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Reducing warehouse turnover rates during 'The Great Resignation'


Reducing warehouse turnover rate during "The Great Resignation"

Managing a warehouse is no easy job. Whether dealing with supply chain disruptions, labor shortages or technological glitches, warehouse managers face numerous challenges on a daily basis. Unfortunately, these problems have only been exasperated by the recent "Great Resignation" causing high turnover rates in nearly every industry.

Even warehouse giants like Amazon are struggling to find and retain employees. The New York Times recently reported that most of the 350,000 Amazon workers hired between July and October left the company after "just days or weeks" of working there. So what's causing these high turnover rates, and how can warehouse managers recruit and retain talent?

The causes of employee turnover
The reasons for resignation are different for every individual, but the exceptionally high rate of turnover in warehousing points toward a few common causes:

  • Unsustainable performance goals and unclear expectations
  • Minimal feedback and recognition from management
  • No opportunities for professional growth
  • Unfair treatment in the workplace
  • Poor warehouse culture

How to reduce warehouse turnover rates
Understanding the root causes of employee turnover will start you on the right track to maintaining a healthy workforce eager to come to work each day. Some of these issues have obvious, straightforward solutions, such as reducing productivity requirements and improving communication with employees. Still, warehouse leadership might need to think outside the box to stand out to current and potential employees. Here are four tips for reducing turnover before and after the hiring process.

1. Update job descriptions
It's essential to manage candidate expectations from the beginning, starting with job descriptions. Employees don't want to be surprised by long workweek schedules or critical situations that arise while working. Give them a rundown of the day-to-day tasks of the role and be honest and transparent about your expectations.

2. Optimize the onboarding process
Every new job comes with a steep learning curve, which is why there are onboarding processes in the first place. Employees want to succeed in your organization, but this can be impossible without the proper training and tools. According to the Society for Human Resource Management, this means integrating new hires with the four "C's," Compliance with policies and regulations, Clarification on role expectations, Culture in the workplace and Connection with colleagues.

3. Showcase opportunities for career development
One of the biggest reasons why employees resign is to get a better position or higher pay elsewhere. By providing career development programs and opportunities for advancement, you outline a clear path for growth that employees can work toward. Not only will this entice candidates, but it also mitigates the risk of your workforce jumping ship and saves you time and money that would otherwise be spent on continual recruitment.

4. Keep a healthy work-life balance
When employees are stretched too thin, their personal and professional lives suffer. Ensuring your employees have a healthy work-life balance is essential to keeping your workers happy and maintaining workplace productivity. To prevent imbalance, try not to overload or overschedule your employees and encourage social activities outside the warehouse.