Tompkins Ventures’ Post

It’s not even autumn, but smart business leaders are already revving up for Peak 2024 holiday shopping season. Just like last year, supply chain leaders face intensifying labor challenges, particularly in warehousing and distribution. ECommerce growth and increased return rates have accelerated the need for scalable, efficient labor solutions. My latest blog explores why embracing labor on demand is crucial for warehousing success this holiday season and beyond. Flexible labor offers operational advantages, mitigates risk and includes technology that is revolutionizing workforce management. Learn how to not just keep afloat, but stay ahead of, the coming maelstrom of Peak 2024 https://lnkd.in/e-VDNN4Y. #WarehouseLaborShortages, #Peak2024, #LaborOnDemand, #HolidayShoppers, #LaborServices

“the impact of workforce shortages can be mitigated by business leaders understanding the full potential of their supply and logistics operations and why employee retention is so critical to supply chain and logistics performance” #supplychain #supplychainsolutions #supplychainmanagement #employee #retention #employeeretention #logistics #performance #mitigation #workforce #workforcesolutions #labor #shortages #quality

Marketplaces are the answer for Manufacturing and Supply Chain workforce challenges. Close, but No. Staffing Marketplaces promise a pool of workers ready at the drop of a hat to come in and work at your facility to solve for missing workers and to scale up and down.   The good news is that you’re looking for an answer to the raging problems of absenteeism and ridiculously high turnover along with solving for fluctuations in production volume. Marketplaces are great if you need extra hands for a 1-3 day project that needs little to no training. But the issues with the Marketplace model for manufacturing are: ·        1099 contract labor ·        Sharing workers with 25 other businesses in the area ·        Having different people showing up every day ·        HR has to manually manage the entire process These aren’t speed bumps; they’re critical failures for manufacturers. You need a DEDICATED group of fully-trained workers looking for a long-term job at your plant. A client’s first shift supervisor nailed it during a site visit last week: “𝐘𝐨𝐮 𝐛𝐮𝐢𝐥𝐝 𝐚𝐧 𝐞𝐱𝐜𝐥𝐮𝐬𝐢𝐯𝐞 𝐰𝐨𝐫𝐤𝐟𝐨𝐫𝐜𝐞 𝐨𝐟 𝐟𝐥𝐞𝐱𝐢𝐛𝐥𝐞 𝐰𝐨𝐫𝐤𝐞𝐫𝐬 𝐣𝐮𝐬𝐭 𝐟𝐨𝐫 𝐮𝐬.” That’s the key. It’s not just about schedules; it’s about quality and commitment. The takeaway? Your workforce isn’t a marketplace click away. It’s in smart, sustainable workforce strategies built exclusively for manufacturing and distribution. #Manufacturing #Innovation #MyWorkChoice #FutureOfWork

We've been talking to a lot of manufacturers who have tried using a Marketplace to solve their issues of absenteeism and turnover, and we keep hearing the same thing. It didn't work. It's a great concept, but there's a few things that need to be tweaked to make the model effective. First, what you need to do is make it so that the workers who are being hired are dedicated to 1 facility (yours), not 12. You also need to make sure they're W-2 employees, not 1099 contractors (I could write an entire post on this one, but suffice it to say, talk to your legal department and don't make this mistake). Last, and certainly not least, you have to account for the time it takes to manage the program. Marketplace software is a really powerful tool, but do you have the staff (we're looking at you HR) to manage entering all the schedules, accepting bids from potential workers, and handling any changes on a daily basis? If not, the whole thing falls apart.

Interesting study by Instawork featured on SupplyChain247 . The warehouse labor market seems to be stabilizing after years of uncertainty with 40% of operators finding staffing easier, however, there is still a long way to go with 50% of operators claiming revenue losses due to staffing shortages. Lucas Systems conducted a survey last year showing #warehouseworkers are more likely to stay with a company for the opportunity to use better technology. Based on our findings, #workerretention goes a little deeper than just better pay. I wonder how many of these companies experiencing stability are also using better tech. https://lnkd.in/eCVvhg-s https://lnkd.in/g97M7whM #warehouselabor #warehousemanagement #warehouseoptimization

According to an article in Supply Chain Dive, a new report shows that workers are less likely to leave their positions in the next 6 months. #logistics #logisticsworkforce https://hubs.ly/Q02t8TfH0

According to an article in Supply Chain Dive, a new report shows that workers are less likely to leave their positions in the next 6 months. #logistics #logisticsworkforce https://hubs.ly/Q02t90_y0

Interesting article about challenges in warehouse labor shortage and creative ways companies are using to attract, onboard and retain workers to staff their DCs and warehouses.

Temporary workers represent a rich potential resource for logistics service providers (LSPs) to potentially resolve short term skills gaps or enhance staffing levels during peak demand periods. In this Business Reporter article by Blue Yonder's Roy Bridgland, Senior Industry Strategy Director, shares that before introducing temporary workers into their workforce strategy, warehouses and distribution centers should be mindful of three key considerations: