In manufacturing, retention is an operational priority. Simpson Manufacturing, a global leader in structural building products, learned this firsthand at their McKinney, Texas plant. Their solution? Give frontline employees what they actually asked for: control over their schedules.

And it worked.

Listening pays off

Based in California, Simpson Manufacturing has a global workforce of 5,700 employees across 24 countries with 2,300 working on the front lines. In response to a tightening labor market and evolving employee expectations, the company sought to offer greater flexibility and scheduling autonomy to attract and retain the next generation of talent. Thus, leadership rolled out a self-scheduling system that allowed workers to swap shifts, volunteer for extras, and plan work around life, not the other way around.

The results:

• 600+ shifts filled by employees autonomously in 6 months
• 300+ manager hours saved annually by reducing manual scheduling
• Boosted retention and engagement driven by employee empowerment

Why it worked

Simpson, listening to their employees, found the right tool and shifted their mindset: trust your workforce, act on their feedback, and remove friction.

And when people feel heard, they stay.

Your move

Simpson’s story is proof that real operational improvement starts with listening. Flexible scheduling was the answer for them. For your frontline, it might be something else. But you won’t know unless you ask.