To most job seekers, a career in logistics or supply chain is just misunderstood — or invisible. This is why we’ve compiled 10 reasons why a career in logistics and supply chains can be the dynamic and rewarding career so many look for!

Have you ever wondered how a package or an item gets to where it needs to go? You should—the system that ensures that it happens is called a supply chain. The industry that ensures that it runs smoothly is called logistics. And the reason why this industry is so exciting is because without it, no other industry would be able to operate!

Despite the critical role logistics plays behind consumer goods, military supplies and personnel, it’s an industry with a recruiting problem.

Here Are Our Top Picks for Why This Career May be Right for You

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That’s it for us this week! If you liked this blog post, why not subscribe to our blog? If you’re interested in what we do as a 3rd party logistics provider, don’t hesitate to check out our services (as expressed above, we are very pro finding you the lowest total cost!). We’re also in the twittersphere, so give us a follow to get the latest logistics and supply chain news.

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An adaptive corporate culture is an important part of any organization’s long-term success. Yes, managers and C-level personnel set the standards for how business is run, but it’s the values and practices shared by the employees that will guide the hundreds of decisions they make on their own every day.

Why Culture Matters

As Frances Frei and Anne Morriss write in this article for the Harvard Business Review, “Culture tells us what to do when the CEO isn’t in the room, which is of course most of the time”. These seemingly small decisions add up. For example, some studies show that companies with adaptive cultures successfully aligned to its business goals outperform their competitors by 200% or more.

Companies that deal with supply chains or are in the business of running supply chains need to take extra precaution for these reasons. With so many stakeholders and moving parts in a supply chain, it is easy to forget about fostering a healthy culture, and instead leaving ignoring the issue until it becomes toxic. However, if left unchecked a toxic corporate culture can not only severely injure a company’s reputation, but the reputation of an entire industry if it becomes the norm.

5 Steps to Implementing and Measuring Culture

Culture is at its core, a structured system, is something that can be purposefully implemented and evaluated through these five steps:

1. Define Core Values

Well defined core values reflect the priorities your business holds. They’ll inform how your employees behave and act with each other and the professional tone of the work place. Without a well-defined and meaningful set of core values, attitudes and expectations become confused. This could lead to situations of mediocrity, laziness, lack of accountability and general unprofessionalism.

2. Align Core Values

Core values need to apply to everyone. They need to start at the top levels of leadership, and radiate across all levels of the organizations from the top down. Leadership needs to be both an example of the values in action, and a facilitator that reinforces these same values in the behaviours of their staff. Higher productivity and increased job satisfaction can only come about with the involvement of manages ensuring that workplace attitudes, work ethic, and daily routines matches the company’s core values.

3. Reinforce Core Values

Core values can be reinforced through recognition of outstanding team members, encouragement of new ideas, and standardizing employee and manager reactions to conflict. Reinforcement also needs to extend outside the organization to potential clients, partners, and vendors.

“It is important to choose an outsourcing partner or client whose values align with your own and who can integrate easily from a culture standpoint. This improves communication, cooperation, and efficiency, and results in enhanced performance and reduced costs” writes Ron Cain from Inbound Logistics.

4. Measure the Integration

Like with any other aspect of a business, accountability and transparency needs to also be factored into culture. For this reason, a careful and deliberate cultural assessment needs to be conducted of the organization to measure how well your company integrates core values into cultural variables.

Getting a second opinion in this area may also be a good idea so hiring a culture auditor should also be considered if the budget is available and time is a factor.

5. Build Action Plans

A detailed plan with defined expectations, attitudes, accountability, and metrics is necessary if it is to succeed. Leadership also needs to be in regular communication with employees to issue and track performance. By doing so, your organization will be able to affect a change in culture in a stable, measureable, and lasting way.

By having a well-defined company culture your organization won’t just have a better bottom line, and improved morale, but also a better chance for success in the long-term for years to come.

That’s it for us this week! If you liked this blog post, why not subscribe to our blog? If you’re interested in what we do as a 3rd party logistics provider, don’t hesitate to check out our services (as expressed above, we are very pro finding you the lowest total cost!). We’re also in the twittersphere, so give us a follow to get the latest logistics and supply chain news.

Morai-Logistics-Millenials
Every day, more than 12,000 Millennials become adults. This is an impressive number until you remember that the demographic is currently estimated at being comprised of over 80 million people, according to the U.S Bureau statistics.

Millennials, individuals born between the years 1980-1999, are now almost all adults. This means that if they are not currently in a career path, then they are most likely seeking one.

Millennials Are Not Booming to get a 3PL Job like Baby Boomers

The reason why this is important is because the supply chain logistics industry has something of a talent shortage in North America at the moment. This is a problem that will be made worse once more Baby Boomers retire as they are critically important to the industry: they make up the majority of supply chain management positions. Even if the talent shortage didn’t exist, Millennials are still predicted to make up about 75% of the workforce by 2025. That’s only 9 years for potential entry-level employees who need to be hired, trained and mentored before they can rise to the ranks of upper management—and that takes time.

With more and more Baby Boomers retiring, logistics companies will need to Millennials to fill in the gaps. However, the recruiting and retention strategies are not the same for both groups and even with this knowledge, this is still where many companies are lagging behind.

For example, EyeforTransport asked various logistics companies what impact Millennials are having on their supply chains.

Millenials Search for Meaning Beyond Their Role

When asked if the respondent’s company was prepared for a future change in workforce…ie. hiring more millennials, the following results were reported in their “Q1 2016 Hot Trends in Supply Chain and Logistics Report“.

  • 36% said yes, they have adjusted their on-boarding to reflect millennial values – technology, innovation, data-driven, ownership, etc.
  • 25.5% said yes, and there is no need to change our current practices of on-boarding
  • 17.6% said no, but they have plans in place to do something to ensure our business is aligned with this workforce
  • 12.1% said no, and they don’t have a plan as of yet
  • 8.8% answered they didn’t know

When it comes to hiring and retaining Millennials, several articles give lists that are built around two-way communication between the employee (or prospective employee) and the company.

Millennials are very interested in job perks but not necessarily the ones that traditionally come to mind such as set annual raises and a structured schedule. Instead, a job that provides the employee a rewarding challenge built on problem solving and with a clear indication of the value of the role is much more appealing to a Millennial employee.

Flexibility is also another job perk that is of interest to Millennials and not just in regards to hours. Flexibility in workload is very important as Millennials are used to a culture of collaboration and communication of ideas from everyone, not just from those at the top.

As Millennials make up more and more of the workplace (between 25 – 50% at some companies), it will be critical that supply chain companies not just entice them to sign on, but also to adapt their retention strategies toward a mutually beneficial arrangement built on communication and innovation.

That’s it for us this week! If you liked this blog post, why not subscribe to our blog? If you’re interested in what we do as a 3rd party logistics provider, don’t hesitate to check out our services (as expressed above, we are very pro finding you the lowest total cost!). We’re also in the twittersphere, so give us a follow to get the latest logistics and supply chain news.