Print Creative Alliance Blog

Key findings and practical recommendations drawn from multiple “Printing Industry Performance & Insights” studies. 

Given the recruiting and retention challenges in our industry and in most industries, over the past few years, we have explored these topics in multiple “Printing Industry Performance & Insights” studies. At an “Americas Printing Association Network (APAN)” meeting, association leaders suggested that I provide an overview of our related reports. I hope you find this helpful! Here we go… 

Number of Employees. 

The chart below, from our recent study, shows employees per $1 million in revenue by firm size for 2023 and 2025. It shows that larger firms employ fewer people per $1 million in revenue, and that number has declined industry-wide since 2023. Printing companies are doing more with less. If your ratio isn‘t improving, it may be worth reviewing staffing by department, not necessarily to reduce headcount, but to plan smarter as your team evolves.

Employee Turnover 

In 2025, 113 companies reported an average employee turnover rate of 12.8%. Notably, 15 of those firms (over 13%) had zero turnover. It’s an achievable goal, and the data shows that higher-performing firms tend to have lower turnover rates. A target of 5% or less is a reasonable benchmark. 

A few strategies worth considering: 

• Review past turnover for common patterns and conduct candid exit interviews. 
• Benchmark your compensation and benefits against industry averages. APAN provides compensation reports through regional printing associations. 
• Invest in employee development. APAN associations offer 50+ online training courses, a tangible way to show employees they’re valued. 
• Consider performance bonuses tied to firm goals. Sharing results quarterly and rewarding the team after a strong year builds commitment and reduces the likelihood of turnover. 

Company Culture 

Our research found a positive link between diversification into Non-Printing Products and Services (NPPS) and four cultural traits: risk-taking, innovation, proactivity, and competitiveness. Academic studies connect all of these traits to stronger employee retention. Ask your association for our “How Company Culture Drives Success with NPPS” report to learn more. 

You might assess your firm’s current culture and consider where it needs to go. At one company I led, we inherited a toxic environment and rebuilt it around an egalitarian culture, treating everyone with equal respect regardless of role. That change produced a highly committed team with low turnover. 

Effective Recruiting Approaches

Our research identified four recruiting methods printing leaders find most effective: employee referrals, job search websites, social media, and company websites. 

Employee referrals are particularly valuable. When employees recommend candidates, they become invested in that person’s success. They’re less likely to suggest a weak fit and more likely to help the new hire perform well. 

Job search websites like Indeed, ZipRecruiter, and LinkedIn are widely used and consistently rated effective. Your company website should also list open positions and give candidates a reason to apply. Consider adding employee testimonial videos that reflect your culture. 

Three recruiting methods that weren’t rated as effective, but I think are worth mentioning, are temporary agencies, high school partnerships, and college recruiting. Temp agencies can serve as an effective pipeline for entry-level production roles. Bring candidates on temporarily, evaluate their fit, and transition strong performers to full-time. It’s an approach that produced some of my best long-term employees. 

High school and college partnerships take time to build but can yield apprentices and future administrative or sales candidates. When approaching high schools, use the term “apprentice” instead of “intern.” It sends the message that you’re offering a long-term opportunity, which is more appealing to younger candidates. 

Employer Branding and Employee Value Proposition (EVP) 

As mentioned above, we see printing companies branding themselves as good places to work on their websites and social media. That might include employee stories, celebrating employee anniversaries, or “employees of the month.”  

However, we found that unless company leaders have an Employee Value Proposition (EVP), their recruiting and retention will not improve. Consider an EVP as a mission statement of the value your company provides for its team members. Here are a few examples.

• We compensate team members for their contribution to our firm, which may include craftsmanship, productivity, or continuous improvement.  
  • We annually adjust our pay rates and review each teammate’s compensation. 
  • We continuously evaluate and improve our benefits because financial security and peace of mind matter to our people. 
  • We benchmark our compensation to industry averages regularly to ensure we remain competitive and fair. 
• We provide teammates with an annual bonus based on our firm’s profitability. 
  • Success is a team effort. 
  • When the company does better, we all benefit, not just the owners.  
  • We provide annual bonuses tied to company performance because success is a collective effort. 
  • We want our team members to understand how their work connects to our results and to feel pride in what we accomplish together. 
• Quarterly, we update our team on goals, previous goal achievement, and firm performance. 
  • We keep our team informed. 
  • We note wins and give recognition and thanks. 
  • We provide quarterly updates on company goals, performance, and progress. 
  • We recognize contributions and express appreciation for effort, results, and teamwork. 

Are the EVPs above THE ones you should apply… NO! They are merely examples. As a leadership team, consider what EVP items are important to you and your firm. What other EVP items should you consider adding to convey what employees value most about being part of your team? Decide your EVPs! Commit to your EVPs. Don’t state EVPs that your firm is not committed to. 

For more information,  suggestions, comments, or questions at ralph.williams@mtsu.edu

Source: Dr. Ralph Williams, Management Professor, Jones College of Business ,Middle Tennessee State University