MyWorkChoice

You’ve tried agencies. You’ve added a VMS. You’ve even tried hiring direct. But you're still heading into 2026 short on workers and missing production. Here’s the part nobody wants to admit: At sub-$20/hr, the old staffing model will always fail. It doesn’t give you reliable workers... it gives you turnover. If you want to turn the corner in 2026, you need a model built for how hourly workers actually work today. We built it. We take the “least committed temp worker” and turn it into a reliable workforce that scales with your operation. ➡️ See the model: https://lnkd.in/dVp9rMed

What’s the real reason retention is so bad in sub-$20/hour manufacturing roles? We’re walking into 2026 still forcing a staffing model today’s workers have already rejected. Here’s what they actually want: ✅ More time off ✅ More control over their schedule ✅ A point system that doesn’t dock them for being human You can either adapt your model or keep cycling through workers in 2026. Here’s the model that’s working right now inside manufacturing and distribution facilities: ➡️ We build and run a fully managed workforce alongside your current operation. ➡️ We hire and manage a pool of trained W2 workers -full-time and part-time. ➡️ Workers pick their shifts in our app. ➡️ You get reliable shift coverage, even when someone takes a day off. What does this model actually do for your operation? ✔️ Keeps workers long enough to cross-train and promote from within ✔️ Stabilizes shift coverage - even on Mondays, Fridays, and weekends ✔️ Lowers cost per worker by reducing churn, overtime, and training waste We’ve run this model for 8+ years and it’s solving the one problem no one else has cracked - hiring and retaining today’s frontline workforce. See how the model works: https://lnkd.in/dVp9rMed

What’s the real reason retention’s so bad in sub-$20/hour roles? Because you’re still forcing a model today’s workers are rejecting. Here’s what workers actually want: ✅ More time off ✅ Control over their schedule ✅ A system that doesn’t punish them for being human Ignore that, and 2026 looks exactly like this year - you’ll keep cycling through workers. Here’s the model that’s working (and should be your model for 2026): ➡️ We build and run a fully managed workforce alongside your current operation ➡️ We hire and manage a trained pool of W2 workers — full-time + part-time ➡️ Workers pick shifts in our app ➡️ You get reliable coverage, even when someone takes a day off What this means for your operation: ✔️ Coverage stabilizes in the first 30–90 days ✔️ Workers stay long enough to cross-train ✔️ Cost per worker drops — less churn, less overtime, less wasted training This isn't theory. We’ve been running this model for 8+ years inside plants just like yours. It works. Traditional staffing is broken. Here’s the model replacing it in manufacturing and distribution in 2026. https://lnkd.in/dVp9rMed

Everyone else kept fighting that fight. The one where you put restrictions on sub $20/hr workers. Force 40+ hours. Tell them when they can and can’t have a day off. We just keep repeating the same schedule our grandfathers worked in the steel mills and somehow expected a new generation to love it. The new generations - this isn’t exciting them. They don’t want to do this. This isn’t what they dreamed of doing. The physical toll, the emotional toll. it’s a lot. And yet we’re unforgiving. We just keep asking them to work the same schedule our grandfathers worked in the steel mills. And it’s not working. They’re turning over. They’re taking off too much time. The frustration keeps building on both sides. When the economy turns and unemployment drops and there are a lot of job choices we really see workers act up. They’ll say, “Hey, I’ll do this job for three weeks,” and then they quit. They’ll take the full-time job and work until they have too many points or you look at them wrong or tell them they can’t have off Thursday and Friday they’re gone. They don’t show up. They’re out. They’ll do whatever they want for a while, then come back and take another one of these jobs because there are 500 more of them on Indeed right now. So we looked at it differently. “What if we stopped forcing them into an old-school schedules and actually listened to what they want?” If you want a workforce that sticks, start meeting people where they are and figure out a way to make it work. Or keep watching them walk away. It’s your choice. P.s. I get if you're skeptical. Change feels risky but, what's riskier is holding onto a model you already know is failing. Here’s the model that's actually working. https://lnkd.in/eeVajYEV

Most people don’t realize this… almost two-thirds of jobs in the U.S. pay under $20 an hour. Every time I talk about this, someone jumps in and says: “Well, that’s not a livable wage. That’s your problem. You need to raise your pay rates.” Sure. I’d love for every sub-$20 job to pay more. But if we raised the pay rates of two-thirds of working Americans overnight… what do you think would happen economically? Cost of goods would go through the roof. It would explode the economy. Let’s look at the numbers: There are roughly 130 million jobs in the U.S. 82 million of them pay $20/hour or less. We’re talking retail, fast food, entry-level manufacturing, and distribution - the backbone of the U.S. workforce. And the model built for this workforce? It’s not working anymore. Why? Because today’s workers have choice. They have leverage. They’re not signing up for 30 years. They’re saying: “If I don’t like how you treat me, manage me, or give me time off, I’ll quit. There are 499 other jobs out there.” But many companies are still operating like it’s 1995. The model was: I'll go use temporaries. Use them either as a temp-to-hire model to onboard people. Or use them just as a core bunch of sub $20/hr workers without benefits so I don't have to recruit and hire them. The problem is that isn't not working. That model depends on a labor pool lined up begging for work. That’s not the reality anymore. You know it. I know it. We see it every day. The workforce changed. Today's culture has changed. But the model hasn't. P.s. I get if you're skeptical. Change feels risky but, what's riskier is holding onto a model you already know is failing. Here’s the model that's actually working → https://lnkd.in/eeVajYEV

What’s the real reason retention is so bad in sub-$20/hour manufacturing roles? It’s not just the pay...though that’s part of it. It's the outdated model we keep clinging to like they're non-negotiable. These workers don’t want your full-time job. They’re not going to stick around for rigid schedules and a point system that treats them like they’re disposable. You know what they will stick around for? A little flexibility. A little more time off. A schedule that actually fits their life. Here’s the model that’s working in today's facilities: You hire more people. You bring in sideline workers. Part-timers. The folks who say they want full-time but also want a day off every other week. And then you drop the attendance and point policy for anyone making under $20 an hour. Not across the board. Just for this group. Your full-time crew with benefits and higher wages, keep the structure. It makes sense. But entry-level workers who can’t live on the wage you’re offering? You’ve got to give them a reason to stay. And the number one reason is this: Let them take off when they need to. I know that sounds chaotic, but it’s not. We’ve seen it work. You need 100 people? You build a pool of 142. When a worker take time off, there's a pool of already trained workers ready to backfill and pick up the shift so that it's covered. You piece it together - folks who want a steady schedule but need a little breathing room, and others who can’t commit every day but want something reliable a few times a week. This is how you build a sustainable workforce that actually sticks around. P.S. Been in too many rooms where this model gets misunderstood. Watch this. I break down exactly how it works in manufacturing and distribution. https://lnkd.in/eeVajYEV