Many people across the country are experiencing a labor shortage. Unemployment in many cities is at an all-time low. There is pressure in new competition as more and more facilities are constructed, and rising wage pressures. When it comes to positions in warehouses and distribution centers, there are some additional challenges that we all face in getting employees for both hours and management positions. However, one thing to consider is that many companies have policies that may be contributing to their shortages of employees.
U.S.-based small and medium-sized businesses face an almost 12 percent chance that they will be hit with an employment claim, with their chances much higher in certain states.
A new study of employee charge trends by specialty insurer Hiscox found New Mexico, Washington, D.C., Nevada, Alabama and California as the top states for employee lawsuit risk in the U.S. Employers in these markets with at least 10 employees face a substantially higher risk of being sued by their employees when compared to the national average.
Filling management positions can pose a challenge. While you may have high performing employees that you can promote within, you risk them not being prepared for the management role and their absence of labor resulting in lowered production numbers. Resulting in these employees being more valuable in their current roles. In order to avoid this mistake, it’s essential to look for talent who possess the following 16 characteristics that make for a good manager:
Topics: labor shortage, Labor Management, reduce labor costs, Management Mistakes, Management Impact, Manufacturing Management, Workforce Management, Workforce Management Tools, Improve Labor Management, Making a Good Manager
Engineered standards are key to implementing production planning, management reporting, incentive structures, and individual accountability. Standards are developed using techniques that create fair expectations of the output projected over a specific time frame.
By David Cook
Many employers utilize incentive pay programs to motivate their employees. The design of these programs are to aid in employee retention, company loyalty, worker satisfaction, and ultimately, lower costs. By having tenured employees and a reduction in turnover, businesses benefit from not having to train new employees and can minimize mistakes in the production process.
There are two layers to nGROUP’s approach to success. Conducting and implementing numerous studies to discover what is needed for us to meet production goals is the science of what we do. The consistent ability to motivate workers is the art of what we do. Technology has allowed us to unite art and science into one labor management system.
We've been thought that workers will be more motivated if a financial carrot is dangled. The increase in productivity will fund the incentives and boost morale. But most of the time, this doesn’t work. The individual and corporate goals don't match up and companies cannot measure true individual performance.
Topics: performance partners, Human Logistics, Labor Management, training, Business, Cost, reduce labor costs, labor costs, employee retention, Energize Employees, Labor Cost Solution, Labor Solutions, Management Mistakes