Retention Starts with Culture: Practical Tips to Keep Your Best People

When I sat down with Roger Atkins kins, president of the NTMA National Tooling and Machining Association, for my Manufacturers Network podcast, one thing became clear: the manufacturing industry knows how to create strong workplace cultures and build employee loyalty.

From turning jobs into careers to helping employees find purpose in their work, the lessons from Roger’s decades in manufacturing leadership are surprisingly universal. These strategies aren’t just for machine shops—they’re for any organization wanting to retain and keep great people engaged.

Let’s explore some actionable ideas inspired by Roger’s insights and see how you can apply them to your workplace.

1. Create a Workplace That Feels Like a Community

Roger talked about NTMA as a “trusted network of friendly competitors” where shop owners share ideas, solve problems, and even help each other during tough times. This sense of belonging is a cornerstone of retention.

Here’s how to build that same sense of community in your workplace:

• Encourage Peer-to-Peer Learning: Create opportunities for employees to share knowledge and support each other. Think of mentoring programs or regular “lunch and learn” sessions.
• Celebrate the Wins—Together: Don’t just hit “send” on a congratulatory email. Bring people together to celebrate successes, big or small.
• Show You Care: Take a genuine interest in your team members’ goals and challenges. People are more likely to stay where they feel valued.

2. Help Employees Find Purpose in Their Work

Roger shared an incredible story about a machine shop that made parts for NASA’s Mars Rover. On the day the Rover landed, the team shut down the shop, brought in a big screen, and watched the landing together, celebrating their role in space exploration.

Here’s how to inspire purpose in your own team:

• Connect the Dots: Help employees understand how their work contributes to something bigger. Are they solving a problem, helping a customer, or changing lives? Make it clear.
• Share Success Stories: Highlight the impact of your team’s work—whether it’s a glowing client testimonial or a product launch that went off without a hitch.
• Reframe the Day-to-Day: Don’t let employees think of their tasks as “just work.” As Roger mentioned, “You’re not making needles; you’re helping people with cancer.” Shift the narrative.

3. Leverage Technology to Empower, Not Replace

In manufacturing, automation has a reputation for replacing jobs. But Roger flipped the script, showing how technology can free employees from mundane tasks and let them focus on more meaningful work.

Take a page from manufacturing and use technology to enhance your workplace:

• Automate the Tedious Tasks: Automation can make employees’ lives easier and allow them to focus on high-impact projects, whether data entry or scheduling.
• Showcase Innovation: Younger employees are drawn to workplaces that embrace technology. Modern tools and automation can make your workplace feel exciting and forward-thinking.
• Upskill Your Team: Offer training so employees feel confident using new tools. This will boost productivity and help them envision a future with your company.

4. Invest in Workforce Development

Roger shared that NTMA members often cover training costs and create career pathways for employees, turning entry-level jobs into long-term careers. Investing in employees' growth is non-negotiable if you want to retain top talent.

Here’s how you can prioritize workforce development:

• Create Clear Career Paths: Show employees where they can go within your organization and give them the tools to get there.
• Offer Continuous Learning Opportunities: From workshops to certifications, make it easy for employees to grow their skills.
• Invest in Onboarding: Start employees off on the right foot with strong onboarding programs that set them up for success from day one.

5. Foster “Shop Talk” Outside the Shop

One of Roger’s key points was that NTMA provides a space for shop owners to discuss challenges, share ideas, and learn from each other. This type of collaboration doesn’t have to stay in manufacturing; it can thrive in any industry.

Here’s how to encourage connection and collaboration:

• Break Down Silos: Organize cross-departmental meetings or projects to help employees learn from each other.
• Encourage Knowledge Sharing: Build platforms or spaces—whether in person or virtual—where team members can discuss their work and exchange ideas.
• Host Networking Events: Whether internal or external, give employees the chance to meet peers and expand their professional communities.

Quick Wins to Boost Retention

If you’re ready to take action, here are five easy ways to start improving retention today:

1. Make It Personal: Check in regularly with your employees. Ask how they’re doing and what they need to succeed.
2. Celebrate Purpose: Share stories that connect employees’ work to a greater mission.
3. Automate Wisely: Use technology to make work easier—not replace your team.
4. Invest in Growth: Help employees build skills and see a future with your organization.
5. Encourage Collaboration: Create spaces where people can connect, share, and grow together.

What’s Your Retention Strategy?

The takeaway is simple: people stay where they feel valued, connected, and inspired. Whether you’re running a small business or managing a large team, the lessons from manufacturing can help you build a workplace that people won’t want to leave.

What’s one strategy you’ve used to retain top talent? I’d love to hear about it—drop a comment below, and let’s keep the conversation going.

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