The turnover rate for manufacturing workers is reportedly 500%, nearly eight times the national average. An indicator of employee turnover trends is employee engagement rates, as businesses with highly engaged employees have a 43% positive difference in turnover, according to Joinblink [1].

We’ve seen that employee engagement is at the heart of productivity and output in the workforce, and especially in the manufacturing industry. And if these statistics show anything, it’s that there needs to be a focus on engaging manufacturing employees. 

So let’s explore even more figures that highlight the state of manufacturing employee engagement, based on our report, and share our insights on how to drive employee engagement.

What is employee engagement in manufacturing?

Employee engagement in manufacturing is how connected and invested workers feel in their jobs. This goes beyond just showing up and getting the work done—it’s about employees feeling valued, motivated, and genuinely involved in the success of the company.

Engaged employees are more productive, make fewer mistakes, and stick around longer. That means better output, fewer disruptions, and a safer workplace. When workers care about their jobs, everything runs smoother.

25 employee engagement in manufacturing statistics

90% of the time, manufacturing companies can save on repetitive admin tasks by automating workflows such as updating notice boards, sending emails, and sharing schedules.

17% of frontline staff have a corporate email address. [2]

60% say their company could do more to prioritize culture and communication at the top. [3]

68% of information employees toggle between apps up to 10 times every hour. 

A single sign-on function enables head offices to streamline communication to the frontline, ease digital friction, and regain time and attention previously wasted.

With the majority of frontline staff lacking a corporate email address, employers need to get creative with their communication methods. Both automation and technology can solve the problems that plague Operational, Internal Comms and HR manufacturing managers.

Advancing technology not only helps ease communication, but also digital friction; with the amount of apps employees have to use, employees could be losing out on productivity every time they switch apps, thereby making a single sign-on (SSO) function that streamlines communication pivotal to the manufacturing industry.

Using digital signage for internal communications can also simplify information sharing on the manufacturing floor. Learn how.

Manufacturing accounts for 5% of all workplace injuries and 8% of all workplace fatalities in the U.S. [4]

Poor hazard communication ranks as the 2nd most common safety violation in the U.S., with 2,424 citations in 2022. [5]

65% of employees believe their company does enough to support their health and wellbeing at work. [6]

According to OSHA, Non-fatal workplace incidents cost businesses billions of dollars every year. Digital signage offers a noninvasive, customizable and real-time communication line to your frontline to keep your workforce in-the-know on the latest and most relevant safety information.

Manufacturing companies can use screens to strengthen safety compliance. Strategically placed manufacturing digital signage can display emergency alerts, protective equipment reminders, and even real-time workplace data and analytics.

Learn more about how to set up digital signage dashboards here.

Employee retention in manufacturing statistics

31% staff turnover per year for the average manufacturing business. [7]

39% of frontline workers feel heard by their organization. [8]

25% of manufacturing staff are highly engaged, meaning 75% are disengaged. [9]

Highly engaged employees are 87% less likely to leave.

Companies with higher engagement scores report 70% fewer safety incidents.

In the third quarter of 2023, around 36% of manufacturers experienced frontline worker attrition rates exceeding 10% within a six-month period. [10]

Approximately 34% of manufacturers identify absenteeism as a significant issue. [10]

63% of people who feel recognized at work consider themselves very unlikely to leave in the next 3-6 months.

A user-friendly, feature-rich digital signage solution improves engagement and create a deep sense of belonging, when everyone knows what's going on in the company. Employee engagement statistics show that a set up like this can save your team time, effort, resources, and costs. 

You can use ScreenCloud apps like a and b to create a digital recognition board and remind manufacturing employees how valued they are.

2 million workers are expected to retire from manufacturing by 2030, causing a labor shortage. [11]

37% of Gen Z job seekers entering the workforce are considering a career in manufacturing. [12]

91% of Gen Z say technology influences their choice between employers. [13]

Frontline workers are 50% more likely to stay at their job when they are empowered with sufficient technology 

Gen Z workers are the most likely to leave the frontline workforce. [14]

Since Gen Z is more tech-savy than their previous colleagues, it’s important to implement the technology needed for a smooth employee experience and retain younger candidates rather than alienate them.

22% in manufacturing spend 1+ hour per shift unable to work due to communication challenges. This equals 528,000 hours lost/year

It takes over 4 days for frontline employees in manufacturing to receive company information

32% of workers in manufacturing still rely on word of mouth to receive important company updates

$80.6 Billion is lost every year due to poor information access for frontline employees

83% of employees in manufacturing admit to using personal devices or non-company apps to communicate at work

The stats in this section are from a bigger, more elaborate joint 2025 study we published in collaboration with Unily. Called The economic cost of frontline friction, it contains responses from 800 frontline workers across  organizations with 10,000 or more employees and $10 billion+ in revenue. 

How to increase employee engagement in manufacturing

Keeping employees engaged in a factory setting isn’t as simple as offering free coffee in the break room. It takes real effort, smart strategies, and the right tools. Here are five ways to make it happen.

1. Use your digital signage screens for real-time communication

The stats show quite clearly that communication is a major challenge in manufacturing. Workers don’t sit at desks checking emails all day—they’re on the floor, handling machines, and keeping production moving. That’s why digital signage screens are one of the best tools for keeping everyone in the loop.

Share live updates on production goals: Use your manufacturing information displays to show real-time stats so workers know how the team is doing.

Display safety reminders: Quick, visual safety messages can prevent accidents.

Shout-outs and recognition: Use screens to highlight top performers and build morale.

Broadcast company-wide announcements: Share important updates instantly without relying on meetings or bulletin boards.

The key is to keep content relevant and up to date. No one wants to see the same stale messages for weeks. Rotate content regularly to keep engagement high.

Nobody wants to feel like just another cog in the machine. A little recognition goes a long way in making employees feel valued.

Employee recognition programs, such as employee of the month, spot awards, or peer recognition, can acknowledge and reward employees' hard work, dedication, and achievements. They can also increase employee engagement, motivation, and retention.

3. Offer upskilling and career development opportunities

Manufacturing jobs can be repetitive, which can lead to disengagement. You can turn this around by giving employees a chance to learn new skills keeps things interesting and helps them see a future within the company.

Cross-training: Rotating employees through different roles so they gain new skills and stay engaged.

On-the-job coaching: Pairing less experienced workers with mentors who can teach them the ropes.

Certification programs: Investing in external training or paying for employees to get industry-recognized certifications.

Employees who see opportunities for growth are far more likely to stick around and stay motivated.

4. Improve shift scheduling for work-life balance

Long hours and unpredictable schedules are common in manufacturing, but they don’t have to be. If employees feel like their work is taking over their lives, engagement will drop fast.

Some ways to create a better balance include rotating shifts fairly so the same workers aren’t overloaded with night and weekend shifts. Also, you could offer more predictability with schedules so your people can have enough time to plan their personal lives.

If employees don’t feel safe, engagement will be the last thing on their minds. Safety isn’t just about compliance—it’s about making sure workers feel protected and confident in their environment.

Here are some ideas you can explore on creating a safety-first culture:

Regular training: Don’t just cover safety during onboarding. Make training a regular event so it stays top of mind.

Encourage reporting: Employees should feel comfortable bringing up safety concerns without fear of punishment.

Make safety visible: Use digital signage, posters, and quick huddle meetings to reinforce safety reminders.

When employees see that safety is a priority, they’re more likely to take pride in their work and stay engaged.

A positive work culture that values employees' contributions, recognizes their efforts, and encourages open communication is a really easy way to  enhance employee engagement. HR leaders can foster a positive work culture by promoting teamwork, diversity and inclusion, and ethical conduct.

You could also encourage teamwork and show employees how much their ideas are respected and cherished.

Read More: How to Build a Start up Culture

Employees feel more engaged when they have a say in how things are done. If every decision is made from the top down, workers can feel disconnected from the bigger picture.

Here are some ideas on how to involve them:

Ask for feedback: Use surveys, meetings, or even informal chats to gather employee input.

Let employees suggest improvements: Those on the production floor often have the best ideas for making processes more efficient.

Create problem-solving teams: Give employees the opportunity to work together on solutions for workplace challenges.

When workers feel like their opinions matter, they become more invested in their jobs.

Only 25% of manufacturing workers are engaged. Want to fix that? These 2025 statistics reveal what’s really working—and where most companies fall short.

Employee Engagement in Manufacturing: What the Stats Reveal in 2025

Employee Engagement in Manufacturing: What the Stats Reveal in 2025

Employee Engagement in Manufacturing: What the Stats Reveal in 2025

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