The tightness in the logistics labour market will continue for some time to come. Companies and educational institutions would therefore do well to motivate young people for a job in logistics. Ahead of the workshop 'Managing young people in logistics', evofenedex provides tips.
The number of vacancies for higher logistics personnel is expected to grow by 21 per cent between 2015 and 2020, research agency Panteia concluded earlier this year in the study 'Labour Market and Education Logistics', conducted on behalf of the Top Sector Logistics. Meanwhile, the labour market inflow of college and university graduates will increase by 9 per cent in the same period. The result is a shortage of highly skilled workers.
This image is more favourable than in the past, but there is room for improvement. Young people are still not well informed about the opportunities offered by the sector, according to Panteia. Moreover, many companies in logistics are still managed in a traditional way (top-down). This does not match the wishes and needs of the higher educated belonging to Generation Y.
Scientific research shows that young people have three basic needs that provide intrinsic motivation: competence, connectedness and autonomy. Intrinsic motivation cannot be coerced, but young people can be guided in such a way to get moving of their own accord.
Developing competences
Young people want to progress and develop certain competences. Let them know early on that there are opportunities for growth within the company. Agree with new young employees what their opportunities for growth are and what is expected of them. Also engage regularly to discuss progress.
Read also: The young college graduate
Get connected
Young people find it important to feel connected to their manager, colleagues and the company. This feeling can be created by organising activities outside work or inviting inspiring speakers to meetings. These speakers could address career development, personal growth and job satisfaction. By making such topics negotiable, employees can find each other more easily and share their issues. This way, you increase the connectedness of young employees.
Freedom and independence
Young people like to be responsible and have a say. In doing so, they like to enjoy a certain amount of freedom. Young people who experience autonomy in the workplace tend to be more motivated. They like to work independently and want to be free to show initiative and suggest improvements. Do young people want a certain responsibility that they cannot yet handle? Then outline the conditions under which they can and support where necessary.
Editorial LogistiekProfs
