3 things you need to know about health & safety in the post-lockdown logistics workplace

In our wellbeing podcast, we spoke to Woodfines Solicitors to discover what employers need to know to ensure they are following legal requirements surrounding health and safety as employees return to the post-lockdown workplace.

Here are three of the key things we learned from the podcast.

Coronavirus symptom checks are not required, but consent is

An employer has health and safety obligations towards its employees, but it is arguable whether temperature checks can be part of a series of measures that assess employees to protect health and safety in a pandemic. And it is not a measure currently recommended by the government or the World Health Organisation.

When bringing in checks employers must consider employee consent, and visitor consent if it will apply to them as well. Consent is required as otherwise this could be a fundamental breach of contract and taking action without consent can be deemed as assault.

If employers choose to conduct symptom checks, they should communicate why it is necessary and they want to do it. Employees and visitors might feel reassured that the business is taking steps to protect their health and safety, so might be quite happy to give consent.

They also need to consider, from a discrimination perspective, that all the checks are applied consistently to all employees, workers, or visitors – only testing certain groups who perceived to be at higher risk could potentially lead to discrimination claims.

The ICO has issued guidance on workplace testing that may also be helpful to employers from a data protection perspective. The guidance advices that employers should ensure that they don’t collect and unnecessary or excessive information and that employers will probably only require information about the test result rather than details of any underlying conditions and they should only collect results that are necessary and proportionate.

Symptom checking has data privacy implications

Employers must also think about data protection. Health information is a special category of personal data, and a data controller can only process that data on certain grounds. This will require consent again, in relation to data protection, not just in relation to carrying out temperature checks.

Employers need to consider on a practical level, how they are going to do those temperature checks. Will they do them themselves? Or will they use an occupational health professional to do them? If they decide to use the latter, then there is a health exemption under data protection legislation GDPR. This enables occupational health professionals to process data relating to health where that processing is necessary for the purpose of preventative or occupational medicine, or for the assessment of the working capacity of the employee medical diagnosis, or management and treatment. It only applies to occupational health professionals who are subject to confidentiality obligations.

Before carrying out any testing, employers should also inform staff about what personal data is required, what it will be used for, who it will be shared with, how will it be kept, and what decisions will be made based on the test results.

Health and safety concerns must be dealt with correctly

It’s not just the risk of whistle-blowing claims if employers don’t take health and safety seriously in a post-lockdown work environment. Employees also have rights not to be dismissed or treated detrimentally if they raise health and safety concerns.

Firstly, to avoid complaints, and certainly then to avoid any claims, the employer should ensure that they comply with health and safety regulations and their duty of care towards their employees. Employers have a duty of care for the health and wellbeing of their employees under health and safety legislation.

Secondly employers must deal promptly and comprehensively with any complaints that are raised. So, if an employee does raise a complaint, then the employer should take steps to investigate it, take it seriously, and also take steps to address the concerns. What they shouldn’t do is treat that employee adversely because they’ve raised those concerns. They should also ensure that others don’t either, because the employer can be vicariously liable for the actions of other employees.

If an employer doesn’t take things seriously, then employees have the option of report issues to the Health and Safety Executive, which could cause all kinds of trouble for the employer.

More legal insights for logistics employers

This is just a few of the key points covered in the recent podcast with Woodfines Solicitors. To learn more about what employers need to know as employees return to the workplace, both in terms of practical considerations, employment law and health and safety, listen now or download from your usual podcast platform.

Low Paid Workers Hit Hardest by COVID Economic Crisis

Covid Economic Crisis

The rise in unemployment brought about by the COVID-19 crisis is predominantly affecting those in low income jobs, according to research published by the IES this week.

The study, which ‘sets out early findings on the impacts of the Covid-19 pandemic on low paid employees’, examines Labour Force Survey responses between February and April—at the peak of virus spread, but early in the economic wake of lockdown.

While figures showed no statistically significant change in the likelihood of high paid workers being in work, the employment rate for those in low paid positions dropped by 4% across the period, ‘equivalent to a fall in low paid dependent employment of approximately 140 thousand.’

The figures suggest that the Job Retention Scheme and Self-Employment Income Support have not been sufficient to protect the livelihoods of ‘a sizable group’ of low-income workers. Yet, those who have managed to keep their jobs may also find themselves in a precarious position. Both high- and low-income workers reported a reduction in working hours, but again, ‘those in lower paid work were almost twice as likely to have worked fewer hours due to being laid off or put on short time working.

The hospitality and retail industries, in which the highest concentration of low paid workers are employed, have been among the hardest hit by the crisis. But the study also points to the economic vulnerability of low paid workers, identifying ‘their often more precarious employment conditions’ as a factor in their present hardship.

These conditions include being substantially more likely to be in temporary employment, working part time, or on zero hours contracts. Low paid workers are also more likely to be underemployed, i.e. working fewer hours than desired, and are more than twice as likely to be the heads of single parent families.

The study comes less than a month after data from HMRC showed that the number of Jobcentre claimants had risen by 126% between the start of lockdown and June, with an IES press release at the time stating ‘unemployment has risen more in the last two months than it did in the first year of the Great Depression.’

One of the measures being proposed to help alleviate the crisis is the £2bn temporary job creation scheme revealed by Chancellor Rishi Sunak in his summer statement. The scheme targets young people aged 18-24, one of the demographics most likely to be out of work. This was one of a raft of measures laid out in the speech, including a temporary cut in the VAT rate for the hospitality industry.

With the logistics industry posting record low unemployment in recent years according to the FTA, the impact of COVID-19 is yet to be seen. But logistics companies already looking to apprenticeship schemes to address the driver shortage will, for a limited time, be able to claim £2,000 for each apprentice they take on (£1,500 for apprentices aged over 25). The increase in people looking for work in a competitive market may be an opportunity for logistics companies to exploit, to the benefit of all involved.


Returning to the Logistics Workplace? What employers need to know

For our new wellbeing podcast series, the Talent in Logistics team recently caught up with Mike Hayward, Partner and Head of Crime and Regulatory at Woodfines Solicitors, which specialises in cases involving the road transport and logistics sectors.

The podcast, which you can listen to in full here, discusses the duty of employers to review their policies and procedures during these unprecedented times and what businesses need to know as their employees return to work.

Read on to find out some of the key takeaways from our discussion with Mike.

What steps do you think need to be taken by employers when re-integrating their teams into the workplace?

Mike Hayward: Everything here will depend on the size and type of business, and how it is organised, managed, and regulated. Whatever sector you work within, there will be regulatory bodies giving specific guidance, so it is important to start there.

I urge employers not to panic. Look at the core, fundamental legal requirements (largely set by the health and safety at work regulations) which say that every business has a duty of care to those that come into their businesses as visitors or workers. Although we are all adapting to the world with Covid-19, let’s keep track of some of the fundamental safeguards that have to be in place. That’s carrying out certain risk assessments and making sure that you’re thinking: what we can do to achieve best practice? What can we do to ensure that our staff and visitors are safe?

You can only do your best. And one of the things that I would certainly advise businesses on, is to keep note of the measures taken. The Health and Safety Executive and the Government are talking about trying to take reasonable steps to achieve best practice, rather than this being set in law.

It’s about managing risk, but also about talking to your staff about what they feel is important, and the ideas they have to improve or to mitigate the chances of infection.

Are there any specific workplace policies/procedures that may need a review as they will now be inaccurate in light of the pandemic?

MH: Yes, so this is a really important opportunity to review all of those policies and handbooks! Use this time as an opportunity to look at the procedures and processes you already have in place, refresh them and, where you can, apply the Covid-19 guidance from the Health and Safety Executive and the Government.

Ensure that these changes are communicated to teams effectively. Share your updated risk assessments so people are knowledgeable about the changes made, even if they are working from home. You may want to set up “toolbox talks”, whether remotely or in the workplace (with social distancing) giving updates to the staff as to what your expectations are, and what measures you are putting in place. Also, to keep a record when you communicate this to your teams. Include when it took place, who attended, and get people to confirm that they read the instructions (get signatures if you can). It’s all about the documentation showing the steps you are taking in order to do what you can reasonably in these circumstances.

One thing that’s important to us is people’s health and welfare. A lot of businesses are suffering financially, already on a reduced amount of people, but are now expected to put additional measures in place, with yet more downtime and expenditure in relation to infrastructure. We want to see regulators, such as the Health and Safety Executive, working closely with businesses to ensure that everybody’s doing the best that they possibly can.

Rules can be very debilitating. You can feel bogged down by the amount of guidance that’s coming through. So, step back, consider what you need to do, implement all that you can, get advice where it’s necessary, and talk it through with associations, and people around you.

7 reasons to attend the Talent in Logistics online Annual Conference 2020

Over recent months, logistics operations up and down the nation have worked tirelessly to ensure that the country keeps moving. That’s why this year’s digital Talent in Logistics conference will put the wellbeing and engagement of its people at the heart of its agenda.


We believe that engaging with and looking after your talent is one of the best ways to help your business succeed, and that’s more important than ever with the uncertain times that lie ahead.

Here are 7 reasons why you should attend our one-day online Annual Conference on 23rd September 2020.

1. The skills shortage isn’t going away

The Logistics Skills shortage can’t be ignored and thinking about future workforce challenges remains absolutely essential.

63% of UK organisations are currently experiencing a skills shortage according to the FTA and research detailed in our downloadable Talent in Logistics Whitepaper “Changing Perceptions: Attracting Young Talent into Logistics” found that only 8% of young respondents felt that logistics was an attractive career option.

At our online Annual Conference, we’ll be exploring this important topic further by revealing the results of our recent research and subsequent White Paper, ‘Driving Engagement in Logistics’. This will share how drivers really feel about their role, their employer, and the sector, and why keeping them engaged is key to retaining and attracting talent. We’ll also share drivers’ ideas for how they would tackle the skills shortage. Don’t miss the conference session: ‘HGV Driver Engagement Research’.

2. Learn how to look after your people

Recent events have taken their toll on people and businesses alike and, there’s never been a more important time to consider the wellbeing of your team. That’s why author, presenter and consultant Liggy Webb will be hosting our keynote presentation, titled ‘How to lead a culture of wellbeing and resilience’. This will explain why stress related burnout is a 21st century issue, why you should appreciate the value of investing in wellbeing, how to build a culture that manages burnout and builds resilience, and how you can help your people through demanding and uncertain times.

3. Personal development and wellbeing are important!

Do you have personal development plans in place for your team? What about for yourself? Are you so busy that training is taking a back seat? Continue to invest in your personal development by attending the Talent in Logistics Annual Conference and pass the benefits down to your team.

At the event, you will be presented with the case for continuing to focus on developing and training in our session titled ‘Covid-19 – A lesson for investing in your people.’ 

Understand the return on investment that your business will achieve by not cutting back on fundamental areas such as developing on your team and the future of logistics, plus gain a compelling argument to take back and present to your senior leadership team!

4. Employee engagement should be a priority

An engaged workforce not only ensures increased levels of productivity, but lower rates of absence and safety incident rates, as well as a reduced level in staff turnover. But how often do you get feedback from your employees? Probably not often enough.

At the Talent in Logistics Annual Conference, we’ll be questioning whether employee engagement surveys are still relevant in our session titled ‘Getting constant feedback from employees – are annual engagement surveys dead?’. We’ll highlight the importance of getting constant feedback from your team in order to keep workers engaged and involved in the future of the business.

5. You must prepare for your workforce to evolve

There’s no doubt that change is on the horizon, for the logistics sector and the country as a whole. This is likely to have an impact on your business in some way, whether that’s in the form of a restructure, changing responsibilities, or the unfortunate event of redundancies.

Implementing change well can be incredibly difficult. In fact, McKinsey research estimates that 70% of change programs fail to achieve their goals, largely due to employee resistance. During our Annual Conference we have dedicated a session to ‘How to manage change through an organisational restructure’ where you’ll get expert advice to help during these uncertain times.

6. Get the lowdown on being a remote manager

Although more employees are beginning to make their way back to the workplace, Covid-19 has shown that many workers can do their jobs remotely, and may need, or want, to continue to do so. As a manager, this may not be a way of working that you are experienced in or trained for. So, during the Talent in Logistics Online Conference, we’re offering a session on ‘Managing and engaging a remote workforce – best practice from the logistics sector’. Mastering the art of remote working within your business now, may also help make you an attractive prospect to the next generation of potential employees, who look for more flexibility in their working pattern and location.

7. Learn how to survive and thrive post-lockdown

Its’ been generations since something has unanimously affected businesses quite like the past few months have. How do you know where to go from here? Where do you even begin?

If, like many, you’re unsure what to do to ensure that your operations thrive in a post-lockdown world, industry leaders at the Talent in Logistics online Annual Conference have some ideas to help. One session will discuss how focussing on your corporate social responsibility strategy is a good first step, in a session titled ‘Survive and thrive by focusing on your corporate social responsibility strategy’. 

Register to attend the online conference

With all experts in the sector under one virtual roof, in just a day you can get the advice you need to feel more confident and better prepared when it comes to employee engagement and tackling the challenges that lie ahead for your sector.


To make sure these vital learnings are available across our sector, we’ve made our online conference accessible and affordable, with a special price for this year of just £50+VAT to attend.

How to attract and retain talent through employee engagement

It is an interesting time for our sector at the moment. In some areas we have seen unprecedented peaks, like a month’s worth of Black Fridays have all come at once. In other areas, we have seen dramatic falls with hauliers closing down shop and many workers furloughed or made redundant.

We know that recruitment is down, that many large organisations are shifting resource from quieter contracts to busier ones, and that we are likely to experience a very bad recession that will affect employment rates in the logistics sector. We are also contending with poor perception of the sector, with limited knowledge of career opportunities among young people, teachers, and parents. Generally, we have not been great at attracting young and fresh talent and are not brilliant at retaining our people – attrition levels in warehousing and transport, for example, can be very high.

This presents us with an opportunity to make changes for the better. There is currently a better perception of the sector, with many roles being recognised as key workers and people starting to see what can happen when a supply chain is put under pressure. Now is an ideal chance to get ready for when things will improve in the economy.

It’s time to review our employer branding and improve our employee engagement strategies so that when employment stabilises and recruitment is on the up, the logistics sector is ready for it.

What is employee engagement?

Employee engagement represents the levels of enthusiasm and connection employees have with their organisation. It’s a measure of how motivated people are to put in extra effort for their organisation, and a sign of how committed they are to staying with you.*

Highly engaged employees tend to be loyal and committed. They are highly productive and have a good retention rate. There are also passive employees, who are productive but not connected. They will be absent more, and more likely to leave than those who are engaged.

Then there are actively disengaged employees, who are present but absent. They are often unhappy and want everyone to know about it. These people can be toxic to your organisation.

Are my employees engaged?

A quick way to measure engagement is to consider how members of your team would answer the following questions:

  • Am I proud to work for the company?
  • Would I recommend the company as a great place to work?
  • Do I ever think about leaving?
  • Do I envisage myself still being here in 2 years’ time?
  • Do I feel motivated to go above and beyond?

If you think the responses wouldn’t be great, then maybe it’s time to take a look at your employee engagement strategy.  Also, answer them yourself? Are you engaged?

What are the business benefits of employee engagement?

The survival of your business may feel like the top priority, especially at the moment, and may come above employee engagement.  However, people create business value – that is indisputable. People are also emotional and fickle and want to be won over. That is why employee engagement can be what differentiates in both times of stability, and in times of disruption and rapid change.

Did you know that in one piece of research, companies with engagement scores in the top quartile had twice the annual net profit than those in bottom quartile? Generally, we see that companies with good employee engagement benefit from:

  • Higher staff retention
  • Lower absenteeism
  • Improved wellness
  • Higher productivity
  • Better safety performance
  • Higher customer satisfaction leading to fewer complaints
  • Increased revenue/sales

How to achieve high levels of engagement

Listen, respond, act

It’s important to give your workforce a voice. Remember, at the moment, everyone has their own challenges, so encourage open conversations that enable your people to bring their best self to work. As a leader, you should demonstrate active listening, responsiveness and decisive action taking.

Empower your employees

Empowering your workforce also plays a big part. Provide your employees with opportunities, projects, and tasks that make them want to log-in or come to work each day. This encourages them to do their best work and gives the autonomy that many crave.

Do you encourage your people to look for new and innovative ways to do things and involve them in Continuous Improvement (CI) processes? If not, trust your staff to develop and implement solutions. Maybe you could create CI champions?

Let opinions be heard

Remember, employees often have the answers! Let them help you to survive, grow, innovate, and succeed. Let them influence your future strategies. For instance, when you roll out a new product or process, invite employee feedback and comment to help snag issues.

Engagement surveys

Some say that employee engagement surveys are dead, but I don’t personally agree. I think they can be very useful, especially where we have largely all been more distant than usual for some time.

Surveys are a great way to hear people’s thoughts, but time has to be spent understanding why you are doing them and what you want to achieve. Careful consideration needs to be applied when designing the question set and you need to make sure they are always followed up. If you don’t, then there is no point doing them.

You don’t always have to do one big annual survey. Regular touchpoints are great too – short snappy surveys on dedicated themes work well. But if you do an annual survey, it’s good to also complete a snap survey part way through the year to see if things you are changing are making a difference.

We have a free resource with lots of advice on how to successfully plan and implement employee engagement surveys that you can download now.

Talent in Logistics Conference 2020

Feel more confident, more prepared and ready to keep your workforce better engaged than ever before. The one-day online Talent in Logistics Annual Conference on 24th September is focused on how to engage with employees to increase productivity, reduce staff turnover, improve absence and safety incident rates.

Don’t miss out. Book your place now.

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.

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.

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.


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 .

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.