Workforce Planning Considerations and Trends for 2025: Attracting and Retaining Hourly Employees in Manufacturing

As manufacturing companies plan for 2025, attracting and retaining hourly employees will remain a top priority. In a competitive labor market, manufacturers must rethink their workforce strategies to ensure smooth operations and a loyal, motivated workforce.  At The Advance Group, we specialize in helping businesses implement these strategies and offer insights into what’s working for other companies. Below, we explore key workforce planning considerations to help you stay ahead.

  1. Offer Flexible Scheduling and Shift Options

Flexibility is essential, even for hourly workers. In 2025, employees increasingly prioritize flexible scheduling to improve work-life balance. Offering creative shift schedules, such as 4-day workweeks or staggered shifts, makes your facility more appealing, especially to those with family commitments.

At The Advance Group, we work with clients to evaluate their operations and develop scheduling options that enhance employee satisfaction while maintaining productivity. Flexible arrangements have helped reduce turnover and improve overall employee engagement in many of the manufacturing environments we support.

  1. Focus on Safety and Well-Being

Safety is fundamental in manufacturing, but going beyond basic compliance will make your company more attractive. In 2025, employees expect a focus on both physical safety and mental well-being. Offering incentives for safe work behaviors and adding wellness initiatives like onsite health screenings or mental health resources can significantly improve employee morale.

The Advance Group helps manufacturing clients implement workplace safety initiatives prioritizing employee well-being. By integrating programs focusing on physical safety and mental health, we help foster a culture where employees feel valued and protected.

  1. Provide Opportunities for Upskilling and Advancement

Automation and technology are rapidly changing the manufacturing landscape. As automation grows, so does the need for skilled workers who can operate and maintain advanced machinery. Offering training and upskilling opportunities not only attracts new employees but also ensures your workforce stays competitive.

At The Advance Group, we’ve partnered with manufacturing companies to create upskilling programs that retain current employees and attract new talent. Providing a clear path for career advancement helps build employee loyalty while future-proofing your workforce for technological advancements.

  1. Promote a Positive Company Culture

A strong company culture is just as important to hourly employees as it is to salaried workers. In 2025, employees seek a workplace that fosters respect, teamwork, and transparent communication. Recognition programs, trust, and open lines of communication are key elements that boost employee engagement and reduce turnover.

The Advance Group has helped numerous manufacturing clients build positive, inclusive workplace cultures that improve employee retention. We assist in developing recognition programs, encouraging teamwork, and streamlining communication between management and employees.

  1. Emphasize Competitive Wages and Benefits

In the competitive labor market of 2025, competitive wages are critical, but benefits play an equally important role in attracting and retaining hourly employees. Employees are seeking comprehensive benefits that go beyond health insurance, including retirement plans, financial wellness programs, and unique perks like tuition reimbursement or flexible time-off policies.

At The Advance Group, we work with clients to analyze and optimize their compensation packages. We offer insights into what other manufacturers provide and help structure benefits to ensure you remain competitive in attracting and retaining top talent.

  1. Create Pathways for Leadership Development

Giving hourly employees opportunities for career growth can be a powerful retention tool. Many workers aspire to move into supervisory or management positions, but without a clear path, they may leave for other opportunities. Offering leadership development programs that include team management and operations oversight helps you retain motivated employees who are eager to grow within the company.

We’ve successfully implemented leadership development programs with our clients, turning hourly employees into future leaders. Investing in your workforce ensures you’re building a strong team while reducing turnover.

  1. Invest in Employee Engagement and Communication

Employees want to feel heard and appreciated. Regular communication and engagement can make a big difference in reducing turnover. Monthly or quarterly town halls, feedback loops, and employee forums can provide an avenue for employees to share concerns and ideas, fostering a culture of trust and collaboration.

At The Advance Group, we’ve helped manufacturers implement successful employee engagement strategies, improving communication between management and the workforce. Our team helps you build the tools to keep employees connected, engaged, and invested in the company’s success.

How The Advance Group Can Help

At The Advance Group, we’ve spent decades helping manufacturing companies develop and implement effective workforce strategies. We offer staffing and workforce solutions that go beyond filling positions. Our partnership helps you attract, develop, and retain hourly employees, ensuring your workforce is prepared for the future.

Let us bring our insights and proven practices to your business so you can stay competitive in 2025 and beyond. Reach out to learn how we can help you create a skilled, loyal workforce.

Categories

Categories

Employers

Looking for hard-to-find talent? Need a great temporary employee? We’ll help you find the people you want faster.

Job Seekers

Staffing Company works with dozens of local employers, and we can shorten your search for a great job.