The Hidden Fix to Manufacturing’s Labor Crisis? Smarter Communication.

Translation tech, modern platforms, and better engagement tools could be the frontline’s secret weapon.

The labor shortage isn’t looming—it’s already here. And if things don’t change fast, it will get worse. Deloitte forecasts up to 1.9 million unfilled manufacturing jobs by 2033—a 217% jump from today’s gap (Deloitte, 2023).
But while plenty of leaders are scrambling to fill roles, the savviest are doing something else: investing in communication.
Let’s break that down.

Tech is leaving Frontline Workers Behind

For years, industries like manufacturing and warehousing have discussed digital transformation, but most of the attention (and investment) went to corporate functions, not the shop floor. The result? Frontline teams have clunky tools, limited visibility, and outdated communication methods.
Relay says 82% of workers in these environments want better communication tools. Teams face slowdowns, safety concerns, and serious morale issues without them.
Nowhere is this gap more obvious—or more solvable—than how we talk.

The Labor Market is Tight—Retention is Critical

Hiring new people is expensive. Losing them? Even worse. The average cost to replace a frontline worker is 6–9 months of their salary. That’s up to $45,000 per person in some roles.
So, it’s no surprise that retention is emerging as the name of the game. The secret to retention? Empowerment.
When employees feel heard, supported, and set up to succeed, they’re far more likely to stay. Language is an often overlooked factor in that equation.

Language Shouldn’t Be a Barrier to Success

Nearly 30 million Americans are considered Limited English Proficient (LEP), and many work in manufacturing. They’re skilled, experienced, and highly motivated—but communication gaps often prevent them from reaching their potential.
Relay’s data reveals:
- 45% of industrial workers say language barriers hurt efficiency 
- 86% report productivity losses due to poor communication 
- The average company loses $486,078/year to language-related issues
That’s not just lost money—it’s lost potential. Teams can’t collaborate, innovate, or operate safely without understanding one another, which makes retention nearly impossible.

Wearables, AI, and Communication Tools That Work

This isn’t a problem without a solution. AI-powered translation tools—especially when integrated into real-time wearable tech—are already changing the game. We’re talking about devices that deliver spoken messages in the original language, then seamlessly translate and repeat them in the listener’s preferred language. Tone, clarity, and speed are all preserved.
When one medical manufacturer rolled out this kind of tech on the shop floor, they saw a measurable rise in employee referrals and retention. That’s a result that can’t be ignored.

Referral Programs Are Evolving—Fast

Retention starts with better communication, but long-term success is building systems that scale culture and trust. That’s where employee referrals come in—and no platform is more purpose-built for them than ERIN.
In 2024 alone, ERIN powered 1.1 million employee referrals across enterprise businesses. As talent teams look for more efficient, high-quality hiring pipelines, ERIN has become core infrastructure in modern HR tech stacks—especially in industries like healthcare, manufacturing, and retail, where referral adoption and internal mobility make or break outcomes.
Referrals reduce time-to-fill, increase retention, and create a flywheel of advocacy inside companies. That makes ERIN more than a software platform—it’s a retention engine built on relationships.

Gen Z is Here—and They Expect More

New blood is entering the workforce, bringing higher standards with them. A survey by Intelligent.com found that 32% of Gen Z is considering blue-collar jobs, drawn in by stability, hands-on work, and a desire to skip the traditional college-to-desk pipeline.
But these digital natives expect more than just a paycheck. They expect technology that mirrors the speed, simplicity, and usability of the apps they grew up with. Outdated systems and analog workflows are immediate red flags—and dealbreakers for retention.
Manufacturers looking to recruit and retain Gen Z workers need to think like them. Start with tools that make work intuitive. Empower them as change agents. And listen to the voices shaping how this generation sees work.
One of our favorite resources? The X to the Z Podcast is hosted by Danielle Farage and Mervyn Dinnen. It’s a sharp, thought-provoking look at how Gen Z redefines the workplace—and how employers can meet them halfway.
The takeaway? Don’t just recruit Gen Z—activate them. They can be your biggest champions in digital transformation, adoption, and internal advocacy. You just have to give them the tools—and the voice—to lead.

Technology That Sees the People Behind the Work

In corporate settings, productivity is measured by dashboards. On the floor, it’s more complex. Frontline employees often don’t have a straightforward way to show their value, leading to mistrust, inefficiency, and unnecessary turnover.
Tools like location trackers and digital workflows streamline operations and empower workers to advocate for themselves. One hospital discovered that patient transport times weren’t about staff performance—they were about slow elevators. That insight came from tech, but the impact was human.

To Close the Labor Gap, Leaders Must Communicate Better

If you're a manufacturing leader, here's the good news: the playbook is clear.
- Invest in AI-powered translation tools and multilingual platforms 
- Activate your workforce with employee referral engines like ERIN 
- Let Gen Z lead the charge on digital adoption 
- Give frontline teams data-backed visibility and feedback loops
According to Relay, 83% of manufacturing leaders believe communication boosts engagement, and 48% say LEP workers are less likely to be promoted. That’s a gap—and an opportunity.

The Time to Act is Now

Modern communication isn’t just about compliance—it’s about connection. It’s how we build better teams, earn loyalty, and solve the labor shortage from the inside out. The future isn’t just about finding more workers. It’s about helping the ones you already have thrive. Now’s the time to invest in the tech that lets your people do their best work.