Despite representing over 60% of the U.S. workforce, hourly employees are often excluded from HR initiatives focused on engagement and development. McLean & Company, a global HR research and advisory firm, has released a comprehensive blueprint Customize HR Programs for Hourly Workers designed to help HR leaders create targeted, inclusive strategies for this essential yet frequently underserved segment.
Challenges in Engaging Hourly Workers
1. Limited Participation in HR Programs
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Hourly workers, especially in sectors like retail, healthcare, manufacturing, and hospitality, often lack access to HR technologies and organizational communications.
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Structural and logistical barriers (e.g., variable shifts, lack of digital connectivity) impede participation.
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Many organizations assume that hourly and salaried workers have the same needs, leading to ineffective one-size-fits-all programs.
2. Widening Gap Between Intention and Action
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Nearly 50% of frontline employees report feeling unsupported by their organizations.
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41% say no improvements were made to their workplace in the past year (Catalyst; Legion, 2024).
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High turnover discourages leaders from investing in sustainable, customized programs.
3. Legacy Thinking and Resistance to Change
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According to Karen Mann, SVP of HR Research at McLean & Company, the biggest challenge is not operational—it’s a mindset issue.
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HR leaders often view customizing hourly programs as overly complex or not worth the investment.
McLean & Company’s Four-Step Framework
Step 1: Assess the Need for Customization
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Identify gaps in engagement, development, and access between hourly and salaried staff.
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Use data to prioritize pain points and inform decision-making.
Step 2: Prioritize Programs for High Impact
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Focus on programs that affect retention, productivity, and satisfaction.
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Evaluate ROI potential to make a strong business case.
Step 3: Customize Key HR Initiatives
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Tailor onboarding, development, recognition, and feedback mechanisms to reflect the realities of frontline work.
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Adapt content delivery to fit shift schedules and tech access.
Step 4: Implement with Clear Communication
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Launch initiatives with structured change management and internal communications plans.
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Include hourly employees in the feedback loop to adjust and improve programs continuously.
McLean & Company’s blueprint provides HR teams with a structured, evidence-based approach to support and engage hourly workers meaningfully. By shifting mindset and embracing customization, organizations can create inclusive environments that drive retention, performance, and long-term business success. Hourly workers aren’t just part of the workforce—they are the foundation of operational success. It’s time HR programs reflect that reality.
