Engagement in the manufacturing industry has a direct influence on operational safety, efficiency, and attracting and maintaining the most skilled and trained people. Unlike desk jobs, manufacturing employees deal with physically demanding tasks, often in strenuous positions, and have long working hours, and often limited opportunities for immediate recognition or growth. These conditions cause disengagement and in turn lead to higher turnover rates, low output, and even increased safety incidents on the shop floor.
The impact is measurable: Gallup found that employees who are engaged are 17% more productive and have 41% fewer safety incidents than employees who are not engaged. Yet, manufacturing reports one of the lowest engagement rates among all industries, which makes businesses exposed to potential operational issues and expensive mistakes. Addressing these challenges requires focused and actionable engagement approaches that are not mere surface-level solutions.
DEI as a driver of engagement in manufacturing
Diversity, equity, and inclusion (DEI) is a critical factor that has a positive impact on engagement. The manufacturing industry has been known to be male dominated and there is still discrimination in the hiring process, promotions, and leadership positions. These biases can alienate workers and stifle creativity. On the other hand, diverse teams are composed of people with different perspectives, which can be helpful in increasing creativity and problem solving especially on the production line where one is likely to encounter many problems that require immediate solution.
Studies show that companies with diverse employees are 70% more likely to identify new markets and generate 19% more revenues from innovation. Inclusion also enhances retention as well, because when employees feel that they are included, they are less likely to leave. Focusing on DEI issues as they apply to your manufacturing facility also leads to a more integrated team, meaning better productivity and less attrition. For more information, visit DEI challenges in manufacturing.
Strategies to improve engagement in manufacturing
Improve working conditions
In manufacturing, poor working conditions are a major cause of disengagement. Addressing these issues is not a matter of simply meeting safety requirements; but creating a more comfortable and sustainable work environment. For instance, better workstations can minimize fatigue, while flexible shift options allow workers to balance between their work and personal lives.
Flexible scheduling options could include rotating shifts or compressed workweeks—where employees are expected to work more hours in a day for fewer days in a week. This has been practiced in some factories to a very good standard, where workers are not overworked while productivity is achieved.
Involve employees with open communication
The most effective approach to improve engagement in manufacturing is through communication, which should be transparent and consistent. Actually listening to the employees is just as important as telling them what has to be done. When there are regular and meaningful check-ins and feedback loops, workers can help make the workplace better. This is not an anonymous suggestion box; it is real-time, live, and face-to-face discussion where feedback is considered and implemented.
For example, some manufacturers have introduced daily huddles where a team of employees sit together to address any issues they might face on the floor and how they can solve them. This simple strategy can go a long way in impacting workflow efficiency and safety outcomes, since problems are addressed immediately instead of letting them get worse.
Implement better employee recognition programs
Manufacturing workers are often overlooked since most of their work is repetitive and done behind the scene. A well-designed employee recognition program can make a huge difference in how much they feel valued. Recognition doesn’t have to be complicated or expensive—acknowledging milestones like perfect attendance, meeting production goals, or suggesting a process improvement can go a long way.
Some companies have implemented monthly recognition programs where employees are awarded for specific contributions like improving safety procedures or reducing waste. This increases morale and challenges others to be proactive and take initiative.
Provide upskilling opportunities
Upskilling is a win-win in manufacturing. Employees get to develop themselves, while companies get to improve their performance and efficiency, as well as come up with new ideas.
Professional development should not be limited to the fundamentals; in the current world, it should include topics such as automation technology or data-driven manufacturing.
For example, on-the-job training on how to operate new equipment or how to use computers can make workers feel more confident and less vulnerable to job displacement. This also provides a channel for internal talent development, which is important in ensuring that employees understand that there is opportunity for advancement within the company.
Empower employees through decision-making
Manufacturing teams often have deep insights into how processes can be improved. Allowing workers to have a say in how things are done, including how they are done or what precautions are taken, makes them feel valued and more productive. For instance, some facilities have developed employee-led safety committees where workers identify risks and suggest solutions, which management is required to address.
Offer DEI training to reduce workplace bias
Bias in the workplace can be a major factor that hinders employees’ participation. DEI training, especially on topics such as unconscious bias and inclusive leadership, can assist in making the workplace more equitable and inclusive for all employees. This is particularly important in manufacturing, where a lack of diversity at leadership levels can perpetuate exclusion.
Training should be hands-on and focused on practical outcomes—how to deal with bias on the floor and how to manage diversity in teams.
Develop leadership pathways for underrepresented groups
Representation in leadership has a direct correlation with engagement. When employees see opportunities for their own career growth—particularly when those paths include leaders from diverse backgrounds —they are more likely to feel engaged and motivated. Manufacturing companies should have leadership programs that are inclusive of underrepresented groups in their career advancement. These programs will help diversify leadership and also foster a culture of inclusion across all levels of the organization.
Use employee engagement surveys effectively
Surveys are often used to gauge engagement, but in manufacturing, their effectiveness depends on customization and frequency. Timing must be handled carefully. In manufacturing, pulse surveys that provide regular insights—such as on safety or workload—are effective, but too frequent surveys can backfire. Conducting surveys too frequently could risk being perceived as micromanagement, which may disengage employees—achieving the opposite effect of what’s intended. A monthly pulse survey is often considered a good starting point for measuring engagement, with adjustments depending on the company’s needs. For more in-depth topics like overall engagement or workplace culture, conducting surveys quarterly or biannually works well. It allows enough time for meaningful changes to take effect between surveys.
The key is ensuring that each survey feels purposeful, with real follow-up actions that show employees their input is making a difference.
What to track to measure engagement success
In manufacturing, the key engagement indicators that should be measured include turnover rates, safety incidents, and productivity. But, it is also necessary to monitor less tangible metrics such as employee satisfaction with the flexibility of working hours, bonuses, and their feeling of being valued.
These are the metrics that provide a better understanding of engagement, especially when combined with DEI data.
How to use DEI metrics to gauge engagement efforts
Manufacturers must track DEI metrics together with engagement data. When paired with engagement survey insights, employee demographic data can point out differences in how different groups experience the workplace. For instance, are women and minority employees less apt to sense recognition or play a role in decision-making? Understanding these differences enables firms to execute more specific engagement strategies. Diversio’s platform provides real-time DEI and engagement data that gives actionable insights to drive meaningful progress.
How Diversio can help manufacturing companies
Diversio’s AI-powered platform gives manufacturing companies the tools they need to follow both DEI and engagement metrics in real-time. This enables companies to understand where gaps exist—either in safety, recognition, or opportunities for career growth.
Diversio’s customizable surveys reflect the specific needs of a manufacturing workforce, and the AI-powered Recommendation Engine™ delivers personalized actions based on actual data.
Diversio’s inclusive leadership trainings allows companies to ensure that DEI is part of every leadership level, encouraging a more engaged and diverse workforce.
Conclusion
Although manufacturing settings are complicated, boosting employee engagement doesn’t have to be. Understanding that each worker, from the production line to the highest management, needs to feel valued, appreciated, and a part of something larger is the essence of the situation. When communication and recognition are of value, engagement is real. When opportunities for growth are close for all, engagement levels tend to increase. The results are clear when diversity and inclusion are part of this fabric—higher productivity, better retention, and teams that are genuinely committed to their work.
