A Masterclass in Workforce Innovation: Lessons from the Experts at FPSA FSX

The panel titled “Unlocking Workforce Potential to Boost Productivity and Improve Retention” at the FPSA FSX Conference was more than just a session—it was a blueprint for what modern workforce development looks like in food manufacturing. The panel included a dynamic mix of speakers, including: 

• Wendy Bushell, Chief People Officer at Palermo’s Pizza 
• Cindie Serrano, Director of Organizational Development at Lincoln Premium Poultry 
• Erik Kurdelak, Food Scientist and WorkForge Food Safety Subject Matter Expert 

This conversation demonstrated these leaders aren’t just talking about short-term fixes—they’re designing sustainable systems for people to grow, thrive, and stay. 

From multilingual training and real-time feedback systems to personalized career pathways, every move these companies make reinforces one central idea: when you invest in your people, they invest back.  

Workforce Training as a Recruitment & Retention Tool 

With labor challenges mounting, all three panelists agreed: workforce training is no longer optional—it's a strategic imperative. 

Cindie Serrano described how Lincoln Premium Poultry is closing skill gaps by offering clear career pathways. Their approach includes: 

• Machine-specific training powered by WorkForge 
• Community college partnerships for associate degrees in electromechanical fields
• Clearly outlined learning paths from operator to maintenance mapped to pay increases 

The impact? A dramatic difference from industry norms: 

“The industry average for poultry is 104% turnover, and we’re currently at 34%.” 

Wendy Bushell shared that Palermo’s Pizza is seeing similar retention wins through a comprehensive onboarding and training strategy. They’ve built a culture where development is personal and inclusive: 

“We have a waiting list right now for second shift—which in manufacturing is usually the hardest to fill.” 

These organizations are proof: when employees see a future, they stick around. 

Creating a Culture of Trust, Transparency, and Retention 

Training alone isn’t enough—it’s trust and connection that fuel loyalty. 

Wendy emphasized how Palermo’s builds culture through multilingual engagement, consistent communication, and recognition: 

• Employee engagement surveys in multiple languages 
• Visibility into skillsets via a digital matrix 
• Recognition programs like “Most Valuable Pizzaiolo” 

“We went from 38 to 738 survey responses just by showing we were listening in their language.” 

Cindie added how Lincoln Premium Poultry builds relationships early through their Touchpoint program—structured check-ins during the first 90 days, plus supervisor follow-ups and real-time feedback loops: 

“We had one-on-ones with our maintenance team… out of 186, only four didn’t want to participate in the training.” 

Erik connected the dots between clarity and commitment: 

“Employees stay when they feel valued, when they’re safe, and when they can see a future.” 

Food & Employee Safety: Building a Culture of Accountability 

When it comes to safety, these leaders don’t just tick boxes—they create cultures of responsibility. 

Erik offered this perspective: 

“Think of food safety the same way we think of firefighters protecting the public—it’s a source of pride.” 

Wendy described how Palermo’s reinforces safety through weekly trainings, stand-downs, GMP audits, and real-time alerts—always linking safety to quality and pride. 

Cindie shared how behavior-based safety programs empower employees to take ownership—encouraging reporting and proactive problem-solving. 

Technology & Training Innovation: Preparing for the Future 

Tech was another star of the show—but not in the way you'd expect. These companies aren’t chasing buzzwords—they’re choosing tools that build trust and improve training outcomes. 

Cindie shared how employees at Lincoln Premium Poultry clapped when robots were introduced to automate the physically demanding task of trussing: 

“They trusted us. They knew we weren’t replacing them—we were investing in them.” 

Erik explained how learning management systems (LMS) are transforming retention and consistency through perpetual learning libraries. 

Wendy emphasized how Palermo’s uses mobile tools, QR codes, and visual content in multiple languages to meet employees where they are—making learning approachable and consistent. 

“I look ahead to the future… using LMS efficiency so employees can do what they do best—make amazing pizzas every day.”  

Final Takeaway: Growth, Retention & Legacy 

This panel left attendees with more than inspiration—it left them with critical examples of how to build a culture of learning and development that brings strategic bottom-line value to the business.   

From structured career pathways and safety ownership to multilingual tech and trust-building programs, these companies are proving one central idea: 

When you invest in your people, they invest back, and it is more possible today than ever with the right partners.   

If you're looking to unlock workforce potential, start with trust, build with training, and lead with culture. Your employees—and your bottom line—will thank you. 

Want to learn more?  Wendy shared Palermo's story in a recent webinar with Baking & Snack.  This is a must watch for any food manufacturer looking to decrease turnover, create uniform career paths and develop your employees from hire to retire.  This 16 minutes could change your business.