Technology can play a critical role in creating a culture of engagement and retention.
Blue Yonder Warehouse Labor Management (WLM) creates a warehouse environment that streamlines the onboarding of new or temporary employees, drives active engagement between warehouse staff and supervisors, and helps to ensure higher levels of retention. When complemented with the flexible scheduling capabilities of Blue Yonder’s Workforce Management solution, WLM enables any warehouse operator to successfully attract, manage and maintain a modern workforce in the face of labor shortages and uncertainty.
Streamline the onboarding process
Employee onboarding for new hires or temporary employees is a time-consuming process. In the warehouse, the intricacies of operations, combined with a lack of standard processes, can add time and complexity in getting employees to work. Blue Yonder Warehouse Labor Management establishes standards for daily processes and operating procedures. With standards in place, it becomes easier to train and onboard staff or temporary labor, as the solution enforces standardized practices. In addition, for new hires, standards can be adjusted to allow for learning curves as these employees learn their roles.
Drive deeper employee engagement
Studies show that employees who believe their company is investing in their learning and development are more likely to stay. Blue Yonder WLM helps establish a structure that encourages interaction and promotes equitable work. For example, performance management capabilities provide supervisors and management with a view into an employee’s performance as the day progresses. Performance can be categorized to show both exceptional performers and those that may need additional help. This encourages management to walk the facility with an eye toward encouraging staff as they work through the day.
Newer employees can become discouraged as they struggle to achieve performance goals. Warehouse Labor Management minimizes this issue by allowing for learning curves in standards and metrics. While it may take a seasoned employee less time to perform a certain task, learning curves allow extra time for new employees as they grow their expertise. This ensures equitable, accurate measurement of performance and encourages cross-training. An employee who’s experienced and successful in the packing station can now cross-train on the forklift without fear of lowering their performance metrics. This job flexibility increases their value to the organization.
Engaged employees want regular feedback and opportunities to improve; this demonstrates the company’s dedication to their success. With report cards in WLM, employees have access to a comprehensive review of their performance, creating an engagement opportunity with their supervisor to discuss areas of improvement or how to further career goals.
