Manufacturing Turnover &
Workforce Stability Report
Analyzing early-stage attrition, skill gap impacts, and retention strategies for production environments in Georgia's EV and industrial corridors.
A) Executive Summary
Georgia's manufacturing sector enters 2025 with robust demand (Index: 82) driven by the rapid expansion of the EV supply chain and port-related logistics. However, this growth exposes a critical Skill Shortage (Index: 78), particularly in technical maintenance and QA roles.
Turnover pressure remains high (72), exacerbated by competitive wage bidding in key corridors like Jackson and Hall counties. The data suggests that while "buying talent" with wage increases offers temporary relief, sustainable stability requires structural changes to shift scheduling, onboarding ("Day-1") experiences, and defined career pathways for technical trades.
Turnover Rate Analysis
Regional Turnover Map
Retention vs. Pay
County Performance Benchmark
| County | Turnover | Wages | Skills Gap | Stability | Avg Wage |
|---|---|---|---|---|---|
| Hall | 76 | 68 | 74 | 55 | $1263 |
| Jackson | 74 | 62 | 76 | 52 | $1007 |
| Chatham / Savannah | 72 | 66 | 70 | 58 | $1234 |
| Clayton | 70 | 68 | 72 | 56 | $1792 |
| Barrow | 68 | 60 | 70 | 60 | $1045 |
| Gwinnett | 64 | 72 | 72 | 62 | $1345 |
| Cobb | 58 | 75 | 68 | 68 | $1609 |
Hall County Insights
Trend: ↑- ●Food processing baseline 36% turnover; poultry drives seasonal surges and NCNS
- ●Port connectivity and upcoming Blue Ridge Connector stress scheduling but improve logistics
- ●Skill shortage in QA/food safety and maintenance; EV expansion pulls talent
Jackson County Insights
Trend: ↑↑- ●SK Battery and EV supply chain created +4,100 mfg jobs (2019-2023)
- ●Shift reliability challenged by SK ramp and poultry seasonal demand
- ●Moderate wage level but critical supply chain talent shortage
Chatham / Savannah County Insights
Trend: ↑- ●Port expansion ($4.5B) drives manufacturing growth (Plastic Express, others)
- ●Wages +4.0% YoY; battery facility will shift skill demand to EV tech roles
- ●Shift reliability challenged by port cycles; Blue Ridge Connector improves routing
Clayton County Insights
Trend: ↓- ●Employment -2.3% YoY despite highest wage growth (+5.6%)
- ●Hybrid mfg/fulfillment environment creates scheduling complexity and burnout
- ●Wage escalation reflects retention desperation; churn remains high
Barrow County Insights
Trend: ↑- ●Corridor in expansión con 1,085 ofertas; wire production y light assembly
- ●Wage pressure moderado; mantenimiento es el cuello de botella
- ●Rural labor pool limita candidatos; crecimiento pero capacidad de reclutamiento tensa
Gwinnett County Insights
Trend: →- ●Base manufacturera diversa (electronics, aerospace, automotive supply)
- ●Skilled trades con 12-18% turnover y altos salarios ($24.50-$38/hr)
- ●Talento se fuga hacia logística/tech si no hay programas de desarrollo claros
Cobb County Insights
Trend: →- ●Mayor salario semanal ($1,609); aerospace y precisión sostienen estabilidad
- ●Wage growth +0.5% indica equilibrio; riesgo de retención si otros condados aceleran
- ●Perfil de riesgo OSHA más bajo por automatización avanzada
Turnover & Retention Dynamics
Primary Turnover Drivers
- 1. Wage Competition: $0.50/hr variances trigger exit.
- 2. Shift Fatigue: Mandatory OT burns out new hires.
- 3. Onboarding Friction: "Day-1" confusion leads to "Quick Quits".
- 4. Leadership Gap: Untrained line leads increase friction.
Effective Retention Bundle
Implementing these combined strategies reduces voluntary turnover by 35-45%:
- ✓ 4x10 Flexible Scheduling options
- ✓ Weekly Paid Orientation (Pre-floor)
- ✓ 30-60-90 Day Retention Bonus Structure
- ✓ Clear Tiered Skill Progression
Outlook 2025–2027
Supply Chain Reshoring & EV
The completion of battery plants along the I-85 corridor creates a permanent demand shelf for electro-mechanical technicians, permanently raising the wage floor for skilled maintenance roles.
Food Production Resilience
Poultry and food processing hubs (Hall, Jackson) will continue to rely on seasonal influxes. Automation initiatives will slowly reduce headcount dependence but increase the skill requirement for operators.
Scheduling & Overtime
The standard 5x8 shift is becoming obsolete in high-volume production. Forecasts suggest 60% of facilities will move to 2-2-3 or 4x10 rotating schedules to accommodate workforce preferences.
Wage Benchmarks (2025)
Role-Specific Premiums
- CNC Operator $22 - $28
- Maintenance Tech $28 - $35
- QA/QC Tech $19 - $24
- General Labor $16 - $19
Critical Skill Shortages
Severe gap. Avg time to fill: 45+ days. Competition from EV plants is draining talent pool.
Key retention point. Weak leadership increases operator turnover by 20%.
High demand in food & pharma corridors. Certifications are the bottleneck.
Safety & OSHA Risk
⚠ Maintenance roles face 40% higher injury risk than production — justifying wage premiums.
- • Common Injuries: Repetitive Motion, Slips/Trips, Machine Guarding gaps.
- • New Hire Risk: 3x higher incident rate in first 6 months.
Strategic Actions
Immediate (Q1-Q2)
- • Audit entry wages against local corridor.
- • Launch "Quick-Start" bonuses.
Medium Term
- • Upskill Line Leads on retention soft skills.
- • Implement flexible shift options.
Long Term
- • Automate routine material handling.
- • Build internal apprenticeship tracks.
Source: First National Staffing OS Analytics, BLS, and proprietary market surveys. Updated March 2025.