Workforce turnover in the supply chain industry has reached critical levels. According to a recent survey, 64% of supply chain workers are actively looking for new jobs, and another 25% would consider switching roles for the right offer—putting nearly 89% of supply chain jobs at risk.

This growing attrition disrupts productivity, drives recruitment costs and contributes to a widening talent gap. Experts predict that 2.1 million manufacturing jobs may be unfilled by 2030 due to ongoing labor shortages. 

This article will explore what’s fueling supply chain workforce turnover and how supply chain employers can respond before this trend continues. 

Lack of Advancement Opportunities

With 23% of workers citing career growth as a top factor for retaining a job, a lack of career advancement opportunities is the most common cause of workforce turnover. Without a clear growth path, workers feel stagnant, unmotivated and disengaged, encouraging them to look for new opportunities outside their company.

Lack of Training

A lack of adequate training comes as the second most common reason with 14% of respondents citing that they feel unprepared and undervalued. Without the proper tools and education, employees can feel overwhelmed by their responsibilities, leading to frustration, increased stress and low job satisfaction. 

Employee Burnout 

Employee burnout was once a minor issue for employees but now has become the third most common reason for supply chain turnover. Driven by long hours, high-pressure environments and repetitive tasks, burnout produces physical and emotional exhaustion. Signs of employee burnout include increases in absenteeism, change in demeanor and alienation from other workers.

How to Improve Employee Retention 

Retaining your workforce requires a holistic approach that supports employees’ needs, values and growth. This includes cultivating a positive environment, offering clear paths of growth and making sure your workers know they are valued and appreciated. 

Here are six methods you can use to foster a more committed and engaged workforce:

1. Offer Shift Preference & Stability

Shift preference and schedule stability are cited as the most important factors for workers when choosing a job—even ahead of pay and benefits. The survey found that workers commonly prefer regular 8-hour shifts, but there’s growing interest in 4-day, 10-hour workweeks.  

Offering predictable, consistent schedules that meet your employees’ preference boosts job satisfaction and gives them a better work-life balance.

2. Enhance Workplace Culture 

Employees rank a positive culture and supportive supervisors higher than compensation when deciding whether to stay with an employer. You can strengthen loyalty and create an environment where your employees want to grow and succeed.  

Build a respect-driven culture where employees feel valued, heard and supported by encouraging open communication between staff and management. 

3. Offer Competitive Pay 

A significant number of employees—34%—would change jobs for a raise of $5 or more per hour, while 28% would leave for just $1–2 more, highlighting how even small pay gaps can drive workforce turnover. 

To keep up with what other employers are offering, you should offer regular, incremental pay raises tied to performance and tenure. This will signal to your employees that they are valued and have a clear path to increasing their pay. 

4. Provide Opportunities for Career Growth 

When workers see a clear path forward, they’re more likely to stay and invest in their roles. You can boost retention by offering training programs, upskilling opportunities and defined advancement paths that show your employees that their growth is a priority. Offering mentorship programs is another great way to curate internal talent and provides clear paths to new opportunities. 

5. Mitigate Burnout  

Prevent employee burnout by monitoring workload distribution, setting reasonable shift expectations and promoting a culture that supports work-life balance. Encouraging time off, recognizing signs of burnout early and offering mental health resources are essential steps in creating an environment where employees feel supported and thrive long-term.

6. Integrate Smart Inventory Management 

Implementing smart inventory management programs directly improves day-to-day efficiency and reduces operational strain on employees. When your inventory is well-organized, accurately tracked and automatically replenished, it minimizes the stress and burnout that often come from stockouts, overstocking or disorganized supply areas. 

With our smart inventory management program, SupplySight™, your team has the tools they need to work confidently and stress free. SupplySight’s intelligent automation and 24/7 visibility creates a smoother, more supportive work environment that promotes job satisfaction, boosts morale and contributes to long-term retention.  

When employees feel empowered by their tools and processes, they’re more likely to stay engaged and invested in their roles. 

Improve your workforce retention today with SupplySight!