We meticulously track materials, labor hours, and production deadlines, but often overlook the silent profit-killer: employee turnover. When experienced fabricators leave, they take invaluable knowledge, efficiency shortcuts, and quality standards with them. And the truth? Most don’t leave because of the work itself. They leave because of workplace culture.
We can’t call it a workforce crisis when we haven’t built environments where skilled talent wants to stay. Loyalty is engineered, not expected. The Six Gears of Grategy® create that foundation.
1. Attitude: Lead the Culture You Want to Keep
Your team watches how you handle pressure. What you model becomes their default behavior. The workforce has fundamentally shifted since 2019 – the question is no longer “How will workers adapt to us?” but rather “How can our company evolve to attract and retain talent?”
This doesn’t mean lowering standards. It means demonstrating consistency and emotional steadiness when challenges arise. When your crew sees you assess and correct without panic, they learn resilience. Leaders who maintain composure under pressure build trust that anchors their teams during uncertainty.
2. Appreciation: Gratitude as a Jobsite Skill
Gratitude requires discipline, especially in high-pressure environments where it’s easy to focus exclusively on problems. Train yourself to recognize what’s going right: on-time deliveries, independent problem-solving, team members stepping up without prompting.
This isn’t about participation trophies. It’s about acknowledging excellence and effort. When someone delivers perfect work or solves a problem independently, say something. The practice builds perspective that transforms leadership.
Action step: End each day by noting three things someone did well, then acknowledge them the next day.
3. Access: Build Careers, Not Just Jobs
We’re facing a critical skilled labor shortage. Deloitte and The Manufacturing Institute project 2.1 million unfilled manufacturing jobs by 2030, risking $1 trillion in economic output. Without visible growth paths, talent will leave the moment another opportunity appears.
Access means professional development and open communication. When employees know their ideas matter and speaking up brings consideration rather than dismissal, engagement deepens. Ask yourself: “What if they’re right?” before dismissing new suggestions.
True access includes:
- Clear advancement pathways
- Cross-training opportunities
- Meaningful input into decisions
- Development investments comparable to equipment expenditures
4. Applause: Recognize Craftsmanship
Pride in work shows in every detail, but too often goes unacknowledged. We assume skilled workers know they’re doing well, or we delay recognition for formal reviews while team members wonder if anyone notices their commitment to excellence.
Effective recognition is immediate, specific, and genuine. Research by Marcial Losada shows high-performing teams maintain approximately a 3:1 ratio of positive to negative feedback – not to coddle, but because recognition drives performance and confidence.
Simple, timely acknowledgment of quality work carries more impact than elaborate recognition delayed by months.
5. Acts of Service: Connect Work to Purpose
Employees seek meaning beyond fabrication tasks. They want to contribute to something larger than themselves. When your company invests in the industry, mentors the next generation, and contributes to the community, it demonstrates that you’re building more than products – you’re building legacy.
While competitive compensation is essential, meaning drives retention. Community involvement, student mentorship, and industry leadership connect daily work to broader purpose, inspiring deeper commitment and pride.
6. Accountability: Set Clear Standards
Effective accountability isn’t about blame or micromanagement. It’s about clarity, support, and collective improvement. When expectations and metrics are transparent, teams develop confidence and cohesion.
Rather than focusing on fault when issues arise, lead with curiosity. Ask what happened, what was missing, and how to prevent recurrence. Accountability based on trust and consistency builds respect for standards rather than fear of failure.
Make progress visible by posting key performance indicators where everyone can track and take pride in achievements.
Building Legacy Through Culture
You can optimize every operational metric, but without intentionally creating a culture that engages and retains skilled workers, you risk everything else. Turnover doesn’t just slow production – it undermines safety, quality, morale, and reputation.
With millions of skilled manufacturing positions projected to remain unfilled this decade, companies that thrive won’t necessarily have the most advanced technology. They’ll be the ones that keep their people.
The Six Gears of Grategy® provide structure, not sentiment. When aligned, they generate momentum that builds both loyalty and legacy. If you want to create a workplace that attracts top talent and earns industry respect, lead deliberately. Build a culture as strong as the materials you work with.
Your legacy depends on it.
