Logistics Industry culture shift targets workforce shortage
A new world of work is emerging for the Logistics Industry. Gathering insights from over 80 members of the logistics industry, from operational roles to senior management, the Q3 CCLI report detailed a cultural shift in hiring and retention.
One of the most critical issues facing the logistics industry right now is workforce shortages. While automation and robotics are allowing teams to achieve higher output, simplify complex tasks, and remove manual paperwork — the need for skilled personnel will never be replaced.
The industry is continuing to grow in both size and value, and flow on-impacts from the global pandemic continue to impact day-to-day operations — including remaining workforce shortages.
The unprecedented nature of the pandemic highlighted the critical role of supply chain stability and flexibility in the logistics industry. However, it also brought with it border closures coupled with workforce restrictions, illness, and health precautionary measures that dwindled the workforce at a time when logistics operations were booming.
The wider impact of post-pandemic flow-on include rising labor and operational costs (rising fuel prices and warehouse rent among a few), changes in workforce preferences and accelerated retirement. These trends have coupled to change the workforce of our industry, driving companies to explore new avenues in terms of workforce attraction and retention.
The CartonCloud Logistics Index (CCLI) 2022 Q3 industry whitepaper found ongoing workforce shortages were driving businesses to think outside the box in terms of hiring.
Gathering insights from over 80 members of the logistics industry, from operational roles to senior management, the Q3 CCLI report detailed a strong cultural shift angled at boosting workforce recruitment and retention.
“What it means to work in logistics is changing. Our industry is changing, and while our bread and butter will continue to be the storage and movement of goods, the services and specialized roles supporting this are evolving,” said Mr Fletcher.
“We’re seeing a major shift in the attitudes and tactics surrounding hiring within our industry.
“Companies are working to become more attractive employers by offering flexible work arrangements, on-the-job training, higher pay structures, and career advancement, looking at their own company values and culture.”
Having more defined company values can not only be used to set employers apart from the pack, CartonCloud COO/ Head of North America Shaun Hagen explained.
Strong company values also provide an opportunity for employers to look at bringing in new skill sets, and offering their customers new services, like data analysis, sales and marketing.
“It may be that new logistics employment opportunities emerge as a result of the cultural shifts toward hiring,” Mr Hagen said.
“New members of the workforce will continue to diversify the skill sets held within companies, and the adoption of technology and software solutions will continue to reduce the load of manual tasks, allowing companies to invest in other areas for growth.”
The CCLI report showed adoption of technology is trending upward, driven by greater expectations from both customers and other industry partners for data capture and sharing.
“This is altering the landscape of hiring within the logistics workforce,” Mr Fletcher said.
“Higher tech adoption across the industry brings new roles for data analysis and may open up greater opportunities for hiring flexibility in terms of roles and hours. What’s more, companies using easy-to-operate technology are finding it easier to train and assign workloads within their workforce, which means they can expand their hiring beyond those with prior industry experience.”
CCLI respondents cited flexible hours, on-the-job training, healthy team dynamics, wage incentives, and appropriate benefits as some of the tactics they were using to attract and retain their staff.
The report gathered insights from over 80 members of the logistics industry, across all roles and operations, from Australia and North America.
“The CartonCloud Logistics Index allows us to track and understand the issues that are most important to industry members today, and also gives us the opportunity to provide valuable insights and data back to the industry,” Mr Hagen said.
“We believe in data-led decision-making to drive growth. It’s at the heart of what we do, creating technology that is both powerful and easy to use — based on the most important features logistics people need to grow their business.
“Providing data like this allows us to support industry members to explore their own decisions within an industry context, and grow from the insights shared by others.”
CartonCloud works closely with industry members to identify, track and predict the issues and opportunities facing logistics businesses today and in the future.
To find out more, download the full CartonCloud Logistics Index from our webiste, or contact the team at CartonCloud for more information on intuitive software systems, built for logistics people.
After years in the military, service members and their spouses can find the transition to civilian life difficult. For many, a valuable support on that journey is the U.S. Department of Defense (DOD) SkillBridge program. During their final 180 days of service, participants in the program are connected with companies that provide them with civilian work experience and training. There is no cost to those companies while the service member continues receiving military compensation and benefits.
Both sides benefit from the program. “We’re proud to work with SkillBridge to give back to our military veterans for the bravery and sacrifices they’ve made for all of us,” Troy Pederson, director of training and development at LiftOne, a Hyster-Yale dealer and established SkillBridge employer, said in a release. “In the last year, we’ve helped 10 SkillBridge interns transition from military to civilian life, and the value and positive impact of the program can’t be overstated. At LiftOne, we’ve gained so much from the experience and diverse mix of technical and leadership skills of our SkillBridge candidates.”
Raise your hand if you think you’re a pretty good driver. Now put your hand back down, because we’re about to introduce you to someone who has set the bar much higher than you can ever dream of reaching.
Meet Greg Swift, a longtime driver for Schneider National Inc. who has driven 5 million miles without a preventable accident. The Green Bay, Wisconsin-based carrier boasts a notable safety record: More than 6,500 of its drivers have traveled at least 1 million safe driving miles with the company. Swift, however, stands out from that crowd, joining only two other drivers in Schneider’s nearly 90-year history in reaching the 5 million-mile mark.
Swift’s achievement was recognized with a parade, a “Sound the Horn” celebration—a long-standing tradition of sounding a truck horn inside the headquarters building to celebrate achievements—and a $10,000 bonus.
And if you’re wondering how long it takes to motor 5 million miles, that’s the equivalent of driving to the moon and back 10 times. Swift began that odyssey 33 years ago when he started his career with Schneider after leaving his teaching job. He now runs a dedicated route for Schneider customer Georgia-Pacific.
In his time as a driver, Swift has witnessed the evolution of trucking technology from paper maps to advanced GPS and collision-mitigation systems, but his advice to new drivers is simple and technology-free: Plan ahead and manage your time efficiently.
Look around any distribution center and you’ll see dozens of devices powered by batteries. They range from large-scale cells in electric forklifts, to mid-size units in autonomous mobile robots (AMRs), to slim, palm-size batteries in barcode scanners and smartphones. Despite the ubiquity of these applications, there is more work to be done. That’s why a battery-industry group has launched an initiative it hopes will encourage the next generation of engineers to continue developing smaller, safer, more powerful industrial batteries.
The effort is funded by donations from BCI member companies, including the lead donors Entek and Daramic, as well as gifts from more than a dozen other companies, including such distribution center stalwarts as Crown Battery, East Penn, and EnerSys.
Logistics service providers looking to cut emissions from their transportation operations have largely focused on the switch from internal combustion engines to battery electric vehicles (BEVs). But some proponents say that hydrogen fuel cells are a better way to generate the electricity required to reach that goal. A new demonstration project now underway is designed to prove their point.
The FCEV began real-world testing on routes in the San Francisco Bay Area in August. Over the next few months, the truck will head down to the Los Angeles area before making its way to northern California and then to western Canada.
Those tests follow similar demos in Australia as well as a July trial of Hyzon’s Class 8 FCEV tractor-trailer with some of its North American fleet customers, which include waste haulers. According to Hyzon, those tests showed that hydrogen fuel-cell technology is a viable replacement for heavy-duty diesel engines and can overcome some of the inherent challenges associated with other zero-emission technologies, such as fluctuations in operating temperatures, payload limitations, and short ranges (the company says its hydrogen fuel cells provide the refuse-collection trucks with reliable power for up to 125 miles).
Global supply chains have long had to weather disruptions triggered by sudden spikes in demand. Holiday gift shopping, big price discounts, and stocking up before major storms are just a few reasons for jumps in consumption. Now there’s another variable to consider: Taylor Swift.
Devoted fans of the pop megastar often wear outfits reflecting Swift’s own costumes or references to her songs when they attend concerts. Her influence is so notable that, according to London-based Dalston Mill Fabrics, the singer’s lyrics appear to drive spikes in demand for certain styles and fabrics.
Songs on Swift’s most recent album, The Tortured Poets Department, mention several types of clothing and have boosted fans’ interest in similar items. For instance, as any Swiftie knows, miniskirts have always been a signature piece in Taylor’s wardrobe. But this summer, they jumped in importance thanks to a reference in her song “imgonnagetyouback,” which begins with the words “Lilac short skirt, the one that fits me like skin.” The singer wore a lilac skirt in a video for the song, increasing the hype. Since the video was released, worldwide internet searches for “lilac skirt” have skyrocketed by 992%, reaching a peak in July, Dalston Mill said, citing data from Google Trends. The fabric purveyor reports similar search trends for black dresses, lace tops, and dresses with buttons, all of which are mentioned on the album.
“The recent release of The Tortured Poets Department has solidified Taylor Swift’s reputation as a fashion icon,” a Dalston Mill spokesperson said in a release. “These search spikes also demonstrate Taylor Swift’s position as a global trendsetter. Her influence is indisputable, and it will be great to see Swifties debuting some of these outfit trends at the upcoming Eras Tour shows.”
Which prompts a burning question for supply chain professionals: Should demand planners in the apparel industry consider Taylor Swift albums as leading indicators in their forecasts?