Why Frontline Workers Are Leaving And What Smart Employers Are Doing About It
Across every industry, one workforce trend is loud and clear:
Frontline workers are harder than ever to recruit and even harder to keep.
But here’s the good news: Some companies are turning the tide.
So what are they doing differently? How are they keeping their people engaged, empowered, and sticking around?
The Most Successful Organizations Are:
Empowering frontline workers with more control and flexibility over their schedules and tools.
Investing in employee-first technology like self-serve HR platforms and mobile-friendly communication systems.
Using real-time data and insights to shape the employee experience and respond to pain points quickly.
Prioritizing development and well-being, not just compliance and task management.
Actively listening to their frontline team to inform real change and improvements.
And here’s why this matters now more than ever.
The Data: Turnover Is Getting Worse, Not Better
A recent workforce study revealed that 56% of organizations are seeing higher-than-average turnover among frontline workers—and nearly half (49%) expect that number to grow in the next year.
The common thread? These companies are not investing in their frontline experience. Instead, they’re focused on short-term recruiting fixes—filling seats fast rather than fixing the root issues. That approach costs more in the long run and does nothing to build loyalty or culture.
Practical Ways to Improve the Frontline Experience
Want to do better? Start here:
1. Implement User-Friendly HR/Payroll Software
Today’s frontline workers want visibility and control. A modern HRIS platform can allow employees to:
View schedules
Submit time off
Track pay and benefits
Access performance feedback
At Salt & Light, we implement affordable HR tech that empowers your people and gives you the data you need to lead. This isn’t a luxury—it’s a frontline necessity.
2. Invest in Training & Development
When workers see a path forward, they’re far more likely to stay.
In that same report, 49% of high-performing frontline companies have invested in training and development tools—compared to just 36% of their competitors. That gap matters.
If you want entry-level employees to become long-term leaders, training and career visibility can’t be optional.
Ready to Rethink Your Frontline Strategy?
You don’t have to figure this out alone. Whether you’re facing high turnover, low morale, or a blank slate when it comes to systems, let’s talk about how to rebuild your frontline experience with intention.
Contact us to explore the tools, systems, and strategies that create lasting change.
