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What drives logistics professionals?
POSTED: 2:57 p.m. EDT, September 28,2007
Work Satisfaction
Of great concern is that across all three regions 42 % of employees are dissatisfied with their employer. This further illustrates why there is such a high percentage of logistics professionals who considers switching employers.
There are several factors that directly influence an employee’s satisfaction with his/her company (see graph below). All these aspects have a direct relationship with satisfaction and therefore determine whether an employee is motivated to stay. For example, the more valued and respected employees feel the more satisfied they are with the employer, which makes it more likely that they will stay on.
Increasingly, soft, more personal factors, such as relationships, support and acknowledgement, rather than hard factors such as remuneration seem to determine employee satisfaction. If employees feel good in their work environment, if they are happy and satisfied, they will think twice before leaving and starting all over again in a new and unknown workplace. The good news from a company’s point of view is that it does not cost much money to create such an environment, but it makes a significant difference to employees.
Moving up or Moving out
When employees are asked what the key reasons would be for them to resign from their job, they identify lack of opportunities, dissatisfaction with the job scope and lack of challenges as the main aspects. Thus, the motivation to leave is driven by work- and job-scope related aspects. Logistics and supply chain professionals will either move up or move out. If they are not challenged enough, if they don’t see opportunities to develop themselves and move up within the organization or if their job scope doesn’t expand over time/with performance, they will feel the urge to leave.
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Rank |
Asia |
Europe |
Americas |
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1 |
Lack of Career Opportunities 48% |
Lack of Career Opportunities 42% |
Dissatisfaction w/ job scope 39% |
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2 |
Better Offer 25% |
Lack of Challenges 26% |
Dissatisfaction w/ culture 39% |
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3 |
Dissatisfaction w/ Job Scope 26% |
Dissatisfaction w/ Job Scope 26% |
Lack of Career Opportunities 35% |
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4 |
Dissatisfaction w/ Salary 22% |
Conflict w/ the Management 20% |
Conflict w/ the Management 26% |
Reasons for changing company/employer
This suggests that it is crucial for logistics-related companies to have a clear development plan for all their employees and to offer regular review or evaluation sessions to discuss further development as well as current work satisfaction. Sitting down with employees to discuss the company, their satisfaction, ideas to make their job better etc, will make them feel valued and recognized and will most probably result in additional commitment and loyalty.
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