Workforce Challenges Assessment Start Takes 4 minutes Takes 4 minutes Start ## Steps for Implementing Ōnin’s Onsite Program **Step 1: Understand Your Workforce** Before diving into the implementation process, it’s crucial to assess your current workforce management practices and identify specific needs. Here’s how to get started: **Step 2: Engage with Ōnin Experts** - **Schedule a Consultation:** Once you’ve completed your assessment, it’s time to engage with the experts at Ōnin. Set up a meeting with Ōnin to discuss your findings and specific workforce management needs. During this consultation, you’ll have the opportunity to dive into the challenges you’ve identified, explore tailored solutions that the Ōnin Onsite Program can offer, and establish clear goals and expectations for what you want to achieve. - **Collaborate with Ōnin:** Work closely with the Ōnin team to ensure that the Onsite Program is tailored to your facility’s specific requirements. This collaboration involves a detailed analysis of your current operations, workforce dynamics, and pain points. Together, we’ll identify the critical areas where the program can make the most impact, such as improving onboarding processes, enhancing communication, or reducing turnover. The Ōnin team will bring their expertise in workforce management to the table, helping you design a customized solution that seamlessly integrates with your existing processes and addresses your unique challenges. **Step 3: Plan for Integration** **A well-planned integration process is critical to the success of the program:** **Step 4: Prepare Your Facility and Staff** **With everything in place, it’s time to officially launch the Onsite Program:** - **Start the Program:** Launch the Onsite Program at your facility according to the integration plan developed in collaboration with Ōnin. Ensure all key stakeholders are aware of the launch timeline and are ready to support the program from day one. The Onsite Leader should begin engaging with both contingent workers and your internal team, addressing immediate needs and laying the groundwork for long-term success. This phase sets the stage for the program’s ongoing effectiveness. - **Continuous Improvement:** After the initial launch, focus on continuous improvement by regularly evaluating the program’s effectiveness. This involves monitoring key performance indicators (KPIs) such as worker productivity, retention rates, and overall engagement. The Onsite Leader will play a critical role in gathering feedback from both contingent workers and your internal team, making adjustments to the program as needed to optimize outcomes. By maintaining a focus on continuous improvement, the Onsite Program will evolve to meet the changing needs of your workforce and ensure long-term success. ## Take Control of Your Workforce Today Ready to take control of your workforce management and optimize your operations with the Ōnin Onsite Program? Now is the time to take the next step toward transforming how you manage your contingent workforce. Contact Ōnin today to schedule a consultation with one of our experts. We’ll work with you to understand your specific challenges and goals, helping you customize a solution that fits your unique needs. Don’t miss this opportunity to streamline your workforce management and set your team up for success. Onsite Consultation Request Powered by Typeform Latest in ## Workforce Management [![Blog](https://storage.googleapis.com/onin-staffing-prod/media/images/Resource_Image_5.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/workforce-management/mastering-workforce-management-your-guide-to-implementing-the-%C5%8Dnin-onsite-program/) Oct. 14, 2024 [Workforce Management](https://oninstaffing.com/resources/workforce-management/) [Guide](https://oninstaffing.com/resources/workforce-management/type/guide) [Mastering Workforce Management: Your Guide to Implementing the Ōnin Onsite Program](https://oninstaffing.com/resources/workforce-management/mastering-workforce-management-your-guide-to-implementing-the-%C5%8Dnin-onsite-program/) Struggling with high turnover or safety issues? Learn how the Ōnin Onsite Program streamlines workforce management and boosts productivity. [Read more](https://oninstaffing.com/resources/workforce-management/mastering-workforce-management-your-guide-to-implementing-the-%C5%8Dnin-onsite-program/) [![where-did-all-the-workers-go](https://storage.googleapis.com/onin-staffing-prod/media/images/where-did-all-the-workers-go.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/workforce-management/where-did-all-the-workers-go/) Oct. 7, 2024 [Workforce Management](https://oninstaffing.com/resources/workforce-management/) [Blog](https://oninstaffing.com/resources/workforce-management/type/blog) [Where Did All the Workers Go?](https://oninstaffing.com/resources/workforce-management/where-did-all-the-workers-go/) The U.S. labor market is shifting. Learn why hiring remains tough and how smart strategies help businesses thrive amid workforce uncertainty. [Read more](https://oninstaffing.com/resources/workforce-management/where-did-all-the-workers-go/) [![Blog](https://storage.googleapis.com/onin-staffing-prod/media/images/Resource_Image_5.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/workforce-management/competitive-wage-analysis-and-local-candidate-pool-insights/) Sept. 17, 2024 [Workforce Management](https://oninstaffing.com/resources/workforce-management/) [Report](https://oninstaffing.com/resources/workforce-management/type/report) [Competitive Wage Analysis and Local Candidate Pool Insights](https://oninstaffing.com/resources/workforce-management/competitive-wage-analysis-and-local-candidate-pool-insights/) Set competitive wages with confidence. Discover how local data, cost of living, and candidate insights help you attract and retain top talent. [Read more](https://oninstaffing.com/resources/workforce-management/competitive-wage-analysis-and-local-candidate-pool-insights/) [View all](https://oninstaffing.com/resources/workforce-management/) ## Wage Analysis Insights # Competitive Wage Analysis and Local Candidate Pool Insights Sept. 17, 2024 \| [Workforce Management](https://oninstaffing.com/resources/workforce-management/) [Report](https://oninstaffing.com/resources/type/report) ![Blog](https://storage.googleapis.com/onin-staffing-prod/media/images/Resource_Image_5.format-jpeg.width-1200.jpg) ## Understanding Competitive Wages and Local Candidate Pool Insights Why do people work? The straightforward answer is that most of us work for pay. Of course, there are many other factors that influence our choice of job, such as how well we perform or how fulfilled we feel in the role. However, in the 2020s, determining fair compensation has become increasingly complex. Inflation, market instability, and shifting worker expectations have made it challenging for employers to figure out the right pay rates to attract and retain talent. ## National Pay Rates for Common Industrial Jobs | Job Title | National Mean Hourly Wage | | --- | --- | | Production Worker | $19.90 | | Shipping & Receiving Specialist | $17.00 | | Quality Inspector | $19.50 | | Manufacturing Assembler | $18.00 | | Warehouse Worker | $16.50 | National Pay Rates for Common Industrial Jobs When reviewing the national mean hourly wages for five common job titles in the industrial field, it’s important to recognize that these figures provide a broad overview but don’t tell the whole story. While this data offers a general benchmark, it doesn’t account for the regional variations in wages driven by differing costs of living across states. ## Cost of Living Differs By State and Region | State | Annual Mean Wage (All Occupations) | Buying Power of $100 | | --- | --- | --- | | Alabama | $53,400 | $112.20 | | Alaska | $69,880 | $98.00 | | Arizona | $63,040 | $100.10 | | Arkansas | $51,250 | $113.40 | | California | $76,960 | $87.50 | | Colorado | $71,960 | $97.70 | | Connecticut | $73,740 | $93.60 | | Delaware | $65,990 | $102.00 | | Florida | $60,210 | $97.90 | | Georgia | $61,250 | $104.20 | | Hawaii | $65,030 | $89.20 | | Idaho | $55,640 | $108.20 | | Illinois | $67,130 | $98.70 | | Indiana | $56,420 | $108.20 | | Iowa | $56,400 | $111.60 | | Kansas | $56,270 | $110.00 | | Kentucky | $54,030 | $110.60 | | Louisiana | $53,440 | $109.40 | | Maine | $60,000 | $99.20 | | Maryland | $73,620 | $95.00 | | Massachusetts | $80,330 | $90.60 | | Michigan | $60,600 | $106.60 | | Minnesota | $66,700 | $102.30 | | Mississippi | $47,570 | $112.70 | | Missouri | $57,580 | $108.90 | | Montana | $55,920 | $109.70 | | Nebraska | $58,080 | $110.20 | | Nevada | $58,900 | $103.60 | | New Hampshire | $66,110 | $92.40 | | New Jersey | $73,980 | $91.20 | | New Mexico | $57,520 | $109.00 | | New York | $78,620 | $92.40 | | North Carolina | $59,730 | $105.80 | | North Dakota | $59,050 | $111.30 | | Ohio | $59,890 | $108.50 | | Oklahoma | $53,450 | $111.20 | | Oregon | $66,710 | $93.40 | | Pennsylvania | $61,920 | $103.80 | | Rhode Island | $66,610 | $95.30 | | South Carolina | $54,250 | $106.40 | | South Dakota | $53,230 | $112.20 | | Tennessee | $56,030 | $108.20 | | Texas | $61,240 | $102.50 | | Utah | $61,070 | $105.50 | | Vermont | $62,780 | $98.90 | | Virginia | $70,050 | $97.90 | | Washington | $78,130 | $90.20 | | West Virginia | $52,200 | $110.80 | | Wisconsin | $59,500 | $107.70 | | Wyoming | $57,930 | $108.10 | Cost of Living Differs By State and Region Looking at the chart above, it’s clear that wages and the “buying power” of a dollar vary widely from state to state. For example, a $100 bill will allow you to purchase a greater quantity of groceries in Iowa than in California. Offering wages that reflect both typical state pay and the cost of living is essential for attracting talent. But that’s only part of the equation. Even within the same state, expected salaries and the cost of living can vary greatly between counties. This underscores the importance of using localized data to set pay rates in today’s economy. The value of a dollar changes significantly based on location, meaning a competitive wage in one area might not be enough in another. To set truly competitive wages, it’s crucial to factor in both national trends and local economic conditions. ## Factors That Impact Pay Rate Employers must carefully consider various factors that impact pay rates because these elements directly influence their ability to attract and retain talent in a competitive labor market. As economic conditions and workforce expectations evolve, companies need to offer compensation that not only reflects the cost of living and inflation but also meets the cultural and financial needs of their employees. By aligning wages with these factors, businesses can ensure they remain competitive, reduce turnover, and build a stable, motivated workforce that drives their success. ### Unemployment Rate ![Unemployment Rate January 2010 to July 2024](https://storage.googleapis.com/onin-staffing-prod/media/images/Unemployment-Rate-January-2010-to-July-2024.width-800.png) As demand for workers grows, wage expectations rise accordingly. In markets with low unemployment, where competition for labor is intense, employers must offer competitive pay to attract and retain top talent. Failing to do so risks losing potential hires to competitors with better compensation packages. Moreover, in a tight labor market, turnover rates can increase if employees perceive better opportunities elsewhere, further emphasizing the need for competitive wages. The U.S. is currently experiencing a period of low unemployment, with most people already employed. Although there has been a slight uptick in the unemployment rate, it remains relatively low, underscoring the ongoing need for employers to offer compelling wages to secure the workforce they need. ### Inflation Consumer Price Index for All Urban Consumers: All Items in U.S. City Average ![Consumer Price Index July 2014 to July 2024](https://storage.googleapis.com/onin-staffing-prod/media/images/Consumer-Price-Index-July-2014-to-July-2024.width-800.png) Inflation directly impacts the cost of living, which in turn influences worker expectations for higher wages. As prices for essential goods and services rise, employees require higher compensation to maintain their standard of living. If wages do not keep pace with inflation, workers may feel undervalued and become more likely to seek employment elsewhere. Employers must continuously monitor inflation trends and adjust wages accordingly to retain talent and ensure that employees feel financially secure. ### **Cultural Expectations of Workers** Today’s workforce, particularly younger generations, expects wages that not only reflect their skills and experience but also align with the cultural and economic realities of their environment. Employees are increasingly aware of their worth in the market and expect compensation packages that meet or exceed these expectations. Employers who understand and respond to these cultural shifts are better positioned to attract and retain top talent. Failure to meet these expectations can lead to dissatisfaction, disengagement, and higher turnover rates. ### **Competitor Pay Rates** Monitoring and matching or exceeding competitor pay rates within a 25-mile radius is essential for attracting and retaining talent in a competitive market. Workers often compare job offers based on salary, and if your pay rates are lower than those of nearby competitors, you may struggle to attract qualified candidates. Additionally, competitive pay rates signal to potential employees that your company values its workforce, which can enhance your reputation as an employer of choice. Regular benchmarking against local competitors helps ensure your wage offerings remain attractive. ### **Cost of Living** Workers need to earn enough to cover basic necessities like rent, utilities, and medical expenses, making it crucial for wages to align with the cost of living in the job’s location. In areas with a high cost of living, employees will demand higher wages to meet their financial obligations. Conversely, in regions with a lower cost of living, employers may have more flexibility in setting wages. However, it’s important to balance this with the need to attract skilled workers who may be considering opportunities in higher-paying regions. ### **Family Responsibilities** Workers with children, particularly single parents, require higher wages to support their families, as the financial demands of raising children are significant. Employers should consider the financial needs of these workers when setting pay rates, recognizing that a living wage must cover not only the employee’s needs but also those of their dependents. Offering competitive wages and family-friendly benefits, such as childcare support or flexible working hours, can make your company more attractive to workers with family responsibilities. This approach not only helps in recruiting talent but also in retaining employees who might otherwise leave for better-paying opportunities. The 2020 Census found the average American family with dependents has 1.93 children. ## Factors that Impact How Workers Assess Your Pay Rate ### **Benefits** Workers may be willing to accept lower wages if the benefits package offered is exceptional, as benefits effectively add value to their overall compensation. Affordable healthcare, retirement plans, and other perks can make a lower-paying job more attractive, as they provide long-term security and support. Benefits are particularly important in industries with physically demanding or high-stress jobs, where workers may prioritize health coverage and work-life balance over a higher salary. By offering a comprehensive benefits package, employers can enhance job satisfaction and reduce turnover. ### **Career Advancement Opportunities** Career-oriented workers may accept lower pay initially if there is a clear, well-defined path to higher earnings and career progression. Employers who provide opportunities for skill development, training, and promotions can attract ambitious employees willing to start at a lower wage in exchange for future growth. It’s important for employers to clearly communicate these opportunities and ensure that the career ladder is accessible and achievable. Without visible advancement prospects, workers may become dissatisfied and seek better-paying opportunities elsewhere. ### **Work-Life Balance** A balanced work-life environment is increasingly important to workers, especially as remote and flexible work options become more common. Employees today prioritize roles that allow them to manage their personal and professional lives effectively, even if it means accepting a slightly lower salary. Employers that offer flexible schedules, remote work options, or generous leave policies can attract and retain employees who value work-life balance. This approach can be particularly effective in industries where long hours or physical demands are common, as it enhances overall job satisfaction. ### **“Fun” Element** Jobs that are enjoyable and easy to do can afford to offer lower pay, as these positions are often highly sought after. For example, creative or passion-driven roles, such as those in the arts or non-profit sectors, may attract workers who are willing to accept less pay for the opportunity to work in a fulfilling environment. However, it’s important to note most industrial or manufacturing jobs do not fit this category. Employers in these sectors must find other ways to make their roles attractive. ### **Workplace Culture** A negative work environment requires higher pay to attract and retain employees, as workers need to be compensated for enduring poor conditions. However, even with high pay, a toxic workplace culture can lead to high turnover, as employees prioritize their mental and emotional well-being. In contrast, a positive work culture can lead to higher job satisfaction, reducing the need for employers to offer inflated wages. Companies that invest in creating a supportive and inclusive work environment are more likely to retain talent, even if their pay rates are not the highest in the market. ## Addressing Common Misconceptions About Recruiting and Pay Rates ### **Misconception: “I am just recruiting workers in my direct industry.”** **Truth:** Recruiting is not limited to your industry alone; you’re competing with other sectors that require similar skill sets. For instance, an entry-level warehouse worker may have experience in hospitality or retail, meaning these industries are all vying for the same talent. To attract the best candidates, _your pay rate needs to stand out across industries, not just within your own_. ### **Misconception: “There are workers waiting to accept my job.”** **Truth:** With the unemployment rate remaining low, most potential candidates are already employed. This means _you need a compelling pay rate and benefits package to entice workers to leave their current positions_. Competitive compensation is a key factor in persuading them to consider a job switch. . ### **Misconception: “I can look at national or state trends to determine a fair pay rate.”** **Truth:** _Pay rates must be tailored to your local market_, as each area has its own unique economic conditions. Factors like local rent, cost of living, and transportation options significantly impact what constitutes a fair wage. A 25-mile radius around your business is the most relevant area to analyze, ensuring your pay rates are competitive within the specific local context. ### **Misconception: “Once I find the right pay rate, I can move on.”** **Truth:** The job market has evolved rapidly in the 2020s, requiring constant reassessment of pay rates to stay competitive. What works today may not be effective tomorrow. That’s where Ōnin and your staffing company come in—they help you continuously evaluate and adjust your compensation strategies to ensure you remain attractive to potential employees in a fast-changing environment. ## How Ōnin Helps You Determine Wages: A Step-by-Step Guide 1. **Local Market Analysis** Ōnin conducts a detailed analysis of your local job market, using data to evaluate the cost of living, competitor pay rates, and other crucial factors. This ensures your wages are competitive within your specific 25-mile radius. 2. **Recruiting Strategy Guide** We provide you with a customized recruiting strategy guide that takes an in-depth look at how your job compares to others in the area. This guide helps you understand where your pay rates stand and what adjustments may be needed. 3. **Employer of Choice Strategy** Together, we identify and categorize the unique benefits you offer to workers, breaking them down into three key categories to enhance your appeal as an employer. This strategy positions your company as the top choice for candidates. 4. **On-the-Ground Market Knowledge** Using our brick-and-mortar locations and direct interactions with candidates, Ōnin applies real-world insights to your wage strategy. This ensures our recommendations are grounded in current, local market conditions rather than remote or generalized data. 5. **Ongoing Refinement** As the labor market evolves, so do we. Ōnin continually refines your wage and recruiting strategies to keep you competitive, adapting to changes and ensuring you attract and retain the best talent. ## **Why Finding the Right Pay Rate Matters** Determining the right pay rate isn’t just about following national or state trends; it’s about understanding the unique economic conditions in your specific location. That’s where Ōnin stands out. We don’t just provide general pay rate advice—we deliver **localized pay rates tailored specifically for your business**. This approach ensures you’re offering competitive wages that resonate with workers in your immediate area, giving you a significant advantage in attracting and retaining top talent. In today’s complex job market, where factors like cost of living, inflation, and worker expectations vary widely even within a single state, having pay rates finely tuned to your local market is invaluable. National averages might provide a starting point, but they won’t help you compete effectively in your local talent pool. With Ōnin, you get a personalized analysis that considers the unique characteristics of your 25-mile radius, ensuring your compensation strategy is both competitive and relevant. This localized focus means you’re not just offering wages that are “good enough”—you’re offering wages that are precisely what top candidates in your area are looking for. This level of detail helps you stand out as an employer of choice, reducing turnover and building a strong, motivated workforce that drives your business forward. ### **Ready to apply these insights to your business?** **Request your Customized Recruiting Strategy Guide** today, and let Ōnin help you set the perfect pay rates to secure the talent you need. [Request your guide](https://oninstaffing.com/hire-better/solutions/strategy/) Latest in ## Workforce Management [![Blog](https://storage.googleapis.com/onin-staffing-prod/media/images/Resource_Image_5.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/workforce-management/mastering-workforce-management-your-guide-to-implementing-the-%C5%8Dnin-onsite-program/) Oct. 14, 2024 [Workforce Management](https://oninstaffing.com/resources/workforce-management/) [Guide](https://oninstaffing.com/resources/workforce-management/type/guide) [Mastering Workforce Management: Your Guide to Implementing the Ōnin Onsite Program](https://oninstaffing.com/resources/workforce-management/mastering-workforce-management-your-guide-to-implementing-the-%C5%8Dnin-onsite-program/) Struggling with high turnover or safety issues? Learn how the Ōnin Onsite Program streamlines workforce management and boosts productivity. [Read more](https://oninstaffing.com/resources/workforce-management/mastering-workforce-management-your-guide-to-implementing-the-%C5%8Dnin-onsite-program/) [![where-did-all-the-workers-go](https://storage.googleapis.com/onin-staffing-prod/media/images/where-did-all-the-workers-go.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/workforce-management/where-did-all-the-workers-go/) Oct. 7, 2024 [Workforce Management](https://oninstaffing.com/resources/workforce-management/) [Blog](https://oninstaffing.com/resources/workforce-management/type/blog) [Where Did All the Workers Go?](https://oninstaffing.com/resources/workforce-management/where-did-all-the-workers-go/) The U.S. labor market is shifting. Learn why hiring remains tough and how smart strategies help businesses thrive amid workforce uncertainty. [Read more](https://oninstaffing.com/resources/workforce-management/where-did-all-the-workers-go/) [![Blog](https://storage.googleapis.com/onin-staffing-prod/media/images/Resource_Image_5.format-jpeg.width-700.jpg)](https://oninstaffing.com/resources/workforce-management/competitive-wage-analysis-and-local-candidate-pool-insights/) Sept. 17, 2024 [Workforce Management](https://oninstaffing.com/resources/workforce-management/) [Report](https://oninstaffing.com/resources/workforce-management/type/report) [Competitive Wage Analysis and Local Candidate Pool Insights](https://oninstaffing.com/resources/workforce-management/competitive-wage-analysis-and-local-candidate-pool-insights/) Set competitive wages with confidence. Discover how local data, cost of living, and candidate insights help you attract and retain top talent. [Read more](https://oninstaffing.com/resources/workforce-management/competitive-wage-analysis-and-local-candidate-pool-insights/) [View all](https://oninstaffing.com/resources/workforce-management/) ## Onin Staffing Locations # Ōnin Staffing Locations THE Branch Map 3-27-24 - Mapline Map DemoLearn More ![](https://tile2.mapline.com/osm_bright/4/3/6.png?v=12)![](https://tile3.mapline.com/osm_bright/4/4/6.png?v=12)![](https://tile1.mapline.com/osm_bright/4/3/5.png?v=12)![](https://tile2.mapline.com/osm_bright/4/4/5.png?v=12)![](https://tile3.mapline.com/osm_bright/4/3/7.png?v=12)![](https://tile4.mapline.com/osm_bright/4/4/7.png?v=12)![](https://tile1.mapline.com/osm_bright/4/2/6.png?v=12)![](https://tile4.mapline.com/osm_bright/4/5/6.png?v=12)![](https://tile4.mapline.com/osm_bright/4/2/5.png?v=12)![](https://tile3.mapline.com/osm_bright/4/5/5.png?v=12)![](https://tile2.mapline.com/osm_bright/4/2/7.png?v=12)![](https://tile1.mapline.com/osm_bright/4/5/7.png?v=12)![](https://tile4.mapline.com/osm_bright/4/1/6.png?v=12)![](https://tile1.mapline.com/osm_bright/4/6/6.png?v=12)![](https://tile3.mapline.com/osm_bright/4/1/5.png?v=12)![](https://tile4.mapline.com/osm_bright/4/6/5.png?v=12)![](https://tile1.mapline.com/osm_bright/4/1/7.png?v=12)![](https://tile2.mapline.com/osm_bright/4/6/7.png?v=12)![](https://tile3.mapline.com/osm_bright/4/0/6.png?v=12)![](https://tile2.mapline.com/osm_bright/4/7/6.png?v=12)![](https://tile2.mapline.com/osm_bright/4/0/5.png?v=12)![](https://tile1.mapline.com/osm_bright/4/7/5.png?v=12)![](https://tile4.mapline.com/osm_bright/4/0/7.png?v=12)![](https://tile3.mapline.com/osm_bright/4/7/7.png?v=12) [+](https://app.mapline.com/map/map_54877019/SUZwWmsvbUExK096WS9zUkxVc1BDenVrK0k1R29NVHozTldYL2# "Zoom in") [−−](https://app.mapline.com/map/map_54877019/SUZwWmsvbUExK096WS9zUkxVc1BDenVrK0k1R29NVHozTldYL2# "Zoom out") ![](https://app.mapline.com/img/logo/mapline_logo_270x43.png) Start End Length Directions | | 500 km 300 mi [+](https://app.mapline.com/map/map_54877019/SUZwWmsvbUExK096WS9zUkxVc1BDenVrK0k1R29NVHozTldYL2# "Zoom in") [−−](https://app.mapline.com/map/map_54877019/SUZwWmsvbUExK096WS9zUkxVc1BDenVrK0k1R29NVHozTldYL2# "Zoom out") Imagery©Mapbox, ©OpenStreetMapcontributors, , ©Mapline ![mapline.com](https://app.mapline.com/img/logo/mapline_logo_90x15_map_white_outline.png) - Distance Grid - Profile - Api Keys - Privacy Notice - Sign Out Plan Save As Image Save Size CancelOk Axis Settings Configure your axis settings. 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We'd love to talk! #### [+1 800.969.1454](tel:+1.800.969.1454) Clear Albuquerque 6001 San Mateo Blvd Suite F-2 Albuquerque, NM 87109 Hours: Monday - Friday, 8AM - 5PM [505.933.8866](tel:5059338866) [Get directions](https://www.google.com/maps/search/6001+San+Mateo+Blvd+Suite+F-2+Albuquerque+NM+87109+Onin+Staffing) Alexander City 2020 Cherokee Road Alexander City, AL 35010 Hours: Monday - Friday, 8AM - 5PM [256.234.3585](tel:2562343585) [Get directions](https://www.google.com/maps/search/2020+Cherokee+Road++Alexander+City+AL+35010+Onin+Staffing) Arlington 4645 Matlock Road Suite 102 Arlington, TX 76018 Hours: Monday - Friday, 8AM - 5PM [214.677.0003](tel:2146770003) [Get directions](https://www.google.com/maps/search/4645+Matlock+Road+Suite+102+Arlington+TX+76018+Onin+Staffing) Aurora - Midwest 520 Redwood Drive STE C Aurora, IL 60505 Hours: Monday - Friday, 8AM - 5PM [630.978.2800](tel:6309782800) [Get directions](https://www.google.com/maps/search/520+Redwood+Drive+STE+C+Aurora+IL+60505+Onin+Staffing) Aurora - Onin 520 Redwood Drive Suite B Aurora, IL 60505 Hours: Monday - Friday, 8AM - 5PM [630.978.2800](tel:6309782800) [Get directions](https://www.google.com/maps/search/520+Redwood+Drive+Suite+B+Aurora+IL+60505+Onin+Staffing) Austin 9025 Research Blvd STE 175 Austin, TX 78758 Hours: Monday - Friday, 8AM - 5PM [737.355.9392](tel:7373559392) [Get directions](https://www.google.com/maps/search/9025+Research+Blvd+STE+175+Austin+TX+78758+Onin+Staffing) Baltimore 6865 Deerpath Road Suite 101 Elkridge, MD 21075 Hours: Monday - Friday, 8AM - 5PM [443.909.2939](tel:4439092939) [Get directions](https://www.google.com/maps/search/6865+Deerpath+Road+Suite+101+Elkridge+MD+21075+Onin+Staffing) Batesville 3246 Harrison St Batesville, AR 72501 Hours: Monday - Friday, 8AM - 5PM [870.569.4960](tel:8705694960) [Get directions](https://www.google.com/maps/search/3246+Harrison+St++Batesville+AR+72501+Onin+Staffing) Bessemer 800 Powder Plant Road Bessemer, AL 35022 Hours: Monday - Friday, 8AM - 5PM [205.649.8100](tel:2056498100) [Get directions](https://www.google.com/maps/search/800+Powder+Plant+Road++Bessemer+AL+35022+Onin+Staffing) Birmingham - Center Point 5880 Trussville Crossing Pkwy Suite 120 Trussville, AL 35235 Hours: Monday - Friday, 8AM - 5PM [205.815.0776](tel:2058150776) [Get directions](https://www.google.com/maps/search/5880+Trussville+Crossing+Pkwy+Suite+120+Trussville+AL+35235+Onin+Staffing) Bolingbrook 301 Quadrangle Dr Bolingbrook, IL 60440 Hours: Monday - Friday, 8AM - 5PM [630.759.9999](tel:6307599999) [Get directions](https://www.google.com/maps/search/301+Quadrangle+Dr++Bolingbrook+IL+60440+Onin+Staffing) Bowling Green 1713 Scottsville Road Suite B Bowling Green, KY 42104 Hours: Monday - Friday, 8AM - 5PM [270.968.0263](tel:2709680263) [Get directions](https://www.google.com/maps/search/1713+Scottsville+Road+Suite+B+Bowling+Green+KY+42104+Onin+Staffing) Brownsville 1100 N. Expressway 83 Suite 5 Brownsville, TX 78521 Hours: Monday - Friday, 8AM - 5PM [956.295.3265](tel:9562953265) [Get directions](https://www.google.com/maps/search/1100+N.+Expressway+83+Suite+5+Brownsville+TX+78521+Onin+Staffing) Burbank 5603 W 79th St Unit D Burbank, IL 60459 Hours: Monday - Friday, 8AM - 5PM [773.770.2077](tel:7737702077) [Get directions](https://www.google.com/maps/search/5603+W+79th+St+Unit+D+Burbank+IL+60459+Onin+Staffing) Charleston 7620 Rivers Ave Suite 150 North Charleston, SC 29406 Hours: Monday - Friday, 8AM - 5PM [843.790.9952](tel:8437909952) [Get directions](https://www.google.com/maps/search/7620+Rivers+Ave+Suite+150+North+Charleston+SC+29406+Onin+Staffing) Chicago - 26th St 3247 W 26th Street Chicago, IL 60623 Hours: Monday - Friday, 8AM - 5PM [773.376.0900](tel:7733760900) [Get directions](https://www.google.com/maps/search/3247+W+26th+Street++Chicago+IL+60623+Onin+Staffing) Chicago - Western Ave 2147 N Western Avenue Chicago, IL 60647 Hours: Monday - Friday, 8AM - 5PM [773.486.2400](tel:7734862400) [Get directions](https://www.google.com/maps/search/2147+N+Western+Avenue++Chicago+IL+60647+Onin+Staffing) Chickasha 1205 W Grand Ave Chickasha, OK 73018 Hours: Monday - Friday, 8AM - 5PM [405.494.8514](tel:4054948514) [Get directions](https://www.google.com/maps/search/1205+W+Grand+Ave++Chickasha+OK+73018+Onin+Staffing) Cleveland 15501 Industrial Parkway Cleveland, OH 44135 Hours: Monday - Friday, 8AM - 5PM [216.340.8972](tel:2163408972) [Get directions](https://www.google.com/maps/search/15501+Industrial+Parkway++Cleveland+OH+44135+Onin+Staffing) Columbia 950 Sunset Blvd West Columbia, SC 29169 Hours: Monday - Friday, 8AM - 5PM [803.667.4676](tel:8036674676) [Get directions](https://www.google.com/maps/search/950+Sunset+Blvd++West+Columbia+SC+29169+Onin+Staffing) Columbus East 471 Morrison Road STE E Gahanna, OH 43230 Hours: Monday - Friday, 8AM - 5PM [614.412.1279](tel:6144121279) [Get directions](https://www.google.com/maps/search/471+Morrison+Road+STE+E+Gahanna+OH+43230+Onin+Staffing) Creedmoor 402 N Main St Creedmoor, NC 27522 Hours: Monday - Friday, 8AM - 5PM [919.230.4880](tel:9192304880) [Get directions](https://www.google.com/maps/search/402+N+Main+St++Creedmoor+NC+27522+Onin+Staffing) Crest Hill 20639 W. Renwick Rd. Crest Hill, IL 60403 Hours: Monday - Friday, 8AM - 5PM [331.322.1180](tel:3313221180) [Get directions](https://www.google.com/maps/search/20639+W.+Renwick+Rd.++Crest+Hill+IL+60403+Onin+Staffing) Crystal 333 Willow Bend Road Crystal, MN 55428 Hours: Monday - Friday, 8AM - 5PM [612.656.9089](tel:6126569089) [Get directions](https://www.google.com/maps/search/333+Willow+Bend+Road++Crystal+MN+55428+Onin+Staffing) Cullman 1495 County Rd 437 Cullman, AL 35055 Hours: Monday - Friday, 8AM - 5PM [256.287.5500](tel:2562875500) [Get directions](https://www.google.com/maps/search/1495+County+Rd+437++Cullman+AL+35055+Onin+Staffing) Dallas Farmers Branch 13260 Josey Lane Suite 113 Farmers Branch, TX 75234 Hours: Monday - Friday, 8AM - 5PM [972.484.8300](tel:9724848300) [Get directions](https://www.google.com/maps/search/13260+Josey+Lane+Suite+113+Farmers+Branch+TX+75234+Onin+Staffing) Denton 2219 S Loop 228 Suite 201 Denton, TX 76205 Hours: Monday - Friday, 8AM - 5PM [940.808.1267](tel:9408081267) [Get directions](https://www.google.com/maps/search/2219+S+Loop+228+Suite+201+Denton+TX+76205+Onin+Staffing) Denver Metro 420 E 58th Avenue Suite 101 Denver, CO 80216 Hours: Monday - Friday, 8AM - 5PM [970.295.4116](tel:9702954116) [Get directions](https://www.google.com/maps/search/420+E+58th+Avenue+Suite+101+Denver+CO+80216+Onin+Staffing) Duluth 3360 Satellite Blvd Suite 3 Duluth, GA 30096 Hours: Monday - Friday, 8AM - 5PM [678.436.8662](tel:6784368662) [Get directions](https://www.google.com/maps/search/3360+Satellite+Blvd+Suite+3+Duluth+GA+30096+Onin+Staffing) Duncan 941 W Peach Ave Duncan, OK 73533 Hours: Monday - Friday, 8AM - 5PM [580.721.1911](tel:5807211911) [Get directions](https://www.google.com/maps/search/941+W+Peach+Ave++Duncan+OK+73533+Onin+Staffing) Duncanville 207 S Cedar Ridge Dr Duncanville, TX 75116 Hours: Monday - Friday, 8AM - 5PM [469.906.2170](tel:4699062170) [Get directions](https://www.google.com/maps/search/207+S+Cedar+Ridge+Dr++Duncanville+TX+75116+Onin+Staffing) El Paso East 1346 Lee Trevino Dr Suite 108 El Paso, TX 79936 Hours: Monday - Friday, 8AM - 5PM [915.538.2477](tel:9155382477) [Get directions](https://www.google.com/maps/search/1346+Lee+Trevino+Dr+Suite+108+El+Paso+TX+79936+Onin+Staffing) El Paso West 7040 N Mesa St Suite O El Paso, TX 79912 Hours: Monday - Friday, 8AM - 5PM [915.225.4062](tel:9152254062) [Get directions](https://www.google.com/maps/search/7040+N+Mesa+St+Suite+O+El+Paso+TX+79912+Onin+Staffing) Elgin 1990 Larkin Ave Suite C1 Elgin, IL 60123 Hours: Monday - Friday, 8AM - 5PM [847.289.9300](tel:8472899300) [Get directions](https://www.google.com/maps/search/1990+Larkin+Ave+Suite+C1+Elgin+IL+60123+Onin+Staffing) Florence 149 Ana Drive Florence, AL 35630 Hours: Monday - Friday, 8AM - 5PM [256.320.5606](tel:2563205606) [Get directions](https://www.google.com/maps/search/149+Ana+Drive++Florence+AL+35630+Onin+Staffing) Forest 319 S Main St Forest, MS 39074 Hours: Monday - Friday, 8AM - 5PM [601.469.2123](tel:6014692123) [Get directions](https://www.google.com/maps/search/319+S+Main+St++Forest+MS+39074+Onin+Staffing) Fort Payne 302 1st Street East Fort Payne, AL 35967 Hours: Monday - Friday, 8AM - 5PM [256.413.5023](tel:2564135023) [Get directions](https://www.google.com/maps/search/302+1st+Street+East++Fort+Payne+AL+35967+Onin+Staffing) Fort Smith 4609 S 16th St Fort Smith, AR 72901 Hours: Monday - Friday, 8AM - 5PM [479.783.9230](tel:4797839230) [Get directions](https://www.google.com/maps/search/4609+S+16th+St++Fort+Smith+AR+72901+Onin+Staffing) Fort Worth 2400 Westport Pkwy Suite 800 Ft Worth, TX 76177 Hours: Monday - Friday, 8AM - 5PM [817.764.3300](tel:8177643300) [Get directions](https://www.google.com/maps/search/2400+Westport+Pkwy+Suite+800+Ft+Worth+TX+76177+Onin+Staffing) Franklin 7915A S. Emerson Ave Indianapolis, IN 46237 Hours: Monday - Friday, 8AM - 5PM [317.245.6109](tel:3172456109) [Get directions](https://www.google.com/maps/search/7915A+S.+Emerson+Ave++Indianapolis+IN+46237+Onin+Staffing) Franklin Park 9645 West Grand Ave Franklin Park, IL 60131 Hours: Monday - Friday, 8AM - 5PM [773.770.2075](tel:7737702075) [Get directions](https://www.google.com/maps/search/9645+West+Grand+Ave++Franklin+Park+IL+60131+Onin+Staffing) Gainesville 250 John W Morrow Jr Pkwy Suite 109-110 Gainesville, GA 30501 Hours: Monday - Friday, 8AM - 5PM [678.275.4040](tel:6782754040) [Get directions](https://www.google.com/maps/search/250+John+W+Morrow+Jr+Pkwy+Suite+109-110+Gainesville+GA+30501+Onin+Staffing) Greer 3093 S Highway 14 Suite F Greer, SC 29650 Hours: Monday - Friday, 8AM - 5PM [864.438.3515](tel:8644383515) [Get directions](https://www.google.com/maps/search/3093+S+Highway+14+Suite+F+Greer+SC+29650+Onin+Staffing) Harrisburg 4501 Westport Drive Mechanicsburg, PA 17055 Hours: Monday - Friday, 8AM - 5PM [223.369.7989](tel:2233697989) [Get directions](https://www.google.com/maps/search/4501+Westport+Drive++Mechanicsburg+PA+17055+Onin+Staffing) Hazleton 588 Susquehanna Blvd STE 4 Hazle Township, PA 18202 Hours: Monday - Friday, 8AM - 5PM [272.347.1145](tel:2723471145) [Get directions](https://www.google.com/maps/search/588+Susquehanna+Blvd+STE+4+Hazle+Township+PA+18202+Onin+Staffing) Hickory 930 U.S. Hwy 70 SW Hickory, NC 28602 Hours: Monday - Friday, 8AM - 5PM [828.695.1111](tel:8286951111) [Get directions](https://www.google.com/maps/search/930+U.S.+Hwy+70+SW++Hickory+NC+28602+Onin+Staffing) Houston NE 144 1st Street East Humble, TX 77338 Hours: Monday - Friday, 8AM - 5PM [281.520.3212](tel:2815203212) [Get directions](https://www.google.com/maps/search/144+1st+Street+East++Humble+TX+77338+Onin+Staffing) Houston NW 14095 NW Freeway Suite A1 Houston, TX 77040 Hours: Monday - Friday, 8AM - 5PM [281.936.0755](tel:2819360755) [Get directions](https://www.google.com/maps/search/14095+NW+Freeway+Suite+A1+Houston+TX+77040+Onin+Staffing) Houston SW 14015 Southwest Fwy Unit 9 Sugar Land, TX 77478 Hours: Monday - Friday, 8AM - 5PM [713.493.7778](tel:7134937778) [Get directions](https://www.google.com/maps/search/14015+Southwest+Fwy+Unit+9+Sugar+Land+TX+77478+Onin+Staffing) Huntsville 8580 Madison Blvd Suite L Madison, AL 35758 Hours: Monday - Friday, 8AM - 5PM [256.461.8334](tel:2564618334) [Get directions](https://www.google.com/maps/search/8580+Madison+Blvd+Suite+L+Madison+AL+35758+Onin+Staffing) Indianapolis 105 S Raceway Rd Suite 110 Indianapolis, IN 46231 Hours: Monday - Friday, 8AM - 5PM [317.981.5700](tel:3179815700) [Get directions](https://www.google.com/maps/search/105+S+Raceway+Rd+Suite+110+Indianapolis+IN+46231+Onin+Staffing) Jackson 1060 E. County Line Road Suite 12 Jackson, MS 39157 Hours: Monday - Friday, 8AM - 5PM [601.982.0694](tel:6019820694) [Get directions](https://www.google.com/maps/search/1060+E.+County+Line+Road+Suite+12+Jackson+MS+39157+Onin+Staffing) Jacksonville 5913 Normandy Blvd Suite 10 Jacksonville, FL 32205 Hours: Monday - Friday, 8AM - 5PM [904.352.1673](tel:9043521673) [Get directions](https://www.google.com/maps/search/5913+Normandy+Blvd+Suite+10+Jacksonville+FL+32205+Onin+Staffing) Johnson City 2244 N. Roan Street Suite 101 Johnson City, TN 37601 Hours: Monday - Friday, 8AM - 5PM [423.723.8755](tel:4237238755) [Get directions](https://www.google.com/maps/search/2244+N.+Roan+Street+Suite+101+Johnson+City+TN+37601+Onin+Staffing) Jonesboro 2817 South Caraway Rd Jonesboro, AR 72401 Hours: Monday - Friday, 8AM - 5PM [870.627.3650](tel:8706273650) [Get directions](https://www.google.com/maps/search/2817+South+Caraway+Rd++Jonesboro+AR+72401+Onin+Staffing) Joplin 3120 S Main St. Suite 11 Joplin, MO 64804 Hours: Monday - Friday, 8AM - 5PM [417.590.8821](tel:4175908821) [Get directions](https://www.google.com/maps/search/3120+S+Main+St.+Suite+11+Joplin+MO+64804+Onin+Staffing) Kernersville 806 Hwy 66 South Suite G Kernersville, NC 27284 Hours: Monday - Friday, 8AM - 5PM [336.996.2002](tel:3369962002) [Get directions](https://www.google.com/maps/search/806+Hwy+66+South+Suite+G+Kernersville+NC+27284+Onin+Staffing) Lake Charles 5250 Lake Street Suite B Lake Charles, LA 70605 Hours: Monday - Friday, 8AM - 5PM [337.214.0607](tel:3372140607) [Get directions](https://www.google.com/maps/search/5250+Lake+Street+Suite+B+Lake+Charles+LA+70605+Onin+Staffing) Lakeland 2310 E Edgewood Dr Suite 11 Lakeland, FL 33803 Hours: Monday - Friday, 8AM - 5PM [813.756.2290](tel:8137562290) [Get directions](https://www.google.com/maps/search/2310+E+Edgewood+Dr+Suite+11+Lakeland+FL+33803+Onin+Staffing) Laredo 1405 Jacaman Road Suite 104 Laredo, TX 78041 Hours: Monday - Friday, 8AM - 5PM [956.606.3975](tel:9566063975) [Get directions](https://www.google.com/maps/search/1405+Jacaman+Road+Suite+104+Laredo+TX+78041+Onin+Staffing) Laurel 2261 Hwy 15 North Laurel, MS 39440 Hours: Monday - Friday, 8AM - 5PM [601.398.9625](tel:6013989625) [Get directions](https://www.google.com/maps/search/2261+Hwy+15+North++Laurel+MS+39440+Onin+Staffing) Lawton 1701 W Gore Blvd Lawton, OK 73501 Hours: Monday - Friday, 8AM - 5PM [580.215.4784](tel:5802154784) [Get directions](https://www.google.com/maps/search/1701+W+Gore+Blvd++Lawton+OK+73501+Onin+Staffing) Lebanon 1031 W Main Street Suite A Lebanon, TN 37087 Hours: Monday - Friday, 8AM - 5PM [615.823.2021](tel:6158232021) [Get directions](https://www.google.com/maps/search/1031+W+Main+Street+Suite+A+Lebanon+TN+37087+Onin+Staffing) Lincoln 45265 US Highway 78 Lincoln, AL 35096 Hours: Monday - Friday, 8AM - 5PM [205.763.0941](tel:2057630941) [Get directions](https://www.google.com/maps/search/45265+US+Highway+78++Lincoln+AL+35096+Onin+Staffing) Little Rock 400 N Bowman Rd Suite 4 Little Rock, AR 72211 Hours: Monday - Friday, 8AM - 5PM [501.508.2940](tel:5015082940) [Get directions](https://www.google.com/maps/search/400+N+Bowman+Rd+Suite+4+Little+Rock+AR+72211+Onin+Staffing) Lubbock 4611 50th Street Lubbuck, TX 79414 Hours: Monday - Friday, 8AM - 5PM [806.686.3855](tel:8066863855) [Get directions](https://www.google.com/maps/search/4611+50th+Street++Lubbuck+TX+79414+Onin+Staffing) McAllen 3400 N McColl Rd Suite E-F McAllen, TX 78501 Hours: Monday - Friday, 8AM - 5PM [956.704.1533](tel:9567041533) [Get directions](https://www.google.com/maps/search/3400+N+McColl+Rd+Suite+E-F+McAllen+TX+78501+Onin+Staffing) McCalla 4770 Eastern Valley Rd Suite 101 McCalla, AL 35111 Hours: Monday - Friday, 8AM - 5PM [205.267.3910](tel:2052673910) [Get directions](https://www.google.com/maps/search/4770+Eastern+Valley+Rd+Suite+101+McCalla+AL+35111+Onin+Staffing) McKinney 1920 Eldorado Pkwy Suite 800 McKinney, TX 75069 Hours: Monday - Friday, 8AM - 5PM [469.745.5409](tel:4697455409) [Get directions](https://www.google.com/maps/search/1920+Eldorado+Pkwy+Suite+800+McKinney+TX+75069+Onin+Staffing) McMinnville 1041 Sparta St McMinnville, TN 37110 Hours: Monday - Friday, 8AM - 5PM [931.474.6616](tel:9314746616) [Get directions](https://www.google.com/maps/search/1041+Sparta+St++McMinnville+TN+37110+Onin+Staffing) Memphis 2965 N. Germantown Road STE 107 Bartlett, TN 38133 Hours: Monday - Friday, 8AM - 5PM [901.214.5593](tel:9012145593) [Get directions](https://www.google.com/maps/search/2965+N.+Germantown+Road+STE+107+Bartlett+TN+38133+Onin+Staffing) Meridian 2440 North Hills Street Suite 102 Meridian, MS 39305 Hours: Monday - Friday, 8AM - 5PM [601.282.5213](tel:6012825213) [Get directions](https://www.google.com/maps/search/2440+North+Hills+Street+Suite+102+Meridian+MS+39305+Onin+Staffing) Mesquite 3635 N Beltline Rd Suite 120 Sunnyvale, TX 75182 Hours: Monday - Friday, 8AM - 5PM [972.682.8622](tel:9726828622) [Get directions](https://www.google.com/maps/search/3635+N+Beltline+Rd+Suite+120+Sunnyvale+TX+75182+Onin+Staffing) Montgomery 6224 Atlanta Hwy Montgomery, AL 36117 Hours: Monday - Friday, 8AM - 5PM [334.272.8449](tel:3342728449) [Get directions](https://www.google.com/maps/search/6224+Atlanta+Hwy++Montgomery+AL+36117+Onin+Staffing) Mooresville 533 N Patterson Avenue Suite 200 Mooresville, NC 28115 Hours: Monday - Friday, 8AM - 5PM [704.360.8738](tel:7043608738) [Get directions](https://www.google.com/maps/search/533+N+Patterson+Avenue+Suite+200+Mooresville+NC+28115+Onin+Staffing) Morristown 3720 E. Morris Blvd Morristown, TN 37813 Hours: Monday - Friday, 8AM - 5PM [865.329.6600](tel:8653296600) [Get directions](https://www.google.com/maps/search/3720+E.+Morris+Blvd++Morristown+TN+37813+Onin+Staffing) Mt. Airy 1249 North South St Mount Airy, NC 27030 Hours: Monday - Friday, 8AM - 5PM [336.391.1594](tel:3363911594) [Get directions](https://www.google.com/maps/search/1249+North+South+St++Mount+Airy+NC+27030+Onin+Staffing) Murfreesboro 1256 NW Broad Street Murfreesboro, TN 37129 Hours: Monday - Friday, 8AM - 5PM [615.216.0565](tel:6152160565) [Get directions](https://www.google.com/maps/search/1256+NW+Broad+Street++Murfreesboro+TN+37129+Onin+Staffing) Nashville 3538 Murfreesboro Pike Suite 306 Antioch, TN 37013 Hours: Monday - Friday, 8AM - 5PM [615.366.9400](tel:6153669400) [Get directions](https://www.google.com/maps/search/3538+Murfreesboro+Pike+Suite+306+Antioch+TN+37013+Onin+Staffing) North Augusta 401 W Martintown Road Suite 133 North Augusta, SC 29841 Hours: Monday - Friday, 8AM - 5PM [803.335.1588](tel:8033351588) [Get directions](https://www.google.com/maps/search/401+W+Martintown+Road+Suite+133+North+Augusta+SC+29841+Onin+Staffing) North Kansas City 323 E 14th Ave North Kansas City, MO 64116 Hours: Monday - Friday, 8AM - 5PM [816.895.7840](tel:8168957840) [Get directions](https://www.google.com/maps/search/323+E+14th+Ave++North+Kansas+City+MO+64116+Onin+Staffing) Oklahoma City - Central 3623 NW 39th St Oklahoma City, OK 73112 Hours: Monday - Friday, 8AM - 5PM [405.595.5011](tel:4055955011) [Get directions](https://www.google.com/maps/search/3623+NW+39th+St++Oklahoma+City+OK+73112+Onin+Staffing) Olive Branch 6943 Oak Forest Drive Suite A Olive Branch, MS 38654 Hours: Monday - Friday, 8AM - 5PM [662.798.2384](tel:6627982384) [Get directions](https://www.google.com/maps/search/6943+Oak+Forest+Drive+Suite+A+Olive+Branch+MS+38654+Onin+Staffing) Omaha 3622 Leavenworth Street Omaha, NE 68105 Hours: Monday - Friday, 8AM - 5PM [402.534.0781](tel:4025340781) [Get directions](https://www.google.com/maps/search/3622+Leavenworth+Street++Omaha+NE+68105+Onin+Staffing) Opelika 2701 Frederick Road Suite 304 Opelika, AL 36801 Hours: Monday - Friday, 8AM - 5PM [334.528.0010](tel:3345280010) [Get directions](https://www.google.com/maps/search/2701+Frederick+Road+Suite+304+Opelika+AL+36801+Onin+Staffing) Paragould 1908 Mockingbird Lane Suite B Paragould, AR 72450 Hours: Monday - Friday, 8AM - 5PM [870.597.5275](tel:8705975275) [Get directions](https://www.google.com/maps/search/1908+Mockingbird+Lane+Suite+B+Paragould+AR+72450+Onin+Staffing) Phoenix 5730 W. Peoria Ave Suite 101 Glendale, AZ 85302 Hours: Monday - Friday, 8AM - 5PM [623.552.3250](tel:6235523250) [Get directions](https://www.google.com/maps/search/5730+W.+Peoria+Ave+Suite+101+Glendale+AZ+85302+Onin+Staffing) Pocahontas 567 Hwy 67 S Suite C Pocahontas, AR 72455 Hours: Monday - Friday, 8AM - 5PM [870.277.2544](tel:8702772544) [Get directions](https://www.google.com/maps/search/567+Hwy+67+S+Suite+C+Pocahontas+AR+72455+Onin+Staffing) Pryor 3986 West 530 Road Suite B Pryor, OK 74361 Hours: Monday - Friday, 8AM - 5PM [918.348.6478](tel:9183486478) [Get directions](https://www.google.com/maps/search/3986+West+530+Road+Suite+B+Pryor+OK+74361+Onin+Staffing) Rabun Gap 815 John Beck Dockins Rd Rabun Gap, GA 30568 Hours: Monday - Friday, 8AM - 5PM [470.824.3185](tel:4708243185) [Get directions](https://www.google.com/maps/search/815+John+Beck+Dockins+Rd++Rabun+Gap+GA+30568+Onin+Staffing) Rainbow City 607 West Grand Ave Unit C Rainbow City, AL 35906 Hours: Monday - Friday, 8AM - 5PM [256.399.4488](tel:2563994488) [Get directions](https://www.google.com/maps/search/607+West+Grand+Ave+Unit+C+Rainbow+City+AL+35906+Onin+Staffing) Raleigh-Durham 207 West Millbrook Road Suite 115 Raleigh, NC 27609 Hours: Monday - Friday, 8AM - 5PM [919.238.4848](tel:9192384848) [Get directions](https://www.google.com/maps/search/207+West+Millbrook+Road+Suite+115+Raleigh+NC+27609+Onin+Staffing) Richardson 1332 E Belt Line Rd Richardson, TX 75081 Hours: Monday - Friday, 8AM - 5PM [214.453.4555](tel:2144534555) [Get directions](https://www.google.com/maps/search/1332+E+Belt+Line+Rd++Richardson+TX+75081+Onin+Staffing) Richmond 10419 Midlothian Turnpike North Chesterfield, VA 23235 Hours: Monday - Friday, 8AM - 5PM [804.729.5680](tel:8047295680) [Get directions](https://www.google.com/maps/search/10419+Midlothian+Turnpike++North+Chesterfield+VA+23235+Onin+Staffing) Rock Hill 2371 Cherry Road Rock Hill, SC 29732 Hours: Monday - Friday, 8AM - 5PM [803.220.3325](tel:8032203325) [Get directions](https://www.google.com/maps/search/2371+Cherry+Road++Rock+Hill+SC+29732+Onin+Staffing) Rogers 2511 N 2nd Street Suite 7 Rogers, AR 72756 Hours: Monday - Friday, 8AM - 5PM [479.372.4850](tel:4793724850) [Get directions](https://www.google.com/maps/search/2511+N+2nd+Street+Suite+7+Rogers+AR+72756+Onin+Staffing) Round Rock 1009 S Mays St Suite A Round Rock, TX 78664 Hours: Monday - Friday, 8AM - 5PM [512.310.8443](tel:5123108443) [Get directions](https://www.google.com/maps/search/1009+S+Mays+St+Suite+A+Round+Rock+TX+78664+Onin+Staffing) Salisbury 625 US 29 Hwy China Grove, NC 28023 Hours: Monday - Friday, 8AM - 5PM [704.762.9808](tel:7047629808) [Get directions](https://www.google.com/maps/search/625+US+29+Hwy++China+Grove+NC+28023+Onin+Staffing) Sallisaw 1513 W Chickasaw Ave Sallisaw, OK 74955 Hours: Monday - Friday, 8AM - 5PM [918.774.9084](tel:9187749084) [Get directions](https://www.google.com/maps/search/1513+W+Chickasaw+Ave++Sallisaw+OK+74955+Onin+Staffing) San Antonio 16111 San Pedro Avenue Suite 103 San Antonio, TX 78232 Hours: Monday - Friday, 8AM - 5PM [210.888.9395](tel:2108889395) [Get directions](https://www.google.com/maps/search/16111+San+Pedro+Avenue+Suite+103+San+Antonio+TX+78232+Onin+Staffing) Savannah 4395 Ogeechee Rd Suite 108 Savannah, GA 31405 Hours: Monday - Friday, 8AM - 5PM [912.866.1038](tel:9128661038) [Get directions](https://www.google.com/maps/search/4395+Ogeechee+Rd+Suite+108+Savannah+GA+31405+Onin+Staffing) Seaford 22996 Sussex Hwy Suite 123 Seaford, DE 19973 Hours: Monday - Friday, 8AM - 5PM [302.262.8196](tel:3022628196) [Get directions](https://www.google.com/maps/search/22996+Sussex+Hwy+Suite+123+Seaford+DE+19973+Onin+Staffing) Smyrna 215 S Lowry St Suite 100 Smyrna, TN 37167 Hours: Monday - Friday, 8AM - 5PM [615.216.0480](tel:6152160480) [Get directions](https://www.google.com/maps/search/215+S+Lowry+St+Suite+100+Smyrna+TN+37167+Onin+Staffing) South Austin 4930 South Congress Avenue Suite C-303 Austin, TX 78745 Hours: Monday - Friday, 8AM - 5PM [512.371.8883](tel:5123718883) [Get directions](https://www.google.com/maps/search/4930+South+Congress+Avenue+Suite+C-303+Austin+TX+78745+Onin+Staffing) St. Louis 2090 Concourse Dr St Louis, MO 63146 Hours: Monday - Friday, 8AM - 5PM [314.720.4240](tel:3147204240) [Get directions](https://www.google.com/maps/search/2090+Concourse+Dr++St+Louis+MO+63146+Onin+Staffing) Statesville 1420 Wilkesboro Hwy Statesville, NC 28625 Hours: Monday - Friday, 8AM - 5PM [704.872.2444](tel:7048722444) [Get directions](https://www.google.com/maps/search/1420+Wilkesboro+Hwy++Statesville+NC+28625+Onin+Staffing) Sulphur Springs 101 Bill Bradford Rd Suite 8 Sulphur Springs, TX 75482 Hours: Monday - Friday, 8AM - 5PM [903.885.2835](tel:9038852835) [Get directions](https://www.google.com/maps/search/101+Bill+Bradford+Rd+Suite+8+Sulphur+Springs+TX+75482+Onin+Staffing) Terre Haute 2501 S. 3rd St Unit C Terre Haute, IN 47802 Hours: Monday - Friday, 8AM - 5PM [812.264.3988](tel:8122643988) [Get directions](https://www.google.com/maps/search/2501+S.+3rd+St+Unit+C+Terre+Haute+IN+47802+Onin+Staffing) Terrell 111 State Hwy 205 Suite 103 Terrell, TX 75160 Hours: Monday - Friday, 8AM - 5PM [972.563.0342](tel:9725630342) [Get directions](https://www.google.com/maps/search/111+State+Hwy+205+Suite+103+Terrell+TX+75160+Onin+Staffing) Tullahoma 101 Southeast Atlantic Street Tullahoma, TN 37388 Hours: Monday - Friday, 8AM - 5PM [931.303.0249](tel:9313030249) [Get directions](https://www.google.com/maps/search/101+Southeast+Atlantic+Street++Tullahoma+TN+37388+Onin+Staffing) Tulsa Metro 2423 W Kenosha St Suite B Broken Arrow, OK 74012 Hours: Monday - Friday, 8AM - 5PM [918.913.9535](tel:9189139535) [Get directions](https://www.google.com/maps/search/2423+W+Kenosha+St+Suite+B+Broken+Arrow+OK+74012+Onin+Staffing) Tuscaloosa 1110 15th Street Suite K Tuscaloosa, AL 35401 Hours: Monday - Friday, 8AM - 5PM [205.614.5388](tel:2056145388) [Get directions](https://www.google.com/maps/search/1110+15th+Street+Suite+K+Tuscaloosa+AL+35401+Onin+Staffing) West Chicago - Midwest 147 West Roosevelt Road West Chicago, IL 60185 Hours: Monday - Friday, 8AM - 5PM [630.231.5830](tel:6302315830) [Get directions](https://www.google.com/maps/search/147+West+Roosevelt+Road++West+Chicago+IL+60185+Onin+Staffing) West Chicago - Onin 147 West Roosevelt Road West Chicago, IL 60185 Hours: Monday - Friday, 8AM - 5PM [630.231.5830](tel:6302315830) [Get directions](https://www.google.com/maps/search/147+West+Roosevelt+Road++West+Chicago+IL+60185+Onin+Staffing) ## No Candidate Pool Myth # There is No Candidate Pool In Today’s Evolving Workforce, You Need a Staffing Partner with a Multifaceted Approach In today’s competitive job market, the traditional idea of a ready-made candidate pool is a myth. At Ōnin Staffing, we understand that finding the right talent requires a proactive, strategic approach. Our innovative recruiting methods ensure that your business attracts the best candidates, even in a challenging and dynamic environment. # There is No Candidate Pool In Today’s Evolving Workforce, You Need a Staffing Partner with a Multifaceted Approach In today’s competitive job market, the traditional idea of a ready-made candidate pool is a myth. At Ōnin Staffing, we understand that finding the right talent requires a proactive, strategic approach. Our innovative recruiting methods ensure that your business attracts the best candidates, even in a challenging and dynamic environment. ## Misconception vs. Reality in Modern Recruiting The notion of a ready-made candidate pool is outdated in today’s competitive job market. With low unemployment and abundant job opportunities, few workers are waiting for a call from a staffing agency. Effective recruiting now demands proactive strategies, including attracting individuals who are already employed elsewhere. This dynamic approach ensures businesses find the best talent despite the challenging landscape. ![candidate-pool](https://storage.googleapis.com/onin-staffing-prod/media/images/candidate-pool.format-jpeg.width-100.jpg) **Misconception:** There is a pool of candidates waiting for job offers. **Reality:** Active Recruitment is Essential With low unemployment rates and numerous job opportunities available, few workers are waiting on the sidelines. Successful recruiting now requires actively seeking out and attracting individuals who are already employed elsewhere. ![review-data](https://storage.googleapis.com/onin-staffing-prod/media/images/review-data.format-jpeg.width-100.jpg) **Misconception:** Staffing agencies just need to post jobs and review their database to find candidates. **Reality:** A Multifaceted Approach Is Necessary The job market is competitive and dynamic, requiring staffing agencies to employ a multifaceted approach to recruiting. This includes community outreach, targeted marketing for specific job opportunities, and focusing on the ideal candidates. ![recruiting-methods](https://storage.googleapis.com/onin-staffing-prod/media/images/recruiting-methods.format-jpeg.width-100.jpg) **Misconception:** Traditional recruiting methods are sufficient in today’s job market. **Reality:** Adaptability and Innovation Are Key The recruiting environment is tough, rapidly evolving, and chaotic. Effective recruiting strategies must be dynamic and data-driven, including stealing talent from other employers and shaping job opportunities strategically using location-specific research. ![evolve-recruiting-methods](https://storage.googleapis.com/onin-staffing-prod/media/images/evolve-recruiting-methods.format-jpeg.width-100.jpg) **Misconception:** There’s no need for a specialized recruiting strategy. **Reality:** Comprehensive Strategies Drive Success Given the complexities of the modern job market, staffing agencies must have a comprehensive, adaptable strategy. This includes understanding local job market conditions, using data and research to attract the best talent, and continually evolving recruiting methods to stay ahead. ## Ōnin’s Strategy: A Multifaceted Recruiting Approach In a fast-evolving job market, Ōnin Staffing has moved beyond the outdated concept of relying solely on a database. We reach workers through a deep, multi-faceted approach, building genuine connections that resonate with modern candidates. Our strategy is designed to help your business evolve with the times, ensuring you attract and retain the best talent available. ### Here’s How Ōnin Does Recruiting: - We study your job to understand why someone would want to work there and create a highlight reel of offerings to attract modern workers. - Utilizing sophisticated recruiting technology and customized job marketing, we reach candidates through various channels, including our AI recruiter, Ōtis, community outreach, and web-based search engines. - Our approach combines personalized, people-first service with cutting-edge technology to build larger candidate pipelines. With Ōnin Staffing, you gain a proactive partner dedicated to navigating the complexities of today’s workforce with innovative and effective solutions. ## The Talent You Need Is Out There **_Let’s Find It Together._** In today’s tight labor market, simply looking isn’t enough. You need a staffing partner with innovative strategies and a proven track record of connecting businesses with untapped talent. Meet with an Ōnin expert to learn how we make the impossible possible. ## Find Hidden Talent with Ōnin Don’t let a lack of candidates hold your business back. Schedule a meeting with an Ōnin expert to discover how we use innovative recruitment strategies and workforce engagement tools to uncover the talent others can’t. [Request a consultation](https://oninstaffing.com/hire-better/contact/) ## Not Ready to Connect? Start by asking the right questions. The first step to solving workforce challenges is asking the tough questions. Explore the 10 key questions that challenge the status quo of traditional staffing relationships and help you rethink your talent strategy. _Ōnin’s creative and proactive approach has helped clients thrive despite tight labor markets. Let’s uncover the talent your business needs to grow._ [See all 10 Questions](https://oninstaffing.com/hire-better/plays/staffing-questions/) ## Teammate Benefits Overview # You're A Teammate Now As a Teammate, you’re part of a 75,000-strong community of people who work hard, look out for each other, and rise together. Every shift, every challenge, every next step—you’ve got a team behind you that believes in your story. **Don’t miss out on everything that comes with being a Teammate. Keep reading.** # You're A Teammate Now As a Teammate, you’re part of a 75,000-strong community of people who work hard, look out for each other, and rise together. Every shift, every challenge, every next step—you’ve got a team behind you that believes in your story. **Don’t miss out on everything that comes with being a Teammate. Keep reading.** ## Benefits you can actually use Healthcare you can afford. Real benefits you can actually use. Help when life throws a curveball. An Ōnin job delivers the tools you need to protect your health, your money, and the people who count on you. - ![Zero-Deductible-Icon](https://storage.googleapis.com/onin-staffing-prod/media/images/Zero-Deductible-Icon.format-jpeg.width-100.jpg) Zero Deductible - ![Prescriptions benefit](https://storage.googleapis.com/onin-staffing-prod/media/images/Benefits-Prescription.format-jpeg.width-100.jpg) $5 Prescription Drugs - ![Doctor visits benefit](https://storage.googleapis.com/onin-staffing-prod/media/images/Benefits-DrVisits.format-jpeg.width-100.jpg) $5 Doctor's Visit Copays - ![Teledoc benefit](https://storage.googleapis.com/onin-staffing-prod/media/images/Benefits-Teledoc.format-jpeg.width-100.jpg) Free Teledoctor Service - ![Counseling benefit](https://storage.googleapis.com/onin-staffing-prod/media/images/Benefits-Counseling.format-jpeg.width-100.jpg) Free Counseling Services - ![Benefits-Life](https://storage.googleapis.com/onin-staffing-prod/media/images/Benefits-Life.format-jpeg.width-100.jpg) Life Insurance Included - ![Vision insurance benefit](https://storage.googleapis.com/onin-staffing-prod/media/images/Benefits-Vision.format-jpeg.width-100.jpg) Vision Insurance Included - ![Dental benefit](https://storage.googleapis.com/onin-staffing-prod/media/images/Benefits-Dental.format-jpeg.width-100.jpg) Dental Insurance Included - ![Vacation pay benefit](https://storage.googleapis.com/onin-staffing-prod/media/images/Benefits-Vacation-Pay.format-jpeg.width-100.jpg) Vacation and Holiday Pay - ![Scholarship benefit](https://storage.googleapis.com/onin-staffing-prod/media/images/Benefits-Scholarship.format-jpeg.width-100.jpg) Scholarship Opportunities - ![Benefits-401k](https://storage.googleapis.com/onin-staffing-prod/media/images/Benefits-401k.format-jpeg.width-100.jpg) 401(k) Retirement Plan - ![Benefits-Legal](https://storage.googleapis.com/onin-staffing-prod/media/images/Benefits-Legal.format-jpeg.width-100.jpg) Free Legal Services - ![Discount Program Icon](https://storage.googleapis.com/onin-staffing-prod/media/images/Discount-Program-Icon.format-jpeg.width-100.jpg) Our Unbeatable Employee Discount Program [See the benefits](https://oninstaffing.com/teammates/benefits/) ## The Teammates App **_Your job, your info, your benefits — all in one place_** Manage your work life anytime, anywhere. With the Teammate App, you can check your schedule, track your pay, access benefits, and get updates, all from your phone. Simple, fast, and built for you. [Learn more](https://oninstaffing.com/teammates/teammates-app/) ![Teammates App](https://storage.googleapis.com/onin-staffing-prod/media/images/onin-flex-d1-8317_00000.format-jpeg.width-1000.jpg) ![onin-flex-s-d1-3187](https://storage.googleapis.com/onin-staffing-prod/media/images/onin-flex-s-d1-3187.format-jpeg.width-1000.jpg) ## Endeavor Scholarship **_Take your next step — on us._** You’ve spent enough time in jobs that take more than they give. At Ōnin, you’re not just filling a shift — you’re a Teammate. That means solid jobs, weekly pay, real benefits, and people who’ve got your back when life gets messy. It’s not about a perfect job. It’s about a better one — one that fits your life and helps you build your future. [Apply today](https://oninstaffing.com/teammates/endeavor-scholarship/apply/) [Learn more](https://oninstaffing.com/teammates/endeavor-scholarship/) ## Not a Teammate Yet? It’s Time For A Change. You’ve spent enough time in jobs that take more than they give. At Ōnin, you’re not just filling a shift — you’re a Teammate. That means solid jobs, weekly pay, real benefits, and people who’ve got your back when life gets messy. It’s not about a perfect job. It’s about a better one — one that fits your life and helps you build your future. [Start your journey](https://jobs.oninstaffing.com/) ## Illinois Paid Leave # Illinois Paid Leave for All Info **Illinois Paid Leave for All Workers Act Notice** [View in English](https://oninstaffing.com/teammates/benefits/documents/illinois-paid-leave-for-all-workers-act-notice/) [View in Spanish](https://oninstaffing.com/teammates/benefits/documents/illinois-paid-leave-for-all-workers-act-notice-spanish/) **Cook County Paid Leave Ordinance** [View in English](https://oninstaffing.com/teammates/benefits/documents/illinois-cook-county-paid-leave-ordinance/) [View in Spanish](https://oninstaffing.com/teammates/benefits/documents/illinois-cook-county-paid-leave-ordinance-spanish/) ## Staffing Benefits Documents [Ōnin Staffing![OninStaffing](https://storage.googleapis.com/onin-staffing-prod/media/images/OninStaffing.format-jpeg.height-240.jpg)](https://oninstaffing.com/) Open main menu [Home](https://oninstaffing.com/) [Find a Job](https://oninstaffing.com/teammates/find-jobs/) - [Search Jobs](https://jobs.oninstaffing.com/) - 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[Privacy Policy](https://oninstaffing.com/privacy-policy/) Find Your Job - [Assembly & Manufacturing](https://jobs.oninstaffing.com/?search=&location=&category=Assembly+%26+manufacturing&order_by=Most+relevant&min_pay=0&distance=) - [Customer Service & Call Centers](https://jobs.oninstaffing.com/?search=&location=&category=Customer+service+%26+call+centers&order_by=Most+relevant&min_pay=0&distance=) - [Food Processing](https://jobs.oninstaffing.com/?search=&location=&category=Food+processing&order_by=Most+relevant&min_pay=0&distance=) - [Healthcare & Medical Services](https://jobs.oninstaffing.com/?search=&location=&category=Healthcare+%26+medical+services&order_by=Most+relevant&min_pay=0&distance=) - [Hospitality](https://jobs.oninstaffing.com/?search=&location=&category=Hospitality&order_by=Most+relevant&min_pay=0&distance=) - [IT & Engineering](https://jobs.oninstaffing.com/?search=&location=&category=IT+%26+engineering&order_by=Most+relevant&min_pay=0&distance=) - [Management & Professional](https://jobs.oninstaffing.com/?search=&location=&category=Management+%26+professional&order_by=Most+relevant&min_pay=0&distance=) - [Office & Administration](https://jobs.oninstaffing.com/?search=&location=&category=Office+%26+administration&order_by=Most+relevant&min_pay=0&distance=) - [Skilled Labor](https://jobs.oninstaffing.com/?search=&location=&category=Skilled+labor&order_by=Most+relevant&min_pay=0&distance=) - [Warehousing Distribution](https://jobs.oninstaffing.com/?search=&location=&category=Warehouse+%26+logistics&order_by=Most+relevant&min_pay=0&distance=) ![SIA 2025 Best Staffing Firms to Work For](https://storage.googleapis.com/onin-staffing-prod/media/images/SIA_2025_Best_Staffing_Firms_to_W.format-jpeg.height-240.jpg)![SIA 2023 Largest Staffing Firms in the US](https://storage.googleapis.com/onin-staffing-prod/media/images/SIA_2023_Largest_Staffing_Firms_i.format-jpeg.height-240.jpg)![SIA 2025 Largest Industrial Staffing Firms in the US](https://storage.googleapis.com/onin-staffing-prod/media/images/SIA_2025_Largest_Industrial_Staff.format-jpeg.height-240.jpg)![Birmingham Best Place to Work 2023](https://storage.googleapis.com/onin-staffing-prod/media/images/2023-BPTW.format-jpeg.height-240.jpg) © Ōnin Staffing 2025 \| All rights reserved ## Teammate Benefits Guide View the Guide # Teammate Benefits Guide - English Issuu Reader [Skip to content](https://e.issuu.com/embed.html?d=teammate-benefits-enrollment-guide-05-2025&hideIssuuLogo=true&hideShareButton=true&u=oningroup#main-reader-content) 0 Page 1 of 12 1 / 12 0 ## Teammate Benefits Guide View the Guide # Teammate Benefits Guide - Spanish Issuu Reader [Skip to content](https://e.issuu.com/embed.html?d=teammate-benefits-enrollment-guide-05-2025-spanish&hideIssuuLogo=true&hideShareButton=true&u=oningroup#main-reader-content) 0 Page 1 of 12 1 / 12 0 ## Health Plan Benefits Teammate Benefits # Blue and Bronze Plan Info Issuu Reader [Skip to content](https://e.issuu.com/embed.html?d=teammate-benefits-health-insurance-info-05-14-2025&hideIssuuLogo=true&hideShareButton=true&u=oningroup#main-reader-content) IN-NETWORK MEDICAL BENEFITS BLUE PLAN BRONZE PLAN Network UnitedHealthcare Options PPO UnitedHealthcare Choice Plus Calendar Year Deductible (Individual / Family) $0/$0 $3,000 / $6,000 Maximum Calendar Y ear Out of Pocket (Individual / Family) N / A $6,000 / $12,000 PROFESSIONAL SERVICES Your responsibility is: Your responsibility is: Primary Care Visits $5 Copay, frst 2 visits, $25 Copay, visits 3 to 6 $5 Copay, frst 2 visits, $25 Copay, visits 3+ Specialist Visits $50 Copay, up to 4 visits per year $50 Copay Urgent Care (For non-emergency medical issues, consider using the RelyMD service) $10 Copay, up to 6 visits per year $50 Copay Preventative Services Covered 100% Covered 100% Teledoctor $0 Copay $0 Copay FIXED DOLLAR REIMBURSEMENT DEDUCTIBLE AMOUNT X-RAY / LAB Plan Will Cover Up To: Your Responsibility Is: X-ray Services $1,000 up to 5 per year Deductible then 20% Laboratory Services $500 up to 12 per year Deductible then 20% Magnetic Resonance Imaging (MRI) $1,600 up to 1 per year Deductible then 20% Computerized Tomography (CT) Scan $1,500 up to 1 per year Deductible then 20% EMERGENCY ROOM VISIT Plan Will Cover Up to: Plan Will Cover Up to: Emergency Room Visits N / A $500 Copay, then Deductible + 20% INPATIENT/OUTPATIENT BENEFITS Plan Will Cover Up to: Your responsibility is: Inpatient Surgery N / A Deductible then 20% Inpatient Mental Health Beneft N / A Deductible then 20% Inpatient Alcohol & Substance Abuse Beneft N / A Deductible then 20% Inpatient Doctor Beneft N / A Deductible then 20% Outpatient Surgery $2,000 up to 1 per year Deductible then 20% Anesthesia Services $2,000 up to 1 per year Deductible then 20% Outpatient Mental Health Beneft $500 up to 24 per year Deductible then 20% Outpatient Alcohol & Substance Abuse Beneft $500 up to 24 per year Deductible then 20% Outpatient Doctor Beneft $125 up to 10 per year Deductible then 20% PRESCRIPTION DRUGS Your responsibility is: Retail (30 days) Mail Order (90 days) Generic $5 Copay $15 Copay $30 Copay Preferred Brand N / A 30%, minimum $35 30%, minimum $70 Non-Preferred Brand N / A 40%, minimum $70 40%, minimum $150 PLAN RATES Teammate Weekly Cost P a y r a t e : $10 - $14.99 Payrate: $15 - $16.99 Payrate: $ 1 7 + Teammate Only $19.82 $27.79 $41.70 $47.25 Teammate & Spouse $48.38 $154.60 $169.71 $175.75 Teammate & Children $58.46 $124.53 $139.64 $145.68 F a mi l y $82.69 $285.91 $301.01 $307.05 Finding a Provider • Visit u mr . co m and select “Find a provider” • Scroll to “UnitedHealthcare Options PPO Network” or “UnitedHealthcare Choice Plus” in the alphabetical list, or type it into the search box • For medical providers, choose “View Providers” • For behaviorial health providers, select “Behavioral Health Directory” IMPORTANT: The benefits described here apply only to IN-NETWORK providers. Out-of-network providers may charge you the difference between what your plan pays and the full cost of the service. You MUST confirm that the provider or facility you choose is in-network before your visit. The MEC plan does not cover out-of-network providers or facilities. If you use an out-of- network provider, you will be responsible for the full cost of the service or visit. For assistance with any benefits questions, claims, and billing inquiries, please call the Teammate Benefits Line at: 1-833-236-7463 Teammate Benefts Plans Updated 10/17/2025 [http://umr.com](http://umr.com/) [tel:18332367463](tel:18332367463) 100 Page 1 of 1 1 / 1 0 ## Telemedicine Benefits Overview Teammate Benefits # Telemedicine Info Issuu Reader [Skip to content](https://e.issuu.com/embed.html?d=teammate-benefits-telemedicine-info-2024&hideIssuuLogo=true&hideShareButton=true&u=oningroup#main-reader-content) Updated 10/30/2024 T elem edic in e Get easier access to care when you’re sick at no cost to you! RelyMD is a convenient way to get the care you need anytime, anywhere. Immediately connect with US board certifed physicians anytime day or night. What Conditions RelyMd Can Treat • Abdominal cramps • Allergies • Arthritic pain • Mild asthma • Bronchitis • Cold & u • Constipation • Diarrhea • Dizziness • Eye infections • Fever • Gout • Headache • Hemorrhoids • Insect bites • Muscle pains • Rashes • Urinary tract infecions ...and much more! • If you’re considering the ER or urgent care for a non-emergency medical issue • Your trusted primary care physician is not available to see you right away • You or your family are traveling or in need of medical care • When you need to speak to a trusted proessional rom the comort o home When to Use RelyMD How to Use RelyMD Use Employer Code: MYIDR1489 Visit relymd.com Call 855-879- 4 332 Download RelyMD App [http://relymd.com](http://relymd.com/) 100 Page 1 of 1 1 / 1 0 ## Vision and Dental Plans Teammate Benefits # Vision & Dental Plans Info Issuu Reader [Skip to content](https://e.issuu.com/embed.html?d=teammate-benefits-vision-and-dental-info-2024&hideIssuuLogo=true&hideShareButton=true&u=oningroup#main-reader-content) SUPERIOR VISION Waiting Period/Coverage Election Date Teammates are eligible for coverage once they have been on assignment for 30 days. Coverage begins on the frst Monday ollowing 30 days ater your frst check. BASIC INFORMATION I N - N E T W O R K Eye Exam 100% after $10 copay Contacts: Elective \*Up to $150 Allowance Single, Bifocal, Trifocal Vision Eyeglass Lenses 100% after $25 copay Standard Frame \*Up to $150 Allowance FREQUENCY OF S E R V I C E S I N - N E T W O R K Comprehensive Eye Exa mi n a t i o n 12 Months Lenses 12 Months F ra me s 24 Months OTHER FEATURES OTHER FEATURES Laser Vision Correction Discounts range from 20% to 50% N e t w o rk Superior National Network (Verify the doctor and the vision facility both participate in the Superior National network before seeking services) Plan Provisions\* F r a m e s : Up to 20% o amount over allowance Disposable Contacts: 10% o amount over allowance Conventional Contacts: 20% o amount over allowance Vision Insurance TEAMMATE VISION PLAN RATE TEAMMATE WEEKLY C O S T Teammate Only $ 0 . 0 0 Teammate & Spouse $ 0 . 8 1 Teammate & Children $ 1 . 1 2 F a mi l y $ 2 . 1 4 D E N T A L Annual Deductible - Individual/ Family $ 5 0 / $ 1 5 0 Calendar Year Maximum Beneft $1,000 N e t w o rk D e n t e Ma x IN-NETWORK/OUT-OF-NETWORK COVERAGE PREVENTIVE SERVICES Exams (once every 6 months) Covered 100% Cleanings (once every 6 months) Fluoride Treatments (children under 14) X-rays BASIC SERVICES F i l l i n g s Covered 80% Simple Extractions Sealants (children under 16) Pe ri o d o n t i cs Endodontic (root canal) MAJOR SERVICES Crowns Covered 50% Bridges D e n t u re s TEAMMATE DENTAL PLAN RATE TEAMMATE WEEKLY C O S T Teammate Only $0.00 Teammate & Spouse $3.65 Teammate & Children $4.53 F a mi l y $ 6 . 8 4 Dental Insurance The dental insurance is included with UMR medical coverage. This is a Preerred Provider Organization (PPO) plan, giving you the lexibility to receive care rom either in-network or out-o-network providers. To maximize your beneits and minimize costs, consider choosing an in- network provider through DenteMax. Finding a Provider • Visit w w w . su p e ri o rvi si o n . co m • Click “Members” • Select “Find an eye care proessional” • Enter your location information • Select the “Insurance Through Your Employer” option • Select the “Superior National” network • Choose your desired distance • Select the “Find Providers” button For assistance with inquiries related to your vision insurance, please contact Superior Vision at 1-800- 507-3800 Finding a Dental Provider • Visit w w w . u mr . co m and select “Find a provider” or call 1-800-826-9781 • Check the Dental radio button under the “Search by” section. • Scroll to “DenteMax” in the alphabetical list, or type it into the search box. • Click “Find a Dentist” at the top o the DenteMax page • Enter desired zip code For assistance with inquiries related to your dental insurance, please visit w w w . u mr . co m Updated 10/17/2025 \* I MPO R T A N T : Contact Lenses are in lieu o eyeglass lenses and rames beneft. This Superior Vision Insurance is included with your medical coverage. [http://www.umr.com](http://www.umr.com/) [http://www.umr.com](http://www.umr.com/) [tel:18005073800](tel:18005073800) [tel:18005073800](tel:18005073800) [http://www.superiorvision.com](http://www.superiorvision.com/) 100 Page 1 of 1 1 / 1 0 ## Finding a Doctor Teammate Benefits # Finding a Doctor Info Issuu Reader [Skip to content](https://e.issuu.com/embed.html?d=teammate-benefits-find-a-doctor&hideIssuuLogo=true&hideShareButton=true&u=oningroup#main-reader-content) Finding a Doctor Step 1 Go to u mr . co m and select Find a provider . You will also be able to search providers specifically within your network by signing in to your UMR account. Step 2 If you are enrolled in the UnitedHealthcare Options PPO Network (Blue) , search for UnitedHealthcare Options PPO Network using the alphabet navigation or type UnitedHealthcare Options PPO into the search box. Select “Search”. [http://umr.com](http://umr.com/) 0 Page 1 of 3 1 / 3 0 ## Teammate Benefits Overview Teammate Benefits # PTO, Scholarships, & Discount Info Issuu Reader [Skip to content](https://e.issuu.com/embed.html?d=teammate-benefits-vacation-endeavor-and-operx-2024&hideIssuuLogo=true&hideShareButton=true&u=oningroup#main-reader-content) Employee Assistance Program The Ōnin Group Employee Assistance Program (EAP) is a benefit Available to all Teammates who are enrolled in Medical Coverage and their covered dependents that offers confidential counseling services to you and members of your household enrolled in medical coverage. This service offers immediate access to clinicians who will help clarify your problem or concern and work with you to develop a plan of action to address it. The EAP provides the opportunity to work with a counselor directly over the phone. The EAP can help you address a wide variety of personal concerns to support your well-being at work and at home. Examples of concerns we can help with include: • An xi e t y • Dealing with Change • Money Management • Debt Management For assistance with inquiries related to your Employee Assistance Program, please contact Charles Nechtem at 1-800-531-0200 or visit c h a r l e s n e c h t e m . c o m Shop Retail • Mention retail code B4B at checkout Shop Online • Visit h t t p : / / w w w . ske ch e rsd i re ct . co m/ re g i st e r • Enter the Company Access Code: HCDSBKCC • You will then receive an email that allows you to set up a password for your personal account • Time Management • Work/Life Balance • Relationship Issues • Executive Coaching Skechers Shoe Discounts SKECHERS Direct offers Ōnin Teammates a 30% Discount on work shoes and other great styles year-round. Teammates can shop at any SKECHERS Retail store or online. For more information, please refer to the 2026 Teammate Benefits Guide Important Notice: Ōnin’s standard T eammate Vacation Policy applies except where T eammates work in locations that mandate additional or different paid leave benefits under state, county, or municipal laws, or at client worksites where specific policies apply. In such cases, Ōnin provides separate leave benefits as required by applicable law or by client-specific arrangements, which may supplement or replace the standard vacation benefits described above. T eammates working in locations with mandated paid leave requirements, or assigned to client worksites with different holiday or vacation policies, should refer to the applicable location- or client-specific leave policy documents for complete information about their benefits. For questions about which paid leave benefits apply to your specific work location or client assignment, please contact your local Ōnin Branch Office. Updated 10/17/2025 Paid Holiday & Vacation Time Holiday Pay Teammates are eligible for holiday pay after 1,200 hours. You will be paid for six holidays (New Year’s Day, Memorial Day, Independence Day, Labor Day, Thanksgiving Day and Christmas Day). In order to be eligible for the holiday pay, you must work 1,200 hours during the 12 months preceding an Ōnin paid holiday. You must also work the scheduled days before and after a holiday. Vacation Time After each 1,800 hours of service with no more than a 120 day break in assignments, you will be eligible for 40 hours of vacation time. If your employment with Ōnin is terminated, you will not be paid for any accrued vacation time. Endeavor Scholarship The Ōnin Group endeavors to stand out in the staffing industry. In order to stand out, we must invest in and inspire our Teammates. We created our Endeavor Scholarship Program with the sole intention of positively impacting the lives of our Teammates. For more information, talk to your local Ōnin Staffing team. Ōperx Ōperx is a fun and easy way to get discounts on a wide variety of products and services. Some of the most popular categories for Teammates are travel, tickets and entertainment, electronics, automotive supplies, cell phones, apparel, health and wellness, and food. Don’t have an Ōperx login? Go to o p e r x . p e r k s p o t. c o m and create an account. [tel:18005310200](tel:18005310200) [http://charlesnechtem.com](http://charlesnechtem.com/) [http://www.skechersdirect.com/register](http://www.skechersdirect.com/register) [http://operx.perkspot.com](http://operx.perkspot.com/) 100 Page 1 of 1 1 / 1 0 ## Legal Assistance Overview Teammate Benefits # Legal & Employee Assistance Info Issuu Reader [Skip to content](https://e.issuu.com/embed.html?d=teammate-benefits-rocket-lawyer-and-eap-2024&hideIssuuLogo=true&hideShareButton=true&u=oningroup#main-reader-content) Rocket Lawyer Legal Services We are pleased to announce you’ll receive Rocket Lawyer Legal Benefits! Whether you’re starting a family, buying a home, working through a landlord dispute, or planning your estate, Rocket Lawyer Legal Benefits can help. To take advantage of your free benefit, follow these steps: 1. Go to o n i n j o b s. co m/ R L 2 2 2. Enter your information 3. Click the “send email confirmation” button 4. You will receive an email from Rocket Lawyer - click the “Activate Account” button 5. Fill out the form and you’re all set! Rocket Lawyer can help you with: • Getting Married • Landlord/Tenant Issues • Estate Planning • Speeding Tickets • Family/Elder Care • Immigration Issues • Buying a Home • Starting a Family For assistance with inquiries related to your legal benefits, please contact Rocket Lawyer a t 1 - 8 7 7 - 8 8 1 - 0 9 4 7 or visit g o . ro cke t l a w ye r . co m/ o n i n g ro u p Employee Assistance Program The Ōnin Group Employee Assistance Program (EAP) is a benefit available to all Teammates who are enrolled in medical coverage and their covered dependents that offers confidential counseling services to you and members of your household enrolled in medical coverage. This service offers immediate access to clinicians who will help clarify your problem or concern and work with you to develop a plan of action to address it. The EAP provides the opportunity to work with a counselor directly over the phone. Counseling Services The EAP can help you address a wide variety of personal concerns to support your well-being at work and at home. Examples of concerns we can help with include: • Alcohol/Drug Abuse • Anxiety • Child/Family Issues • Dealing with Change • Debt/Money Management • Domestic Violence • Executive Coaching • Feeling Overwhelmed • Depression • Marital Issues • Parenting • Relationship Issues • Smoking Cessation • Time Management • Work/Life Balance For assistance with inquiries related to your Employee Assistance Program, please contact Charles Nechtem at 1 - 8 0 0 - 5 3 1 - 0 2 0 0 or visit c h a r l e s n e c h t e m . c o m With Rocket Lawyer, you’ll have access to these services: • Legal Documents Library: Create and sign hundreds of legal documents such as wills, leases, and child care authorization forms • Attorney Q&A: Submit a question and get reliable legal advice within one business day • Attorney Phone Consultations: Schedule a free, 30-minute phone call with a Rocket Lawyer attorney specializing in your issue • Attorney Discounts: Save 40% on lawyers in your area [http://oninjobs.com/RL22](http://oninjobs.com/RL22) [tel:18778810947](tel:18778810947) [http://go.rocketlawyer.com/oningroup](http://go.rocketlawyer.com/oningroup) [tel:18005310200](tel:18005310200) [http://charlesnechtem.com](http://charlesnechtem.com/) 100 Page 1 of 1 1 / 1 0 ## 401k and Life Insurance Benefits Teammate Benefits # 401k and Life Insurance Info Issuu Reader [Skip to content](https://e.issuu.com/embed.html?d=teammate-benefits-401k-and-life-insurance-2024&hideIssuuLogo=true&hideShareButton=true&u=oningroup#main-reader-content) 401K Investing your money over time can help create a six-fgure retirement und when you’re ready to relax. We hope you love working or Ōnin, but we don’t expect you to want to work orever. That means you need options that allow you to plan or retirement without breaking the bank. A small percentage o your pay is invested in a group o stocks called a mutual und. Historically mutual unds average about 8% annual growth. The longer you leave your money in, the more your 401(k) grows. In act, there are hety tax penalties i you take your money out beore the age o 60. The sooner you start and the longer you go without touching it, the greater your returns. • Eligible after 9 months\* • Full-time or part-time • No minimum contribution • Ōnin will match your contribution\*\* \*9 months with less than 1 month break in service \*\*Ōnin will match your contributions up to 3% Basic Life and AD&D Insurance The AD&D beneft is equal to the amount o your Basic Lie coverage. Please be sure to update your benefciary inormation! This beneft is provided at no cost to you! Any dependents covered under your medical plan will automatically be covered under the Basic Lie plan. LIFE BENEFIT SUMMARY T e a mma t e $ 3 , 0 0 0 Spouse $2,000 Child(ren) $1,000 I any or all your Basic Lie coverage ends due to termination o employment, you will have the opportunity to convert some or all o this coverage to an individual policy. You have 30 days rom the date your coverage ends to contact Guardian at 1-800-627-4200 . For assistance with inquiries related to your 401K, please contact Ōnin at 1-866-581-6646 or visit o n i n j o b s. co m/ t m4 0 1 k When you set aside just $3-- the cost o a ast-ood cheeseburger-- out o every $100 you earn, Ōnin will match it, doubling your investment (does that make it a double-cheeseburger?). That money goes to work or you in the stock market, building wealth quietly in the background while you work to pay your bills like normal. As long as that money sits there and works or you and you keep contributing, in 40 years, you will have invested a ew bucks per paycheck, but your 401(k) will be worth a hety 6-fgures. For assistance with inquiries related to your Basic Lie coverage, please contact Guardian at 1-800-525-4542 or visit g u a rd i a n l i  e . co m [tel:18006274200](tel:18006274200) [tel:18665816646](tel:18665816646) [http://oninjobs.com/tm401k](http://oninjobs.com/tm401k) [tel:18005254542](tel:18005254542) [http://guardianlife.com](http://guardianlife.com/) 100 Page 1 of 1 1 / 1 0 ## Illinois Paid Leave Act Teammate Benefits # Illinois Paid Leave for All Workers Act Notice Issuu Reader [Skip to content](https://e.issuu.com/embed.html?d=paid-leave-for-all-workers-act-notice&hideIssuuLogo=true&hideShareButton=true&u=oningroup#main-reader-content) Paid Leave For All Workers Act Notice Paid Leave • Workers: Earn up to five (5) days per year of paid leave from work. • Use : Workers can use paid leave for any reason of their choosing. Employers cannot require workers to provide a reason for their time off request. Employers may not require, as a condition of taking leave, that the employee search for a replacement worker. • Accrual: Workers earn 1 hour of paid leave for every 40 hours they work. • Carryover: Workers rollover all unused paid leave at the end of the year. • Retaliation is prohibited: Penalties may apply to employers that take adverse action against workers who exercise their rights under this law. Penal ties Workers may recover the amount they should have been paid for the leave, penalties, and other equitable relief. Filing a Complaint A worker may file a complaint with the Illinois Department of Labor alleging a violation of this Act by filling out a complaint form at labor.illinois.gov/paidleave Existing Policy and Exclusions Certain exceptions may apply for employers who already provide their workers with paid leave. There are also certain categories of workers that are not covered by the law. Scan the QR code for more information on how to fle a complaint and applicable exceptions to the law. For more information or to file a Complaint, contact us at: D O L . P a i d L e a v e @ i l l i n o i s . g o v For a complete text of the laws, visit our website at: www.labor.illinois.gov THIS NOTICE MUST BE DISPLAYED IN A CONSPICUOUS PLACE ON THE PREMISES OF THE EMPLOYER WHERE OTHER NOTICES ARE POSTED. [mailto:DOL.PaidLeave@illinois.gov](mailto:DOL.PaidLeave@illinois.gov) [http://www.labor.illinois.gov](http://www.labor.illinois.gov/) [http://labor.illinois.gov/paidleave](http://labor.illinois.gov/paidleave) 100 Page 1 of 1 1 / 1 0 ## Illinois Paid Leave Guide View the Guide # Illinois Paid Leave for All Benefits Guide - Spanish Issuu Reader [Skip to content](https://e.issuu.com/embed.html?d=teammate-benefits-enrollment-guide-05-2025-il-paid&hideIssuuLogo=true&hideShareButton=true&u=oningroup#main-reader-content) Para asistencia con preguntas sobre benefcios, reclamaciones y consultas deacturación, llame a la Línea de Benefcios para Teammates al 1-833-236-7463. 2025 Guía de Inscripción de Benefcios ## Illinois Paid Leave Guide View the Guide # Illinois Paid Leave for All Benefits Guide Issuu Reader [Skip to content](https://e.issuu.com/embed.html?d=teammate-benefits-enrollment-guide-_9d5b6988237f52&hideIssuuLogo=true&hideShareButton=true&showOtherPublicationsAsSuggestions=false&u=oningroup#main-reader-content) For assistance with beneft questions, claims, and billing inquiries, please call the Teammate Benefts Line at 1-833-236-7463. 2025 Beneft Enrollment Guide ## Cook County Paid Leave Teammate Benefits # Cook County Paid Leave Ordinance Issuu Reader [Skip to content](https://e.issuu.com/embed.html?d=paid-leave-for-all-notice-cook-county&hideIssuuLogo=true&hideShareButton=true&u=oningroup#main-reader-content) Cook County Commission on Human R I ghts Cook County Paid Leave Ordinance: Notice to Employees You are covered by the Cook County Paid Leave Ordinance (PLO) if 1. You work for an employer in Cook County; and/or 2. Your employer has a place of business in Cook County. You are entitled to: • Earn at least one (1) hour of paid leave for every 40 hours worked; • Use paid leave for any reason; and • Be paid for leave at your usual rate of pay. or, has violated the Ordinance in another way, you can file a complaint with the Cook County Commission on Human Rights: Visit www.cookcountyil.gov/PaidLeave for more information If you believe your employer has not issued the paid leave you are entitled to, • You may begin the complaint process by contacting a Human Rights Investigator for an intake interview. • Investigators can be reached Monday-Friday, 9 am to 4 pm, by telephone or email. • More information and forms for filing a Paid Leave complaint are available at www.cookcountyil.gov/PaidLeave Earn one (1) h our of paid leave for every 40 hours worked Use paid leave for any reason. 69 W. Washington, Suite 1130, Chicago, IL 60602 \| P: (312) 603-1100 F: (312) 603-9988 h u ma n . ri g h t s@ co o kco u n t yi l . g o v Toni Preckwinkle, President \| Jennifer King, D i re ct o r Cook County Board of Commissioners Effective 12/31/2023 [http://www.cookcountyil.gov/PaidLeave](http://www.cookcountyil.gov/PaidLeave) [http://www.cookcountyil.gov/PaidLeave](http://www.cookcountyil.gov/PaidLeave) [mailto:human.rights@cookcountyil.gov](mailto:human.rights@cookcountyil.gov) 100 Page 1 of 1 1 / 1 0 ## Cook County Paid Leave Teammate Benefits # Cook County Paid Leave Ordinance - Spanish Issuu Reader [Skip to content](https://e.issuu.com/embed.html?d=paid-leave-for-all-notice-cook-county-spanish&hideIssuuLogo=true&hideShareButton=true&u=oningroup#main-reader-content) Comisión de Derechos Humanos del condado de Cook Ordenanza de licencia remunerada del condado de Cook Aviso a los empleados Usted está cubierto por la Ordenanza de licencia remunerada (PLO) del condado de Cook si: 1. Trabaja para un empleador en el condado de Cook; y/o 2. Su empleador tiene un lugar de negocios en el condado de Cook. Usted tiene derecho a: • Obtener al menos una (1) hora de licencia remunerada por cada 40 horas trabajadas; • Utilice la licencia remunerada por cualquier motivo; y • Recibir el pago de las vacaciones según su salario habitual. o ha violado el Ordenanza de otra manera, puede presentar una queja ante la Comisión de Derechos Humanos del Condado de Cook: Visita www.cookcountyil.gov/PaidLeave para más información. Si cree que su empleador no le ha concedido la licencia remunerada a la que tiene derecho, • Puede comenzar el proceso de queja comunicándose con un investigador de derechos humanos para una entrevista de admisión. • Se puede contactar a los investigadores el lunes.a viernes, de 9 a.m. a 4 pm, por teléfono o correo electrónico. • Más información y formularios para presentar una queja de licencia paga están disponibles en www.cookcountyil.gov/PaidLeave Obtener al menos una (1) hora de licencia remunerada por cada 40 horas trabajadas. Utilice la licencia remunerada por cualquier motivo 69 W. Washington, Suite 1130, Chicago, IL 60602 \| P: (312) 603-1100 F: (312) 603-9988 h u ma n . ri g h t s@ co o kco u n t yi l . g o v Toni Preckwinkle, Presidente \| Jennifer King, D i re ct o ra Junta de Comisionados del Condado de Cook Fecha de vigencia 31/12/2023 [mailto:human.rights@cookcountyil.gov](mailto:human.rights@cookcountyil.gov) [http://www.cookcountyil.gov/PaidLeave](http://www.cookcountyil.gov/PaidLeave) [http://www.cookcountyil.gov/PaidLeave](http://www.cookcountyil.gov/PaidLeave) 100 Page 1 of 1 1 / 1 0 ## Paid Leave Notice Teammate Benefits # Illinois Paid Leave for All Workers Act Notice - Spanish Issuu Reader [Skip to content](https://e.issuu.com/embed.html?d=paid-leave-for-all-workers-act-notice-spanish&hideIssuuLogo=true&hideShareButton=true&u=oningroup#main-reader-content) Aviso Publico De Tiempo Pagado Para Todos Los Trabajadores Tiempo Pagado • Trabajadores: ganan hasta cinco (5) días por año de tiempo pagado. year of paid leave from work. • Uso : los trabajadores pueden utilizar el tiempo pagado por cualquier motivo de su elección. Los empleadores no pueden exigir a los trabajadores que proporcionen un motivo por su solicitud de tiempo libre. Los empleadores no podrán exigir que el empleado busque un trabajador sustituto comocondición para tomar tiempo pagado. • Acumulación: los trabajadores ganan una hora de tiempo pagado por cada 40 horas que trabajan. • Accrual: Workers earn 1 hour of paid leave for every 40 hours they work. • Traspaso: los trabajadores traspasan al otro año todas las horas del tiempo pagado no utilizadas al final del año. • Prohibición de represalias: se pueden aplicar sanciones si su empleador toma represalias cuando usted ejerce sus derechos. Sanciones Los trabajadores pueden recuperar lo que se les debe por una variedad de sanciones, que incluyen, entre otras, daños, pagos insuficientes, sanciones y otras compensaciones equitativas. Presentar una Demanda Un trabajador puede presentar una demanda ante el Departamento de Trabajo de Illinois alegando una violación de esta ley al completar un formulario dequeja en [http://labor.illinois.gov/paidleave\\ labor.illinois.gov/paidleave](http://labor.illinois.gov/paidleave) Existing Policy and Exclusions Pueden aplicarse ciertas excepciones si suempleador tiene una política vigente. Hay determinadas categorías de trabajadores que no están sujetos a la ley. Consulte el código QR para obtener más información sobre cómo presentar una queja y las excepciones aplicables a la ley. Para obtener más información o presentar una queja, contáctenos en: [mailto:DOL.PaidLeave@illinois.gov\\ D\\ \\ OL\\ \\ .\\ \\ P\\ \\ a\\ \\ i\\ \\ d\\ \\ L\\ \\ e\\ \\ a\\ \\ v\\ \\ e@\\ \\ i\\ \\ l\\ \\ l\\ \\ i\\ \\ no\\ \\ i\\ \\ s\\ \\ .\\ \\ go\\ \\ v](mailto:DOL.PaidLeave@illinois.gov) Para obtener un texto completo de las leyes, visite nuestro sitio web en: [http://www.labor.illinois.gov\\ www.labor.illinois.gov](http://www.labor.illinois.gov/) ESTE AVISO SE DEBE COLOCAR EN UN LUGAR VISIBLE EN LASINSTALACIONES DEL EMPLEADOR DONDE SE PUBLICAN OTROS AVISOS. 100 Page 1 of 1 1 / 1 0 ## Ōnin 401(k) Benefits # Your 401(k): How to turn a cheeseburger into a six-figure retirement fund. Teammate 401K from The Onin Group on Vimeo ![video thumbnail](https://i.vimeocdn.com/video/1190332038-47babbd006bcca67e6d623e27546d2a2b215e5a7e373814ddb6ac346e6d74861-d?mw=80&q=85) Playing in picture-in-picture Play 00:00 01:36 SettingsPicture-in-PictureFullscreen Show controls QualityAuto ![teammate-401k-burger-1626374794450](https://storage.googleapis.com/onin-staffing-prod/media/images/teammate-401k-burger-162637479445.format-jpeg.width-1000.jpg) ## No, a 401(k) is not actually a cheeseburger. Simply put, a 401(k) is a long-term investment tool designed to turn a small amount of money today and tomorrow into a lot of money for a comfortable retirement. Because, if you spend all of your time working to pay the bills, living paycheck-to-paycheck, what are you supposed to live on when you retire? ### Your 401(k) helps you do just that: A small percentage of your pay is invested in a group of stocks called a mutual fund. Historically mutual funds average about 8% annual growth. The longer you leave your money in, the more your 401(k) grows. In fact, there are hefty tax penalties if you take your money out before the age of 60. The sooner you start and the longer you go without touching it, the greater your returns. ## How do these numbers affect me? Get the cheeseburgers already! When you set aside just $3, the cost of a fast-food cheeseburger, out of every $100 you earn, Ōnin will match it, doubling your investment (does that make it a double-cheeseburger?). That money goes to work for you in the stock market, building wealth quietly in the background while you work to pay your bills like normal. As long as that money sits there and works for you and you keep contributing, in 40 years, you will have invested a few bucks per paycheck, but your 401(k) will be worth a hefty 6-figures. ![happy-onin-branch-employee](https://storage.googleapis.com/onin-staffing-prod/media/images/happy-onin-branch-employee.format-jpeg.width-1000.jpg) ## Why Ōnin? - Ōnin matches your contribution up to 3% of your wages. - You control how much risk your fund allows (higher-risk funds can produce higher earnings, but there’s, well, more risk). - The money you invest is yours. If you leave Ōnin, your money goes with you. - This program is administered by Voya, a highly respected, reputable fund manager. - Voya offers exceptional resources to help you make informed decisions ## Next Steps: ## 1. Be on the lookout for your enrollment packet… don’t worry, you’re not alone. ## 2. If you have questions, get in touch with your local branch. They’ll have answers or direct you to someone who does. ## 3. If the cost of a few cheeseburgers sounds reasonable for a 6-figure retirement, be ready to enroll and super-size your retirement dreams. ## Additional Resources - [**How can I contact my local branch?**](https://oninstaffing.com/locations/) - [**Exactly how much could I save for retirement?**](https://oninstaffing.com/teammates/benefits/401k/retirement-savings/) - [**Tell me more about my options if I invested, and then ended up leaving Ōnin**](https://oninstaffing.com/teammates/benefits/401k/leaving-onin/). - [**Tell me more about the risk involved.**](https://oninstaffing.com/teammates/benefits/401k/is-there-risk/) - [**Learn more about Voya.**](https://oninstaffing.com/teammates/benefits/401k/learn-more-about-voya/) ## 401(k) Retirement Savings Guide # Teammate 401(k): How Much Could I Save For My Retirement? ## Exactly how much could you save? If you saved for 40 years, you could start to live on the interest alone, and make more than you made while working. Just to keep the math simple, let’s just assume you currently make $10 per hour, full time (which is $20,800 per year), and you keep your contribution at that 3% of $10/hour rate, even after you earn raises. In 40 years, you will have contributed a total of $23,040 to your 401(k). Onin would have doubled that to $46K+ with their matching contributions, and your investment would be worth $300,518.66. You turned $23K into a third of a million dollars, one cheeseburger at a time, just by being patient and consistent. Also, assuming an average 8% growth, the interest on your $300K+ would be more than $24,000, per year-- that’s $3200 more per year (just under $300 per month) than you made while working. You’d retire with a 13% raise. And you’d still have $300,518.66 invested, earning another $24,000 in interest over the next year. At $15/hour ($31,200 per year), you’d have $450,778 in your 401(k). At 8% average growth, you could live off of $36,000 per year. That’s a 15% raise. **Assuming you work 40-hours per week, if we estimate an 8% annual growth over those 40 years, here’s what you would end up with:** ![401K Retirement Savings Table](https://storage.googleapis.com/onin-staffing-prod/media/images/BurgerTable4x-1626372852971.format-jpeg.width-1500.jpg) ## What if you upgrade your cheeseburger to a combo? ​​​​​​​If you lived on $94 out of every $100 and contributed $6 (Onin would still contribute another $3), that 40-year total grows more than you might expect. At $9/hr, you jump from $270K+ to more than $400K (8% there gives you $32K annually to live on). And at $21/hr, you jump from $631K+ to $946K-- that’s pushing a million dollars (8% there gives you $75K annually to live on)! And as you earn raises, if you keep contributing a full 3%, the amount you put into your 401K goes up with it, so your 40-year earnings will increase as well. ![6% 401k Retirement Savings Table](https://storage.googleapis.com/onin-staffing-prod/media/images/Combo-Table4x-1626385366754.format-jpeg.width-1500.jpg) ## Ōnin 401(k) Options # Teammate 401(k): What Happens if I Leave Ōnin? All of the money you invest in your 401(k) is yours. And after two full years of employment, all of the matching funds Ōnin provides are yours to keep as well. We’d hate to see you go. But if you took an opportunity with another employer who offers a 401(k), you can roll your money from your Voya 401(k) into your new employers 401(k), and let your money keep working for you. If your new employer doesn’t have a 401(k) program, you can roll your money into another retirement plan like a Roth IRA. Either way, your money stays your money. For more information, reach out to [your local branch.](https://oninstaffing.com/locations/) ## 401(k) Investment Insights # Teammate 401(k): Is There Risk? Just to be 100% transparent, There is risk inherent in the stock market and you could possibly see dramatic ups and downs from time to time. But, since they are designed as long-term investment plans to help people save for retirement, there is a heavy layer of governance and oversight meant to help protect the safety of your money as much as possible. Nothing is 100% certain, but the performance of many mutual funds has shown to be fairly consistent over the long term and are wealth-building tools generally recommended by financial experts as some of the safest investment tools available. The fact is that investments like these are a key part of how wealthy people become and stay wealthy. This is your chance to make an investment in your future quality of life. 3% today is not much… but what that 3% can build for you over time can be life-changing, especially since Ōnin doubles it for you right out of the gate. The question you have to ask yourself is what is more important: a cheeseburger today, or the quality of life you will enjoy when you decide you’re done working? ​​​​​ ## Onin 401(k) Benefits # Teammate 401(k): Learn More About Voya Onin Teammates 401(k) Plan - YouTube [Photo image of OneAscent Wealth](https://www.youtube.com/channel/UCnVUDBS7t1kOvmyVIFHKMWA?embeds_referring_euri=https%3A%2F%2Foninstaffing.com%2F) OneAscent Wealth 28 subscribers [Onin Teammates 401(k) Plan](https://www.youtube.com/watch?v=6aN_kf8_-8k) OneAscent Wealth Search Watch later Share Copy link Info Shopping Tap to unmute If playback doesn't begin shortly, try restarting your device. More videos ## More videos You're signed out Videos you watch may be added to the TV's watch history and influence TV recommendations. To avoid this, cancel and sign in to YouTube on your computer. CancelConfirm Share Include playlist An error occurred while retrieving sharing information. Please try again later. [Watch on](https://www.youtube.com/watch?v=6aN_kf8_-8k&embeds_referring_euri=https%3A%2F%2Foninstaffing.com%2F) 0:00 0:00 / 11:39 •Live • ## Teammates App Teammates App # Access valuable information about your job with the Teammates App! ## What you get with the Teammates App ![Teammates App - Login](https://storage.googleapis.com/onin-staffing-prod/media/images/TeammatesApp-Mockup-Login-17080292.format-jpeg.width-800.jpg) ### Your Security Login with confidence that your information is safe and secure. ![Teammates App - W2s](https://storage.googleapis.com/onin-staffing-prod/media/images/TeammatesApp-Mockup-W2-17031904242.format-jpeg.width-800.jpg) ### Your W-2s Don't wait for snail mail! Receive your W-2s faster and access them at any time. ![Teammates App - Paystub](https://storage.googleapis.com/onin-staffing-prod/media/images/TeammatesApp-Mockup-Paystub-170802.format-jpeg.width-800.jpg) ### Your Pay Stub Paystubs at your fingertips. Download or print from anywhere. ![Teammates App - Updates](https://storage.googleapis.com/onin-staffing-prod/media/images/TeammatesApp-Mockup-Updates-170319.format-jpeg.width-800.jpg) ### Your Updates Stay up to date with notifications about benefits and job related info. [![App Store](https://storage.googleapis.com/onin-staffing-prod/media/images/StoreApp_Store_StyleBlack.format-jpeg.width-500.jpg)](https://apps.apple.com/us/app/teammates-app/id6473936146 "Teammates App on the App Store")[![Google Play](https://storage.googleapis.com/onin-staffing-prod/media/images/StoreGoogle_Play_StyleBlack.format-jpeg.width-500.jpg)](https://play.google.com/store/apps/details?id=co.median.android.ejpymm "Teammates App on the Play Store") ### Download from the App Store or Google Play Store The Teammates App is also available on your desktop! [**View the Teammates App**](https://tm.oningroup.com/) ## Endeavor Scholarship Program Endeavor Scholarship # Reach Higher with Ōnin’s Endeavor Scholarship Don’t let money worries stop you from learning more. The Endeavor Scholarship can help you (and your child or spouse!) learn what they need to get ahead! [Apply now](https://oninstaffing.com/teammates/endeavor-scholarship/apply/) ## Get help with money for you or your family for: ![Skill Training](https://storage.googleapis.com/onin-staffing-prod/media/images/skill-trades-1596045512185.format-jpeg.width-800.jpg) ### **Skill Training** ![Professional Certifications](https://storage.googleapis.com/onin-staffing-prod/media/images/certificates-1596045508434.format-jpeg.width-800.jpg) ### **Professional Certifications** ![Adult Education](https://storage.googleapis.com/onin-staffing-prod/media/images/adult-education-1596045506895.format-jpeg.width-800.jpg) ### **Adult Learning** ![College Courses](https://storage.googleapis.com/onin-staffing-prod/media/images/Graduate-1596045510252.format-jpeg.width-800.jpg) ### **College Courses** ## Getting started is easy: The Endeavor Scholarship is more than just money – it’s a chance to learn more, do more, and earn more. Take the first step. Click "Apply Now" Give us a little information Hit the "Submit" button [Apply now](https://oninstaffing.com/teammates/endeavor-scholarship/apply/) ## Ready to get started? We get it – education can be pricey. But we believe education is vital to improving your life in meaningful ways, so we’re here to help you. The only requirements are that you’ve been a Teammate in good standing for 90 days and are currently enrolled in a college/program. Endeavor Scholarship can be used for trade skills, professional certificates, college classes, and learning new things at any age for you or an immediate family member. Apply anytime once you’re eligible; we award Endeavor Scholarships twice per year. [Apply now](https://oninstaffing.com/teammates/endeavor-scholarship/apply/) ## Additional details: - Teammates and their immediate family members are eligible. - We select scholarship recipients on an ongoing basis. - The Endeavor Scholarship application is open year-round. - All applications submitted by 1/31 will be considered for February selection to be announced in March. - All applications submitted between 2/1 and 6/1 will be considered for June selection to be announced in July. ## Endeavor Scholarship Application # Apply for the Endeavor Scholarship I am Interested In The Endeavor Scholarship I am Interested In The Endeavor Scholarship [Sign in to Google](https://accounts.google.com/Login?continue=https%3A%2F%2Fdocs.google.com%2Fforms%2Fd%2Fe%2F1FAIpQLSdtnAU5baMeUYn7o109F4206omM7CESOxAa0_aBtjEmuuXMhQ%2Fviewform%3Ffbzx%3D9074414916945980490) to save your progress. Learn more \\* Indicates required question I am... \* a current Teammate with Ōnin. a child of a current Teammate with Ōnin. a spouse of a current Teammate with Ōnin. a sibling of a current Teammate with Ōnin. not a current Teammate or a family member of a Teammate.. Next Clear form Never submit passwords through Google Forms. [![Google](https://www.gstatic.com/images/branding/googlelogo/svg/googlelogo_dark_clr_74x24px.svg)Forms](https://www.google.com/forms/about/?utm_source=product&utm_medium=forms_logo&utm_campaign=forms) This form was created inside of The Onin Group. [Report Abuse](https://docs.google.com/forms/d/e/1FAIpQLSdtnAU5baMeUYn7o109F4206omM7CESOxAa0_aBtjEmuuXMhQ/$reportAbuseUrl) [Terms of Service](https://policies.google.com/terms) [Privacy Policy](https://policies.google.com/privacy) Help and feedback - Contact form owner - Help Forms improve - Report