Keeping Your Best People

As a manager, I’ve learned that trusting your team is everything. It can be tempting to micromanage, especially when you really care about the outcome. But honestly, micromanaging doesn’t lead to better results—it just frustrates everyone and kills creativity.

My job isn’t to control every little detail; it’s to empower my team to own their work. When I step back and let them make decisions, they’re more confident and motivated. It’s all about setting clear expectations, giving them the tools they need, and then letting them figure out how to get it done.

Micromanaging can really stifle people. By giving them space to approach problems in their own way, we often end up with better solutions than if I had tried to dictate every step. Plus, it shows that I trust them, which only strengthens our working relationship.

Of course, there’s a balance. I’m not saying I just leave them to it completely. I check in regularly and keep the lines of communication open, but I focus on being a resource and a sounding board rather than hovering over their shoulders.

When you trust people to do their jobs, they usually exceed expectations—and everyone wins.

How to Nail Employee Retention in Manufacturing

Let’s talk about something that can make or break your manufacturing business: keeping your best people. In a world where skilled labor is the lifeblood of what we do, holding onto your top talent isn’t just important—it’s essential. So, how do we keep our folks engaged and sticking around? Here are some no-nonsense tips to get it right.

1. Invest in Their Growth Your people need to know you’re in it for the long haul with them. Providing ongoing training and development shows them you care about their future, not just today’s production numbers. Whether it’s cross-training, certifications, or leadership skills, helping your team grow keeps them committed to you and your company.

2. Make Work a Place They Want to Be We all know manufacturing can be tough work. That’s why it’s so important to create a positive environment where your people feel valued. Simple things—like a pat on the back for a job well done or celebrating when the team hits a big goal—make a huge difference. When your team knows they’re appreciated, they’re much more likely to stick around.

3. Pay Them What They’re Worth Money talks, but it’s not just about the paycheck. Make sure you’re offering competitive pay, but don’t forget the other stuff—like health benefits, retirement plans, and even wellness perks. Showing that you care about their overall well-being—not just what they do on the clock—goes a long way in keeping them around.

4. Give Their Work Meaning Nobody wants to feel like they’re just a cog in the machine. Help your employees see the bigger picture—how their work impacts the company and the products that go out the door. When people feel like they’re part of something important, they’re more likely to stay engaged and motivated.

5. Promote From Within If you want to keep your best people, show them there’s room to grow right where they are. Promoting from within not only gives your team something to aim for, but it also builds loyalty. When folks see a clear path to move up, they’re more likely to stay and work hard to get there.

6. Build Real Relationships At the end of the day, retention is all about relationships. Get to know your people. Understand their goals, listen to their concerns, and be there when they need support. When your team feels connected to you and each other, they’re more likely to stick around, even when things get tough.

In manufacturing, where every person on the floor matters, keeping your people should be at the top of your list. Focus on their growth, create a positive work environment, offer competitive pay, give their work meaning, promote from within, and build strong relationships. Do this, and you’ll create a team that’s not just hanging around—they’re here to stay and help you build something great.