31 October 2021 Behind every logistics process, there are people responsible for decision-making and task execution. Valuing them is the path to success. Even if one tries to invest in technology, machines, and robots or adequate infrastructure, without good People Management, a company’s growth plans can collapse. After all, behind every logistics process, there is a professional managing it. Therefore, employee training and motivation must be part of a good administrative strategy. Does your management already adopt this idea? People Management: A Necessity Currently, logistics managers deal with a series of important factors to improve operations, such as better space utilization, process management through specific software (like WMS), task automation via robots, among other initiatives. However, many of them forget the component that links all processes: their employees. Having technologies is essential to remain competitive, but implementing them does not necessarily mean setting aside human resources. On the contrary: to make the most of every innovation’s potential, it is necessary to rely on professionals who are increasingly capable, competent, and committed to working in their field. Moreover, when it comes to logistics activities, characterized by an intense and fast pace, investment in People Management is crucial, as employees need to be ready to make agile and assertive decisions. And, in this case, it’s not enough to just conduct training actions; it’s necessary to share information and, above all, motivate. Employees must have the proper structure to perform their tasks, and this starts with the cleanliness and acclimatization of the environment, providing PPE, and investing in tools and technologies that assist them in their activities. Additionally, the manager cannot let work go into automatic mode. It is necessary to be present, listen to each team’s requests, share the company’s plans, and value every professional who is part of the team. This is the big difference. Why Prioritize People Management in Logistics? Valuing employees working in the warehouse brings great gains in performance. Responsible, well-informed, and motivated people perform their functions more efficiently. If employees know the company’s goals and understand their importance for the operation as a whole, they will strive harder to achieve the expected results. Furthermore, other benefits include: â–Ş Strengthening organizational culture â–Ş Elevating quality and standardizing processes â–Ş Reducing errors and workplace injury rates â–Ş Reducing rework â–Ş Increasing productivity (leveraging each person’s potential, directing them correctly for each task) â–Ş Talent retention It’s worth adding that by prioritizing people management in the warehouse, it’s easier to identify gaps, such as the need for training. Listening to employees and meeting their requests makes error correction more agile and assertive. Often those directly involved in the process have a clearer view of the improvements and adjustments that can be made, which is why it’s important to value every professional involved in the operation, making them recognize their crucial role for the business. Information: A Valuable Asset to Share Employees must clearly understand their importance to the company, seeking ways to give their best so that results are achieved. For this to happen, a good start is to map processes well and convey the information to the teams. This must be done frequently, as in the case of high turnover, an environment of doubt and misinformation can quickly arise, significantly compromising the correct execution of work. Sharing and evaluating information, whether through Visual Management or in daily meetings, helps employees understand their role in relation to the operation as a whole, also encouraging self-assessment. If a prominently displayed dashboard shows, for example, that there is a delay in picking an order and that due to this delay, there is a load stuck in shipping, the picking team will act quickly to not compromise service to delivery deadlines, and so on… In other words, sharing real-time indicators helps operators self-manage. If instead, the KPIs show that goals are being met and the manager praises the team during a meeting, employees remain motivated and continue to do their best to bring results. It is, therefore, about aligning the company’s goals with each individual’s professional goals. Empowerment is Also a Value Relying on strong human resources work, focused on training actions, is a way to value your employees, as they perceive that the company is interested in their growth. This is essential for retaining talent and building a strong and focused team. Moreover, training is an important stimulus for the professional to continue evolving and seeking new learnings, always staying updated. Therefore, it is important for the manager to know each member of their team well and seek ways to develop them, showing the employee how their skills contribute to the company’s success. In this case, the result cannot be different: quality and excellence. Training and qualification actions bring productive efficiency, process standardization, promotion of organizational culture, among other direct and indirect benefits. Do You Know Your Employees? How will you organize processes if you don’t know how to get the best out of each employee? It is crucial to know not only each employee’s strengths but also their weaknesses. In this way, it is possible to organize tasks by making the most of each one. There are some strategies to identify employees’ strengths, such as: â–Ş Observation (conducting an analytical observation of the employee’s characteristics and behaviors, identifying the skills that meet the company’s needs and the tasks performed with greater involvement and engagement) â–Ş New projects (proposing new projects and challenges to the employee and seeing how they perform) â–Ş Self-assessment (asking the employee to write down their strengths and areas needing improvement, as well as their evaluation of the company, leadership, work environment, etc. Receiving this feedback is essential to define actions for employee development) â–Ş Conversation (always being close to your employees and open to dialogue, seeking to learn more about their routine and opinions on certain topics) Remember that a good manager always gives feedback to the employee when things are not going well, but especially regarding their positive attitudes and strengths. This can be done verbally, with praise in meetings or individual conversations, as well as through bonuses, awards, offering specialization courses, among other initiatives. The important thing is that the professional feels part of the success achieved in the company. Regarding cases of employees who do not show favorable performance, it is also important to present feedback and set a performance limit for their replacement. Motivation: Teams That Work More and Better The idea that only a good salary keeps an employee in the company has long been debunked. Today, it is known that to achieve productivity, workers need to be well, satisfied with the role they perform, and also with the company climate. The work environment must be healthy and welcoming, a place where people enjoy being. And, of course, reinforcing what was said before, the employee needs to feel valued, an important part of the results achieved by the company. Motivation is what actually generates productivity. Motivated people work more and better. They are happy to bring the desired results, to achieve their goals. Again, the advice is to recognize positive attitudes and carry out integration actions. In logistics, where speed and assertiveness make the difference, motivating is the key to success. And, to meet deadlines and objectives, professionals need not only training but also satisfaction and a desire to grow. To achieve the desired success, remember: investing in People Management is investing in your company! People Management: A Key Element in Logistics Management Deagor WMS per ecommerce può aiutarti!