Adoption isn't all-or-nothing. A plant can strengthen how it works with its existing team, bring in a new kind of worker, or do both. Each path stands on its own — and they reinforce each other.
Start by moving your skills matrix into a live platform — then bring your everyday frontline workflows along with it. This raises morale and engagement by giving workers real self-service and transparency, which is how you retain the people you already have.
Hire a new class of part-time workers with no fixed schedule. They opt in to fill gaps in the production schedule — driven by changing demand, unexpected call-offs, and peaks. This attracts people who aren't looking for a traditional full-time role.
Flex workers choose when, how much, and — based on their skills — what they work on. For the plant, that's a responsive labor buffer. For the worker, it's a job that finally fits around everything else.
A clear example of Path 1 in action. Replacing a paper-based annual canvass with an automated, transparent process saves supervisor time and removes conflict from the system.
Begin with Excel. Get every worker's skills and certifications in one place.
Move the skills matrix into the platform and pick a first workflow — often vacation canvassing or call-offs.
Add workflows, then layer on a Flex Work Program as confidence grows.
Plants across the network are live today — with more integrating and identified.
