KC started as a temporary worker on the manufacturing frontline and rose through the ranks with an unyielding passion for learning and a knack for embracing new challenges.
Redzone super-user Mireya has been instrumental in helping her plant increase overall equipment effectiveness (OEE) and reduce injuries.
Rudy is a Redzone master who specializes in getting buy-in from employees while maintaining his place as the “encouragement champion” at the plant.
Scott takes it upon himself to learn new skills and uses them to reduce waste time at the facility, remove inefficiencies, and train others to do better.
Erwin’s drive for excellence has included creating maintenance and troubleshooting tutorials that have since slashed downtime and increased team productivity.
Jennifer challenge the status quo, inspires excellence in others, and finds solutions that solve business challenges and make processes easier for her team.
Pedro went from a temporary employee with great ideas but low authority, to a permanent employee who represented the company’s standards.
Gerardo’s years-long experience and stellar performance have earned him the unwavering trust of his peers and managers alike.
Leslie’s dedication to her team has shaped a culture of appreciation and belonging on the manufacturing floor, where all employees are valued and celebrated.
While delivering impactful cost savings, Danny’s efforts have also driven a bigger cultural shift around quality ownership among operators.
Chasity’s knowledge and enthusiasm inspire and empower others, improving her team’s individual competencies, as well as the company’s operations.
José’s military background instilled an unmatched attention to detail and curiosity that has enabled him to excel in his maintenance technician role.
Mikey has earned his team’s respect because, in everything he does, he leads by example, modeling how to do the work and how to treat others.
Christian encourages his frontline manufacturing teams to collaborate and innovate by embracing new ideas and continuously seeking better ways of working.
Shannon’s relentless pursuit of excellence in manufacturing and strategic problem-solving abilities has helped create a culture of efficiency and environmental responsibility.
Eucary has a passion for problem solving. Her natural drive to improve the world around her led her to be an early adopter of Redzone.
Over the last four years in manufacturing, Brani has demonstrated such enthusiasm, spirit, and leadership on the frontline that he’s advanced to assistant supervisor on the second shift (nights).
Roy has a reputation for dedication and innovation through 18 years of service at the American Sugar Refining plant, a member of ASR Group.
Digna brings with her an innate ability to face challenges with optimism and inspire others to do the same at Empire Bakery.
Management estimates that almost three-fourths of the team members actively use new technology thanks to cheerleaders like Dave.
Jessica’s unwavering perseverance and commitment to driving positive change at her organization has led her to become the leader she is today.
Here at QAD Redzone, we believe in celebrating the “Faces of the Frontline” by sharing how these game-changing leaders are transforming the culture of manufacturing, changing outcomes, and driving the industry forward – from the frontlines.
Manufacturers understand that an investment in people and processes directly supports frontline employee retention, helping teams stay motivated and aligned as they drive transformation on the factory floor.
From digital workflows to real-time feedback tools, Redzone empowers workers with the resources they need to grow, collaborate, and thrive. Teams are equipped with mobile devices with intuitive user interfaces, communication and collaboration tools to give them the power to make things better, and coaching tailored specifically to support the frontline.
Redzone helps manufacturers remove barriers and increase engagement and retention. Boost productivity and contribute to a culture of recognition, inclusion, and advancement – to create a self-perpetuating culture of success, recognition, and engagement.
Turnover is expensive, exhausting, and distracting. Non-stop hiring and training saps financial and personnel resources. SHRM estimates that the training & onboarding costs of new hires is $4700 each – and that doesn’t include the loss of productivity that comes with an untenured team.
The extreme Covid-era staffing shortages have subsided but most manufacturers still report struggling to find qualified personnel for roles and keep those roles filled. The labor shortage has evolved into a skills gap and high turnover.
The solution is to the skills gap and high turnover is the same – engage the workforce differently. Teams want to succeed. Giving them the tools to be successful – and recognizing that success – means they have a stake in the outcome of each day. In short, they become engaged. Engaged teams are successful teams, and successful teams are engaged teams. And engaged teams stay and grow into a skilled and tenured workforce.
Redzone’s 2024 Frontline Engagement Study compared the engagement scores and turnover rates of the manufacturing workforce before and after a 90-day Redzone deployment. Survey results showed an average 81% increase in employee engagement and a 35% decrease in employee turnover when manufacturers deployed Redzone. To learn more about about the connection between engagement and productivity, download the 2024 Productivity Benchmark Report.
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Redzone University
