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:
These issues lead to:
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 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.
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:
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.
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:
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.
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.
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:
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.
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.
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.
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.
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