USE CASE
From Turnover to Triumph: Q2’s Culture Shift Drives 31% Longer Tenure
3 minute read
46% increase
in revenue
48 employees
retained over 5 years
83% improvement
operational efficiency at select locations
Q2 Management provides quality assurance services to automotive manufacturers, ensuring every part meets exacting standards before assembly. Operating across 186 locations in the U.S. and Canada, Q2’s workforce inspects over 48 million car parts annually. Heavily reliant on contractors and general laborers for short-term assignments, Q2 faced the dual challenges of high turnover and dispersed teams. To address these systemic challenges, Q2 implemented innovative strategies to operationalize its values, improve retention, and build a culture of connection.
the CHALLENGE
Navigating High Turnover in a Complex Industry
Q2’s industry presents unique retention challenges. With a workforce composed primarily of temporary contractors tasked with demanding and repetitive work in environments like stamping plants and casting factories, turnover was especially high. On average, 90% of quality inspectors left their roles within months, creating significant costs in recruitment, training, and inefficiencies.
Q2 needed a solution to operationalize their values, connect their workforce, and create an environment where even temporary employees would feel valued and motivated to stay longer.
the solution
Building a Centralized, Values-Driven Community
Q2 turned to Wisetail’s LMS as the cornerstone of its retention strategy, using the platform to centralize training and communication while embedding its core values—Honesty, Care, Ownership, Transparency, and Empowerment—into daily operations.
Values-Based Training for Leaders and Teams
Leadership training modules tied directly to Q2’s values ensured that managers could resolve challenges consistently and effectively. For example, a Leadership Resolution Form required leaders to document how they applied Q2’s values to address workplace issues. This empowered leaders to act immediately while maintaining transparency and alignment with the company’s culture.
Jason Chan, EVP at Q2, remarked, “Our leaders became overnight experts in our values, using them to resolve challenges immediately and effectively.”
This alignment ensured that even in high-pressure situations, employees understood expectations and felt supported.
Streamlined Communication and Peer Connections
The LMS became more than a training platform; it acted as a central communication hub that brought employees together. Transparency was operationalized through shared updates on company goals, employee recognition, and feedback. Employees used the LMS to share project highlights, such as team photos from unique job sites. These interactions fostered a sense of belonging and connection, even among temporary teams.
“These moments create lasting memories and make employees feel part of something bigger,” said Chan.
the RESULTS
Quality-Tested Retention & Operational Gains
By centralizing values-based training and connecting peers within a communications hub, Q2 built a workplace environment primed to reduce turnover, improve employee satisfaction, and increase operational efficiency.
“Our values are no longer just words on a wall,” Chan notes. “They’re guiding principles that shape our culture and drive our success.” Employees feel empowered, connected, and aligned with Q2’s mission, resulting in a more engaged and productive workforce.
Q2’s focus on culture and training transformed its workforce and operations, leading to:
- 31% increase in work-life of an inspector
- 48 employees retained for over 5 years
- 83% improvement in operational efficiency at select locations
- Glassdoor rating increase from 2.7 to 4.1, surpassing industry benchmarks
- 48% increase in revenue
Hear directly from Jason Chan on how Q2 tackles turnover in this webinar with Training Industry.
