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The Advanced Talent Management/Workforce Development Award will be presented to the manufacturer that has demonstrated excellence in workforce development through employee retention, recruitment, and training. We will seek evidence of the utilization of educational workforce development opportunities and secondary or post-secondary education from community colleges, universities, or workforce boards to support the development of a pipeline of skilled and qualified new and existing employees.
Poppies Bakeries: Investing in People to Power a Lean Future
When it comes to building a strong manufacturing workforce, culture matters just as much as technology. At Poppies Bakeries in Battleboro, North Carolina, investing in employees has become the driving force behind operational excellence, retention, and long-term growth.
For these efforts, Poppies Bakeries has been named the 2026 State Manufacturing Leadership Award winner for Workforce Development, recognizing the company’s comprehensive approach to employee training, leadership development, and career advancement.
A Sweet Success Story in North Carolina
The Battleboro facility, which employs 116 team members, produces frozen dessert favorites including mini cream puffs, chocolate-topped mini eclairs, and chocolate-covered cream puffs. Operating 24 hours a day, five days a week, the highly automated plant can produce about 2,000 pastries per minute, shipping products to customers across the United States and internationally.
The facility is celebrating 25 years in North Carolina in 2026, while the global Poppies brand marks its 50th anniversary—a journey that began as a small European storefront bakery before growing into an international frozen bakery manufacturer.
But behind the impressive production numbers is something even more important: a workforce that has grown alongside the company.
Building a Culture of Continuous Improvement
Poppies’ workforce transformation began in 2020, when leadership launched a multi-year initiative centered on Lean manufacturing principles, employee engagement, and leadership development.
Working with partners including NC State Industry Expansion Solutions, ECU–NC MEP, and Nash Community College, the company implemented training programs focused on continuous improvement, problem-solving, and technical skill development.
The transformation was sparked by former Chief Operating Officer Willem DePape, whose Lean expertise helped guide the plant through a cultural shift—from reactive problem solving to proactive, data-driven improvement. Today, Lean practices such as daily huddles, Gemba walks, visual management boards, and Kaizen events are embedded in daily operations.
Employees at every level participate in improvement initiatives, helping strengthen ownership, collaboration, and communication across departments.
Developing Leaders from Within
A cornerstone of Poppies’ workforce strategy is internal career growth.
Many of the plant’s leaders started on the production floor and advanced through training and mentorship programs. One example is Jose Luis Vazquez, who began his career on the packaging line more than two decades ago and now serves as Production Manager. Alongside him is Jesus Rocha, who has also been with Poppies for more than two decades and also began on the packaging line, and now serves as our Process Technician. Together, Jose Luis and Jesus have become a dynamic duo, playing a critical role in the success and strength of our production team.
When an operations leadership vacancy emerged, the company made a deliberate decision to promote from within rather than hire externally. The move created opportunities across the organization as supervisors and team leaders stepped into expanded roles.
Structured training programs and SOP-driven technical development pathways also allow employees to build new skills. Packaging operators have advanced into specialized positions such as trainers, bakers, cream makers, quality technicians, warehouse/freezer operators, maintenance technicians, and sanitation technicians, strengthening the plant’s technical expertise while creating clear career pathways.
Training as a Company-Wide Commitment
Few manufacturers pause production entirely for employee development—but Poppies does exactly that.
Each year, the company dedicates a full Workforce Training Week to professional development. During this time, employees participate in training covering food safety, quality systems, safety compliance, leadership development, and workplace culture.
Topics range from HACCP and allergen management to leadership communication, GMP practices, and hazard mitigation.
The company is also launching the Golden Batch Academy – Rise and Lead Certification, a new leadership training program developed in partnership with Nash Community College and Pippen Resource Group.
The program focuses on leadership communication, conflict resolution, accountability, and team development—skills that strengthen the company’s leadership pipeline for the future.
Data, Safety, and Engagement
Poppies’ workforce strategy combines training, technology, and engagement initiatives to empower employees to succeed.
A new HR information system allows the company to track coaching sessions, performance reviews, and career development conversations—giving employees greater visibility into their growth path. Meanwhile, real-time analytics software helps supervisors identify production issues, coach employees effectively, and support continuous improvement.
Safety has also been a major focus. Through improved training and compliance initiatives, the facility has achieved more than 1,000 days without a lost-time incident.
Employee engagement programs further reinforce the culture, including:
- Peer recognition through a Staff Shout-Out Board
- Employee of the Month and Employee of the Year awards
- Employee suggestion and referral programs
- KPI performance bonuses
- Team-building activities and appreciation events
These efforts ensure employees feel valued and connected to the company’s success.
Results That Speak for Themselves
The impact of Poppies’ workforce initiatives has been measurable.
Over the past three years, the company has dramatically reduced employee turnover—achieving an 85 percent reduction in 2025 compared with 2023. The improvement reflects stronger leadership development, clearer career pathways, and a workplace culture built on communication, trust, and accountability.
At the same time, operational performance has improved through stronger Lean practices, reduced downtime, and enhanced data-driven decision making.
A Culture That Starts With People
At Poppies Bakeries, workforce development is not a one-time initiative—it is an ongoing commitment.
By investing in leadership, empowering employees, and building strong partnerships with education and training organizations, the Battleboro facility has created a culture where people are encouraged to grow alongside the business.
The result is a workplace where employees take pride in their work, leadership emerges from within, and continuous improvement drives success—making Poppies Bakeries a deserving recipient of the 2026 State Manufacturing Leadership Award for Workforce Development.
