How Airstream Reduced Turnover by 83% with Dozuki

By 2017, Airstream was experiencing record-breaking demand. Weekly production targets hit 120 trailers, and the company quickly outgrew its existing footprint. Teams were split across three buildings to keep up, while preparing to move into a new 750,000 square foot facility.

But the physical expansion came with an operational crisis. Hundreds of new associates were hired to meet production needs, but there was no consistent way to train them. Some new hires were placed with veteran employees for informal instruction; others were handed a pen and paper and left to shadow a peer, sometimes one with just a month of experience.

Training gaps became costly. Without clear job expectations or support, 30% of new hires left within weeks. Turnover was high, morale was shaky, and tribal knowledge ruled the floor.

“We were growing fast, but our onboarding and training were stuck in the Stone Age.”
— Jim Kirtley, Lean Manager at Airstream

The Turning Point: A New Facility, A New Strategy

With the move to a new, state-of-the-art facility, Airstream saw an opportunity to reinvent more than its floorplan. They made a deliberate decision to invest in structured, scalable training, with Dozuki at the center of their connected worker strategy.

What started as a workaround for clunky Word documents became a full-scale digital transformation. Airstream selected Dozuki for its intuitive, media-rich platform and the ability to easily update guides and procedures at scale.

“Dozuki felt like the YouTube of work instructions. It made sense for the new generation of workers.”
— Tina Souders, Senior Technical Writer

The Solution: Modern Orientation, Real-Time Validation

Airstream replaced their outdated onboarding system with a fully structured, three-day orientation program, designed to deliver consistent and repeatable training before new hires ever hit the production floor. Every session is scheduled and standardized to ensure all associates receive the same foundational information, closing gaps that previously depended on departmental capabilities or informal trainers.

Rather than relying on PowerPoints or printed documents, Airstream now builds orientation sessions directly within Dozuki. These digital guides remain accessible after orientation, empowering employees to revisit procedures on-demand. The training includes hands-on practice with the actual tools and processes, allowing workers to hone essential skills in a safe, guided environment.

Dozuki also plays a central role in the company’s quality and safety management systems. The quality department now houses all standards and procedures within the platform, eliminating the need to search through shared drives or binders. Breakrooms across the facility are equipped with locked iPad stations, making training access immediate and universal. Associates can check out a tablet, take it to their station, and follow detailed, interactive instructions in real time.

For daily operations, data capture has become a crucial tool. Critical task, performed on every trailer, are now tracked step-by-step through Dozuki guides. Each process requires mandatory signoffs, holding associates accountable and ensuring compliance with safety and quality expectations. Group leaders also conduct multiple standardized evaluations per week using Dozuki’s built-in forms, reinforcing accountability at the leadership level.

Quality control auditors now use Dozuki to verify that tasks are performed correctly and consistently across the floor. At the leadership level, the platform integrates with Power BI to visualize trends, enabling executive teams to see training effectiveness, skill readiness, and operational performance with clear dashboards. This visibility helps justify continued investment in workforce development and informs strategic planning across departments.

“It’s not about replacing trainers, it’s about giving them 20% of their time back. Dozuki helps new hires hit the ground running.”
— Chris Hawk, HR Training Manager

The Impact: Dramatically Lower Turnover, Stronger Teams

The results speak for themselves. Since implementing Dozuki, Airstream has achieved:

• An 83% reduction in turnover

• Hundreds of standardized training guides created by frontline teams

• Faster skill development and more confident new hires

• Repeatable, data-backed performance tracking across roles

Airstream’s tech writer team now collaborates directly with associates to co-create guides, incorporating frontline feedback and expertise into every procedure. Real-time comments, revision history, and approval workflows ensure guides stay accurate and evolve with the work.

“New hires aren’t left guessing anymore. They’re trained, confident, and ready to build high-quality products from day one.”
— Tina Souders

What’s Next: Rewarding Skills, Building Careers

Airstream is taking Dozuki beyond onboarding, using it to build a long-term skills matrix and reward program. Associates who master key processes, like electrical troubleshooting or cabinetry, can complete performance-based training paths within Dozuki. Once validated by a subject matter expert, they earn the right to perform critical tasks, and, in many cases, receive higher compensation.

Recurring training ensures skills are refreshed regularly, while managers can track who’s qualified to do what, across departments.

“With Dozuki, we can now connect skill progression directly to career advancement,  and prove it with data.”
— Chris Hawk

From Chaos to Consistency With One Platform

Dozuki has helped Airstream move from tribal knowledge and paper-based training to a scalable, tech-enabled system that supports every worker, from day one to promotion.

If you're facing similar challenges with turnover, inconsistent training, or outdated processes, you're not alone. And you're not stuck.

Let’s talk about how Dozuki can help you build the workforce of the future, without sacrificing productivity today.