Don't fire people for getting injured on the job which was the job's fault in the first place and if you do fire them do it in person face-to-face rather than a letter in the mail
Go back to treating people as humans. Not faceless numbers who are arbitrarily disposed of by some consulting group solely due to your poor management.
Respect their Drivers, Quit running them into the ground. Quit trying to fire older drivers who make decent money to save a buck and whine you can't keep or find drivers.
Become more competitive with pay. Recognize a good employee. Why lose a good worker over a couple bucks an hour.
Corporate management needs to put in the effort to really know what is going on at their facilities, not just take the GM's word for it. They also need to thoroughly investigate accusations, especially when the same accusation is made more than once. Fresno's facility is a total mess, from top to bottom. The GM shows favoritism to his family members (but they don't have the same last name) including one that pulled a gun at work. That employee did quit but only because Corporate put pressure on the GM. Managers frequently cuss out employees and treat them as ignorant children. They refuse to listen to the employees that know what they are doing. Some Leads sit around playing on their phones refusing to do certain jobs. I used to love my job, now I'm praying I can hold out for retirement or when the facility gets sued and the city shuts them down.
Train management on how too deal with people and treat them the way they want to be treated.
Just because your management dont make you always right.
I will lay out a simple plan to follow. Do it and you will keep employees.
1.) Increase pay from the bottom up. Lower level employees that receive a decent wage stick around and don't want to lose their job, thereby increasing productivity.
2.) Proper training. Completely restructure your training methods to ensure all employees understand fully before being sent to work.
3.) Communication. With great communication comes understanding. This ties in with almost anything and can make employees feel valued and knowledgeable about their expectations.
4.) Don't play favorites. Reward the actual productive employees and get rid of the lazy ones. There should be a method to record productivity and give those who lack and ample chance to progress, but if they don't get rid of them.
1st shift bio needs to do more. Their work is falling back on second shift. I suggest they come in a hour earlier to start machines and run more carts. Everyday we have to finish their work then start on ours
Equality and give people more chances instead of just looking at them and saying no
Answered - Plant Worker (Former Employee) - Beaver Dam, KY
Answered - Route Driver (Former Employee) - Richmond, VA