The key to developing a best-in-class talent management plan is to understand the challenges the supply chain industry is facing. According to the US Bureau of Labor Statistics, it is estimated that the industry needs to fill about 1.5 million jobs through 2022. However, demand for supply chain talent outpaces supply six to one. While universities offer undergraduate and master’s programs to fill the void, keeping up with the demands of the industry are tough – especially when it’s exacerbated by a global pandemic.
At Ryder, overcoming challenges companies are facing such as recruiting, training, and retaining a strong driver and warehouse workforce, and investing in innovative technology that creates a productive workforce has allowed the company to become an “Employer of Choice” in the industry.
Focus on Safety and Appreciation
Safety of employees, customers, and the communities we work in has always been a top priority at Ryder. And, with the coronavirus pandemic changing how we all work, safety continues to be at the top of our list. Even pre-covid, our focus on safety has decreased employee turnover. Today, that focus continues with new measures to protect our workers now and in the future.
For example, in direct response to the pandemic we leveraged our vast supplier network to procure personal protection equipment (PPE) to keep all warehouse workers and drivers safe. New protocols were also put in place including daily temperature checks, contactless deliveries, as well as cab and trailer safety measures. Ryder is also giving workers six hours of paid time off to get the COVID-19 vaccine.
Additionally, we have developed programs that reward our employees for exemplary work - including incentive pay, Driver of the Year, Top Tech, and Warehouse Employee of the Year. Additionally, because our drivers and warehouse workers are essential employees we provided $30 million in bonuses to nearly 30,000 of our frontline employees in appreciation for their extraordinary efforts in 2020
Investing in Technology
Investments in new technology for labor management is also critical. This technology provides performance metric visibility, labor management, and data automation within that enables stakeholders to build labor strategies that improve recruiting, training, and efficiency.
One technology is Ryder OpsBox™, an analytics platform for labor management that provides floor visuals for employees, daily metrics, workforce planning, and customer visibility dashboards. Furthermore, Ryder OpsBox provides an automated, accurate platform that drives analytics and increases labor productivity more than 10%.
As a result of implementing technologies, companies can gain visibility into performance metrics down to the single employee level, performance analysis, and contractual key performance indicators. This can result in double-digit labor productivity improvements, as well as increased employee engagement and improved retention.
Surveys Pinpoint Challenges and Gains
Opening the lines of communication with both new and veteran drivers and warehouse workers ensures expectations are met and concerns addressed. At Ryder, we do this by conducting entrance, stay, and exit surveys.
Entrance surveys ensure the on-boarding process is smooth and the new employee’s expectations are consistent based on a clear job description. Stay surveys allow Ryder to continuously improve the working environment for drivers and warehouse workers, which has led to an increase in retention. Exit surveys, like stay surveys, allow us to correct challenges that may exist. Surveys are provided during online training, and we have experienced a greater than 85% completion.
Become an Employer of Choice
The strategies highlighted have been tested and proven over the years in complex, diverse, and global supply chains. And, are why Ryder is regularly recognized as an Employer of Choice in the industry. By continuously improving and investing in a talent management strategy, as well as communicating regularly with employees, companies can maintain a strong pool of qualified recruits, streamline training, and lower turnover rates.