New Year, New Workforce Goals: How to Start Strong in 2026
Whether you’re planning to expand operations, improve efficiency, or simply maintain excellence through another unpredictable year, your workforce strategy determines how successfully you achieve those ambitions.
The companies that thrive in 2026 will be those that set clear, measurable workforce goals and execute strategies to turn those objectives into reality.
How can you set the right goals and follow through with plans that make them achievable? Let’s dive into that.
5 Goals to Prioritize
Every company operates differently, and every industry faces unique challenges. This means your specific workforce objectives will vary based on your operational reality. A rapidly growing distribution center, for example, has different priorities than a mature manufacturing facility maintaining steady production.
However, certain fundamental goals matter universally for industrial employers who want sustainable success. These priority areas create the foundation that everything else builds on.
1. Reduce turnover and improve retention rates.
High turnover destroys operational efficiency, inflates costs, and creates constant instability that makes planning nearly impossible. Set specific targets for reducing how many workers leave within their first 90 days and how many stay beyond a full year. Track these numbers monthly and adjust your approach based on what the data reveals about why people are leaving.
2. Maintain or improve safety records and reduce workplace incidents.
Safety isn’t just a compliance issue. It’s a fundamental indicator of operational quality and employee wellbeing. Establish clear goals around reducing recordable incidents, near-misses, and lost-time injuries. Create a culture where safety comes before speed, and where reporting problems is rewarded rather than punished.
3. Improve the quality of hires.
Filling positions quickly doesn’t matter if those workers don’t succeed in the role. According to Harvard Business School, a bad hiring decision can cost anywhere from thousands to hundreds of thousands of dollars.
Focus on hiring people who fit your operational needs and culture rather than just anyone available. Measure quality through performance metrics, retention of new hires, and feedback from supervisors about whether new workers meet expectations.
4. Increase employee engagement and satisfaction scores.
Gallup found that employee engagement in the United States fell to 31 percent in 2024 – the lowest it has reached within a decade. This is concerning, as engagement is closely linked to turnover and productivity rates.
Implement regular check-ins or surveys that measure how workers feel about their jobs, supervisors, and overall experience. Use that feedback to make tangible improvements rather than just collecting data that sits in reports nobody acts on.
5. Develop clear advancement pathways that workers can actually achieve.
Workers who see future opportunities stay longer and perform better than those who view their job as a dead end. Create transparent progression routes from entry-level positions to team leads, trainers, and supervisors. Communicate these paths clearly and promote from within when opportunities arise.
5 Tips to Hit the Ground Running and Ensure Success
Setting goals means nothing if you don’t follow through with concrete actions that turn intentions into results. These practical steps help you translate your workforce objectives into daily operations that actually move you toward your targets throughout the year.
Read more: Your Blueprint for Success: Building a Flexible Workforce That Adapts to Market Changes
1. Document specific, measurable targets with clear deadlines for each goal.
Vague aspirations like “improve retention” don’t drive action. Specific commitments like “reduce 90-day turnover from 40 percent to 25 percent by end of Q2” create accountability.
Write down exactly what success looks like for each goal. Identify when you want to achieve it and who’s responsible for making it happen. Share these targets with your leadership team so everyone knows what you’re working toward.
2. Review progress monthly rather than waiting for year-end assessments.
Annual reviews of workforce goals come too late to course-correct when things aren’t working. Schedule monthly check-ins where you examine current numbers. Identify what’s helping or hurting progress and adjust your approach based on real data. This frequent review schedule lets you pivot quickly instead of realizing too late that you’re nowhere near your targets.
3. Invest in the systems and tools that support your objectives.
You can’t hit ambitious retention goals without understanding why people leave. You can’t improve safety without proper tracking and reporting mechanisms.
To succeed in 2026, identify which technology, training, or resources you need to support your goals. Make sure you allot budgets for those investments.
Read more: The Future of Warehousing: Preparing Your Workforce for AI and Automation
4. Communicate goals clearly to supervisors and front-line managers.
Your front-line leaders make or break workforce objectives through their daily decisions about hiring, managing, and retaining workers. Ensure they understand what you’re trying to achieve, why it matters, and how their actions contribute to success.
Provide your leaders with specific guidance about what they should do differently to support each goal. Don’t leave them to decipher your announcements themselves.
5. Partner with staffing experts who can help.
Your internal team can have deep operational knowledge but may lack comprehensive insight into labor market trends, competitive compensation benchmarks, and recruiting best practices. Partnering with The Job Center gives you access to specialized recruiting expertise, real-time market data, and proven hiring methodologies that strengthen your overall talent strategy.
Read more: Don’t Settle This Peak Season: What to Look for in a High-Performing Staffing Partner
Ensure the start of a successful year with The Job Center.
The start of the year can indicate business success throughout the calendar period. With The Job Center as your partner, you don’t need to plan alone. Our professionals are equipped with the wisdom, industry insights, and knowledge that can help you strive for success. On top of this, TJC offers services that can provide you with top-quality hires no matter your workforce demands.
We’ll help you hit the ground running. Contact us today!
References
- “It’s Time to Streamline the Hiring Process.” Harvard Business Review, 11 Jul. 2022, hbr.org/2022/07/its-time-to-streamline-the-hiring-process.
- “U.S. Employee Engagement Sinks to 10-Year Low.” Gallup, 13 Jan. 2025, www.gallup.com/workplace/654911/employee-engagement-sinks-year-low.aspx.
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Kendall Gerdeman
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