Tailored HR Programs Key for Hourly Employees, McLean Says
McLean & Company's latest research presents a clear, four-step process to help HR leaders design and deliver HR programs specifically for hourly workers—an essential yet frequently overlooked workforce segment. The report highlights the operational barriers and outdated assumptions that continue to sideline hourly employees and demonstrates the strategic advantages of investing in tailored HR initiatives across the employee lifecycle.
Addressing the Needs of Over 60% of the Workforce
With hourly employees making up over 60% of the U.S. workforce (Shiftboard, 2023), McLean & Company’s new resource, Customize HR Programs for Hourly Workers, offers HR leaders a data-backed framework for building inclusive, impactful HR strategies. The focus is not only on recruitment but also on fostering retention and engagement through more inclusive design.
“Organizations often focus on attracting hourly workers due to high turnover,” says Karen Mann, Senior Vice President, HR Research & Advisory Services at McLean & Company. “But retention and engagement start with inclusion – and that means designing HR programs that reflect the realities of the frontline experience.”
Gaps Between Strategy and Execution
The firm’s findings show that hourly workers—despite being central to operations in industries like manufacturing, healthcare, hospitality, and retail—are still frequently excluded from employee development and engagement programs. Research from Catalyst and Legion (2024) reveals that nearly 50% of frontline employees feel unsupported, and 41% report no workplace improvement efforts from their employers over the past year.
McLean & Company identifies persistent obstacles such as limited access to technology, scheduling challenges, and a false equivalency between the needs of salaried and hourly employees. These factors hinder participation in HR programs. Moreover, high turnover often deters leadership from customizing long-term solutions for hourly staff.
“The true challenge isn’t operational – it’s mindset,” explains Mann. “HR leaders must be willing to challenge legacy thinking that hourly programs are too complex or not worth the investment.”
A Practical Four-Step Framework
McLean & Company’s blueprint provides a four-phase model for creating effective HR initiatives for hourly workers:
- Determine the need for customization
- Prioritize programs based on potential impact
- Customize selected HR initiatives
- Implement with focused change management and communication strategies
When applied correctly, this strategy enhances inclusion and engagement while improving retention. It also leads to measurable benefits such as higher productivity, improved customer satisfaction, and operational cost savings.
Engagement at Every Stage
The research stresses that meaningful engagement is achievable throughout the entire employment lifecycle—but only if HR programs are aligned with the real-world experiences of hourly employees. Organizations that embed inclusivity into their program design can expect stronger outcomes across both human capital and business performance.
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