FEATURE SKILLS
REINVENTING THE WORKPLACE and the profession
LANGUAGE Whilst meeting the needs of Millennials is critical for immediate recruitment, there is also a requirement to consider the long-term pipeline. Logistics has suffered from the perception that it is a dirty, low-paid industry where hours are long and work is hard. As language affects the attitudes of not only young people, but teachers, parents and careers advisors, using positive and shared terminology, chosen to inspire the next generation, is paramount in changing that perception. ‘Trucks and sheds’, shorthand for the
by Bethany Forvague, operations manager, NOVUS W
ith Millennials, those born between 1981 and 1995, making
up 50 per cent of the global workforce by 2020, businesses need to adapt their working practices to recruit and retain the next generation of supply chain professionals. There is also a sector- wide need to augment the perception of logistics and subsequently promote the profession as one of choice, in order to secure the long-term talent pipeline. Millennials, as with any generation,
have preferred ways of working. As group projects were the norm at school, Millennials expect collaborative working environments. Building meaningful relationships regardless of hierarchy, such as cross-generations project teams, should feature overtly in company culture.
SOCIAL MEDIA Social media, a mainstay of the generation, has given Millennials a platform on which to share views instantaneously; as such, Millennials expect to have their views heard. Social media is also inherently transparent, so Millennials desire the same level of transparency in the workplace. With regards to technology, the sheer number of tech-based resources available to a Millennial has made them efficient problem solvers and critical thinkers. Companies should not slow Millennials down with outdated technology that is no longer fit for purpose.
20 SEPTEMBER 2018 | MATERIALS HANDLING & LOGISTICS Career development for Millennials is
more than a training programme – a company’s culture must praise continuous learning and provide practical, hands-on projects that allow challenges to be overcome. As a result of this investment, it is imperative that companies do not create ‘intellectual waste’ by not fully challenging their Millennial workforce; Millennials will disrupt themselves, like moving jobs, to get the leadership and development that they crave. Similarly, companies should consider performance in terms of output, not time spent on a project, to maximise Millennial satisfaction. Meaningful responsibilities, and regular feedback on performance, need to be in place, and advice on how to add value to the business, with a route to achievement, will be welcomed.
Below: Bethany Forvague, operations manager, NOVUS
current public perception of logistics, could be traced back to the constant reference to ‘industry’. If ‘industry’ refers to part of the economy, or a group of companies, that can be defined by activities or products, then ‘trucks and sheds’ is an accurate descriptor. To acknowledge that logistics is evolving into a world populated by professionals, the perception of the sector must be elevated and using the term ‘profession’ can support with this aim. ‘Profession’ helps to capture the fast-paced, technologically driven and well-paid global sector that is logistics, which is, in turn, more attractive to young people. In the eyes of stakeholders, ‘profession’ helps secure the idea that logistics is a viable career choice, like the professions of medicine or education, and comes with commensurate development and remuneration opportunities. Collaboration on a sector-specific
Solving the talent shortage across the profession calls for new thinking, and collabortation on a sector-wide scale."
descriptor, such as ‘doctor’ or ‘teacher’, will also be beneficial in augmenting perceptions. Logisticians, in the armed forces, manage the movement of people, transport and equipment necessary to keep the force mobilised, yet professionals in the world of passenger transport world rarely identify as ‘logisticians’. Children are unlikely to say, “I want to be a material handler”, but ‘logistician’, or alternative, is a possibility, particularly if commitment to its use and cohesiveness with popular media is achieved.
RECOGNITION Solving the talent shortage across the profession calls for new thinking, new approaches, and collaboration on a sector-wide scale. In the immediacy, logistics needs recognition within organisations that a career in supply
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