How to Engage Logistics Supervisors to Apply Training

How can we go about engaging logistics supervisors to apply training?

We need to examine how these supervisors can be engaged to do so in order to fully know the answer.

Combating the Falsehood of Training Ineffectuality

A falsehood I think we must address is that people do not want to be trained. In other words, there’s this idea that training itself is not particularly helpful. When you look at the facts, only 34% of employees are satisfied with their job-specific training. 41% of them consider it to be very important.

In the past, we worked with a client who experienced a discrepancy in culture surveys within their organization. Specifically, one of the questions asked was whether they received the kind of support they needed for training and how they could grow their careers.

The scores came back abysmally low. In other words, employees did not feel that they were receiving any investment in their skills, abilities, and career development. Specifically, those surveyed felt that the current training offered in their workplace was either too rushed or inadequate compared to the types of training they had been offered before.

What did we do? Simply put, we helped them create a practical training plan so that employees could see all the ways the organization was willing to invest in them to be more confident and capable. Naturally, the cultural score increased in the next round of the survey.

Overall, hiring a logistics executive to train in the workplace cannot be completely useless. The truth of the matter proves quite the opposite. The only thing left to ask is how we get these supervisors engaged in the first place?

Tips on Engaging Logistics Supervisors to Apply Training

As previously mentioned, we need to understand how to best engage logistics supervisors to apply training in their departments. Fortunately, I have several tips on how to do so:

Tip Number 1: Assess Skill Levels

It is one thing for the employees to feel that they are not getting the development they would like. However, there are gaps in your organization that heavily affect your productivity, bench strength, and job performance. Why not do a quick assessment of the landscape? Ask yourself: Where do you need people to receive additional training?

Tip Number 2: Provide Great Training

One of the reasons organizations want logistics executives to provide training to frontline leaders is because they have a way of interacting with leaders—especially those with whom BS detectors may be more familiar than others. On your shop floor, the same thing goes; employees are looking for a trainer that is both supportive and helpful in their explanations so they can increase and improve their job skills.

Tip Number 3: Measure Performance Improvement

Remember that this is not just a feel-good exercise to get your culture scores to go up. It is just one way to improve organizational performance. You should see increases in productivity, quality, and in safety if you invest in applying the training to people on the shop floor.

Engaging Leadership Training for Logistics Supervisors

Once you have engaged your logistic supervisors to apply training in their departments and the organization, you will likely want to look at some of the other leadership skills that will make them better leaders in the future.

Luckily, that is where our Front Line Leadership Training Program comes in. It is a three-day program offered in English, French, and Spanish; you can apply it to many parts of your organization at once. Additionally, we can do that in-person, on-demand or through our virtual training studio live using the virtual environment.

All of it begins with a conversation. You can start that conversation with us on our website at uniquedevelopment.com. Let us help you talk about ways we can work with your organization – both in the short and long-term.

Let us help you develop executives and leaders who can drive organizational excellence.