Jamie Quelle has spent over 20 years in manufacturing, running plants, training workers, and helping facilities operate more safely and efficiently. But in 2024, everything changed. A sudden seizure led to a brain tumor diagnosis, forcing Jamie to slow down, and ask a bigger question: What actually matters at work and in life?
That shift in perspective led him to start Quelle Manufacturing Solutions and to rethink how manufacturers train, lead, and retain their workforce. In this episode of Shift Talk, Jamie shares hard-earned insights that challenge outdated systems and offer a better path forward for HR and Operations leaders.
“People Think They Know. But They Don’t.”
One of the most memorable comparisons Jamie makes is between officiating sports and managing a plant floor.
“In officiating, people get mad because they don’t know the rules. In manufacturing, it’s the same – people get frustrated when they don’t understand the system or why it matters.”
It’s a leadership lesson: when workers don’t understand the why behind rules, they disengage. If you’re not explaining your processes, your attendance policies, or your shift expectations clearly and consistently, don’t be surprised when workers don’t buy in or stick around.
Flexible Scheduling Isn’t Chaos. It’s the Future.
Jamey Quell has refereed hundreds of youth sports games. Basketball. Football. Weekends packed with games. Hundreds of open slots. And somehow? Every single game gets covered.“We have a thing in officiating called self-assign. The open games go out, and I pick what I can work. It always fills.”
That model, structured flexibility backed by accountability, is exactly what’s missing in most manufacturing facilities today. Instead of forcing every worker into a rigid schedule, what if facilities offered something more dynamic? Not gig work. But a system where trained, reliable workers choose shifts that fit their lives, within parameters that keep the floor running. “Manufacturers think flexibility means less reliability. It doesn’t,” Jamey explains. “It means people choose to be there. And when they choose, they show up.”
Cross-Training: The Underrated Retention Strategy
When Jamie was managing operations across multiple sites, cross-training wasn’t optional – it was survival. “People like to level up. Once they master one role, let them try another. It keeps them engaged, and it keeps you covered.”
Cross-training does more than build resilience into your operation. It gives workers a sense of momentum. If someone calls out, you’ve got backup. If someone wants to grow, they know how. And from a workforce planning perspective, a cross-trained team is a flexible team, without the turnover.
Gen Z Isn’t Lazy. They’re Looking for a Reason to Stay.
One of the clearest messages from the episode? Stop blaming the next generation. “Gen Z doesn’t want to wait two years to see a promotion. They want to see what level they’re on and what comes next.”
Jamie suggests treating the job like a video game – something Gen Z grew up with. Break down roles into levels. Make training visible. Reward progress with skills, not just time served. If a worker doesn’t know where they stand, or where they’re headed, they’ll leave. Not because they’re lazy. Because they don’t see the point.
It doesn’t mean an entry-level material handler should be promoted to GM of the facility in 2 years, we’re talking about small, incremental skill incentives that make workers feel like they’re making progress and becoming a more valuable asset to the company (which they are).
“The single biggest change you can make in your facility is to put yourself in the shoes of a Gen Z worker and ask yourself what matters in your job, then figure out ways to make that work in a structured production environment.”
Connect with Jamie Quelle
About the Shift Talk Podcast
Shift Talk is a podcast by MyWorkChoice where we talk about the real shift happening in manufacturing and distribution. From broken systems to bold new models, we bring honest conversations to the frontline of work.
