Updated: Dec 3, 2021
⚠ One of the largest upcoming challenges within the world of warehousing is besides - digitalization, robotization, customizing, and so on - the WAR ON TALENT. In this post we go into more depth towards this underestimated challenge.
But let's start with describing the situation:
1️⃣ "Old" Environment
Traditionally warehousing had the same "allure" as a library, but instead of books goods are being distributed. Think down the line of dusty sometimes extremely silent environments ...
In this era of start-ups, scale-ups, and even more flashy venues the warehousing environment does not always bring much appetite with job-seekers and might even not support the retention within the existing team ...
2️⃣ Need for "new" skills
A second shift coming is that "warehousing" is moving towards an "engineering" environment. This because of the trends already mentioned; such as "digitalization", and "robotization"; just not to mention all the more IT related elements. This makes that the "team" will need to be grown to match the challenges.
The result is a "War on talent"
The "hiring market" is more and more becoming a "job-seekers" market; ie the candidate is getting relatively more and more power within the (hiring) relationship due to simple lack of people let alone with the right skills. This opposed to previous times where power was more with the recruiters.
👉 Consequence is that companies need to rethink and reposition themselves to make sure they keep right influx of new talent and have the right retention of their current staff. Essential will be how companies will place themselves in the market. This not only job "content-wise", but also from a "marketing" perspective.
⚠ A nice link that can be made here is not to talk about "enterprises" or "firms", but about "companies". Stressing more that its a co-creation opportunity... with a vital role towards how people are being brought together. In this post we build a case for making logistics and especially warehousing more attractive.
👍 Good examples of how to respond are:
✔ Functional review of the needs of your team - nice examples comes from a 3PL that suggests to setup supporting operations at the entrance of industry zones". E.g. "day-care centers", restaurants, bars, incl. the easy sandwich on the go, ... all to support the quality of live of the workers in that area.
✔ Having In-house a chiropractor for treatment and training on ergonomics
✔ Approaching architecture incl. the interior design no longer purely from the Functional side, but also go for look and feel.
✔ Setup relaxation spaces - similar to the "pinball room" approach of IT companies
✔ Create healthy environments incl. natural light
Free ride : just by looking at other sectors where this is already common.
👉 Notice that we are not looking for financial impact, but are aiming for improvement towards "job-content" or even better in"job-environment".
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