4 Reasons to Increase Employee Salaries

We all know that money isn’t the only thing keeps people working hard at their job and it isn’t always the key component in making someone move to a new employer, but it is certainly an important factor and one what shouldn’t be undermined or ignored.

For an employee a good salary can help them lead a decent life, have a safe place to live, help them feed their families and to enjoy things other than just the bare necessities.

For an employer there are so many things that need to be considered when it comes to their people strategies and there aren’t many more important than how they pay and reward their workforce. They need to consider company costs on salaries versus incoming monies, they need to think about their competitiveness as a recruiter and they need to consider where money is best spent for example is it on higher wages or process efficiencies.

Here at Talent in Logistics we have some thoughts on this, as we believe (and so do many others) that salary levels can have a direct impact on employee engagement. With employee engagement comes increased productivity, customer satisfaction & compliance and in turn reduced absence, attrition & accidents. With all of these benefits there is a strong and almost undeniable link to say that better pay will lead to better company success.

So whilst increasing salaries may seem unachievable and difficult in the short term. The benefits in the long term will be a worthwhile investment.

Still not convinced, here is a little more detail to motivate you to make the change that is needed and maybe even highlight some cost saving opportunities;

#1 Doing the Right Thing

If you have employees doing a good job, which is valuable to your business, and is vital to its success they deserve to be rewarded for it. That is just the right thing to do!

This will show that you care as an employer, if you share some of your profits by giving your workforce a pay rise each financial year rather than just lining the pockets of shareholders, it shows that you believe in equality and helps your workforce feel like the valuable asset that they are.

#2 Increased Productivity

A higher salary tends to lead to a culture of high performance and productivity, people will work hard to prove that they deserve to be earning more than the employees at competitor companies.

It will also bring with it more focus because they won’t be worrying about external factors, such as whether they will last until pay day with all their bills and outgoings, can they afford for the car to fail its MOT or that expensive school trip for the kids…

Let’s recognise another potential benefit here – the more productive and engaged people you have, the less people you will need. This can help you save lots of money on salaries and having a smaller and leaner team also brings its own benefits such as increased clarity, cohesion and reduced administration.

#3 Keeping the Talent Within

When you have worked so hard to recruit and develop your talent in order to get them to a high performing and productive stage, would you really want them to leave? If you compensate your employees well they are more likely to stay with you and if they have worked for you for a while they will have strong relationships, understand what you are trying to achieve as a business and how they fit within that.

The recruitment cost can be expensive and so reducing attrition is the best thing in order to avoid significant costs. It’s about the bigger picture here, paying an employee £1,000 per more per year, could save a recruitment and on-boarding cost that can run into tens of thousands.

#4 Talent Attraction

In Logistics, as with many other sectors, we are experiencing a huge talent shortage. How are you going to stand out from your competitors to attract the best drivers, the top planners and the strongest leaders? There are lots of things you can have within your benefits package to attract people, but one sure fire way is to offer an attractive and maybe ‘above average’ salary.

Once you have recruited and you have shown them all the other benefits that working for your organisation can bring, maybe these new recruits will help attract more top talent – word of mouth is a powerful thing after all.

Employee Wellbeing and Engagement Take Centre Stage at Online Logistics Conference

Online Logistics Conference

Putting people at the heart of logistics operations will be the focus of this year’s Talent in Logistics conference which will take place entirely online.

“The success of the logistics sector relies heavily on its talented people during these challenging times,” says Ruth Edwards, Business Development Director for Talent in Logistics. “And when leaders engage with employees, this is shown to increase productivity, customer satisfaction, and safety while reducing absence levels and attrition.”

“This is a period of change and priorities are shifting for many organisations,” she continues. “That’s why we have curated the agenda to focus on the areas that will provide the most guidance and inspiration to employers for the uncertain road ahead.”

The one-day digital conference, which takes place on 23rd September 2020, will be delivered remotely by a series of speakers, all experts in the field of employee engagement.

Keynote speaker Liggy Webb, an award winning author, presenter and consultant who specialises in the area of behavioural skills and human resilience, will lead a session titled ‘How to lead a culture of wellbeing and resilience’ that will help attendees understand more about stress-related burnout, the value of investing in employee wellbeing and how to help people through uncertain times.

 

Talent in Logistics will present the findings of recent research into HGV Driver engagement, carried out in collaboration with Pertemps Driving Division.  This will reveal how HGV drivers feel about their role, employers, and career prospects, as well as their suggestions for solving the skills shortages in the sector.

Other sessions will cover topics such as the role of gathering employee feedback, managing and engaging a remote workforce, corporate social responsibility (CSR) strategy and lessons learned from Covid-19 around why it is so important to invest in people.

“It’s crucial now more than ever that we come together as a sector,” says Ruth. “Our planned calendar of 2020 conferences has evolved online to provide an alternative that will continue to help logistics employers, and their valuable people, to succeed in the long term.”

The conference will take place across a full day. All registrants will receive recordings of each session, accompanied by a range of additional, useful resources, ensuring maximum value even for those who cannot watch the whole event live.  This content will be available exclusively to registered conference attendees.

Conference tickets are available now for £50+VAT (usual price £125+VAT).  To register, visit www.talentinlogistics.co.uk. Or for more information, call 01952 520216 or email talentinlogistics@captib.co.uk.

Employee Wellbeing and Engagement Take Centre Stage at Online Logistics Conference

Online Logistics Conference

Putting people at the heart of logistics operations will be the focus of this year’s Talent in Logistics conference which will take place entirely online.

“The success of the logistics sector relies heavily on its talented people during these challenging times,” says Ruth Edwards, Business Development Director for Talent in Logistics. “And when leaders engage with employees, this is shown to increase productivity, customer satisfaction, and safety while reducing absence levels and attrition.”

“This is a period of change and priorities are shifting for many organisations,” she continues. “That’s why we have curated the agenda to focus on the areas that will provide the most guidance and inspiration to employers for the uncertain road ahead.”

The one-day digital conference, which takes place on 23rd September 2020, will be delivered remotely by a series of speakers, all experts in the field of employee engagement.

Keynote speaker Liggy Webb, an award winning author, presenter and consultant who specialises in the area of behavioural skills and human resilience, will lead a session titled ‘How to lead a culture of wellbeing and resilience’ that will help attendees understand more about stress-related burnout, the value of investing in employee wellbeing and how to help people through uncertain times.

Talent in Logistics will present the findings of recent research into HGV Driver engagement, carried out in collaboration with Pertemps Driving Division.  This will reveal how HGV drivers feel about their role, employers, and career prospects, as well as their suggestions for solving the skills shortages in the sector.

Other sessions will cover topics such as the role of gathering employee feedback, managing and engaging a remote workforce, corporate social responsibility (CSR) strategy and lessons learned from Covid-19 around why it is so important to invest in people.

“It’s crucial now more than ever that we come together as a sector,” says Ruth. “Our planned calendar of 2020 conferences has evolved online to provide an alternative that will continue to help logistics employers, and their valuable people, to succeed in the long term.”

The conference will take place across a full day. All registrants will receive recordings of each session, accompanied by a range of additional, useful resources, ensuring maximum value even for those who cannot watch the whole event live.  This content will be available exclusively to registered conference attendees.

Conference tickets are available now for £50+VAT (usual price £125+VAT).  To register, visit www.talentinlogistics.co.uk. Or for more information, call 01952 520216 or email talentinlogistics@captib.co.uk.

The Great British Burnout

We are living in strange times. One might think that much of the population being required to stay home for several weeks would create an atmosphere of calm. But our experiences over the past few months show that, for those who are forced to stay in and those who must continue to go out to work, lockdown can be a pressure cooker experience.

Fatigue, stress, and anxiety are separate but interrelated conditions and while they are not just symptoms of the present crisis, for many they are exacerbated by it.

Over the past two hundred years of human history, people across the world have moved from a mostly agrarian lifestyle; living in small communities far outside the city, working the land and surrounded by nature—to a mostly urban lifestyle, where we are surrounded by unprecedented levels of noise and pollution, swarmed by other people, and cut off from truly uncontaminated wilderness. Whilst these conditions have become the norm for modern society, it is unsurprising that they cause us stress and anxiety, and the modern workplace is a key contributor to this effect. One recent study claims nearly half of people feel stressed at work at least once a week, and nearly one in six feel stressed at work every day. *

The net result of failure to deal with stress can be catastrophic.  A few potential side effects of stress:

  •          Mental health problems
  •          Cardiovascular disease
  •          Eating disorders
  •          Skin problems
  •          Permanent hair loss
  •          Digestive problems
  •       … and the list goes on.

The picture is complicated by fatigue, wherein a person becomes excessively tired due to physical or mental exertion. Fatigue is not just sleepiness, it’s a deep physical and mental tiredness that can both cause and be caused by stress, as part of a vicious cycle. As well as the negative mental and physical health effects, it can contribute to loss of attention and clear-headedness: a big deal for the drivers in our industry trying to keep the roads safe, or those operating materials handling equipment. The recent relaxation of LGV drivers’ hours rules should not let us forget how crucial it is that drivers get the breaks they need to function effectively.

It is therefore important we encourage a healthy response:

  •          Eat well. Overeating, hunger, and poor diet can exacerbate stress, anxiety and fatigue. When your back is against the wall, getting a well-balanced meal should not go out the window, it should be a priority.
  •          Get enough sleep. It can be tempting to cut into sleep time in order to ‘be more productive’, but inattention, sluggishness and irritability will rapidly erode gains if this becomes a habit.
  •          Exercise! The fight or flight response is meant to trigger activity, so get your fight or flight on. Run, play sports, dance. This helps your body absorb stress hormones and regulate itself properly
  •         Meditate or practice mindfulness. Meditation and mindfulness techniques have both been found to help moderate stress, as well as mental health issues like anxiety and depression. To read more, visit https://www.nhs.uk/conditions/stress-anxiety-depression/mindfulness/

Resist the urge to rely on solutions like alcohol, caffeine, sleeping drugs or other stimulants, medicines and narcotics. The short-term relief they offer is married with a range of short term and long-term costs, such as dehydration, poor sleep, and health risks.

Finally, promote well-being in others. Considering what measures you can take to address and reduce stress, fatigue, and anxiety in the workplace is key at moments like this. Remember, with stress costing an estimated £5 billion to the UK economy each year, successful management is a cost-saving initiative. Whether it’s reaching out with a positive message or encouraging staff to take regular breaks, we can all help support each other.

*Source: https://www.cartridgepeople.com/info/blog/uk-workers-stress-statistics

5 ways to create a culture of reward and recognition

Warehouse Staff

There’s no doubt that in recent months, logistics key workers have proven how important they are, not just to their employer, but to keeping the country up and running, supplied with medicines, fuel, groceries and more. 

As an employer within this critical sector, there has never been a more relevant time to ensure that you are giving your people the reward and recognition that they deserve.

What is reward and recognition?

Although often referred to interchangeably, in employee engagement terms, reward is often deemed a financial benefit in appreciation of an employees work, whether referring to their usual salary, or bonus payments.  Recognition generally is used to refer to methods of support that show employees that their contributions are acknowledged and valued and is often used when employees go above and beyond or realise particular achievements. This recognition may not have a ‘cash’ value but could be priceless.

Why is employee recognition important?

Recognition plays a very important role in employee engagement, leading to happier, more motivated, and more loyal staff.  As a result, it encourages higher performance from employees, can boost productivity, and helps you to retain your top talent.  What’s more, showcasing the recognition programmes your organisation has in place can make you a very attractive prospect to fresh new talent.

The world or work, and the employees within it, has changed. Things that may have been considered perks in years gone by – like the office fruit bowl – are now an expectation of Millennial and Gen Z workers, as is ongoing recognition.  As an employer, this means you doing what you’ve always done may not be enough and you may need to think differently about the reward initiatives that you have in place.

Creating a culture of reward and recognition.

Whether your business is large or small, there are countless ways to make recognition an intrinsic part of your employee engagement strategy.

Here are just 5 suggestions to inspire you.

1. Employee of the month…or year, or week. This celebrates an employee in view of their peers, and can be shared wider still with a post on social media.  Too formal? Why not implement a “thank you” board or jar where peers and managers can recognise a job well done? There is also various HR software where this can be done digitally. Some even enable employees to accrue ‘points’ which can later be exchanged for a tangible reward.

2. Give a gift. This idea is nothing new or different, but its easily forgotten. When was the last time you bought a gift for an employee to recognise a job well done or recognise a milestone? It doesn’t have to be the traditional ‘carriage clock’ after 25 years of service. A box of chocolates or a gift voucher for an individual who exceeded expectations can go a long way!

3. Say thank you! Private recognition can go a really long way. Many different surveys have shown that people want to work for managers and companies who appreciate them. Make saying “thank you” part of your company culture, day in, day out. And where it warrants it, put it in writing. A handwritten note from senior management can have a big impact.

4. Development, promotion, and pay. If you can afford to give a pay rise, extra time off, or a bonus (and it is well-deserved) then this is money well spent. It is far more cost-effective to engage and retain your talent than to recruit new staff.  Or perhaps promotion to a different role would demonstrate you value your employee’s skills and knowledge? Investing in an individual’s career shows that you think it’s worthwhile investing in their development and recognise their value.

5. Public recognition. Showing employees that you appreciate their efforts in front of their peers is extremely important, but so is recognising their value publicly. A great way to do this is to enter your individuals and teams for relevant awards. This shows employees that you value them and have confidence in them, so much so that you want everyone to know!

This approach is highly motivating and engaging for nominated employees and is often a low-cost strategy for employers. For example, the Talent in Logistics Awards, dedicated to celebrating talent in our sector, is completely free to enter!

The Talent in Logistics Awards 2020 will take place as a live-streamed online event on 1st October and will recognise the heroes of our logistics sector.

Categories highlight not only standout individuals, but teams and organisations that are helping to drive the sector forward and are setting great examples when it comes to people strategies.

See the full list of categories and more information on entering. Entries can be submitted until 24th July 2020.

This article summarises just a few of the ways that you can recognise and reward your employees. For more information on improving employee engagement in your logistics business, why not attend our upcoming Talent in Logistics Conference?

Or sign up to our webinars, designed to help HR L&D, Training and Operations professionals to attract, develop and engage talent within our sector.

Extra time to enter the Talent in Logistics Awards 2020

Talent in Logistics Awards 2020

The past few months have been really challenging for many, but every day we’re blown away by the amazing efforts we see from the logistics sector and the encouraging positive stories we encounter in our #ilovelogisticscampaign on social media.  That’s one of the reasons why we have decided to extend the deadline to enter the Talent in Logistics Awards until 24th July 2020.

TALENT IN LOGISTICS AWARDS 2020 GOES ONLINE!

Our awards for the logistics industry and the standout people and teams working hard across the supply chain will not be cancelled this year, despite the current unusual and ever- changing circumstances. However, they will be more unique than ever!

The 2020 Talent in Logistics Awards will take place completely online as a live streamed, virtual event on YouTube and social media, meaning that absolutely anyone can watch the awards and share in the celebration of the incredible people within our sector.

ENTER THE TALENT IN LOGISTICS AWARDS

If you’ve already entered the Talent in Logistics Awards this year, your entry still stands and is in the running to win an award. You just might be delivering a virtual acceptance speech if you win, instead of going up on the stage!

However, if you haven’t got round to writing your entry yet, the good news is that you now have more time to do so.  The entry deadline has been extended until 24th July 2020, so enter now!

WHY SHOULD YOU ENTER THE TALENT IN LOGISTICS AWARDS?

With the logistics sector going above and beyond at the moment, we know there are even more amazing examples of dedication, commitment, and achievement than usual across the supply chain. Make sure you recognise and celebrate this by entering your standout individuals, teams and programmes for a Talent in Logistics Award.

Our Awards are a great way to show the talented people in your organisation exactly how valued they are, which can help improve motivation, engagement, and loyalty.  Receiving a Talent in Logistics Award is also a great way to showcase the great work your organisation does and how much it values its people, providing positive PR for your business. Plus, it’s a fantastic way to demonstrate why it’s a great place to work, supporting your efforts to recruit the best talent.

HOW TO ENTER THE TALENT IN LOGISTICS AWARDS

Entering the awards is straightforward. Simply download a form from our website for your chosen awards category, complete the essential details and add your written entry of up to 1000 words and your choice of up to three supporting documents.

Categories include:

• Innovation in Recruitment

• Collaboration in People Development

• Innovative Training Programme

• Training Provider of the Year

• Health Safety & Wellbeing Initiative

• Best Place to Work

• Industry Ambassador for the Year

• Inspirational Leader of the Year

• Excellence in Coaching and Mentoring

• Instructor of the Year

• Rising Star of the Year

Find out more about all of the awards categories.

NEED HELP WITH YOUR ENTRY?

Writing award entries may not be a usual part of your day job, but please don’t let that stop you! It may take a little time and effort, but the rewards are well worth it. Also, to support you creating your award entry, we have developed our free downloadable Handy Awards Guide to give you extra guidance and lots of helpful tips.

What’s more, on 24th June 2020, you’re invited to attend a free webinar with our very own Ruth Edwards asking ‘What does a good awards entry look like?’. The webinar will give you practical guidance with our top 10 tips for writing an award entry as well as compelling reasons why you should enter. It’s a great chance to ask questions too.

Don’t miss out. Register for the free webinar now.

Five Reasons to Host a Webinar

Reasons to host a webinar

More and more businesses are hosting webinars, especially in these strange times when face-to-face meetings aren’t a possibility. But why should you consider hosting webinars and how can they help you?

Webinars have a range of uses. They can act as a virtual conference, a networking opportunity, a place for training or demonstrations, or as a way to easily share any kind of information or ideas with others in your sector. They aren’t limited by location – being online, participants can join from anywhere – and as they take place live, they offer the benefits of real-time questions and answers in a way that video doesn’t.

When done correctly, a webinar can be one of your most valuable assets.

Here’s five reasons to host a webinar:

1. Position yourself as an industry leader

Whatever the subject, webinars allow you to be an authoritative voice in your sector. Whilst presenting your experience and knowledge to your audience, you are showcasing yourself as an expert within your field. This is great for building your business’ brand, but also for your own professional reputation.

What’s more, anyone who can’t attend a live session will be able to watch a recording at a later date, allowing your expertise to be spread to a much larger network than any face-to-face meeting would allow. Viewers will remember you as an industry leader and be more likely to come back to you for advice and answers in the future.

Remember that webinar attendees will have already set aside their valuable time to hear what you have to say – a webinar creates a rare platform for you to show what you can do for your industry (and how you can help!).

2. Network, network, network!

Webinars provide a great opportunity to reconnect with previous contacts, as well as gain new valuable leads.

To join or view a webinar, attendees will have to register with various details. You may prefer to just collect contact details, or you could ask for more details on their role, their challenges or their business. Either way, this information allows you to engage with your audience in the future and build a vast and valuable network. It can also capture reliable and relevant data that your sales and marketing team may be able to benefit from.

3. Understand customers’ challenges (and provide a solution)

How often do you get the chance to have one-on-one conversations with key voices within your industry? When time is at a premium, this isn’t always possible.

Webinars are a great way to discuss challenges, opportunities and collaboration within your sector. With the chance to talk to customers about the real everyday issues that they’re facing, you can find ways to provide the solution. These conversations will also help customers feel that you’ve listened.

4. Build brand awareness

A webinar provides you with a convenient way to reach a national (or international) audience from the comfort of your own desk. Whether you’re hosting a 30-minute or 3-hour session, you can gain qualified leads while quickly building brand awareness within your industry.

A webinar is one of the most cost-effective ways to show what your brand stands for and to promote what you do. News of your webinars can also be easily shared on your social media channels, extending the promotional opportunity even further (and giving you some great social media content!)

5. Easily generate content for your website

It takes time to produce useful content for a webinar, so why leave it there? You can record your webinar and host it on your website for people to view at a later date. Why not send an email to your contacts inviting them to watch it? Adding this to your website also provides you with some excellent evergreen content that will continue to bring organic views for years to come.

Also, be sure to make the most out of your hard work. Could you turn the contents into a blog, a press release or a whitepaper? A webinar is a helpful resource that can (and should) be multi-purpose and gives you different ways to reinforce the messages from your sessions in different channels.

Attend our webinar | How To Attract & Retain Talent Through Employee Engagement

We practice what we preach! As webinars are so important, especially at this time, we are hosting a free webinar on 27th May 2020 at 11am, about all things employee engagement.

Ruth Edwards, Business Development Director at Talent in Logistics will explain not only how this can help you retain the brilliant talent you already have, but also how placing your focus on this area of your business can help you to attract new talent.

She will even share some insight on what the younger generation thinks is important from an employer when it comes to engagement, which given the ageing workforce within logistics, is a vital consideration.

REGUSTER FOR THE WEBINAR NOW

Interested in hosting a webinar?

If you’re trying to find a new way to reach out to your existing or potential customers, sponsoring a Talent in Logistics webinar may be the perfect fit for you and your company. By getting involved with our webinars, not only will you raise brand awareness but you’ll also receive a high-quality list of brand new leads too.

Contact our team to find out more about sponsoring a webinar on +44 (0) 1952 520216 or email talentinlogistics@capitb.co.uk .

Talent in Logistics Announces Totally Online Awards Night for 2020

Laptop showcasing Awards Night

The Talent in Logistics Awards 2020 will now take place as a completely virtual live event on Thursday 1st October 2020, confirms the organiser as it also extends the entry deadline for the awards.

The Talent in Logistics Awards this year will be a unique, online event that will be live streamed on YouTube and social media channels, instead of being held in Manchester as originally planned.

“The past few months have presented unusual circumstances, but there is no way that we wanted to cancel or postpone this year’s Awards, especially when we have had such a high standard of entries so far,” says Ruth Edwards, Business Development Director for Talent in Logistics.

“This year, those in the logistics sector have been crucial, and deserve even greater praise and recognition than ever for their efforts,” she continues. “We’re thrilled to be able to do this in a new and different way, that will also help keep everyone safe.”

 

The livestream of the Talent in Logistics Awards 2020 will be free for anyone to watch and reveal winners live during the online awards ceremony.  There will be interactive elements, and winners will have the opportunity to virtually accept their awards.  The event will also dedicate time to showcasing and celebrating hard work across the supply chain this year and will share positive stories from within the sector, including those inspired by the Talent in Logistics #ilovelogistics social media campaign.

To enable as many people as possible to get involved and celebrate the sector’s achievements this year, the entry deadline for the Talent in Logistics Awards has also been extended until 24th July 2020.

The awards remain free to enter, and entry forms can be downloaded from the Talent in Logistics website.  Award entries consist of a submission of up to 1000 words, along with the option to attach three supporting documents, and will be judged by a panel of sector experts, leaders, and influencers. The shortlist will be announced by early August 2020.

Information regarding the LGV Driver of the Year and Forklift Operator of the Year live competitions and awards will be announced in due course.

“Talent in Logistics is no stranger to being unique – ours are the first and only awards that are 100% dedicated to recognising standout people in our industry,” says Ruth. “We want to bring positivity and pride to the whole logistics sector after a challenging year, so we’re delighted that our online Awards will make it possible for anyone, anywhere to be part of the event.”

For more information on entering the awards or sponsoring an Awards category, visit www.talentinlogistics.co.uk,  call 01952 520216 or email talentinlogistics@captib.co.uk .

Event postponement due to coronavirus

In light of the evolving coronavirus situation, we have taken the decision to postpone our upcoming Talent in Logistics Engage Conference, originally due to take place on 21st April. Our Attract Conference has also been rescheduled to a new date and location.

We have also decided to postpone the live competitions for our Forklift Operator of the Year and LGV Driver of the Year awards.

Talent in Logistics Conferences

Both of the conferences will now take place at Cranfield Management Development Centre in September as follows:

  • Attract Conference – 22nd September
  • Engage Conference – 23rd September

Tickets already purchased for both conferences will still be valid for the new date.

Talent in Logistics Live Competitions

Our 2020 live competitions have been rescheduled as follows:

  • LGV Driver of the Year live competition – between 2nd and 10th September (venues TBA)
  • Forklift Operator of the Year – regional live competitions (South, North, Midlands) between 2nd and 10th September (venues TBA)

Although these live competitions will now take place later than planned, the deadline for entering the awards remains unchanged and there are just 2 weeks left to enter!

Nominations for both the Forklift Operator of the Year and LGV Driver of the Year must be received by 3rd April 2020 – this deadline will not be extended.

Nominate now.

Talent in Logistics Awards

We are currently operating in line with government and NHS guidelines and are continually reviewing the situation with the health, safety and wellbeing of our team, customers and partners in mind.  At present, the Talent in Logistics Awards is due to go ahead as planned on 1st October in Manchester.

Should anything further change regarding our Talent in Logistics event calendar, this will be announced on our website and social media channels.

Protecting people in logistics

Rescheduling the conferences and competitions ensures we have time to deliver safe and secure events, whilst still providing professionals with the right knowledge and tools to succeed when it comes to engaging, attracting and rewarding talent within our sector.

We would like to thank our delegates, customers and partners for their continued support and patience throughout these highly unusual circumstances.

If you have any questions about the changes to our conferences and competitions, don’t hesitate to get in touch.

Help at hand for home schooling logistics professionals

Four leading organisations from the UK supply chain sector – Business on the Move, Career Ready Think Logistics, NOVUS and Talent in Logistics – have collaborated to launch #LearningThroughLogistics, a collection of home-schooling resources.

With the coronavirus pandemic forcing schools to shut down, parents and carers have had to take on the teaching role; #LearningThroughLogistics is likely to prove particularly popular with anyone working in the logistics sector who is looking for new ways to support their children’s education.

The collection, hosted by Talent in Logistics, is designed to highlight the vital role logistics plays in society and the wider economy while at the same time providing education in key subjects such as numeracy, English and science. The resources available appeal to primary and secondary school pupils and can be downloaded free of charge, with no registration required, from www.talentinlogistics.co.uk/learning-through-logistics.

Ruth Edwards, of Talent in Logistics, says: “We invite all organisations that operate in the sector to be part of #LearningThroughLogistics. We hope that, by creating a space that parents and teachers can easily access and use, we will spark an interest in our sector and children will be open to exploring the variety of opportunities available to them.”

As well as being educational, the activities are fun and typically test a child’s logic and problem solving skills. For example, one of the 16 resources contributed by Business on the Move that is aimed at the younger age group is called ‘Plan Your Route’ and requires map-reading skills to work out the most efficient ways to make deliveries. This activity has links to core curriculum subjects such as maths and geography. Meanwhile, a Career Ready Think Logistics activity for the 14+ age group, called ‘Think Maths in Logistics’, challenges students with a series of calculations that must be completed to work out the cost of running a truck and requires competency in mathematics and business studies.

Bethany Fovargue, of NOVUS, says: “We believe that, by inspiring the next generation of supply chain professionals, we will be ready not only for business-as-usual, but also for future demands and challenges like the current pandemic. We need to work together as a profession to encourage young people to see logistics as a career of choice and #LearningThroughLogistics is one way in which parents can encourage their children to follow in their footsteps.

The #LearningThroughLogistics resources form part of the industry-wide #ILoveLogistics campaign, which was launched by Talent in Logistics to help the public understand the role that logistics plays and get school-age children excited about the sector. If you are a business that would like to share resources, or a parent/carer that would like to share photos or completed work, please get in touch using #LearningThroughLogistics on social media or via the website.

Communicating change in the workplace

This article first appeared in the April edition of SHD Logistics.

Whether it be a company restructure, legislative changes, process updates or mergers & acquisitions there is no question that the logistics sector is constantly evolving and changing. And if there is one thing we know for sure, it is that it will always affect the employees that work for the company in some way.

For example in a merger or acquisition quite often jobs can be lost due to duplication and when a process is updated people can often feel uncomfortable with the changes that are taking place.

Implementing change can be very difficult in fact McKinsey research estimates that 70% of change programs fail to achieve their goals, largely due to employee resistance. So this month’s article is going to highlight a few key steps your organisation can take to communicate change more effectively and therefore increase engagement from your teams.

Starting and tailoring your communications 

First things first please don’t just tell your employees that change is coming, make sure you that you explain why the change is happening, how it is being implemented, how it will benefit the business and how it will impact them personally. It is important to explain the bigger picture to your employees, you can’t assume that they will understand why the change is happening.

Remember that every team should not be communicated to in the same way, the impact will differ from team to team, for e.g. if a merger takes places and an area of your management team head into consultation – you will have the people directly affected – the people who may lose their jobs, but you also need to consider those who will remain, the shop floor employees who may have different line management. You need to be prepared for it not just to affect day to day tasks it could also affect mental health, change can bring with it the fear of the unknown and therefore a lot of anxiety and stress so please ensure you consider this carefully.

Be regular, varied and clear in your communications

Ensure you are communicating regularly, don’t wait until you have all the answers until you communicate about the change, it is better to say something than nothing. It is also OK to be honest and say that you don’t have all the answers.

Please don’t just use email to communicate change for a couple of reasons, many logistics employees are not desk based and so may not see emails, but also embracing a variety of communications can increase its impact – try setting up conference calls, organise  face to face meetings & focus groups, create visuals such as posters for the canteen and toilet doors.

It is also important to make sure you don’t use too much high level senior leadership language when communicating to teams or you won’t engage them very well – explain change in a way that is understandable and relatable.

Empower your leaders to communicate change effectively

Have your leaders and managers had the change explained clearly and concisely to them, do they understand the challenges they are about to face, the benefits the change will bring and how to deal with any resistance they may face? If not then ensure your project/change teams spend time with them to help guide them through this and provide them with the tools and resources they need.

Without an engaged and empowered leadership team that feel confident to lead their teams through change, it will not be communicated or implemented effectively – after all it will be them that are answering the majority of questions from the employees.

Two Way Communications

Ensure that communication is not just coming from the top down, there needs to be routes for bottom up discussions too. Providing open lines for two way communication is vital for success. Consider creating change champion roles and have these champions facilitate feedback loops. These valuable forums can allow questions to answered, concerns to be understood and resistance to be managed.

These forums can be essential in engagement as it can be a chance to applaud what is working and provides an opportunity to recognise employees who are demonstrating good behaviour and embracing the change. What is also important to remember is that change is ever evolving and having two way communication can also highlight what isn’t working on the ground and can help project teams to make adjustments quickly and as necessary to the roll out

To conclude I just want to re-inforce that communication and implementation of change will impact not only your bottom line but also your company culture and employee engagement, so it is crucial we get it right and do it well. There is no surprise that through leaner organisational structures, technological advancements and future proofing of processes companies who deliver change effectively tend to outperform their competitors.

5 ways to embrace a culture of diversity and inclusion in the logistics workplace

A recent skills shortage report from the Freight Transport Association (FTA) found that the logistics sector continues to be dominated by people who describe themselves as ethnically white (91%), along with male workers representing 86% of the logistics vocations workforce.

The demand for talent in the supply chain has never been so high, whereas today’s youth feel that logistics isn’t an attractive career option. At Talent in Logistics, we’ve previously spoken about the importance of recruitment from underrepresented groups due to the skills shortage our sector is currently facing.

If you’re an employer in the logistics sector who has taken steps towards implementing a new culture within the workplace, how can you go about embracing a culture of equality, diversity and inclusion? And why is it important?

Here’s five ways to help implement a culture of equality, diversity and inclusion in your operation:

1. Increase disability confidence

Did you know that over 8 million people of working age in the UK have a disability? Only about 50% of disabled people in the UK are in work, compared to 80% of non-disabled people of working age.

This means that there are potentially more than 4 million people currently looking for the opportunity to work, whilst employers are missing out this talent pool.

Whether this comes down to uncertainties about ability or day-to-day logistics, the government has backed an employer campaign called Disability Confident which offers guidance and resources to employers on how employing those with disabilities or health conditions can help your business.

Over 17,000 organisations have already signed up to the scheme, which encourages a change in attitudes, behaviour and cultures throughout businesses, networks and communities alike. The scheme enables employers to draw from the widest possible pool of talent, along with secure high-quality, loyal and hardworking staff.

This will not only show other employees in the workplace that as a business, you treat all employees fairly but also improve morale, employee engagement and commitment.

2. Embrace advantages of neurodiversity

Neurodiversity is a relatively new term that many people may not yet know much about. However, by learning more about neurodiversity (and taking steps to better support it), both employers and employees in the workplace will benefit hugely.

It’s only natural that people think about things differently. We all have different interests and motivations, and what one person might excel at, another might struggle with.

Most people are neurotypical, which means that their brain functions and processes information in the way society expects it to. However, around 15% of the UK population is estimated to be neurodivergent. This means that their brain functions, learns and processes information differently. This includes the likes of Attention Deficit Disorders (ADHD), Autism, Dyslexia and Dyspraxia.

Far from being a hindrance in your workforce, neurodivergent people can often bring different ways of thinking, challenge process norms, display a high level of attention to detail and become loyal, committed employees. That’s why it’s essential for workplaces to embrace a culture of EDI by making accommodations and being flexible.

Simple considerations such as how to communicate with your employees, as well as ensuring that managers are properly trained to support them, will ensure that staff feel safe and looked after. It will also lead to a higher level of staff retention, along with reduced recruitment costs.

3. Help staff to be themselves

A recent report by LGBT campaigning charity Stonewall found that many workers in the UK continue to feel discriminated against for their sexuality or gender identity, with some having been the target of negative comments or worse still, physical violence.

35% of LGBT staff have hidden or disguised that they are LGBT within the workplace, and many said they would not feel confident reporting homophobic, biphobic or transphobic bullying to their employer. It’s vital that managers are approachable and available to hear any concerns that employees might have.

That’s why it’s crucial for employers to create a culture that not only breeds respect, but one that doesn’t tolerate certain language and behaviours. Remember, everyone is unique. That should be embraced!

Consider ways to allow people to be themselves in the workplace, such as enabling non-binary or trans people to wear work attire that reflects their gender expression.

4. Reducing the gender gap in logistics

We’re fortunate in the UK that there is not such the societal gender gap that is present in various other countries – in theory, women have access to any role and can be whoever they wish to be.

However, the previously mentioned FTA Skills Shortage Report showed that women are underrepresented in the logistics sector. Did you know that less than a quarter of employees in this industry are female?

“Only 36% of logistics companies which previously made a submission to the government on the gender pay gap have done this year, so there’s little point in looking at the fine detail and making year on year comparisons”, says Kirsten Tisdale, Logistics Consultant and Director at Aricia Ltd who has conducted extensive research into women in logistics for organisations including the Chartered Institute of Logistics and Transport (CILT UK).

“However, I’ve become more and more convinced that the area logistics needs to focus on is increasing the proportion of female leaders. We are a low margin sector and have low numbers of female executives – is it possible that the two go together?” she adds. Read more of Kirsten’s thoughts here in the update posted on 6 April.

As it currently stands in some organisations, logistics can seem like an ‘all boys club’, which can be quite intimidating. This can be easily avoided by creating a culture made up with both male and female leadership, where positive role models of both genders can influence the company culture. Also, by ensuring that there is no gender pay gap, more women would be encouraged into roles in logistics.

5. Eliminate unconscious bias

We all occasionally have the tendency to be bias in favour of a specific situation or person, but employers need to be aware of unconscious bias at all times and how it can affect how you interact with, and set examples for, the rest of your team. An unconscious bias is a learned stereotype that is automatic and unintentional, significantly affecting your behaviour and decisions.

By being unconsciously biased in the recruitment process, employers are missing out on a large proportion of talent. Unbiased recruitment is essential as it allows employers to see the potential in people, without any judgement. As an employer, you should always strive to create an inclusive and fair experience for potential employees. You can read more about this in our recent article here.

Increasing diversity in the workplace has the benefit that it can help improve cultural competence and lead to a better understanding of others, reducing bias.

You should not only encourage team members to speak up about bias, but also hold employees accountable when you see potential bias to demonstrate to all that this isn’t part of your company culture and encourage them to think differently.

Implementing a diverse culture in the workplace

By embracing (and implementing) equality, diversity and inclusion within the workplace, employers and businesses are also embracing opportunities to attract, engage and retain talent within the logistics sector.

This is crucial at a time when the existence of a nationwide skills shortage for the logistics sector is now undeniable and the demand for services is going only in one direction.

To help increase diversity in the logistics workplace, Talent in Logistics is supporting The Big Logistics Diversity Challenge, which takes place on 8th September 2020. The event will consist of a series of fun physical, practical and mental team challenges, set to demonstrate the importance of diversity within the logistics sector, and the business benefits attained when companies improve diversity.

For more information or to enter your organisation visit www.biglogisticsdiversity.co.uk.

ENTER YOUR TEAM