• Enhanced Orientation and Training: 
  • We introduced a tailored orientation process and required all new employees to acknowledge and sign off on the company policies, ensuring clarity from day one. 

• • Collaborating with the company’s training team, we established a comprehensive 2-day training program designed to prepare new employees for success. The onboarding documents provided included: 

• • • Company Policies 

• • • Good Manufacturing Practices (GMPs) and Non-Disclosure Agreements (NDAs) 

• • • Attendance Point Systems 

• • • Position Overview 

• • • Performance Requirements and Quotas 

• Leadership Training: 
  • Our HR team delivered comprehensive training to all leads and supervisors, focusing on effective employee management. This training empowered leadership with the skills to manage employees professionally, reducing conflicts and improving overall morale. 

• Accountability Measures: 
  • Performance Improvement Plan (PIP): 

We implemented a PIP to document and address underperformance. Meetings were held with underperforming employees to discuss areas for improvement, clearly outline performance expectations, and communicate potential consequences if improvements were not made. 

• • Attendance Points Tracker Policy: 

This policy was introduced to monitor and manage employee tardiness and absences. Points were accumulated for infractions, and these were addressed through a progressive disciplinary action plan. This approach significantly improved accountability for attendance, leading to better overall employee retention. 

By addressing the core issues identified during our analysis, we were able to significantly reduce turnover, resulting in lower costs associated with nonproductive turnover and a more stable and engaged workforce.