Amélio for manufacturing
What slows your plant down doesn't show up on any production board.
Between labor shortages, tariffs and automation, are your teams holding up from one shift to the next? Do your supervisors know how to lead them, and does the night shift still hear what leadership decides?
Every day, the same story
An ordinary day at the plant, as plant leaders describe it to us, almost word for word.
- 6:00 a.m.Day shiftTurnover
“We trained two welders this spring. They left for the plant next door for an extra dollar an hour.”
- 9:30 a.m.Leadership meetingStalled change
“We're investing in automation, but the floor thinks we want to replace them with robots. The project is going nowhere.”
- 2:45 p.m.Shift changeSupervision
“My supervisors are excellent technicians. Nobody ever taught them how to manage people.”
- 11:00 p.m.Night shiftCommunication
“Decisions never make it to the night shift. It lives in a bubble.”
- MondayHealth and safety committeeHealth and safety
“They're asking me for a psychosocial risk plan. Where do I even start?”
The plants that get through uncertainty have one thing in common: they know what their floor is going through.
How Amélio works in a plant
From the first survey to each team's action plan, with no extra workload for HR.
Even without email or a computer
Your operators answer on their phones in a few minutes, in their own language. Responses stay confidential.
- QR code on the bulletin board or at the time clock
- Kiosk in the break room, text message, email for office staff
See your people the way you see your production
You track the output of every line down to the minute. Amélio gives you the same visibility into what keeps those lines running: your people.
- By site, department and shiftSpot the hot spot before it turns into a wave of resignations.
- Psychosocial risksYou measure workload, support and recognition, the factors that matter for your psychosocial risk prevention obligations.
- Comments analyzedAmélio groups comments by theme to bring the real causes to the surface.
What really makes your people stay
Amélio cross-references how important each factor is to your employees with what they actually experience at work. You see where to act to make a real difference, and where not to waste your energy.
It wasn't the payA manufacturer was losing its refrigeration technicians to competitors paying $1 to $2 more an hour. The company realized that what really mattered to people was that they were fed up with working in a dirty, dusty place. By changing its work processes, the company saw its turnover rate drop quickly.
An action plan for each team, ready right after the survey
No need to be an HR specialist. Every supervisor gets concrete actions for their team, plus guidance to carry them out at the next start-of-shift huddle.
See whether it's working, without waiting a year
Results are tracked over time. A new line, a new shift, a technology shift: a pulse survey tells you whether the team is on board.
Your production pace depends on how well every team performs.
On the floor, every point of productivity counts. Turnover hurts, but an employee who stays without proper guidance costs even more.
Keep the pace without sacrificing quality or safety
Every team and every shift has clear targets for productivity, quality and health and safety.
See goals and priorities
Build up every operator's know-how
Each operator sees where they stand, from onboarding to expertise, and which skills they still need to master to reach the next level.
See the career path
Turnover cut in half while doubling the workforce
“Thanks to the visibility Amélio gives us and the strategies we roll out every quarter, we now offer an extraordinary employee experience.”André Amyot · Vice President, Talent and Culture, Contrôles Laurentide
Most engaged teams compared with the least engaged. Source: Gallup, Q12 Meta-Analysis, 11th edition.
Everyone gets what they need to act
Psychosocial risks, finally measured
Occupational health and safety rules increasingly require employers to identify and prevent psychosocial risks. In Quebec, Law 27 makes it mandatory. Amélio gives you the indicators, the follow-up and the documentation to meet these requirements.
Your obligations under Quebec's Law 27
Your next big shift will go through your people
Measure buy-in before, during and after the change, spot resistance where it starts and adjust your communication in real time.
What plant leaders ask us
Our operators don't have email. How do they respond?
They respond by QR code, by text message, at a kiosk set up in the break room or with a personal code. The survey takes a few minutes on a phone.
We have several plants and three shifts. Is that manageable?
Yes. Results can be read by site, by department and by shift, all in a single dashboard.
We're unionized. Will the union block the process?
The survey is confidential and aims to improve the workplace. Many organizations choose to inform the union from the outset and walk them through the process: that's often what makes it succeed.
Our team leads aren't HR specialists. What will they do with the results?
They get simple, concrete recommendations for their team, with guidance to take action. They don't need to be specialists.
See the other four questions
We already run a survey once a year. Why change?
You don't need to survey more often. What matters is what your survey changes on the floor. Amélio gives every supervisor their team's action plan, shift by shift, with automated coaching to carry it out. If a change comes up mid-year (a new line, a new shift), a pulse survey tells you whether it's working.
Isn't “happiness at work” a bit soft for a plant?
We're not talking about happiness, we're talking about safety, quality and retention. The most engaged teams have fewer incidents, fewer defects and fewer absences, according to Gallup's meta-analysis.
We're required to assess psychosocial risks. Can Amélio help?
Yes. The diagnostic measures psychosocial risk factors and documents your actions. In Quebec, this is what Law 27 requires. See also our psychosocial risk advisory services.
Amélio measures engagement. What about our employees' performance?
Amélio also includes a performance management module: productivity, quality and safety targets for every team and every shift, a career path to build up each operator's know-how, reviews and one-on-one meetings. Because it's connected to engagement results, managers evaluate each person in the context of their team, rather than with an isolated score. See performance management.
Disengaged people hurt the quality of your production and your yields.
You can launch your diagnostic now. Let's talk about your plant.
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