March 12, 2025 • Ella Krygiel, BOMA International
Everyone can agree that manufacturing and frontline workers are essential for maintaining the constant flow of supply that needs to be delivered consistently and promptly. As companies compete with industry giants like Amazon to expedite material delivery, one crucial component must remain a priority: ensuring warehouse staff are happy and retained. Unfortunately, Supply and Demand Chain Executive reports a 53% annual turnover rate in the warehousing, transportation, and utilities sectors. This high turnover rate raises important questions about the steps needed to improve the workplace experience. Below are three tips for attracting talent in the warehouse industry, featuring insights from Meaghan Elwell, Division President – Global Industrials, JLL.
Tip #1: Invest in Training
In the DC Velocity article, Jason Moore, Manager, Operator Training and Development at Hyster Co., emphasizes that the first step in developing new hires is to not “assume that those coming from other employers will know what you want them to do and how to do it.” As Moore explains, “operators’ certifications are only good for a specific facility and the equipment used there.” In other words, creating a culture of safety should remain priority. Elwell highlights this point in more detail: “Organizations should create a sense of purpose and recognize the importance of frontline employees while prioritizing their physical and mental well-being,” Elwell says. “This includes implementing recognition programs and providing access to mental health support services.” According to a PwC report, 86% of frontline workers rated safety as the top factor for creating a positive workplace. The Bureau of Labor Statistics’ 2024 data, reported by SME, showed the injury and illness rate for warehouse workers was 5.5 per 100 full-time workers, up from 4.0 in 2020. Elwell and her team at JLL suggest that manufacturers redesign the physical workplaces to promote well-being. “We recommend investing in breakrooms by increasing size where possible; refreshing finishes; and adding comfortable seating, coffee and hydration stations, and plants, along with refrigerators, freezers, microwave and technology charging stations to support employees’ physical needs,” Elwell says. “Improvements like this will pay dividends for the employers who make a commitment to renovate.”
Tip #2: Offer Flexible Scheduling Options
According to the JLL report, Leading Practices for Frontline Workforce Engagement and Retention, their findings point out that unlike hybrid work which has become “normalized for office-based employees, frontline workers have been largely overlooked in this shift towards greater flexibility.” Of course, while the work completed requires on-site attendance, what 57% of manufacturing leaders are looking for is “dynamic scheduling.” Dynamic scheduling refers to the ability to permit more personal time off on short notice, which will improve an employee’s ability to feel like they have a greater sense of control over their work-life balance, as JLL’s report states. Elwell weighs in on the short-term and long-term strategies she finds most effective in retaining frontline workers:
- Short-term strategies: Implementing recognition programs to improve engagement, offer more flexible scheduling options, increase opportunities for PTO on short notice and equip managers with tools to support and recognize employees.
- Long-term strategies: Develop more comprehensive training programs focused on upskilling and reskilling, establish clear career pathways and job progression opportunities, implement mentoring programs to support career development and integrate AI and advanced technologies to create new career advancement opportunities. Additionally, investing in community infrastructure to improve quality of life and talent growth can be an effective long-term strategy for retention.
These strategies underscore critical considerations. With Gartner estimating 2.7 billion frontline workers—more than double the number of desk-based workers—it’s imperative to invest in their needs.
Tip #3: Preparing the Next Generation of Talent
Despite the National Association of Manufacturers (NAM) reporting nearly 13 million manufacturing workers in January 2025, this represents gradual growth compared to the pre-pandemic average of 12,648,000 employees (2017-2019). One way to attract more talent is by implementing more technology. Elwell shares: “Manufacturers can adopt innovative approaches like integrating AI and advanced technologies into the workplace to create more appealing, technologically advanced roles. However, they also need to ensure their approach includes developing training programs focused on providing the skills needed to work with AI and machine learning.” Younger generations, like Gen Z, appreciate new technology. According to SME, “A report from Adobe found that 70% of Gen Z employees would leave their jobs for better technology. For a generation that views technology as critical to their work, today’s smart manufacturing operations offer the perfect stage to thrive in a tech-integrated workplace.” Creating valuable partnerships can also drive skilled trade hires, according to Elwell. Her team at JLL is working with local colleges and trade schools in areas like Dallas, Atlanta, Charleston and Washington, D.C., to help elevate a new workforce. “JLL is also piloting an early careers program to focus on skilled trades candidates and help them gain crucial hands-on experience within our organization,” Elwell says. These innovative approaches could be key to attracting new talent in the industry.
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