Author: Evelyn Cools

5 Fun Ways to Keep Your Frontline Teams Engaged

- Evelyn Cools

A lot of organizations think they need to make big, expensive changes to improve employee engagement. In our experience working with frontline teams, we’ve actually found that small, well-informed initiatives often have the highest impact.

Here are some fun and easy ways to engage your frontline teams immediately!

1. Put together a diverse playlist with your employees’ favorite songs

Celebrate peoples’ diverse backgrounds by playing tunes they’ve chosen throughout the workday. You’ll be surprised how excited people get when a song in their native language or they favorite genre comes on the speaker.

2. Give out annual swag items

These will feel like collectibles for your employees! It’s also a great way to engage tenured workers who will proudly wear their hoodie from 4 years ago and show their commitment to the organization.

3. Schedule simultaneous shifts for families or friends who carpool together

This is a huge hurdle for some people, especially households that share one car or don’t have access to a vehicle altogether. You’ll reduce absenteeism and make people feel supported and taken care of by their employer.

4. Set up a screen with intro cards for each worker

Create a slideshow with some personal and professional facts about each employee that is visible on the floor. This is a fun way to boost camaraderie between workers and recognize how each employee is contributing to the company’s success.

5. Add a bathroom at the other side of the building

While this may take some more resources and planning than the previous initiatives, making sure employees have access to clean bathrooms close to their workstations is a must! If someone has to cross the entire site to use the bathroom, this will undoubtedly affect their productivity and job satisfaction.

These small changes have had a significant impact on the organizations we work with. That being said, every company and site location has different needs. The best way to find out what your teams want, and measure the success of the initiatives you put in place, is by collecting regular, real-time employee feedback.

Curious how we can help you do this at scale? Book a personalized demo with us today!

Overcoming Staffing Struggles in the Warehouse Labor Market

- Evelyn Cools

Discover effective strategies to overcome staffing challenges in the warehouse labor market. We recently presented at the IWLA Warehouse HR Summit in Philadelphia, where we addressed this ongoing issue. In this blog post, we’ll recap our presentation and provide valuable insights to attract and retain warehouse workers.

The Current State of the Warehouse Labor Market

Before we dive into strategies for hiring and retention, it’s important to understand the current state of the labor market. 40% of deskless workers are at risk of quitting (BCG, 2022). On top of that, 52% of employees with less than a year’s experience actively seek new employment. The supply chain industry is also facing a widening gap of talent, with only 60 workers returning for every 100 leaving. Replacing a warehouse worker costs an estimated $8,500, a figure set to rise due to increased specialization in new technologies and automation.

The Importance of Employee Engagement for Warehouse Workers

Employee engagement plays a vital role in retaining and attracting warehouse workers. Engaged employees are shown to be more committed, motivated, and passionate at work. They go above and beyond, resulting in heightened productivity, improved customer satisfaction, higher retention rates, all affecting the company’s bottom line.

Key Takeaway: Oftentimes companies think they need to make drastic changes that require a lot of money and resources to make their employees happy. However, we have seen that small changes that address your employees’ specific needs usually have the biggest impact when it comes to attracting and retaining talent.

💡 Check out these 5 ways to keep your employees engaged

Attract Talent for Culture Add vs. Culture Fit

In order to build a cohesive and diverse team companies need to consider the difference between culture fit and culture add. Culture fit seeks individuals who align with existing values and behaviors, while culture add embraces new perspectives and experiences. Hiring new employees who align with culture add, on the other hand, will fuel innovation, creativity, and a wider range of ideas.

Understanding the Reasons Frontline Workers Quit

Contrary to popular belief, pay and compensation aren’t the primary reasons frontline workers leave. Emotional needs play an even bigger role, such as fair treatment, respect, feeling valued, and finding purpose and enjoyment in their work. A positive relationship with managers is also critical. Research shows that employees who are dissatisfied with their managers are 2x more like to leave and 3x less likely to recommend the employer (BCG, 2022).

The Impact of Managers on Retaining Employees

As the data shows, managers have a significant influence on employee retention and well-being. Bad managers contribute to higher turnover rates, burnout, and diminished employee advocacy. This is why investing in the development and training of frontline managers is so important.

Key Takeaway: By understanding their team’s needs, implementing regular feedback mechanisms, and leveraging real-time data, managers can create a better work environment and have a direct impact on retention rates.

Best Practices for Smooth Onboarding

Quick quitting is prevalent among warehouse workers. A good onboarding experience can make all the difference, and this once again requires proactive managers. To ensure an effective onboarding process, managers should prioritize making employees’ first days special, set clear expectations, and provide ongoing support. New employees will also benefit from job-specific training, buddy systems, mentoring programs, and clear communication channels.

Supporting Managers to Attract and Retain Warehouse Labor

Frontline managers face unique challenges. They often lack awareness of how their teams are feeling due to language barriers and physical distance, and many frontline managers have never received training in people management and leadership skills. Support your managers by implementing regular feedback so they understand their teams’ needs, leveraging technology for real-time data, and encouraging open communication. And to address the leadership gap you can offer leadership development programs, mentoring, and continuous learning opportunities.

The Role of Feedback in Cultivating a Positive Warehouse Culture

Feedback is crucial in understanding employee needs and fostering a unified organizational culture. One of the biggest challenges supply chain companies face as they grow is how to maintain a consistent culture throughout their organization. Cohesive communication and feedback mechanisms help to promote shared values, align objectives, and foster a sense of connection to the company’s mission.

Navigating Change in the Era of Automation

It’s no secret that the supply chain industry is undergoing rapid transformations with automation and robotics. While these changes are inevitable, it’s important to note that humans will always remain essential to warehouse operations, offering flexibility and adaptability as the world continues to evolve. As fears arise around job loss and becoming redundant, make sure you communicate effectively with your people, ensuring employees feel valued and secure during technological transitions. In addition, regular feedback is also essential so you can address concerns and ensure a smooth implementation.

Key Takeway: Successful implementation of new technologies requires effective leadership, change management strategies, and a focus on the human element.

Tackling Today’s Warehouse Labor Market

Overcoming staffing struggles is an ongoing challenge in the warehouse labor market. By prioritizing employee engagement, utilizing feedback, and navigating change in the era of automation, you can create a positive work environment that attracts and retains talented individuals. We hope this recap has given you some insights you can take with you and implement at your organization.

Butterfly.ai Named Easiest to Do Business With in G2’s 2023 Summer Report

- Evelyn Cools

[New York, 6/21/23] – Butterfly.ai, the intuitive employee feedback tool for frontline teams, is delighted to announce its recognition as the “Easiest to Do Business With” in G2‘s highly esteemed 2023 summer report. The platform has earned the highest Ease of Doing Business With rating in the Employee Engagement category, underscoring Butterfly.ai’s unwavering dedication to providing a seamless user experience and exceptional customer service.

G2, a reputable software review and comparison platform, extensively evaluates solutions based on user feedback and satisfaction. Butterfly.ai stood out among its competitors by prioritizing simplicity, efficiency, and delivering an exceptional user experience.

At Butterfly.ai, we understand the significance of ease and simplicity in today’s fast-paced business landscape. Our platform boasts a user-friendly interface, comprehensive features, and prompt customer support, ensuring that employee feedback and engagement initiatives are accessible and effortless for organizations of all sizes. By actively listening to our customers and continually enhancing our platform, Butterfly.ai fosters strong relationships and establishes itself as a trusted partner in driving employee engagement.

“We are incredibly honored to be recognized as the Easiest to Do Business With in the G2 2023 summer report,” said Simon Rakosi, COO at Butterfly.ai. “This achievement is a testament to our team’s unwavering commitment to our customers and our dedication to delivering a seamless user experience. We understand the value of simplicity and efficiency in empowering organizations to thrive.”

Find out just how easy it is to do business with us and book a demo today.

About Butterfly.ai:

Butterfly is an employee feedback platform that helps frontline managers understand and improve the level of engagement and happiness of their teams.

Our intuitive software provides a data-driven approach for managers to get feedback, initiate conversations and strengthen their connection to employees, wherever their teams are working from. Specifically designed for frontline workers, Butterfly delivers actionable insights and engagement tools to decrease turnover, improve productivity and reduce safety incidents.

Attracting Talent in the Supply Chain Industry: 10 Successful Initiatives

- Evelyn Cools

As supply chain organizations face ongoing labor challenges, they are stepping up their efforts to attract new talent. Here are ten proven initiatives that have yielded positive results:

(Insights from supply chain leaders at the 2023 Warehousing Education and Research Conference)

1. Community College Outreach

Establishing partnerships with local community colleges to create tailored programs that educate and train students for supply chain careers, offering a clear pathway into the industry.

2. Instagram and TikTok

Leveraging the power of social media platforms like Instagram and TikTok to showcase the exciting and diverse opportunities within the supply chain sector, capturing the attention of a younger audience.

3. Prison Rehabilitation Programs

Collaborating with correctional facilities to provide training and employment opportunities for individuals seeking a fresh start, offering a chance to rebuild their lives while addressing labor shortages.

4. Eliminating Mandatory OT

Instituting policies that cap overtime hours at a maximum of 12 hours, promoting work-life balance and reducing burnout among employees.

5. Bi-lingual Leadership and SOPs

Emphasizing the importance of diversity and inclusivity by providing standard operating procedures in multiple languages and fostering a leadership team that is fluent in various languages.

6. Flexible Schedules

Implementing flexible work schedules that accommodate the diverse needs of employees, allowing them to balance personal obligations while maintaining productivity.

7. Job Fairs

Participating in job fairs, both virtual and in-person, to actively engage with potential candidates, showcase career opportunities, and facilitate on-the-spot hiring.

8. Investment in Salary Increases

Recognizing the value of competitive compensation packages to attract and retain top talent, companies are investing in salary increases to remain competitive in the job market.

9. Incentive Programs

Implementing incentive programs that reward employees for their performance, encouraging motivation and fostering a sense of achievement within the workforce.

10. Staggered Bonuses

Designing bonus structures that provide financial incentives at specific milestones, such as 45 and 90 days of employment, to recognize and reward employees’ commitment and dedication.

These initiatives, combined with other approaches like next-day pay, improving working conditions, offering transportation assistance, and providing referral bonuses, demonstrate the commitment of supply chain organizations to attract and retain a talented workforce in the face of labor challenges.

Special thanks to Sarah O’Neill at Saddle Creek Logistics for leading this insightful session on Attracting and Developing New Talent.

What to learn more about how to create a work environment that attracts the best talent? Check out this article on how your organization can become an Employer of Choice.

5 Characteristics of an Employer of Choice

- Evelyn Cools

More than ever, employees are looking for companies where they feel seen, heard, and satisfied in their jobs. Being recognized as an “Employer of Choice” not only means your employees are excited to come to work, but it also gives you the upper hand when it comes to attracting, hiring, and retaining the best talent. 

We’ve compiled a list of companies that are going above and beyond in creating a people-centric culture. But first, what does it mean to be an “Employer of Choice”, and how can you achieve this in your organization?

Key Characteristics of an Employer of Choice

1. Invest in Inclusivity and Diversity

Create an inclusive culture by offering tailored training programs and employee resource groups that meet the unique needs of their diverse workforce, such as language programs and amenities for new parents

2. Cultivate a Culture of Recognition and Communication

Foster a culture of open communication, collaboration, and recognition through regular check-ins, listening sessions, feedback tools, and transparent compensation packages that incentivize career growth and development – check out these communication tips for frontline teams

3. Prioritize Safety and Comfort

Ensure the safety and well-being of workers by providing regular safety training, ergonomic workstations, personal protective equipment, and comfortable workspaces, break rooms, and social areas

4. Offer Flexibility and Work-Life Balance

Encourage work-life balance and offer flexible scheduling options, generous paid vacation policies, and on-site amenities such as rest areas, meditation rooms, and outdoor spaces to help workers recharge

5. Foster Professional Development

Stimulate professional development through training and upskilling programs, mentorship, and opportunities for career advancement

Butterfly Shortlist – Employer of Choice 2023

Butterfly would like to recognize the following companies for their amazing efforts in making their employees feel valued and supported in 2023. This list was compiled through data we collected over the past 6 months measuring improvements in worker sentiment, and is organized in alphabetical order.

Artistic Milliners

Backcountry 

Dura-Line

East West Seed (EWINDO)

EBM

Everlane

idsMED

Lucky Core Industries

Metro Nashville

Pitney Bowes

Rent the Runway

Schreder

Driving Change and Embracing the Future: Recap of Reuters Supply Chain USA 2023

- Evelyn Cools

The Reuters Supply Chain USA conference held in Chicago, IL on May 17-18, brought together industry leaders, experts, and professionals to discuss the latest trends and challenges in the supply chain landscape. The conference touched upon various themes, including the importance of diversity in driving innovation, building resilient supply chains, adapting to technological advancements, and nurturing a skilled and engaged workforce. Let’s delve into the key insights from the conference and explore how these common themes intersect to shape the future of supply chain operations.

Promoting Diversity and Inclusion for Innovation

Diversity emerged as a recurring topic at the conference, with speakers emphasizing its pivotal role in driving innovation. Dow Chemical, for instance, highlighted the importance of diverse ideas and perspectives for generating innovative solutions. By showcasing successful career paths of women within the company, Dow Chemical aims to encourage diversity and empower women in supply chain roles. The message was clear: embracing diversity is not only a moral imperative but also a strategic advantage for businesses seeking to stay ahead of the curve.

Building Resilient Supply Chains

In a rapidly changing world, building resilient supply chains has become paramount. Toyota Motor North America shared its secret to supply chain resilience, attributing its success to a culture of learning, strong leadership, and a sense of community among its employees. By investing in relationships and fostering trust, Toyota has built a resilient supply chain capable of weathering challenges. The conference underscored the need for organizations to focus on people, relationships, and a shared purpose to navigate uncertainties and create opportunities for transformation.

“Be curious and expand your understanding to elevate your team to a better place.”

Kevin Austin, Group Vice President, Demand & Supply Management at Toyota Motor North America

Harnessing Technology and Adapting to Change

Technology and automation were discussed extensively, recognizing their potential to improve efficiency, job satisfaction, and retention. Samsara highlighted the changing skills needed in the workforce, with research indicating that one-sixth of employees will be engaged in jobs that do not exist yet in the next 2 years. Dataiku emphasized the importance of people and change management in AI implementation, stressing that technology should augment human capabilities rather than replace them. Adopting a proactive approach, organizations were encouraged to embrace technology, prioritize worker experience, and remain open to change to stay ahead of the curve.

3 tips to stay ahead of the curve

Jeff Hausman, CPO at Samsara

1 – Embrace technology

2 – Never forget about worker experience

3 – Be open to change and new ways of doing business

Balancing People and Robotics in Warehouse Operations

With the current labor shortage and evolving customer demands, the role of robotics and automation in warehouse operations gained prominence. Locus Robotics and DHL emphasized the significance of creating a positive culture, providing training, and engaging employees in the adoption of robotics. While automation is inevitable, successful implementation requires good leadership, change management strategies, and a focus on the people behind the technology. The speakers, including Butterfly.ai’s very own COO, Simon Rakosi, echoed the sentiment that humans will remain an integral part of warehouse operations, offering flexibility and adaptability to react to a changing world.

“Humans allow for flexibility to react to a changing world”

Ben Perslon, Sr. Innovation Manager – Robotics & Automation Lead at DHL

Closing Thoughts

The Supply Chain USA 2023 conference shed light on the common themes that are shaping the future of supply chain operations. Embracing diversity and inclusion not only fosters innovation but also enhances organizations’ ability to adapt to change and build resilient supply chains. The successful integration of technology and automation depends on the effective management of people and change. As organizations navigate a rapidly evolving landscape, focusing on culture, training, and engaging employees will be essential to unlocking the full potential of technological advancements. Ultimately, the human element will continue to be the driving force behind supply chain operations, enabling organizations to navigate challenges and seize new opportunities.

Becoming a Great Leader, Boosting Retention and Why Company Culture Is So Important: IWLA 2023 Takeaways

- Evelyn Cools

The annual International Warehouse Logistics Association (IWLA) Conference in Palm Springs, CA brought together logistics professionals from across the industry, including leaders in HR, operations, and technology.

Read our takeaways from the event including tips on leadership from former NFL quarterback Joe Theismann, overcoming barriers to hiring and retention, ROI of new tech, and building a positive company culture. Plus, employee recognition programs that work and why operations managers set the tone for company culture.

How to Be a Great Leader

IWLA started out with a bang this year. Keynote speaker and famed former NFL quarterback Joe Theismann came through with some powerful nuggets of wisdom on how to be a great leader. Like a football team, running a logistics business is a true team sport, and will only be successful if everyone involved feels supported and respected.

5 Leadership Lessons from Joe Theismann

1. Your relationships with others are only as strong as the relationship you have with yourself

2. Let the people you work with know how much you care and be transparent

3. Treat your employees like business partners – individuals working towards a common goal are what creates a thriving organization

4. Enthusiasm is what drives every business, be excited about life!

5. Define your goals and live up to them: personally, spiritually & financially

“It is essential to our soul and our being – to feel appreciated.”

Joe Theismann, Author of How To Be A Champion Every Day

Overcoming Barriers to Hiring & Retention

One of the biggest challenges in today’s logistics landscape is attracting and retaining frontline employees. As Director Tom Landry from Allegiance Staffing mentioned, the logistics industry has an average turnover rate of 49%. Throughout the HR-track at IWLA this year, warehouse executives shared their main challenges and solutions when it comes to addressing the labor shortage.

Top Barriers to Hiring

1. Unrealistic expectations for the job

2. Requiring college degrees

3. Hiring processes that are outdated and lengthy

Reducing Hiring Barriers 

1. Creating a bilingual version of the employment app

2. Reducing interview times and incorporating video interviews over Zoom or Teams

3. Eliminating pre-employment physicals and marijuana tests

4. Offering flexible work schedules

The ROI of New Tech

There is a clear ROI for new technologies, specifically in the logistics industry. Barrett Distribution Centers has seen an increase in retention after implementing new tech because it makes employees feel like they are more productive and have a greater impact on the business as a whole (Arthur Barrett, President). Recent research also shows that 83% of employees would be willing to change companies for improved technology. Luckily, automation tools have become much more accessible, with the cost of warehouse robots reduced by 60% in the last 6 years.

Driving Positive Company Culture

With corporate staff working from home and frontline employees on-site, maintaining a cohesive workplace and high morale hasn’t gotten any easier. The pandemic has also highlighted the wants and needs of frontline workers to a greater extent than ever before. As phrases such as “the toxic workplace” emerge, it has become clear that employees are looking for companies where they feel heard, treated right, and believe in their managers. Having a positive workplace is also a key element to keeping workers engaged at their jobs. A recent Gallup study found that employee engagement can be increased by 50% if you put company culture first.

“Communication is one of the most important things you can do for company culture.”

Mark DeFabis, CEO at Integrated Distribution Services, Inc.

How To Build a Sustainable Culture

Of the many insightful speakers at IWLA, Saddle Creek Logistics stood out when it came to cultivating and maintaining a strong company culture. Sarah O’Neill, Sr. Director HR, shared some powerful tips on how other logistics organizations can do the same.

1. Visibility and open communication are key to building a sustainable work environment – this includes top-down communication but also making sure employees are being listened to (i.e. through engagement surveys and a confidential hotline)

2. Strong collaboration between HR and Operations translates to a positive culture on the floor

3. Prioritize attribute hiring to find people with strong soft skills (such as teamwork and leadership abilities) who will be a cultural fit

4. Carry out “health checks” where operators visit other operators’ facilities – conducting floorwalks, safety checks, and talking to employees

5. Approachable senior leadership is incredibly powerful when it comes to creating a cohesive and inspiring company culture

Operations Managers Set the Tone

While it is important for executive leaders to define company culture and communicate it throughout the organization, the greatest impact on spreading that culture will come from operations managers. This is why investing in their leadership development and giving them the right tools to succeed is so critical. Back-and-forth communication between managers and their teams is also important – this means listening to employees and showing you are taking action on their feedback.

“Having temperature checks on how employees are feeling is so important.”

Raanon Gal, Partner at Barnes & Thornburg LLP

Employee Recognition Programs That Work

1. Welcome and birthday cards from the CEO

2. Employee of the month

3. Bonuses based on performance

4. Company publication celebrating promotions and worker accomplishments

5. Celebrating hires from within

Closing Thoughts on Retention

As John Lamb, Chief Operating Officer at Sonwil Distribution Center Inc, concluded during the HR panel on attracting and retaining employees, creating a positive work environment has an exponential impact on hiring and retention. Not only will it decrease turnover for current employees, but the organization’s reputation will also get out to the community and attract new talent. 

By creating an authentic culture where employees feels heard and respected, logistics companies will set themselves up for success in this uncertain labor market.

Manifest 2023 Recap: Attracting & Retaining Workers, Humans vs. Robots, Power of Diversity

- Evelyn Cools

The second annual Manifest: The Future of Logistics conference was held last week, bringing together some of the brightest minds in the supply chain space to discuss the latest innovations and trends in the industry. Here’s a recap of what we learned at this year’s event.

Attracting & Retaining Talent During the Supply Chain Labor Shortage

The current labor shortage is one of the greatest challenges facing the supply chain industry today. From truckers and shippers to manufacturers, companies are struggling to find the workers they need to keep their operations running smoothly and meet rising customer demands. In this highly competitive environment, companies are vying for workers in 3 key areas: compensation, purpose, and culture.

While compensation is still a major factor in attracting new talent, it is increasingly important for supply chain companies to zoom out and focus on their overarching employee value proposition. This means ensuring that company values and culture are aligned throughout the organization, understanding what workers are looking for in the current market, and taking a holistic approach to employee engagement (5 Ways to Engage Employees). Other steps in the right direction include upskilling workers in people management and technology, and developing effective strategies around recruitment and retention.

One company that is leading the way in addressing the labor shortage challenge is the toy manufacturer Mattel. When asked about their approach, the company stated that they “want to be the employer of choice” (Gregory Javor, SVP Global Supply Chain Operations at Mattel, Inc.). This means focusing on people and culture, employee engagement, finding out where the opportunities are throughout the different areas of their organization, and working closely with HR.

When organizations are looking to improve their employee engagement, one of the key areas to focus on is giving their employees a voice. By keeping a finger on the pulse of how workers are feeling and elevating their ideas, companies are in a position to stand above their peers and attract & retain the best talent. As Eric Rempel, Chief Innovation Officer at Redwood Logistics so aptly put it,

“The question is not ‘will people speak up?’ – the real question is ‘are you ready to listen and do something about it?’”

Harnessing the Social Side of ESG

In recent years, Environmental, Social, and Governance (ESG) has become a hot topic among investors, companies, and consumers alike. While the Environmental and Governance aspects of ESG are well understood, the Social aspect is arguably the most complex, encompassing a wide range of issues from employee relations and diversity to working conditions, conflict, and health and safety. It is also an untapped area for a lot of supply chain companies as a way they can stand out to potential partners and new hires.

As younger generations are increasingly choosing to work for companies that align with their own values, the social side of ESG is becoming paramount for organizations to set themselves apart. This means building a strong company culture and being vocal about company values, both externally and within the workplace. 

Businesses that prioritize the social aspect create an environment where employees feel valued and supported, which in turn leads to higher productivity and job satisfaction. In the words of Jagdish Repaswal, CTO at Point Pickup,

“People have needs, they have emotions, and they need motivation. At Point Pickup, we address this by building community and creating meaningful work.” 

Diversity Creates Competitive Advantage

Closely related to the topic of ESG, diversity was also a major talking point at Manifest this year. The degree to which companies combine the 3 elements – environmental, social and governance – will determine the breadth of the talent pool they can tap into. And having a diverse workforce is more critical than ever, especially in the face of digital transformation and rising labor competition. 

While new technologies are improving supply chain operations, the opposite is also true. With heaps of great talent joining the industry, the supply chain industry itself is also driving the development of new tools and automation technologies.

For companies to secure competitive advantage moving forward, having “more diversity and differing opinions will be key to innovation and attracting the best talent” (Patrick Kelleher, Global Chief Development Officer at DHL Supply Chain).

That being said, it is important to note that diversity should not come at the expense of a company’s moral and ethical beliefs. “You want diversity in background, experience, and skills, but not diversity in values,” as Oren Zaslansky, CEO & Founder at Flock Freight noted. By maintaining a clear sense of purpose and a strong set of values, companies can create a culture that is both inclusive and aligned.

The Human Side of Robotics

And as anticipated, Manifest was teeming with the latest tech – from robotic solutions to self-driving trucks and remotely operated machinery. Yet, amidst these incredible technologies there was space for conversation around the role humans play in our digitized workplaces.

On the topic of robots taking over people’s jobs, several speakers at Manifest made it clear that new supply chain technologies are designed to be human-enabling, not human-replacing. Rather, they focus on getting the most out of people and empowering workers to be more productive and efficient. By implementing human-centric technology, companies can also expand their talent pool and attract a more diverse workforce. 

One company on the cutting edge of human-enabling technology is Phantom Auto, which provides a software that operates machinery remotely. This technology not only makes operations much safer but also creates new opportunities for remote work, opening up jobs to veterans and people with disabilities. Other companies are seeing new tech implementations, such as training and engagement platforms, increase employee retention.

Closing Thoughts

With any new technology, the key to successful integration will always be the people who are implementing it. Listening to workers’ feedback, understanding their concerns, and empowering them to give their brightest ideas will ultimately lead to a company that is resilient and ready for the future – the Future of Logistics.