Culture Connections: Build Your Workforce, Don’t Buy It

It’s no secret that finding and keeping a skilled workforce in manufacturing is getting harder, and more expensive.

Many operations try to solve that problem by hiring more bodies. But the truth is, constantly replacing workers isn’t a long-term solution. It’s a revolving door that continuously drains time, money, and performance from your operation.

There’s a better way: coach the people you already have.

That means giving your team the tools, feedback, and support they need to grow in their roles, without needing to start over every few months.

The Real Cost of Turnover

Every time someone walks out, it costs you more than just a job posting. Here’s what you’re really paying for:

Lost productivity while roles sit unfilled
Overtime costs as others cover the gap, often leading to burnout
Ramp-up time for new hires who aren’t fully productive for weeks or months
Quality issues and safety concerns from inexperience on the floor
Morale problems when teammates see people come and go without improvement

These are hidden costs that don’t always show up on a report, but your supervisors feel them every day. One operator leaves, and now a lead is juggling their own tasks and training someone new, again. Meanwhile, the team starts wondering who’s next to quit.

And in a tight labor market, there’s no guarantee the next hire will stick around either.

Hiring Won’t Fix a Broken System

It’s tempting to believe that hiring is the answer to performance gaps. But if you don’t fix what’s causing people to leave, the problem keeps repeating.

Common signs of a broken development process:

Giving clear, step-by-step expectations, not just “do it faster”
Following up after an issue with a quick huddle or walk-through
Offering a better method when someone’s struggling, not just criticism
Helping workers understand why a process matters to safety, quality, or output

This kind of daily support builds confidence. It helps new hires stick and helps experienced workers step up. Over time, it builds a team that owns their work, solves problems, and doesn’t need constant supervision.

“We Don’t Have Time to Coach”

We hear this a lot. But the truth is, you’re already spending time, just not in ways that pay off.

If you’re:

Correcting the same issue repeatedly
Covering for someone who never quite got trained
Pulling people from other areas to fill gaps
Re-explaining expectations during every shift …you’re already spending time. Coaching helps you stop chasing symptoms and fix the root.

Start small:

Use your daily huddle to coach around yesterday’s misses
Choose one behavior per week to reinforce (like following lockout steps)
Have leads walk the line and ask questions, not just issue directions
Reinforce small improvements, not just big wins

Coaching isn’t about doing more. It’s about doing what you’re already doing, with purpose.

Build Your Workforce, Don’t Buy It

Every company says they want good people. But “good people” aren’t just found, they’re built. Coaching helps you shape your workforce into what your operation needs, rather than hoping the next hire walks in ready to go.

Here’s what happens when you shift from replacing to developing:

Fewer open positions and less time spent recruiting
Better safety and quality, because people know the why, not just the how
Lower scrap and downtime from avoidable mistakes
More promotable talent, so your bench doesn’t stay empty
Higher trust and accountability, because workers see leaders investing in them

You get a crew that doesn’t just show up, they stick around, step up, and improve over time.

Final Word

It costs less to coach than to keep hiring. And you’ll get better results. You’ll see more consistency in output, fewer safety issues, and less rework. And maybe most importantly, you’ll stop losing your best people to burnout, frustration, or better opportunities somewhere else.

If you’re serious about cutting costs, stop pouring money into turnover. Start building capability with the people already on your floor. That’s the kind of investment that pays off every shift.

How POWERS Can Help

At POWERS, we work with manufacturing leaders to improve performance by changing the way work gets done on the floor. That includes helping frontline supervisors build the habits, skills, and tools to coach their teams, not just manage them.

We don’t believe in one-size-fits-all training programs. We work side-by-side with your team to develop simple, repeatable coaching routines that reduce errors, boost accountability, and drive real cost savings.

To support this on a broader scale, we’ve also developed DPS our digital production system that gives your frontline team the visibility and structure they need to lead more effectively. DPS helps supervisors track performance, spot coaching opportunities in real time, and take action before problems turn into expenses.

If you’re ready to stop burning money on constant turnover and start building a stronger workforce from within, we’re ready to help.