Prioritizing recruitment and onboarding are paramount when it comes to workforce engagement. Closing the skills gaps is important. Providing the right training programs are necessary. Even implementing emerging technologies like AI can make an impact.
That’s because a workforce who feels valued in turn becomes more productive. And with more productivity comes the ability to produce quality food in a safe and efficient manner.
Here are five ways food and beverage manufacturers and solutions providers can improve workforce engagement on the frontlines.
1. Invest in the everyday experience of your workers
Employees want to feel supported, valued, and coached. They want to be heard and be given opportunities to grow. They want to know they matter.
“Younger people are used to managing almost all of their lives on smartphones or tablets, so when they are given a clipboard and a radio, it feels like stepping back into the stone age. Younger people—the future—want to work similarly to how they would book a flight, call an Uber, communicate with friends,” says Blake Strickland, VP of Product, Redzone from QAD.
Investing in employees also emphasizes immediate productivity, connects teams digitally, and simplifies daily operations and toolkits.
Investing in the workers includes providing predictable schedules, clear feedback and recognition and a safe and respectful work environment.
Manufacturers can also boost engagement through investing in the knowledge of their employees. Is a certain employee looking to advance in his/her career and may want additional training in another area of the facility/company? Is a newer employee looking to be mentored? Or is a certain employee just looking for any sort of feedback to improve his/her skillsets? Getting to know your workers on a personal level and understanding their wants, needs, and goals is one of the greatest investments management can make.
2. Leadership visibility matters
Gone are the days where the CEO just sits behind a desk. High-performing CEOs are visible and can sometimes be seen walking the production floor. It’s these leaders that exhibit the ultimate in workforce engagement.
“When managers and executives spend time on the floor, listening actively, and following through on concerns, employees feel seen and heard,” says Bryan T. Griffen, President, Griffen Executive Solutions LLC. “Engagement thrives in environments where people feel that their voice counts.”
Investing in employees also emphasizes immediate productivity, connects teams digitally, and simplifies daily operations and toolkits.Redzone from QAD3. Leverage the right technology in the right places
Oftentimes, companies will implement technology to hire, onboard, and train employees. Depending on the technology, it may be difficult to understand, may not be available in the right language, or may only cover certain parts of the training but not all.
Emerging technologies like AI and generative tools such as ChatGPT have a dual impact on workforce engagement, Griffen says.
“On one hand, they can enhance engagement by reducing repetitive tasks, streamlining communication, and improving access to information. For example, frontline workers can use AI-powered interfaces to troubleshoot equipment, access SOPs instantly, or even generate real-time reports, saving time and boosting confidence,” he adds. “But on the other hand, there’s growing anxiety about how these technologies will reshape jobs or potentially reduce the human element in manufacturing. If companies adopt AI without engaging employees in the conversation, without upskilling or involving them in the change process, it can erode trust and drive disengagement.”
However, emerging technologies are not a standalone solution.
“AI‑powered tools can answer so many questions and give support material for operators and technicians but are not able to instill the tactical training that is needed for these roles,” says Ashley Donohoo, VP of Sales, MultiSkillsTrainingServices. “Conversational bots like ChatGPT can serve as instant support coaches, explaining safety steps or equipment procedures in plain language—this tool works extremely well within our blended training approach.”
For its part, Redzone's upcoming launch of Champion AI is designed to give frontline teams even more autonomy with a suite of digital agents.
“The Productivity Champion can predict a run's top loss and create an action to address it, empowering teams to solve problems on their own. This is like having a full cross-functional team in every employee's back pocket, constantly working to make things better,” says Strickland. “If your workforce only has access to outdated technology while performing their jobs, they will become disengaged and may even seek a new employer that utilizes more advanced technologies.”
Taking care of your employees today and investing in their future is key to ensuring a fully engaged workforce.ultramansk / Adobe Stock4. Implement practical tools and coaching workshops
For some solutions providers, it’s about equipping leaders—from the shop floor to the C-suite—with practical tools and coaching that foster stronger engagement.
For example, the New Manager Training Series, developed by Griffen Executive Solutions, helps emerging leaders build confidence and consistency in their day-to-day leadership, Griffen says.
“We also offer customized leadership workshops that tackle communication, feedback, trust-building, and accountability, all key elements for frontline engagement,” he adds. “For companies seeking broader cultural impact, we provide executive coaching and organizational development programs that align leadership behavior with workforce expectations. I’ve also developed practical morale tracking tools and onboarding frameworks tailored specifically for food and beverage manufacturers.”
5. Provide in-person and virtual training that’s customized to the job at hand
Customization of training is pertinent to an individual's position.
“We’ve found companies using in-person training accompanied by support video snippets for reference are far more effective than generic online modules,” says Donohoo.
That’s why, for MultiSkillsTrainingServices, it’s about keeping it simple but effective. As a result, it created focused training solutions that directly relate to the skills needed to perform the job, using real-world components on simulators that can be taught both virtually and in person. The goal is to identify the tasks, assess the current knowledge and create direct training to fill those gaps.
“We have launched a blended training approach that allows technicians to learn ‘the why’ on a modular digital training platform with mobile‑friendly micro‑lessons in multiple languages, followed by in-person, hands-on training that reinforces these skills and confirms the skill has been obtained,” says Donohoo. “A customized assessment tool that allows each client to build the framework for paths‑to‑progress, where employees can chart clear advancement routes by obtaining more technical skills.”
A company’s workforce is the nucleus; without it, the company won’t be able to produce product. Taking care of them today and investing in their future is key to ensuring a fully engaged workforce.
Sidebar: Connected Workforce Solution Provides Visibility Across the Plant
At the Little Potato Company, transformation started with visibility. For the potato processor, it was about providing real-time targets or clear Overall Equipment Effectiveness (OEE) metrics.
The Little Potato Company implemented Redzone Software from QAD, where in just weeks, the team saw 13-point and 18-point OEE improvements across plants, reduced overfill by tracking weights, and streamlined compliance by eliminating paper checks, driving a 4% productivity uplift and a 5% reduction in overfill potatoes.
Likewise, Taffy Town implemented QAD Redzone Connected Workforce Solution, which reduced production lead times from 10 to 3 weeks over 9 months; drove production output by 33% and achieved an overall equipment effectiveness uplift of 48%. It also reduced overtime to 0%, saving $360,000; increased staffing by 20%; decreased equipment downtime from 3-4 monthly breakdowns to zero over the past 3 months; and reduced food safety audit timeframes from 3 to 1.5 days.
“[A main challenge is] old legacy reporting systems (either poor digital or paper-based) that make it feel like you are disconnected from the overall goal. How does the person know if they are on target to the expectation of the leadership group? Most people want to do a good job but never know if they make the finish line,” says Blake Strickland, VP of Product, Redzone Software. “Encourage managers to create environments where people want to win, not just come in, punch a clock, and go home.”
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