The Challenge
A mid-sized packaged food manufacturing unit in a Tier 2 town was losing ground due to high attrition among floor staff.
Nearly 1 in 2 workers left every 3 months, leading to inconsistent output and high rehiring costs.
Layamʼs Strategic Response
We proposed a Skilled Contract Staffing model with embedded retention design. This involved understanding why attrition was happening and tackling the root causes through process, not patchwork.
What We Did
- Conducted anonymous exit surveys to understand pain points (top issue: lack of belonging & rigid shifts)
- Sourced locally from within a 20km radius to reduce travel fatigue
- Added early engagement modules during onboarding (ice- breakers, buddy systems, HR connects)
- Rotated shifts to balance workloads and allowed flexi-hour teams for seasonal spikes
- Created a monthly appreciation and performance bonus structure, even for temporary staff
The Outcome
- 40% reduction in attrition within 6 months
- 18% increase in productivity, as reported by line managers
- 22% decrease in cost-per-hire
- The client expanded Layam’s mandate to include logistics and warehouse staffing