This is the final part of our blog series looking at how logistics organisations can overcome common barriers to training and development.
In the first instalment, we covered justifying time and budget for training and overcoming negative attitudes to training and we’ve also covered getting managers on board with training. These shared ideas and advice from the audience of instructors, in-house trainers and training providers that attended an interactive session at our Talent in Logistics Develop Conference in January.
Now, let’s look at their advice relating to two more example scenarios. Do they sound familiar?
How can you make training accessible?
A survey was conducted with your blue-collar workforce recently and they were asked about training. Their responses varied but the overwhelming themes were that studying is too hard and so they wouldn’t be able to do it, and that learning is just not fun. How can you work to change these views?
Delegates’ ideas and recommendations:
Why does the workforce think they are they can’t do it? Is it because they are older and don’t understand the technology being used in training? Or are they young and feel inexperienced compared to colleagues? In these scenarios it may be more of a confidence building exercise than anything else.
It’s possible that they don’t enjoy training because they have a different learning style that isn’t being catered for. Maybe they could benefit from using something like a VR simulator instead of PowerPoint classroom training?
What’s the best way to tackle poor performance on training courses?
Your organisation has a policy where all operatives who reach a supervisory level of responsibility are to attend a mandatory Lift Truck Instructor course for their CPD. The course pass rates for these particular candidates are below average and the people that run the course confirm that the candidates lack engagement from the moment they arrive. Other people from within the organisation are calling out for development but don’t appear to have the same opportunities.
Delegates’ ideas and recommendations:
First, the company should question why this policy is in place and if it is the right thing. Clearly, it’s not right for the business as the people that matter don’t love it. Is there more relevant training that could be offered? Find out by asking them!
If you have operators that are keen and capable of being instructors, it might be better to train them instead of the supervisors – there seems to be a big difference in attitude. There could be brilliant operators being overlooked and this is a waste of talent. It’s about making sure that the right progression programmes are in place.
If supervisors are being sent on an instructor course simply as a tick box for CPD it is more likely they will be disengaged with the training. Once at supervisory level, will a member of staff have time to also be an Instructor? It could seem overwhelming to their workload and that is why they don’t want to pass the course.
Managing and developing talent
There isn’t a one size fits all solution when it comes to developing people in logistics and transport – every organisation is different. However, no matter what your challenges are, Talent in Logistics can help.
Talent in Logistics Event Calendar
Our next event is the Talent in Logistics Engage Conference on 21st April 2020. Here, delegates will be equipped with the knowledge and skills to feel more confident, more prepared and ready to keep their workforce better engaged than ever before. Book your place now.
Then on 10th September, our Talent in Logistics Attract Conference will focus on how the best reach the range of potential employees needed to bridge the skills gap in transport and logistics.
Our year of events culminates in a celebration of excellence in our sector at the Talent in Logistics Awards in October. Full details to be announced soon, including how you can enter the awards to reward and recognise your talented employees and your best people development initiatives.