Management Playlist - 7 Tactics to Reduce Employee Turnover in Warehouse Recruitment

What's going on guys? Marky Williams from the YouTube channel online certification course. Here I put together this quick rundown tutorial, seven tactics to help retain your warehouse employees more after the intro. What's going on guys?

Marky Williams and welcome back to my channel online certification courses. Here I put together this quick tutorial in regards to seven tactics on how to retain warehouse employees. I mentioned in other tutorials in regards to the warehouse being a backbone to any business company. If you don't have them in line, you can sell 5 million dollars worth of product a month.

If your warehouse team is not up the part, you're going to be losing money. You also be losing money on the back end in regards to high turnaround rates. A lot of upper management think we could just get room bodies in there, have a warehouse manager go ahead and delegate this stuff to these inexperienced people, expect some productivity out of them and long as some profits. Not the case.

Little do they know you sit down and hire a bunch of people to come in and they threaten you with look all these applicants we have and so forth in this scenario. We'll have someone else in here, someone else in here and so forth. Little do they know the whole onboarding process. If you don't do that correctly, it's literally $5,000 per person you're hiring, you're onboarding, you're training them and they're not happy.

They back out the door and you're back to square one. So are you really making any money? But in the meantime, you also need to be overseeing the warehouse operations. So if you get your warehouse team in order right away, let's stress saving money and you can put that into those pockets of your employees.

Alright, so let's get into number one, which is managing the schedule expectation. Don't sugarcoded down, let them know what the expectation of the work schedule is. This is overtime, this is under 40 hours, 35 hours, is it first shift, second shift, be transparent with them during the interview process. Don't tell them one thing and then you get them on board.

It's just totally different. I would say once again, they won't be around. Don't know how the scheduling works with the process behind it, the thoughts behind it is sold for, the open with them from the beginning. You have a smoother transition as they come part of your warehouse team.

So let's get into number two. There's a persistent belief that entry level warehouse positions doesn't lead to a career. Sit down when you interview them, let them know that the candidates know that there is potential in the warehouse. So start from the warehouse and working your way up.

You can eventually come to warehouse associate to lead warehouse to assistant managers, supervisor, all the operation. So let them know, do you have an upscaling program in there as well, cross training, or you have programs that you get them certified at forklift, stand up forklift, and so forth. So let them know the potential that you have in that warehouse department and how you can facilitate it to them, get them into these programs with the upscaling and so forth, get them engaged, and it'll be more productivity coming out of that warehouse when you do so. So let's get into number three.

So this here is a tactic of how to retain the employee after being hired. So as a simple thing, it's an onboarding process. If you have this in line, clipped up, and it makes a smooth transition from candidate to employee, it's a beautiful thing. You can't just take them, throw them out there into the wilderness and say be fruitful and be productive and go about your business.

The thing with the onboarding process, it gives you that transition. Give them a start date, offering letter, and so forth. Pay scale, of course, is going to be in there. And when they come in, you're going to be sort of mentoring them through the onboarding process of how stuff is actually being done.

So they usually take three to five days, a solid week of mentoring to onboarding processes and so forth. And you're just showing them the ropes, because you have to understand, they did a little research to get in for that interview. You check the company out, see what they're about, and everything, but still part of onboarding processes, let them get their hands on training and just got them through for like, I can say, a week, and that gives them more accountability, feel, a sense of belonging and so forth. So the retention will be a slow turnaround as people get in and say, yeah, I feel lonely so, you know, end up leaving.

That's a high turnover rate. So onboarding process, which I also will throw, either link down there or thumb there, you can click on it, check out my tutorial on onboarding process. So let's get into number four. So, you know, number four lines up with number three that I just mentioned.

So, number four, you got the onboarding process done, you bring them out there to the warehouse, clip these new guys up with the equipment they need, the tools they need to be successful, productive, given training. Warehouse came a long way with pencil and paper, jot and stuff down. Technology and logistics and ship and receiving is phenomenal in 2022 right about now. So there's going to be tablets and so forth, logins, zooms, you're not running to your desk somewhere to pick up a phone call, you got your tablet in hand, the zooms pop in, you're doing zoom conferences and everything.

Yes, in the warehouse. All that is going on. So get them the training they need because some of them might not even touch the tablet before or even know how to use it in zoom. Even me, I passed two years with zoom in, I was in the warehouse.

So get them clipped up, give them the confidence and so forth, they still move forward. Like I said, onboarding process, it will consist of this as well. Make them feel engaged and like I said productivity. You can thank me later by actually liking and commenting below, subscribe to the channel, a lot of good things coming up out of here.

So let's get to number five. So this one right here, when it comes to work culture and a company of businesses, so forth, warehouse isn't the first thing that comes to mind, you know, upper management, over there, they got their culture and then the warehouse, they get shafted. So even you know, you know, warehouse, even if you have to bring up some pack of slips and voices and so forth up front, you start seeing the suits and everybody there, you see how they mingle and vibe and everything, come back to the warehouse a lot of times you don't see that. So I can't create a work culture in the warehouse, I just have it empathy and just a family state of mind with your team as well.

Be over communicative, give incentives, bonuses, that being stingy. Also, you know, I got a tutorial also, I'm going to leave up in the thumbnail, you can click on it, which is the gimbal walk, which is a beautiful thing when it comes to logistics and so forth. Check that out as well, I'm going to go ahead and stick that up at the end. So let's jump into number six.

Keeping a clean warehouse. Number one, a clean, tidy warehouse. Number one, a boosts morality, you know. You don't want to go into a warehouse and boxes and dust and dirt and stuff is all a little bit of place and such.

Keeping a neat warehouse and the boxes on the shelf perfect for steam labels out and so forth, make sure the forklift, pala jack and so forth has a designated spot that is in at all times when it's not being used. Keeping a clean warehouse, it reduced the trips and falls, the injuries and so forth. If a lot of that is going on, you may get a visit from OSHA and they're poking around and something that you don't want in your business is OSHA because they're sort of writing at them, then finds, eliminate lawsuits as well to keep a tidy, neat warehouse. Like I said, it boosts morale.

People look forward to coming into the warehouse and so forth and let up a management when they come by poking around and stuff and they may say, hey, look, I'm pretty clean up in there. So there's a lot of the settings that keep in the warehouse clean, organizing so forth. So let's jump in at number seven. This one right here should be no, no, no, for over 100 years.

But now with everything going on for the past two years and stuff, as people are coming in, you got candidates coming in, they first they were in about number one, the pay scale, number two, what's the work like, battle of slight? I got things going on outside of work, but I'm trying to come here to be productive. What are your stance on it? And that has to do with no flexibility.

Have empathy towards other people's life outside of work as well. They may tend to their kids elderly, so forth. They may have ongoing doctors appointments. They're simple to say, hey, always ending out and then I need someone who's constantly here.

So if you give that flexibility to your team, they're going to be productivity, they're coming back in from that appointment doing what they got to do up in there to make up for the lowest time. So you get that on the back end as well. So there is my seven tactics to keep the turnover rate low in the warehouse. So many things for checking me out right quick.

Please make sure you like and subscribe to my channel. Once again, many good things are still coming at the gate. Go ahead and check these thumbnails. That's going to be floating around there after.

We'll be right around here and make sure I'm pointing them to them correctly. And also I'm going to have some links down below as well. Many thanks as Marky Williams. And I'm out.