MyWorkChoice is the effective alternative to traditional temp agencies. We bridge the gap between manufacturing and distribution facilities needing long-term frontline workers and workers who want dependable full-time jobs with flexibility. MyWorkChoice is the leader in staffing for manufacturing and warehouse facilities with automated backfill technology. We help you build a sustainable, long-term solution to absenteeism, excessive overtime, and attrition. Eliminate the need for temp agencies and become self-reliant with: >Solve for Absenteeism in Real-Time >Reduce Overtime and Training Costs >Recruit a New Generation of Workers
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Flexibility isn’t a one-way street. Offering flexibility to hourly production workers may seem like you’re giving in however, businesses will benefit too. ✅ What's the biggest benefit you see in bringing flexibility to frontline workers? #FutureofWork #manufacturing #supplychain #flexibilityatwork
For a long time, it was believed that a successful career required a 4-year degree, however, Gen Z isn’t buying it. Now is the time for the manufacturing industry to focus on rebranding for the next generation—where success can mean a career in the trades. Listen to #ShiftTalk as Hannah Bolte, MBA, Director of People, Communication, and Marketing at Lozier, shares her perspective. Catch her story on our latest #ShiftTalk podcast.
The key is that everyone, from the top down, is accountable for turnover. 🔑
President of MyWorkChoice. Helping Manufacturers Solve Recruitment, Retention & Absenteeism.
Why is turnover at your facility not budging? Because "Fred" that old-school ops supervisor doesn't want to change... Here's the truth: there are plenty of great workers out there. They just don’t want to work the way YOU want them to. Until your team—yes, including "Fred"—accepts that, you’re not going to move forward. I’ve spoken with too many clients where everyone gets it—C-suite, HR, all the way down but then it stops at Fred. I’ve even seen sites where "Fred" takes pride in how many workers they churn through. It’s like a badge of honor. They’re not trying to be malicious. They just haven't realized that the worker of today has all the leverage. So, how do you get Fred on board? Hold ops accountable for entry-level turnover. Make them responsible for keeping those 28 workers you started last week. Tie it to his reviews. Tie it to his bonus. Tie it to his damn retirement party cake. I guarantee that turnover will go down, and FAST. Why? Because Fred is a beast of a worker who can move mountains inside your facility. Times have changed. Workers have changed. So, if you want to fix this, you need to adapt. Because let’s be real—no one wants to keep training new people Every. Single. Week. Let's all get on board with fixing turnover and make it a thing of the past.
Manufacturing is often stereotyped as the 3Ds - dirty, dark, and dangerous—but the reality is much different. On our latest #ShiftTalk podcast, Hannah Bolte, MBA, Director of People, Communication, and Marketing at Lozier, shares how a career in manufacturing is like a choose-your-own-adventure book, full of opportunities. It's time we rebrand manufacturing for the next generation! Catch the full episode on: Apple Podcasts - https://lnkd.in/dwEYjS3F Spotify - https://lnkd.in/dt9wrEB8 YouTube - https://lnkd.in/d-PtARXw
Manufacturing is a male-dominated industry, so creating spaces where women can support each other is crucial—especially for the next generation. 👏 On our latest #ShiftTalk episode, Hannah Bolte, MBA, co-chair of the Women in Manufacturing Nebraska chapter, shares how they partnered with a local community college to inspire female students to pursue trade careers—and the special gift she keeps in her office! Catch her story on our latest #ShiftTalk podcast. #WomenInManufacturing #WomenSupportingWomen
So, what’s your take? Ready to drop that old point system that's causing massive turnover?👇
President of MyWorkChoice. Helping Manufacturers Solve Recruitment, Retention & Absenteeism.
What's the real culprit behind high turnover with hourly production workers? The blasted point system. I rant about this all the time. Picture this: A solid worker gets three points in 90 days—late twice, absent once. Next thing you know, we’re showing them the door. And I guarantee you, the folks doing the firing have probably done the exact same thing. But since they're salaried and white-collared, it's somehow okay for them? Here’s the kicker. That production worker, making 15 bucks an hour with no benefits, stuck in a dull job day in and day out. Why? Because I need them right there, so I enforce these ridiculously strict rules to keep them. But let’s be real—it’s not working. They're quitting like crazy, and anyone in HR or recruiting knows. Now, if we didn't have that damn point system, our turnover wouldn't be anywhere near what it is. Now what you're thinking... "But Todd we'd probably have chaos because nobody would show up?" The answer to that is - you have to manage it. I was talking to a client the other day who is ditching the point system for something way better—bankable hours. That’s right. If you need an afternoon off or you’re running late because life happened, you use your bankable hours. No points. You only get so many, so it’s not like everyone's going to take off nonstop. This shift is huge. It’s a move from pointing fingers and penalizing to acknowledging that life happens. A client of ours is giving workers bankable hours to use for those life moments, without the fear of getting fired or racked up with points. Big applause to this client for rolling this out because you’re acknowledging a system that just isn’t working and you’re brave enough to try something new. So, what’s your take? Ready to drop that old point system?
Communication in the manufacturing industry is no easy feat. You've got office workers. Plant workers. And often multiple locations across the U.S. This creates a unique challenge. On our latest #ShiftTalk podcast episode, Hannah Bolte, MBA, Director of People, Communication, and Marketing, shares how she implemented a mobile-first intranet to bridge the communication gap at Lozier. Listen to the full story: Apple Podcasts - https://lnkd.in/dwEYjS3F Spotify - https://lnkd.in/dt9wrEB8 YouTube - https://lnkd.in/d-PtARXw #Manufacturing #WorkCulture #Intranet #Communication #Equity
Meet Brandon Kissiar (Bob), our Community Director at Stanley Black & Decker in Martin, TN. 👋 Bob leads with a focus on community, making sure every worker feels valued and supported. "My favorite thing about MyWorkChoice is that we feel like a true family. I don't feel like just another number. I feel appreciated every single day, and that is irreplaceable!" 👧 Fun fact: Bob is a proud girl dad with three daughters, including his youngest who is just 5 months old! We’re grateful to have him on our team! #EmployeeSpotlight #MyWorkChoiceTeam #CommunityDirector #EmployeeAppreciation
Mentorship goes beyond just career growth. It’s about finding your voice and learning to advocate for yourself and others, especially in male-dominated spaces like #manufacturing. In this #ShiftTalk episode, Stacy Cassio CEO of Pink Mentor Network, opens up about her time on the manufacturing floor and the importance of female mentorship in building confidence and leadership. Listen to the full episode now. Apple Podcasts - https://lnkd.in/eVNfPVKE Spotify - https://lnkd.in/ebzByMAX YouTube - https://lnkd.in/e_XxJCmi #womeninmanufacturing
We have to close the gap. "The truth is, turnover starts after someone gets in the building." 👇
President of MyWorkChoice. Helping Manufacturers Solve Recruitment, Retention & Absenteeism.
"Think turnover is just an HR problem?" Think again. On one side, ops stands with their arms folded, pointing fingers at HR and recruiting. Meanwhile, HR is trying to get everyone to see the reality: the world has changed, and so have the workers. We've got to close that gap. We can't keep working in silos. The truth is, turnover starts after someone gets in the building. Once they're in, it's ops' responsibility too. How are they being managed? How are they being trained? How are they being treated? If ops sees workers as disposable, guess what? They'll leave. Want to make flexibility seem like a good idea to that old guard resistant to change? Hold ops accountable for turnover. Suddenly, flexibility doesn’t sound so bad—it sounds like innovation. And they’ll be willing to work with it because we all know something needs to change. Turnover isn’t just HR’s problem. It’s everyone’s. If ops is responsible for keeping workers, they’ll find ways to make it work. So let’s stop the blame game and start working together. Thoughts?