Every machine shop leader knows you can buy the best equipment, implement cutting-edge automation, and have bulletproof processes—but without the right team and culture, growth will stall. In this episode of MakingChips Machine Shop MBA, we talk with Matt Wardle, President of JD Machine, about how he transformed a small Utah shop into a 210-person powerhouse by prioritizing people and culture over everything else.

Matt’s story shows what happens when leadership takes workforce development seriously. From his early days as a 10-person shop owner watching competitors poach his talent, to becoming a two-time Top Shops winner recognized for HR and culture, Matt has built a system for attracting, training, and retaining the kind of people who make growth possible.

We dive deep into JD Machine’s unique approach to workforce development: Department of Labor-approved apprenticeship programs, high school counselor outreach, profit-sharing models, mentorship incentives, and cultural rituals like celebrating apprenticeship completions with a “Masters Jacket.” The result? A company that not only keeps top talent but grows its own leaders from within.

If you’ve ever wondered how to build a resilient shop culture where employees feel invested, customers trust your team, and growth becomes sustainable, this conversation delivers the blueprint. Matt shows that “winning” in manufacturing isn’t just about throughput or margins—it’s about building people who build the business.

Segments

• (0:58) Introducing Matt Wardle of JD Machine: from 10 employees to a 210-person operation
• (4:30) Early lessons in retention and the shift from poaching talent to building a pipeline
• (7:44) Why you should register and see us at AMT’s MTForecast
• (11:41) Community outreach: hosting school counselors, sponsoring robotics, and changing perceptions
• (17:10) Open houses, virtual field trips, and branding your shop to future employees
• (15:00) Mentorship structure, incentives for trainers, and celebrating completions with the “Masters Jacket”
• (19:20) Tracking the right metrics: turnover, reviews, skill increases, and retention as KPIs
• (22:58) Apprenticeship program design: 8,000 hours, Department of Labor approval, and clear pay raises
• (27:57) Grow your top and bottom line with CliftonLarsonAllen
• (28:32) How small shops can scale their workforce systems over time
• (30:18) Building your own curriculum: Tooling U, NTMA U, Titans of CNC, and customizing courses
• (31:50) Encouraging on-the-job learning during machine cycle times
• (34:10) Mentorship structure and incentives for experienced machinists training apprentices
• (36:05) Recruiting under-18 students through legislative partnerships and state risk management
• (37:52) How NTMA chapters create collaboration and make SkillsUSA more impactful
• (39:35) Balancing competitive pay with margins and long-term stability
• (43:58) Profit-sharing and open-book management to drive engagement and retention
• (44:44) Lessons learned from losing good employees and being proactive about retention
• (49:55) Matt’s closing thoughts: people who align with your core values become your greatest asset 
• (51:40) The countdown is on: See us at Top Shops 2025 in Charlotte, NC

Resources mentioned on this episode

• JD Machine
• Connect with Matt on LinkedIn
• Why you should check out AMT’s MTForecast
• Matt’s episode on Machine Shop Mastery (all about culture)
• Grow your top and bottom line with CliftonLarsonAllen (CLA)
• The countdown is on: See us at Top Shops 2025 in Charlotte, NC (code MAK20 for 20% off)

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