Investing in the Employee Experience: 3 Key Strategies for Improving Worker Retention

Key Takeaways:

• Due to the demanding nature of the industry, employee retention relies on offering competitive pay and benefits, including considerations like on-demand pay, to attract and retain employees.
• Providing flexible scheduling options and exploring remote work opportunities can significantly improve work-life balance and employee satisfaction.
• Recognizing employee contributions, offering opportunities for development, and leveraging technology to enhance communication and collaboration can create a more engaged and motivated workforce.

In the demanding environment of food and beverage manufacturing, the employee experience is often overshadowed by production goals and tight deadlines. But neglecting employee experience often results in increased turnover. And with labor shortages looming, that puts even more pressure on companies to find qualified, skilled workers.

It pays to prioritize a positive workplace where employees feel valued — happy employees are more productive, less likely to leave, and more committed to maintaining high quality standards. 

So let’s take a look at three key strategies to enhance the employee experience and create a positive work environment that attracts and retains top talent, ultimately benefiting your bottom line.

1. It pays to improve pay

Competitive pay and benefits are not just perks, they’re essential for retaining valuable employees. Second only to career advancement, McKinsey found that inadequate compensation was a primary reason manufacturing employees left a job. And most manufacturers (77%) rated competitive employee benefit programs as the most impactful strategy for attracting and retaining employees.

Jobs in food manufacturing often involve physically demanding work, long hours, and challenging environments. Offering competitive compensation acknowledges the effort and dedication required of employees, making them feel valued and appreciated for their contributions. In fact, better compensation was the most commonly cited factor that both frontline workers (54%) and managers (55%) across several industries said would make them feel more appreciated by their employer, followed by more paid sick and vacation days.

Comprehensive benefits packages, including health insurance, retirement plans, and paid time off, also demonstrates a commitment to employee well-being. This can significantly boost morale and job satisfaction, as employees feel their employer is invested in their long-term financial security and health. 

Consider on-demand pay

On-demand pay, also known as earned wage access, allows employees to access their earned wages before their scheduled payday. In the food and beverage manufacturing sector, where many workers live paycheck to paycheck, this financial flexibility can be a game-changer.

Unexpected expenses can quickly derail an employee’s budget, leading to stress and distraction at work. On-demand pay provides a safety net, allowing employees to access their earned wages when needed, which reduces financial anxiety, improves overall well-being, and boosts focus and productivity on the job.

Frontline managers said that if they could be paid following each shift, they’d be more likely to pick up more shifts (51%), refer potential employees (40%), and be motivated to work harder (40%). 

Leaders also see the value — more than half (54% of) executives at companies with frontline employees said their organization is already using or considering on-demand pay, primarily to boost employee satisfaction and engagement (73%), increase productivity (70%), and attract top talent (63%).

2. Schedule shifts with more flexibility

Traditional rigid schedules often clash with employees’ personal lives, leading to burnout, stress, and ultimately, turnover — 89% of frontline managers and 86% of frontline workers said they’d likely leave their current job for one with a better schedule. More than 70% of surveyed managers and workers reported facing scheduling issues at work, citing specific challenges like a lack of control over their schedule, having to miss important events, and stress related to scheduling restrictions. 

Allowing employees to easily swap shifts and make arrangements for personal responsibilities can make all the difference in whether they stay or go. Nearly half (47% of) manufacturers found flexible work arrangements to be the most effective strategy for attracting and retaining employees. And workplace flexibility is the top reason manufacturing employees stay at a job, according to research from McKinsey. 

Overall, offering flexibility in scheduling is a win-win for both employees and employers. By accommodating workers’ personal needs and promoting a healthier work-life balance, companies show their workers that they care, building trust and loyalty.

Consider remote work opportunities

While the majority of roles in food and beverage manufacturing require on-site presence due to the nature of the work, the use of emerging technologies is making remote work possible, even for some frontline workers. 

Areas where companies may be able to offer remote work opportunities include:

• Remote monitoring and troubleshooting: Advancements in technology like IoT sensors, remote cameras, and augmented reality can allow experienced technicians to remotely monitor production lines, identify issues, and guide on-site personnel through troubleshooting. This can reduce downtime and the need for physical presence in some cases.
• Remote training and onboarding: Virtual reality (VR) and augmented reality (AR) technologies can facilitate immersive training experiences for new hires, allowing them to learn about equipment, processes, and safety protocols remotely. This can streamline onboarding and reduce the time required for in-person training.
• Data analysis and quality control: Some aspects of quality control, data analysis, and reporting can be done remotely. Employees with expertise in these areas can analyze data from production lines, identify trends, and suggest improvements without being physically present on the factory floor.

It’s important to note that not all frontline roles can be adapted for remote work, and on-site presence will remain essential for many tasks. However, by embracing technology and exploring creative solutions, food and beverage manufacturers can offer some level of remote work opportunities, enhancing flexibility and potentially improving employee satisfaction.

3. Unlock what makes employees want to stay

Employees want to work in a positive environment, one where they feel like their work has purpose, where they can comfortably share feedback and ideas, and where they’re encouraged to grow within the company and forge their career path.

For many employees, finding meaningful work is crucial to their decision to stay with an employer. Gen Z, in particular, is looking for a job with purpose — meaningful work was a primary reason Gen Z manufacturing employees took a job (41%) and stayed at a job (35%), while the lack of meaningful work was a top reason for leaving one (35%). 

Food industry employees play a vital role in providing safe, healthy, and enjoyable food to enrich people’s lives. While that alone can instill a sense of pride in their work, it’s even more powerful for them to see firsthand how their company is contributing to the greater good. Linking employees to sustainability goals or getting them involved in giving back to the community can help them be a part of those efforts.

Employees should also have a platform to share ideas, suggest improvements, and see how they’re aiding progress toward larger company goals. This strengthens relationships, builds a sense of community, and reinforces the idea that everyone’s contribution is valuable.

Being able to see a path for career growth also encourages employees to continue on at their company: 

• Nearly two out of three (65% of) frontline workers said they want to move up within their organization.
• More than one in three (38% of) manufacturers said providing accessible training and upskilling opportunities was the most effective way to find and keep employees, and 36% said the same about personalized career development opportunities. 
• Lack of career advancement opportunities is the primary reason manufacturing workers leave a job. 

Last but not least, it’s important to regularly acknowledge and appreciate employee efforts and achievements. Celebrating milestones, both big and small, shows that their work is noticed and valued. 

Consider connected worker platforms 

Connected worker platforms leverage digital tools and technology to enhance communication, collaboration, and access to information for frontline workers. This can significantly boost employee engagement in several ways:

• Providing real-time access to critical information like production schedules, safety protocols, standard operating procedures (SOPs), and training materials
• Enabling seamless communication between employees, supervisors, and other departments
• Speeding up onboarding, tracking training, and personalizing upskilling opportunities
• Alerting employees on safety issues, hazards, and incidents in real-time
• Offering a place for employees to connect with their colleagues; share knowledge, experiences, and ideas; and celebrate achievements

Two-thirds (66% of) manufacturing professionals would prefer to communicate with digital tools like connected worker platforms. And the vast majority (93%) of those already using digital communication tools say such tools boost transparency and accountability. 

Overall, investing in the employee experience creates a more engaged, productive, and loyal workforce, which ultimately leads to improved business outcomes and long-term success.