Some form of incentive or motivation in the form of a future career opportunity could be made available for the employees such that they reconsider moving to the new location. In case the worker resigns, the employer must have a contingency plan. Here the contingency plan could involve postponing the high end manufactory for some time and continuing with the usual manufactory till recruitment is complete.
In workforce planning, it is important to plan for a sustained work force. The organization should connect with the workforce from the time of recruitment to induction training . This will help the employee understand the workplace as a secure one. Also once employees are part of the workforce, these strategic positions and more should be understood better. Future recruitment could be informed by this form of succession planning moves and Goulburn manufacturers would be able to reduce redundancy this way.
Team leaders should be transformational in nature, and they should be able to communicate the vision for change and also the practical needs for change. The staff queries must be handled by the team leader who would should ensure the people under him have a voice in the change management.
Change management consultants or agents who have more knowledge in change management might be hired as an external source.
Workforce reimbursement charges might need to be given to the employees in addition to some form of an incentive.