warehouseandoperationsasacareer's podcast: Recent Episodes
WAOC
A Podcast discussing the many Opportunities and Positions in the Warehouse and Operations industry. We will talk about getting started in warehousing and the many different tasks that are performed. Safety in the workplace and the use of powered industrial equipment such as pallet jacks & forklifts will be discussed. We'll discuss GMP's and SOP's and there importance in the world of operations and logistics. A fun and learning experience, we'll all pick up something from each other!
We all work to pay our bills and provide a better living for our families. Some of us, I hope most of us, are fortunate enough to enjoy our jobs so much that it isn’t work at all. I’m Marty with Warehouse and Operations as a Career and today I’d like to start off with a question from a gentleman here locally.
You know, we’re often taught and trained how to do our jobs, we’re given all the standard operating procedures, step by step, how to do the task along with all the preferred work methods but maybe we, as managers, or our managers, forget to explain more to the individual aspect of the position. The question was posed “I’m working a lot harder than a guy named Mike yet he always gets more cases than I do. Can you tell me how to scam like he does. We get our pulls from our wrist computer, I can’t figure out how he always gets better pulls.” Well, it sounds like your facility is using a selection system through their WMS. If there’s more than just you 2 selecting there’s not much of a chance that he’s scamming the system. Batches or pulls are downloaded from a que, next selector up gets the batch downloaded to their wrist mount.
When productivity or activity-based pay, even incentive pay programs arrived on the scene they actually disrupted the old “this is only what I need to do mentality”. Now we could work harder than someone next to us and we may earn more pay. But if we work smarter than the person next to us, we will earn more pay. In the world of productivity pay it is not about working hard. It’s all about the clock.
Everyone knows about direct time and indirect time right? Direct time is time handling cases or moving freight. Indirect time is time spent in the restroom, washing our hands, getting our equipment signed out, anything other than handling cases while we are on the clock. Your company may operate on KPI’s or key performance indicators. In your position those measurements could be cases per hour selected or pallets per hour that’s putaway or replenished. A cycle counter may have to count x number of cases an hour and make x number of adjustments. Anything can be measured. Lets go back to the selector. We can know, on average, how many pallets we will load with product and how many drops we will make at the staging area in a given shift. We can determine that because we know how many cases are on an average batch and how much cube we’re selecting. If our WMS is set to say 55 cube, math will tell us the number of pallets we’ll load and how many trips we’ll make to the staging area or doors to be loaded out.
Those standards are determined by measuring everything we will be doing for any given task. Lets stick with selection for a moment. Your larger distribution centers may have an engineering company to come in and assign engineered standards to every part of our task. Everything will be measured. How many inches it is from dock door number one to the last slot of our pick paths. And between each aisle, each bay and each slot even. That’ll be done for each dock door as well. With the entire warehouse now measured they would time how long it takes to drive our pallet jack to each slot and each area within those paths. How long it takes our forklifts to raise to the second level, the third level, the fourth level and so on. Now they can work the math against the average batches or pulls and determine what the anticipated standard should be. Yes, it’s complicated, a lot of math and a wealth of information is gathered. But for us as employees, well, we can use all that to our advantage in an activity based system. All we have to do is work the system like it was designed.
OK, I talked about not working harder but working smarter. Remember, those engineers designed the system and put reasonable numbers in place for an 8 hour shift. They came up with, lets say, 170 cases an hour would equal 100%. The average experienced selector will pull 170 cases an hour. They have added all our human traits in, saying hi to each other, bathroom breaks, maybe slowly separating our pallets for the next batch, going to breaks early and returning a little late. They knew that we were going to stop in the aisles and talk for a minute about our weekend plans. All that is figured on us being the average employee. All we have to do is not be that average employee. And that’s exactly how we work less by thinking more. Maybe I should say focusing more.
I had this friend once, I don’t guess I ever knew his real name, we called him dupee. Dupee always, and I mean every signal night ended up with more cases pulled than I did. I don’t mean occasionally, I mean for 3 years I never beat him case wise. I’d pass him up in an aisle and the next thing I’d know was I was passing him again in another aisle. I’d never see him catch up to me, yet, their’d I be passing him again? We always joked about it, actually, I always accused him of scamming or cheating, not so much joking. Years later the light bulb went off in my head. Dupee wasn't wasting time driving down aisles he didn't have a pick in. He’d skip sometimes like 5 aisles and back track, running his path the most efficient route possible, hense why I’d pass him like 3 times in the same hour. Dupee came in, signed out for his equipment, grabbed his pallets and stayed focused on his task at hand. He never stopped and joked with us or complained about anybody, shoot, I don’t even know what he did on the weekends because he never brought it up! He’d be on his equipment when break time arrived and be back on it the minute break was over. Now, Dupee loved lunch time. He’d talk with us and joke around then but he never hung around after the bell. Dupee was just working the system. Every minute the machine was counting him as working or direct time, he had a case in his hands. He only stopped handling cases during scheduled indirect time. He was working 20% less than me and getting 20% more credit for it! Like I said, I figured it out. Took me three years, but I’m a slow learner. Over the next 3 years we were the top performers in the aisles. Once I learned how to stay focused I actually had more fun pulling. It became a game to maneuver the aisles and beat the system.
So to answer the question, your fellow employee Mike probably isn’t scamming the system. That’d be hard to do in this day and age. He’s just working it, as it was designed. Watch him this week, closely, and I bet next week you’ll be out pulling him!
We just walked through how an order selector can work the system but the exact same holds true for any direct positions. Even non-productivity positions can perform better by staying focused and, well, working like we’re being paid for! A couple of weeks ago I had a young gentleman tell me it was his right to talk to people. He’d been coached about spending too much time conversing with others on the front docks. His supervisor had told him he wasn’t in high school any more, we weren’t here to socialize, we’re here to work and for him to get busy. Now I think the supervisor could have handled it a little better, but you’d have to agree he was on point. We’re being paid to do a job and we should just get it done. I’ve been watching the employee for a couple of months now, he’ll make a top producer one day. He’s already one of the better than average unloaders. He’s working the numbers. Once he figures out to stay focused he’s going to be one of the top earners!
I do a lot of talking about having a plan and a goal here at WAOC. Things like what we talked about today is a plan and a goal. The gentleman that presented the question has a plan, he is going to out pull mike. His goal is to be a top selector. Once we’ve identified our goal it’s easy to develop our plan and easy to achieve it!
So on that note we’ll wrap up another episode! If your enjoying the show please subscribe and maybe tell a good friend about it! And remember we can be found on Facebook and Twitter using @whseandops and one of my favorite groups is the warehouse equipment operator's community on Facebook as well.
Stay strong and stay Safe in our personal lives and our work environments!
Hello everyone, Marty T Hawkins here with Warehouse and Operations as a Career. I want to sincerely thank you for checking in with us each week and I hope we mention something that will affect your career in some kind of positive way here today!
I want to share something real quick. I went to the grocery store today, a national chain, it’s close, convenient and frankly just easy for me to get in and out. I’m not a big shopper. I know what I want, I get it and get gone. Today I was the only person in line at lane 5. The cashier was a gentleman that I’d learn in a bit had just turned 20 years old. Now I often will hand out or leave behind a WAOC card or maybe even one of my distribution training center business cards if I’m somewhere local, and today, after paying I handed him a WAOC card and told him if he was ever interested in securing a job in the warehousing or transportation fields to send me an email, that I could probably help him out.
No one else was in line so he took a minute to ask a few questions, and the conversation went something like this:
Could I make more money in a warehouse?
I told him probably and gave him the starting wage for a few entry level G/L positions I am presently working on with Belmar Integrated Logistics in Dallas.
He stated that was a couple of dollars more an hour than he was earning now. I could tell that he was intrigued and wanted more information.
I told him that all those positions would be full time and at least 40 hours a week with a couple of them providing maybe 50 to 55 hours a week. Now I was thinking that would be the icing on the cake right? A full-time position with some over time guaranteed!
Well, he immediately, and I mean without hesitation let me know that he couldn’t work more than 25 to 30 hours a week. That he only worked days and preferred something after 10 am. Maybe 5 to 6 hours a day.
I ask why those kinds of hours, was he going to school or maybe taking care of a family member or something. He stated no, he didn’t need to make more than that and he needed his time off or what he called my chill time!
Being me, I asked what was his plans for retirement? Didn’t he want things? He said he needed to be a kid first. I’m only 20 years old.
I thanked him and went on to my car! Having a WAOC card still in my hand I noticed a young man gathering up empty grocery carts in the parking lot, so I handed him the card and told him if he was ever interested in a warehouse position to give me a shout. He said thanks but no thanks man, my brother works in a warehouse and that is some hard work, I don’t have to work that hard here.
I took my card back and went to the car. I’m still shaking my head a little, but you know what, that may work for them. They may have a better plan figured out. Whither they do or don’t I honestly do wish them the best of luck and an amazing life.
So lets talk some op’s. To all the electric pallet jack operators out there, especially the rider jack operators. Did you check your drive wheel and your load wheels today? I mean really give them a good look over! Both are on your pre-shift equipment report right?
I was cruising YouTube today for a clip of stretch wrap being caught up in our wheels and ran across a short video that was caught by a security camera of a drive wheel literally falling apart while an operator was in forward motion. Needless to say, the machine came to an immediate stop, and he was thrown about 6 feet forward. Luckly he wasn’t hurt. It showed him and a fellow worker picking up chunks of the wheel from under the jack.
It made me think, If I am going to be honest here I have to admit that I do not always back way up and check that my drive wheel doesn’t have cracks running across or around it everyday. I know, I should but, well, it is not something that happens all the time.
I began to wonder how often it does happen, so I reached out to two different pallet jack mechanics I know for some advice. They said that a catastrophic wheel failure like that hardly ever happens. They both felt like a regular preventive maintenance or PM check may have caught it and had the gentleman backed up, bent over and checked the wheel that he would have seen the cracks. They both felt like the incident was preventable.
I reached out to the video channel, but I haven’t heard back from them yet. I wanted to ask him if he ever checked the drive wheel before and if he would be checking it more going forward! Do you check your drive wheels, I mean other than checking for chunks missing by rolling it forward and backward. Honestly, before today, that’s about all I did. but after seeing that film today, I’m going to be checking that wheel out a lot more often! Send us an email to host@warehouseandoperationsasacareer.com and share your thoughts with the group, what are you going to do, will you be adding that point to your daily pre-trip?
Anyway, so the reason I was looking for a video about shrink wrap getting wrapped around our load wheels was that I had a student going over to a place, a facility, that I knew always had, let’s say, opportunities with excess wrap being everywhere on the floor. The culture there is if it’s in the way run over it! I was explaining the additional expense wrap spun up in our wheels and mounts cost and the dangers it presents to us as operators if we don’t take proper care of our equipment and I wanted to show him some footage of such. I found some really good ones, a few where the mechanics were showing us how much damage is caused to the bearings and even our hydraulic systems and lifting mechanisms. I think he was quite stunned.
Now our load wheels are easy to check out, I do check them out every day before climbing onto my jack! Do you?
So, I know the maintenance guys at this facility, they’ve been sharing with me for months how many load wheels are replaced, and I got to thinking. Ok, we all know it’s a culture problem. No one brings it up, so the shift just continues to run over the shrink wrap. So, what if a new boot, a new hire eased into it. Brought it up to the supervisor ever so often. Maybe with a little coaching, he could get noticed in a good way. Who know he could bring about some change. Maybe even get recognized as helping to reduce expenses and improving productivity. Imagine how much productivity is being lost with machines not running at full speed or having to be in the shop.
I’ll let everyone know how our plan goes. Either way a gentleman has found a great job and he’s trained and ready to take on the responsibilities of an electric pallet jack operator.
Well, I think that’s enough for this week. Let us know how you handle those drive and load wheels at your facility. I’d appreciate it if you would tell a friend about our little podcast, the more the merrier! And please check out the website at warehouseandoperationsasacareer.com and remember by using that little @whseandops that you can find us on both Facebook and twitter! I forget what our Instagram handle is but you can find it. Until next week, be safe, utilize your pre-trips, take that extra 60 seconds, it could mean that you’ll make it back home after your shift.
Marty T Hawkins back with you and another episode of Warehouse and Operations as a Career. Is everyone having a fabulous week so far? Today let’s talk about a few of the things that we as employees sometimes must deal with, many times things we possibly bring on ourselves. Throughout my travels each week I hear about lost jobs, NCNS, layoffs, and a lot of reasons why individuals have loss those jobs. This isn’t probably something we like talking about, but I guess it is a part of the job cycle or career cycle so let’s look at it for a bit.
Ok, being a manager for over 30 years I’ve had the fortune of meeting and hiring many an associate, mainly in the realm of operations only to see them move on to something else voluntarily and non-voluntarily. Some found better positions or greener pastures and moved on and some through terminations. I like to believe I’ve never actually ended someone’s job, well I guess I’d have to say I have ended 3, all 3 we’re due to a position actually being done away with due to a loss of cases, through a customer loss or once a particular product line, the selectors job was to pull that one line of product only. In all 3 cases I helped them seek gainful employment at another company or made the effort and offered anyway.
A V.P. of mine, kind of a mentor to me for several years, once told me, that he’d never terminated an associate, that they’d always terminated themselves. He honestly looked at it as the rules, or processes and procedures weren’t being followed and as the associate knew that, that they had terminated themselves. I guess that’s one way to look at it but I subscribe to the belief that I’ve failed in some way or another every time I’ve lost an employee. I always wonder if they we’re given the Orientation properly and received the welcoming, they needed, had they received the training they needed, had management supported them in every way? In previous episodes I spoke to the Corrective Action Process, what I prefer to call the coaching process and presented the question to young managers as “Did we give them every chance to succeed, did we discuss any job-related deficiencies’ we were experiencing with their performance & offer solutions to help them succeed? Personally, I think the Orientation of a new associate is the one thing we as managers have to get right. It’s where we have a chance to express how important they are to the organization, learn a little about them and share the expectations, rules, processes or procedures of the company with them. It’s intimating walking into a new job & managers need to make us feel welcome and allow us to leave that first day wanting to come back early for the second one, right?
Ok, I’ll step down off the soap box now you can see how easily I get sidetracked. Let’s look at a few of the reasons I’m given by associates and managers each week from a few different industries I deal with, all types of positions and regions as to why a term form ends up being turned into our HR departments.
Let’s start with the simplest, this is one I’ve never been able to get my arms around, the infamous NCNS. I mean we as new hires have filled out the application, went through all the hoops to get the job, the interviews, background checks, maybe drug screens, we’ve filled out all the onboarding paperwork, had the job descriptions explained to us, maybe even met our coworkers and bosses and then don’t show up for our first day on the job, don’t call anyone, just kind of disappear? Don’t get me wrong, things certainly come up sometimes and I don’t want you to think I’m being or going negative today at all but this one I’ve never figured out. If we’ve decided the position just isn’t for us, and it’s going to happen sometimes, maybe something comes up in the job description that we figure woah, this isn’t going to be for me. But why don’t we just speak up right there and then? I guess what I hope we think about is if we’re dealing with a staffing or sourcing company we’ve probably just burnt a bridge and while looking for permanent employment we should never burn any bridges!
And then there’s the NCNS when we’re employed. I hear almost weekly from an associate that says yeah, I got mad, or my boss didn’t treat me right so I decided not to go in. I just don’t see how that’s fixed or hurt anyone, I don’t think we’ve won anything by quitting like that have we? If someone’s made us mad or our boss did us wrong, wouldn’t it have been better to communicate that to someone, maybe their boss or our HR departments? There’s not going to be a check with our name on it next week! Again, I know things happen from time to time, but it’s rare I hear a valid reason from anyone concerning a NCNS. A phone call is just too easy to make. If we’re taking off no matter what our boss says, go ahead and do it, but call. Then on our next interview we can say we’d asked off, had a valid reason but my boss fired me for missing. It’ll go over better than them finding out about us NCNSing. The NCNS we’d have to agree we’ve actually quit or terminated ourselves, right?
I hear this one a lot, every week, Excessive Absentees and missing too much work. Our employers are going to need a certain headcount to hit the needed productivity numbers everyday. The hours and shifts were explained to us when we applied for the job and even if the hours were changed later, we were probably told about it and I’d assume we accepted them. We stayed with the company so why are we surprised when our supervisor counsels us 1, 2 or 3 times and then lets us go? Typically, we’re not terminated on our first or second absence in 90 days. Again, I’m not being negative about us quitting our jobs, and I think we all would agree we’ve quit, we just took the long road to doing it, we knew it was coming, I think.
Then there’s insubordination, when I hear this one I come close to understanding sometimes. We here at WAOC have talked a few times now about handling ourselves in a professional manner, and boy that’s very difficult at times isn’t it? If we assume we’re liking our job it’s important to remember we have other recourses than saying no to management or something like “that’s not my job”. As long as the request is ethical and legal we need to do it. Many times, we won’t know the reason or the end result but hey, we’re being paid and it’s just a part of it. I was a high rise selector, I’d only been on the job for about 3 months and a supervisor hurriedly came to the back and asked me to go clean the men’s room real quick and disappeared. I was still a new employee, had 2 kids at home that was going to want donuts when I got home that morning. Yep I was pretty upset but I went ahead and cleaned it up and wiped it down. I hadn’t been finished but for like 5 minutes and another sup came by with an auditor from one of our larger accounts and sure enough they walked right on in to the men's room to check it out. I ended up working for that company for 26 more years. As employees we have other resources when we get upset, we have management members and our HR departments we can see. Another time, a couple of years later I had a young supervisor come back to high rise and tell me I needed to pull pallets while I was up in the air instead of bringing them down to the ground first. I respectfully told him I was uncomfortable working around our Safety protocol and suggested we go check with the manager first. He told me to go ahead and do it like I wanted to but get it done. We became good friends after that, I’d actually helped him do what was right in that instance. We need our jobs; there’s nothing to be gained by throwing a fit on the docks. Let’s try and do as request and voice our opinions to another member of management. By being insubordinate we’re really just quitting again, we’re probably fully aware of the consequences?
And then there’s horseplay, this ones tough. Our shifts are sometimes long, its hard to maintain our focus for 10 hours, keep our heads down and focus on our jobs isn’t it? You know, there’s Safety concerns, quality concerns and we probably know the rules. I hate hearing about a young employee, meaning a new employee, losing his or her job for horseplay. I just always trust us more tenured associates will kind of mentor or advise the new boots to do the right thing. Once again, I hope the consequences to horseplay has been explained to us. With horseplay there may not be any corrective actions applied to us, It’ll depend on what we were doing I’d think. Anyway, we probably knew better, why do we get upset when we’re dismissed, maybe its just a human nature thing.
Several weeks ago I heard about an order selector that’d done something wrong, or at least his supervisor thought he had. Anyway the selector ended up getting in the sups face and threatening to hit him. In today’s world that’s a threat, could even be a terroristic threat since it happened at work. The associate was walked off the property and honestly didn’t understand how the authorities could have been called. He got hot, calmed down and was now out of a job. That’s a good example how not handling ourselves in a professional manner can really cost us dearly.
Here at WAOC we spend a lot of time talking about how to get our jobs, planning for our advancement and reaching our goals but keeping those positions are just as important. Terminations are a part of the work experiences, and being such we should recognize our responsibilities in keeping those jobs. It’s hard, we’re humans and we all have reactions but I think we’d all agree it’s easier to be in charge of ourselves and in many instances, prevent terminations.
Again, I hope I didn’t come across as negative today, I’d like to think I presented us with something to think about and consider. If you’d like to add to our list of terminations or share an example or situation with our group please shoot an email to host@warehouseandoperationsasacareer.com we’d love hearing from you! Check out our Facebook and Twitter feeds too, @whseandops & we’d appreciate a Like and Follow should you find any interest there. If you operate any type of powered Industrial Equipment check out the Facebook group Warehouse Equipment Operators Community group, we’re usually hanging around there through the week! Until next week – Be Safe and lets all take care of our Families and our Positions!
Hey hey all, you found Marty and Warehouse and Operations as a Career here again. Here we are in week 50 of 2024. I just realized we haven't talked about our 2025 goals or plans yet. Maybe we can get that in over the next few weeks. I’m big on goals and planning, and I’m pretty much right on target for the year. Anyway, before I get started running down that path, I’ll get back to today's bullet points!
I’ve been talking about the workforce out there right now and how we’re seeing people exploring new industries and changing their career goals over the last several weeks. I was asked by a listener if I could talk about warehouse positions, at distribution facilities in particular. She wanted to know how to get started and how do you get into a management position. Speaking with her I found that her work history, although she hasn't been in the workforce but for about 4 or nearly 5 years I guess, she's had about 18 months in a production type facility, doing a little picking and packing for assembly parts. I’m not sure what they built though. Her only other jobs had been with 2 restaurants and 3 retail stores. She states she so enjoys the physical aspects of the job and the warehouse environment overall.
One of the comments she made was that, in the restaurant industry, you could be trained as a manager after being there for like 3 months. There was a lot more responsibility given to you and the pay was pretty good, but the hours we’re never set. They we’re different week to week. She was wondering if she could be a supervisor in a few months?
OK, there's a lot to unpack there. She has a friend working in the distribution world, she’s spoke with them regarding the pay, and I think that's where we landed on the distribution industry.
So, let's talk about distribution and delivery!
I thought we’d walk a case of product through the building. We’ll start with that case being purchased. I know a merchandiser or procurement department isn't actually a warehouse position, however they do interact with the warehouse more than any other office position, and we’ll talk about that more in a bit.
Our merchandiser understands how valuable the real-estate is in our warehouse. Space is at a premium, square footage is expensive, and it has to be utilized to maximize our efficiencies on the floor! So, quantities are purchased with days on hand in mind.
Pick slots are assigned to facilitate that products movement. Meaning how many times a week does our selector stop in front of that slot and how many cases does the warehouse select and ship in a week. Once we know that, we’ll calculate the amount of space needed to store, or slot, that number of cases so we don’t have to move pallets around more times than absolutely necessary. The merchandiser will purchase in that pallet quantity, hopefully, and where possible, even the correct ti and hi configuration for our slot size. Ti meaning how many cases on a layer and hi being how many layers criss crossed or reversed stacked on the pallet.
So, the company has purchased the product, it’s on a trailer and on the way to us!
First the load will need to be scheduled to arrive and be unloaded. Let's say we’re working at a large facility, with an inbound trailer or container count of, oh, let's say around 60 loads a day. The first position we’ll discuss is the Inbound scheduler.
In my humble opinion, this is one of the hardest jobs in the warehouse. I didn't like it and to be honest I never was very good at it! This individual works closely with merchandising and our logistics department scheduling the loads for each day. They are usually working about 2 weeks out. Setting up appointments through freight brokers and over the road operators for date and times to unload. It’s a tough job. Everyone wants the appointment to work with their schedule! This person has to be patient, be able to deescalate many situations a day, handle multiple phone calls a day and deal with people that may have been lied to regarding an appointment already. With all that being said, our case has arrived and the load is given a door to back into!
Now the driver or operator may utilize a lumper or unloading service to remove the product from his or her trailer, segregate each item-by-item number, stack it in the correct pallet configuration using a breakdown sheet, and stage it on the dock for our receiver to work with it.
The lumper position or unloader job is a great get your foot in the door job, an entry level position that can take us on to most any position in the warehouse. We’ll learn every item in the building, by sight. That ability can certainly take us places.
The next position or person to see our case will be the receiver. Now this is a very important job. Typically, a very experienced person will have this position. They are responsible for receiving or verifying the item is what was ordered, the correct quantity, with nothing damaged, and entering it into our inventory. Once received; by accepting the delivery, the receiver is basically writing a check for the product right then and there. He or she works off of a p.o. or purchase order to see what is being delivered, or what should be delivered! They will then tag the pallet as received. At our large dc that tag will have a barcode which states the quantity on the pallet, the item, and any information our WMS, or warehouse management system has been given for it, maybe something like fifo or first in first out, the pick slot location or the reserve location to store the pallet in.
The next position would be the pallet runner position. This person will work from a single, double, or maybe even a triple electric rider platform pallet jack, hauling the received pallets from the dock to the assigned aisles and staging them for the forklift operators to place in the reserve slots or the pick locations as instructed by the information on the barcoded pallet tags. This position may be filled from the lumper position, or off the streets with a person with like 1 + years of electric rider jack experience. It's referred to as a skilled position, but I feel it still falls in that gaining experience category. It is a PIT position, so we’ll have completed the classroom portion of OSHA’s 1910.178 standard and had the machines operation demonstrated to us and us observed on the equipment in our working environment. A great growth position in my humble opinion.
From here the put away forklift operator takes over. He or she will scan the receiving tag and place the pallet in the proper location, possibly a reserve slot or the pick slot. This position requires quite a bit of experience. Typically, this individual will have several years of warehouse experience and at least 3 years of forklift experience. Your placing pallets many feet into the air, working around others and different types of equipment. This is a job with more responsibilities than most. For all those reasons, and the importance of safety with the task, it usually pays pretty well.
Awe were at the order selector task now. This is considered by many to be the golden ticket in the distribution arena. In our large facility it pays very well. The work is hard, the pace can be unbelievable. We could be paid by the piece and our productivity, so we are focused and moving! Our errors have to all but nonexistent, and safety has to be on the forefront of our minds and actions at all times. Yes, this position pays well but I encourage everyone to have an exit strategy. This is not a job we’ll want to do for 10 years, its rough on our bodies! Many order selectors move on to inventory control, or becoming forklift operators, maybe even receivers. With this position we’ll learn every item in our building and where its located! Again, having that item knowledge give us a leg up on others.
Throughout the selection process the slots are being depleted or emptied, hence our next position. The replenishment forklift operator. This person is responsible for, besides the safe operation of the forklift, to keep the picking slots filled at all times. They bring the freight down from there reserve locations to the pick slots. Now, I know that forklift drivers want to stay on their lifts at all times, and you see a lot of that in the manufacturing and production facilities because a lot of times there moving freight from one location to another department to be worked, but in the distribution centers we’ll probably have to occasionally have to get off our lifts and hand stack product onto another pallet, and pulling empty pallets from slots by hand and stacking them to get them out of the way! This is a very respected position. We’re working in the aisles with others, and people are depending on us to help them hit their productivity numbers. And again, as with any type of equipment or machine usage, safety has to be our first priority. I’ll take this opportunity to slide in the fact that no one should ever, under any circumstances, touch or get on or operate any machine or piece of powered industrial equipment they have not been trained on and certified to operate. I know you get tired of me saying that but it's just that important.
Where was I, oh, next up is our loaders. Here’s another position I consider a great get our foot in the door position. We’ll be running pallets of selected products or orders into the route trailers to be delivered. In today's world, I consider this job a bit of a skilled position. We’ll need a little experience on a pallet jack as we could be moving the staged pallets filled with orders into the correct position of the trailer so the driver can find his or her deliveries by stop numbers. In some instances, we may be required to load the trailer by hand or floor load it for various reasons or requirements. This is another position or importance and a productivity driven task. The trailer will have a dispatch time and it's our responsibility to make sure the driver is ready to roll at that time!
Theres a few other positions in the distribution center we’ll have the opportunity to learn or work in, positions like inventory control, drive helper, slotting coordinator, and then the frontline management positions like warehouse leads, supervisors, managers, and more senior level positions like directors, and vice presidents.
As you can tell, experience opens those doors to growth, more responsibilities, and wages in our industry. Each position or task I mentioned today is a great career in and of itself. We need to be doing what we love.
I don't know of any other career where we can work our way up to a six-figure income through our experiences and without any formal education or tech schooling. Of course we have to keep self-learning every day, gather as many certifications as offered by our industry and continue to grow personally and professionally. But what a rewarding career we can have.
I wanted to talk a little about that personal and professional growth and goals and planning, but I’ve ran long on time today and we all probably need to get back to work! We’ll get into all that a bit later, I guess.
If you have any questions about anything discussed in today's episode please shoot us a message to host@warehouseandoperationsasacareer.com and I’ll make sure we get an answer back to you.
Until next week, be prosperous, productive, thankful, and safe out there!
It’s been another great week hasn’t it! I’m Marty and I’d like to thank you for joining us again here at Warehouse and Operations as a Career. This week let’s spend a few minutes on controlling expenses. I had a conversation last week with a V.P. of Op’s about a facility that had had over 1000 short on truck cases the previous week. That’s a huge error ratio and creates a very real expense to the company, not to mention the disservice to their accounts. I tell you what, we’ll get into all that in a moment, but let’s start with how we handle wasted expense when it’s our own. I’m certain we’ve all, probably on a daily basis, talked or commented to our kids about leaving the lights on in an empty room, or leaving the A/C running way to cool when no one’s home, or how about running the bath for like 15 minutes before their ready to get in it. All that can be a drain, an actual waste of our hard earned money. By managing those expenses or that waste we’re able to have more and do more right? The same holds true in our work lives, our companies can have more, maybe newer equipment or supplies and share or afford more, those monies we as associates don’t help manage could end up in better wages or incentives for our positions!
About two weeks ago I was speaking with a building maintenance supervisor, I’ve know him for about 15 years, hadn’t seen him for like 4 years now though, he’s now working in a new industry. I’d known him from the distribution arena and I’d asked him how he was liking the new job. One of the things that he mentioned was how he didn’t miss all the pallet jacks and forklift maintenance he use to deal with. His biggest complaint was always the shrink wrap and cardboard being ran over by the equipment and all the load wheels he’d have to replace and the cost it incurred for his department each month! We can all realize those wheels aren’t cheap, those bearings we burn up each month not only cost a pretty penny but think how much time our equipment’s down while there being repaired. Oh and speaking of cardboard and shrink wrap, these days a lot of companies recycle them, I’m sure we could all pitch in and save a few more bucks by saving as much as we can and getting it to the proper staging area! One of my old pet peeves was the waste of things like tape and rolls of labels. How many partially used rolls of strapping tape or rolls of labels that get changed out too early because we didn’t want to run out during a batch so we just put in a fresh roll! Our one roll doesn’t hurt anything, but multiply that by 60 of us times 6 days and we could have saved the cost of a whole box. It’s hard, I mean we have a task to perform, thinking about expenses and saving or not wasting that money. But I’m sure we can all agree it’d be a win win if we could do a better job at it!
So shorts or not on trucks. The facility I spoke to earlier typically ships around 400k cases a week, with over a thousand shorts or not on trucks that’d be an error ratio of 1 in 400! That’s 1 case out of every 400 didn’t get delivered to the customer. Think about that cost, there’s an expense to get it ordered again, send a selector out to get it again, get it loaded and then driven back out to the account, times 1000 times. I know that’s an exaggeration but wow. A typical error ratio I work with is at a minimum 1 in 3000 and I know accounts that are hitting 1 in 20,000. Those numbers include misships as well. Short on truck and misships are a huge expense, and we can’t forget the impact to the customer. If we take the family out for a nice dinner and the kids want spaghetti but a selector mispulled stewed okra in the can for spaghetti, well that’s not going to be a good thing.
Ok, so how can those expenses happen, what causes a short on truck and how can we prevent it. And a mispull, how do we grab the wrong thing. If you can answer those questions and eliminate them from the industry you can be a wealthy individual, every corporation would pay you just short of a king’s ransom. Take shorts, we’re selecting our batch and we pull up to an empty slot. The inventory may be off so the machines sold a case that we just don’t have. If we don’t turn that label in as a empty where it can be removed from the invoice, bam, it becomes a short on truck. Its quantity is still on the invoice yet the driver does not have it on his trailer and the customer can’t sell it! Another scenario could be our forklift driver hasn’t yet replenished the empty slot, so when we get there it’s empty. Again, if we’re busy and fail to get that label turned in, bam again, it’s a short! So much has to happen when we’re dealing with an exception, or something happens to take us out of our normal pace or process and it’s then hard to get it done. But we need too, I think we’ll all agree there. And of course I’m sure theirs that one peer that, it may even be one of us, that just isn’t caring at that particular moment and thinks, heck I’m not going to mess with this, and bam bam, it becomes a short on truck again! Human nature takes over, we need to fight against it, and we’ll be better employees if we do, but I’m sure it happens.
And a misship, I’ve always struggled with a misship. Our label or pick ticket will give us the description, the item or sku number or supc number, the pack quantity, color or size etc. We’ll be directed to a slot and we have the opportunity to verify all that, yet the misship is a real thing, happens every shift, and cost our companies and customers. They happen, I’ve made more than my share over the years. Again, if we could solve this problem we wouldn’t have to work for a living anymore.
Errors are costly in every profession and industry. I guess we as associates can help by realizing those cost and helping where we can, maybe paying a little more attention when we can. Again, it’s hard. We have production numbers to hit, we’re making our money. If we can improve with these two areas I’m certain we could see some more incentives. Maybe that’s an idea you could bring to your management team, if you could present them with a way to measure our improvements they very well may just share those savings through an incentive or bonus program. When I was selecting if our names weren’t on the short or misship sheet we’d get a $5 petty cash slip each night. Back then that was quite an incentive, I’d come in every night, check that sheet and go count inventory, talk to the driver and loader, I was always pretty persistent that I hadn’t errored! Sometimes I found it or proved my innocence and sometimes I just had to accept it. There’s no perfect system or WMS or warehouse maintenance system that can eliminate errors, yet anyway, but I’m sure we’ll all agree we could probably try a little harder!
I almost forgot about damages, that’s another expense we can help attack. I’m sure we all see that staging area where we place damages at the end of the shift. Again, it’s just that we’re working, maybe we take a corner too tight and graze the upright or stacking, I was probably the world’s worst stacker, anyway, if we’ve stacked a bit loose and have a tower stack fall over and damage a couple of cases, bam again, expense we maybe could have avoided. And let’s not get into the cost of rack or building damages. Those overhead doors aren’t cheap either!
I was thinking a few minutes ago, when we were talking about running over shrink wrap and cardboard. I wanted to point out the safety aspect of it. If you’ve never had a set of bearings lock up on you when you’re in motion, be thankful. I hate to admit it but once the load wheels were so wrapped up in plastic it locked up and nearly threw me off my machine, and I’ve seen the same thing happen to a forklift a couple of times! Not a safe situation at all! And things like that are incidents too, could even be near misses and could count as a Safety incident. We may expose ourselves to retraining or be hit with a couple of Safety points as well. I know we will if there’s ever any rack damage or one of those overhead doors are involved.
A bit of preaching today, but I’m sure we all understand the opportunities. If you have any ideals or could share what your facility does to combat shorts and errors or damages please email us, host@warehouseandoperationsasacareer.com so we can share them with the group. Talk about getting noticed by your management team, if you can help reduce those types of expenses you’ll get more than a handshake! And please join in with our discussions on Facebook and Twitter, you can find us @whseandops on both, and we’d love it if you could like our Warehouse Equipment Operators Group on facebook as well.
We hope you stop by again next week, and until them let’s all gather up that cardboard and shrink wrap, maybe pick up those pieces of pallets on the floor and be Safe on our Equipment!
Hi all, it’s Thanksgiving here in the states, a time to spend with family and friends, a time to slow down a bit and reflect on what is really important in our lives and be thankful for what ever that is. We’re working on a few great episodes with some long-time listener's I consider subject matter experts in the coming weeks that I’m super excited about. But for today, well, I have a few questions that was sent in I wanted to get to and keeping with the theme speak to a couple of things I’m thankful for!
Lets start today with the word attendance. An associate received a written coaching regarding their being absent 4 days in a 30 day period. Their supervisor also, just verbally, brought up their tardiness. The associate had been tardy 8 times in that same 30 days. The associate shared that they had been spoken too about the absences twice before the coaching or write up, and they knew a written coaching was going to be the next step, but, disagreed why it was such a big deal. So lets talk about this individuals work history, and a couple of differences in their previous industry vs our light industrial and warehousing task and why our attendance is so important.
The individual has been in the workforce for almost 6 years, did almost 2 years in the fast food sector and 2 more in the front of house restaurant world, and most recently had been working in retail, they mentioned a big box chain. Throughout their career they felt the pay was decent but the hours, the inconsistent schedules, all the weekend work, and lack of hours just wasn't working for them as their life responsibilities and bills had grown. They had a friend working for a national food service distribution facility and wanted to get a job there. So, they applied and was hired. Day 1 was an experience like no other was the way they put it to me!
They felt like they were at boot camp! The orientation covered all the company dress codes, the safety procedures, where you could walk and where you couldn't, how to use a fire extinguisher, where the eye wash station was and how to use it, how to navigate the SDS book, the importance of keeping a clean work area, ergonomics and proper lifting techniques, how to evacuate the building, and they said the rules went on and on!
Their job was loading the delivery trailers. They were hired on at the same hourly wage as they were making while at the retail big box store, however week one gave them 52 hours vs the 30ish they were receiving in the food and retail worlds. They were tired and worn out but liked the physical aspect of the task and really liked the first check after week two. With that first check in hand and in the bank, well the weekend had been a long one, both Friday and Saturday nights had been spent with friends so Sunday night they called in. As many of you know, Sunday and Mondays, like Fridays are not the best shifts to call in on in the fast-paced world of distribution! Monday night, right after the shift start-up meeting the supervisor called them over and asked why they didn't make it in Sunday night. While honesty is always appreciated and the right story to tell, the associate shared that they had partied over the weekend and was worn out Sunday. Now, that can be ok in the food service, and retail industries, there's usually backup that can be called in or the employer can get by if needed. But, and their supervisor explained, that their productivity had been missed, and the team had to work much harder to get the loads out without them. The attendance policy was reviewed, and the supervisor had stressed that this verbal warning needed to be taken seriously.
From what I could tell from speaking with them, the associate was good at the job and the Companys management felt like they could be a great asset. Two weeks in the employee shared they had missed that 1 day and had been tardy twice, but only by less than 10 minutes. Well, on the fourth tardy, the supervisor had spoken with the associate about the importance of being at our work station on time and attending the start-up meeting to know what the case counts for the night were, to stretch out the muscles, and review the safety topic for the shift.
The associate felt like the supervisor was being a bit what they called overboard. At their other places of employment, they’d never been counseled on tardiness and attendance. They shared with their friend who worked there that they were getting into trouble. The friend told them they’d been lucky to still have a job and to get their act together!
On day 36, after coming in 7 minutes late, they were terminated.
In our industry, well, and I don’t mean the restaurant and retail worlds, or any other jobs are any more flexible or less dangerous but working in a warehouse is what I want to call the bigs. And yes, I’m a bit biased of our light industrial industry. We can make very good money, and it's an industry that we can grow in any direction with, the supply chain is a huge industry with 10’s of thousands of different positions. But with that comes responsibilities. I won’t break off into a rant of those expectations today, but, and I think we all know that our jobs are important. To us and for our employers, and most importantly our teammates.
Moral to the story. We accept a job knowing the shift times and scheduled days. Yes, things are going to come up, life is going to get in our way, and that's why it's important to not abuse time off and tardiness. That way it’ll never become a problem. Work life balance is important. Jobs in the bigs pay well, the pace has to be enjoyed being successful. When accepting a position, we need to consider all the expectations and remember safety is our first priority is all I’m trying to say!
And a quick success story! I was visiting a warehouse this week, I have an associate working with an agency, that's been with this account for just a little under 90 days. She had started her assignment as a G/L literally just building boxes at an e-commerce facility. While walking with the account manager, he pointed her out and shared that she was transitioning to their team next week and he would be probably be promoting her to a lead position shortly after that.
At hire she had very little warehouse experience. She had actually targeted that facility, it was close to where she lived, she had researched the reviews of other employees prior to applying with the agency that sourced for their positions. After 30 days of great attendance and working any hours offered, she had approached her lead and expressed a desire for more responsibilities. All that is coming true for her, and I wish her great success, this won’t be her last promotion.
You may have heard me say I’ve only worked a hand full of days in my life. I honestly wake up and look forward to going in every day. I have always loved what I do. I’ve done most every task in warehousing and transportation and held most management positions offered, along with all their responsibilities. I can say I love my job, every job I’ve held. And I’m thankful for each of them, and I’m thankful for every person I’ve met along the way, every mentor that's giving me their time, and I’m thankful to know each of you!
For the month of December we’ll be offering a live Q&A on Thursday evenings if anyone is interested in joining us. I’ll be posting the link on our Facebook page Warehouse and Operations as a Career, and you can find it using @whseops, and a couple of our more frequented Facebook job boards. It’ll be the first time for that format, we’ll see what it brings!
Think of at least one thing your thankful for this week and share it with someone. I hope to see you again next week, and until then, be safe out there.
Welcome back to Warehouse and Operations as a Career, I’m Marty and I thought we’d talk about finding work today, something that's not always easy. Over the last month or so I’ve received so many questions from job seekers, a lot of frustration with the system and hiring processes, being interviewed, and feeling ghosted, being told your overqualified or under qualified etc. Looking for employment is like a job itself, and it's a hard one. Let's make it a little easier today or at least understand more about it.
Let’s start with the job posting itself. Whither we see an advertisement in a classified ad sheet, a newspaper, a flyer placed on our vehicle, or a tear off sheet at our laundromat or grocery story or places like a Facebook Job Group, or Job Boards like Indeed, we need to take the correct approach in calling, emailing, or answering those advertisements.
OK, first off, I’ve never placed quantity over quality. I mean if we answer every ad and send our resumes to every email address advertised, it’ll make us feel better because we’re thinking look at how many ads I’ve answered! But we know a lot of those ads are not fits for us. If we got the job, would we like it? I reached out to a person 2 weeks ago, introduced myself, spoke to the job I was hiring for, and was told, yeah, I don’t want to work those hours, and don’t want to load any trailers, do you have anything else. The advertisement stated the job and hours in the ad. I feel the better approach, a better use of our time, is to target the ads we answer.
We need to understand recruiters and hiring agents may receive literally hundreds of resumes, messages and phone calls about every position they advertise for. And then many may be using a ATS, or applicant tracking system program to help screen all those resumes. Our resume must show our experiences and contain the keywords those recruiters and systems are looking for.
Let's take a general labor ad for an example. It states the position is a Monday through Friday position with the occasional Saturday scheduled. The start of shift hours will vary between 6 a.m. and 7:30 a.m. and the shift end time being 4:30 p.m. with overtime. The job description or duties or responsibilities listed state unpacking apparel, sorting, tagging, packaging, selecting and e-commerce and shipping. Sweeping, sanitation and box building may be needed as well. Ok, if we’re not interested or can't work on Saturdays this isn’t an ad we would answer. If 6 a.m. is too early for us or our life situation makes that impossible, this isn’t an ad we would want to answer. If we can't stay past 4:30 p.m., this isn’t an ad we would want to answer. And if we are not willing to perform any of the task listed in the advertisement, then this isn’t an ad we would want to answer. Yep, it may make us feel like we’re applying and trying to get a job, but we can't commit to the requirements or at the very least we’re not going to like it. I feel we’ve wasted our time.
Here’s another example. Our experiences are in the hospital or hotel industry. We’re seeing advertisements for warehousing, let’s say order selecting or forklift driving, we like the pay listed so we upload our resume and apply. The advertisement states at least 1 year experience with a electric rider pallet jack or counterbalance forklift. We don’t qualify for these positions, we don’t have the experiences listed, or the equipment certifications. Makes us feel like we’re trying, but we know we be called about this job.
One more example, A position that matches our experiences is listed, it states Sunday through Thursday nights, from 8p to 4:30 a.m. We’re seeking a day shift position; we can’t work nights. Yet we apply. Again, we’re trying right? We can’t accept it because of our life commitments or feelings about working nights. I think sometimes we think, well, if they call me, I’ll tell them I need another shift and it’ll be ok. Theres a 99% chance we’ve wasted our time.
We’re putting all this frustration on ourselves. I think you get the idea. So, lets reduce that frustration and talk about the best practices of seeking employment and how to play the system.
OK, let's talk about our resumes for a minute. We talked about how recruiters are going to have a hundred resumes to review or their using an ATS to scan for them. First off, we need to be honest about what we list here. Stating an experience we don’t have isn’t going to do us any good. Even if we get the job, we won’t be able to perform it properly. We may need to have a couple of different resumes saying the same thing but just using different words.
Let's say we’re applying for a G/L position that states warehouse sanitation, experience needed, with at least 1 year warehouse experience. Our experiences are a year in the warehouse unloading trucks. We could state something in our resume like, I have over a year experience working in a warehouse environment, I am used to the fast-paced environments and understand the importance of keeping a clean and uncluttered work area, not only for efficiencies and safety reasons but for sanitation and maintenance purposes as well. All this is true, unloading trailers we were responsible for keeping our work areas clean and we’ve used 7 words the recruiter and or system is looking for. We wrote the words year, experience, fast-paced, clean, uncluttered, efficiencies, safety, sanitation, and maintenance. All these words are in the keyword list for the position. It’s listed as G/L, usually meaning no predetermined skills necessary or training to the individual task will be given. We have not wasted our time replying to this position, we meet the qualifications. We can tweak the same resume, changing a few words here and there to meet a keyword search for similar positions.
Alright, we get the idea now. Our time is an asset to us. And think of the fuel expense driving out to interviews we kind of already know that we don’t meet the listed criteria.
So earlier I mentioned our targeted job search. So, let's figure out where we want to work. Job boards and job groups are great and there valuable to us, but I want to point out something really quick. So, we all have a distance in mind we’re willing to travel from the home to the job site. We generally know what we want to do for a living, and a lot of the times that's where our experiences are from. As a side note, say we want to grow our knowledge into other positions, maybe an equipment operator. I’ll share those short cuts here in a minute! Where was I, ok, I think it's a great idea to look around our neighborhoods or the commercial properties in the area. Or if we know of a particular company we’d love to work for because of their wages or benefits, or growth potential, let's go by there, see what openings they have, drop off our resume. We don’t have to use advertisements exclusively. Let's go to the doors and knock on them.
Targeted job search means a position offered within a distance I can commit to showing up every day, and a shift that fits my needs or lifestyle, for the pay my life requires, and matches my present abilities and experiences, and I believe will provide growth within my career working with them.
So, a bit about what happens next. We’ve targeted where to place or upload our well written resumes or work experiences, using keywords that's going to get us that phone interview. It’s going to be a cold call from a recruiter or hiring agent. Keep a copy of our resumes in our pockets or purses at all times. Know them by heart. If we receive a phone call and we can’t talk right now, say we’re watching the kids, or driving, or not in a quiet area, just share that with the caller. They will understand. Ask if they can call back at so and so time or is it ok if you call them back at a certain time. They are interested in us and want to interview us. They’ll appreciate us wanting to give them our full attention.
When we call back, thank them for considering you for the job. We have like 2 minutes to grab their interest. State an experience we listed in our resume that is on the job task. Give them something to ask questions about. They want to, maybe even need to hire someone for the job, that is how they get paid. Our goal is to convenience them to give us that face to face interview. It’s important that we ask them a few questions also. Without conversation there not going to remember us. Remember, they may be calling 50 people from those hundred resumes they’ve screened. We want to be part of the 20 people there calling in to visit with. A couple of good safe questions to ask could be, is this an additional hire or a replacement position. State how we’re looking for long term employment and growth potential. Maybe ask do you hire from within for other positions. Be nice, professional, we want them to want to see us. And take notes on the resume sheet we’re using to bring up the different points with. We’ll want to bring up the same points they brought up when we’re on that face-to-face interview!
Now for an important thing. I’m not saying I agree with it but it’s just a fact. Many recruiters and companies are now going to head on over to our social media pages to learn a little about us. If they see us with a controlled substance or any type of paraphernalia in pictures or a bunch of handguns covering our bedspread, a lot of vulgarity, odds are there not going to go ahead and call us. Get over it, right or wrong, it's just a fact. In my experiences, our social media pages don’t really reflect our personalities anyway, they project what we want our personalities to be to others. Anyway, it’s important to clean them up if only while we’re looking for work. A good rule of thumb as it was once explained to me is, if I wouldn't want to show my grandmother, take it down while I’m looking for work.
Well, they’ve asked us to come in for an interview! We aced the phone interview; we bonded with them on some level and have been invited in to see them. It's important to bring that same resume we took notes on with us. Think about it, even if we don’t recite anything from it, the recruiter will see how much this means to us and how engaged we’ve been through the process.
We must plan on arriving at least 10 minutes early, if not 15 minutes early. Look at it as our first day of work! We need to be dressed for an interview. Yes, we’re looking for work in a warehouse, but we need to look the part. A pair of jeans and a nice polo shirt or nice tee shirt with no profanity or music groups and such on it. If the job requires steel toes footwear, wear them. It shows we own them and have experience with them. And let's not have our boyfriend, wife, or girlfriend, or friend, or even parents, back with us when it's our turn. And do not bring our children to an interview. We won't be able to bring them to the warehouse with us and remember, this is like our first day of work.
Again, be professional, be honest, answer all questions in a positive manner, ask a few questions of our own. Again, we want them to remember us, they're going to be interviewing several others, and we want them to remember us!
We’re going to get that Job!
I mentioned that looking for work is hard work. We must put time into it. A lot of the frustrations with seeking employment we can bring on ourselves.
Oh, I mentioned earlier about a short cut to becoming an equipment operator. Target a company that uses the type of equipment you’d like to operate. Get hired onto any offered position. Be on time and a great associate for about 60 days and then approach your boss, sharing that you’d like to be an equipment operator. You’ll have a great chance of them working with you, training you, getting some experience for the job!
I hope the information shared today helps in seeking that new job. WAOC will be offering an updated free webinar coming up on Seeking Employment, check out the website for more details next month. Until then, good luck with the job search, and be safe in all you do.
Hi again to all from WAOC, I’m your host, Marty T Hawkins, and I’m glad you decided to spend a few minutes with us talking about our light industrial careers. I was going to speak to logistics today, but, well, I’ve had a few conversations this week that pushed me to rethink that. Oh, and for all the WAOC subscribers out there, I have to apologize for the technical opportunities with last week's episode. It appears one podcast player did not pick up Thursdays upload! After working with our webmaster, we got it worked out yesterday! So, here’s a few thoughts that sidetracked me this week! I heard this and it made me think of how things have changed and are changing.
Imagine dedicating 30 years to a company, showing up day after day, hitting productivity goals, mentoring new hires, and contributing to your company’s overall success. For many, retirement after such a journey should feel monumental. But for one associate, the final day felt hollow, missing the celebration and acknowledgment they had envisioned. Where was the recognition from the corporate officers? The grand send-off that symbolized the close of a long career?
This associate’s story echoes a growing sentiment among seasoned employees who feel their decades of loyalty deserve more than a handshake or a final paycheck. For them, long-term commitment once meant job stability and reliable income, and that was enough. However, in today's workplace, both employees and employers face new expectations around the job’s recognition and daily acknowledgment. So what changed? And why has it?
Today let’s talk about this evolution of workplace recognition and how shifts in corporate culture, generational values, and day-to-day workplace expectations play into how employees today perceive appreciation and value.
Decades ago, work culture placed a high value on stability. Employees often found immense satisfaction in having a steady paycheck, benefits, and the assurance that their job provided for their family’s needs. Recognition was simple and often linked directly to performance: a “thank you” during a meeting, a small bonus at the end of the year, or a promotion based on consistent output. Most employees saw these acknowledgments as a fair exchange for their work, and grand gestures at retirement weren’t really expected.
Today’s workplace environment, however, has shifted significantly. People look for a deeper sense of appreciation, especially around career milestones. Employees today want to feel seen not only for their work but also for the years they invested in building a legacy within the company. The rise of social media and interconnected networks allows workers to see how other companies celebrate retirements, promotions, and achievements, further raising expectations for acknowledgment.
A simple “thank you” may feel less meaningful if employees know other companies offer personalized mementos, gatherings with company leaders, or even social media shoutouts that publicly celebrate years of service. These added touches feed into the modern expectation that employees deserve a tangible acknowledgment of their contributions.
One place I know of, acknowledges birthdays and anniversaries. And it's a big deal.
In today’s evolving work culture, traditional expectations are mixed with newer ones, sometimes creating a mix of differing priorities. Employees—especially newer generations—seek an environment that not only offers fair compensation but also considers lifestyle needs and personal flexibility. Benefits such as fair share programs, options to leave early on a rotating basis, and perks like stocked breakrooms with free or deeply discounted snacks reflect a trend towards a more employee-centered workplace.
However, these newer benefits can present challenges in structured environments like warehousing, where the operations rely heavily on coordination, timing, and predictability, productivity and metrics. When one team member leaves early or starts late, it can disrupt the workflow, affecting the entire team’s productivity. For warehouse associates who’ve built their careers on consistency and routine, seeing these newer expectations can be confusing, especially when flexibility isn’t feasible for every role.
This cultural shift means managers are tasked with balancing individual needs with the team’s operational requirements. This evolving dynamic has led some associates to see benefits and flexibility as expected rather than additional perks. For example, while flexible schedules may work well in certain roles, many warehouse positions rely on hard start times, shift start up meetings and such to ensure that cases, pallets, and orders flow smoothly through the building.
That structure is foundational in warehousing, where efficiency and safety are paramount and priority one. Rules around attendance, tardiness, and procedures were historically essential to maintaining a predictable environment where employees could rely on each other. Safety procedures, attendance expectations, and time-sensitive workflows weren’t just guidelines—they were the rules of a well-functioning, safe workplace.
With today’s cultural shift, some associates might view rules as negotiable, and suggestions, challenging managers to enforce them without seeming rigid. Allowing flexibility is valuable, but it can also blur the boundaries of what’s expected and lead to inconsistency. This is especially true when new associates see rules as adjustable rather than established principles. Long-term employees who remember the importance of clear-cut rules can feel disillusioned, seeing the erosion of what they valued as core workplace expectations.
In this changing landscape, it's crucial to reinforce why rules matter. They aren't merely suggestions; they’re safeguards that ensure everyone’s safety, efficiency, and mutual respect. Flexibility, while appealing, must be balanced with the operational needs of the workplace to ensure that structure remains intact.
I get it, recognition at retirement is important to us, particularly for long-serving employees. Leaving behind a career they’ve committed decades to isn’t simply about ending a job; it’s about closing a significant chapter of their lives. These employees often seek more than just a paycheck; they want validation for the years they’ve invested. For many, retirement feels like a culmination of purpose, and an understated farewell can leave us feeling a bit short changed.
Historically, retirement recognition was simpler, and the paycheck served as a symbolic acknowledgment of that hard work and loyalty. However, today, associates often crave personal and public acknowledgment that validates that long journey. Small gestures like a personal message from a company officer, a farewell event, or a commemorative gift can make a lasting impression. Things like that can create a sense of closure for us, honoring not just the work we’ve done but the dedication and sacrifices we made along the way.
Companies may overlook these gestures, assuming regular pay and benefits are sufficient, but for retiring associates, these more personalized acknowledgments address a need for closure and a sense of belonging. Recognizing a retiring employee’s career allows them to feel valued and appreciated beyond what their paycheck represents. Is it important, I don’t really know. What’s your thoughts, maybe email us at host@warehouseandoperationsasacareer.com, I’m sure there's quite a few opinions out there.
Oop’s, back to my points, where am I at, ok
The concept of work values has changed with each generation, impacting how employees view recognition, structure, and benefits. And it always has. For long-term associates, stability and a dependable paycheck have been the standard of a job well done. These employees worked through decades when loyalty and reliability were highly valued, and they accepted work, jobs, and careers as a commitment, labor and skills in exchange for financial security.
Younger employees, however, often value work differently. They prioritize balance, personal development, and benefits that support their well-being outside of work. Their view of a “good job” might include flexibility, acknowledgment, and mental health support alongside the compensation. These employees aren’t necessarily uninterested in stability, but they seek a workplace that adapts to their individual needs.
These differences can create different feelings in how employees perceive their company’s role in their satisfaction and longevity. Like I mentioned earlier, those who grew up with strict expectations around attendance and structure may feel that newer associates are seeking “special treatment” rather than being team players. And on the other hand, newer employees may feel that traditional structures and rules are outdated, sometimes viewing requests for flexibility and acknowledgment as fundamental to a respectful workplace.
So, the question is, can traditional values or old school and modern expectations, a younger workforce, coexist in the warehouse environments? Is there a way to honor and respect the longstanding principles that experienced employees hold dear while also meeting the evolving needs of newer associates?
My answer is absolutely they can. And they always have. They have too. Culture will always be changing and evolving.
Companies that succeed in bridging these gap’s often do so by building programs that cater to and recognize both groups. This might mean offering flexibility where possible while reinforcing the importance of consistency and structure or rules. For retirees, it could mean an acknowledgment that goes beyond the basics—a personalized celebration that validates their years of service. For younger associates, it might mean balanced flexibility, clear communication around expectations, and acknowledgment of contributions throughout their career, not just at the end.
For all you young managers out there, creating a culture of mutual respect is what will make you successful. When associates feel valued from their first day to their last, companies are better positioned to meet the needs of both veteran employees and the new boots. By open to conversations, actively listening to different viewpoints, and embracing both traditional and modern recognition practices, you can ensure that every associate, regardless of tenure, feels appreciated and understood.
Well, there's my 2 cents on an important subject. Share your thoughts with a quick email to host@warehouseandoperationsasacareer.com, or start a conversation on Facebook or X using @whseops. We’d love to hear from you. Until next week, be productive, be prosperous, and be Safe!
Marty here with Warehouse and Operations as a Career! I hope you enjoy our show each week and we’re offering up something you can take away from it and it helps you in your career some how or way. We have a lot of fun sharing our experiences and really enjoy getting to throw in an opinion or two every once and a while! Don’t forget about our Facebook & Twitter page’s where you can find us @whseandops, oh and the warehouse equipment operators community group on Facebook, it’s a great place for everyone to share their day and thoughts with a likeminded set of individuals. Well as they say, on with the show I guess so let’s talk about some of the little things that happen to us as warehousemen and transportation employees on literally a daily basis and why its important we always stay focused on our jobs and our positions.
I was speaking with someone who had just received a corrective action for a minor incident with a piece of equipment. He was placing a pallet, with a counterbalance forklift and as he was reversing from the pallet the back of his forklift hit a fire extinguisher that was hanging on an end cap adjacent from the wall slot he was working at. The butt of his lift raked the extinguisher from its hook and it fell to the ground. There wasn’t any real damage, it did discharge however making quite a mess and broke the handle off of it. Now he did the right thing and reported it immediately to his supervisor, as we’ve learned we need to always report any incident no manner how small it is immediately. Anyway she understood and even helped him sweep up all the powder from the floor. I think that’s why he was so surprised about an hour later she called him into the office and counseled him with a written warning. After leaving her office he was really upset and using his words “confused”. Remember, guys and gals a written warning is not a bad thing and there’s no reason to get upset over one. None of us likes to hear that we’ve done anything wrong but I’ve always tried, successfully most of the time, to think of it as a learning experience. If it’s something worth writing down on paper it’s probably something important. In my experience most corrective actions are rooted or based on something we as the employee did, he did hit the fire extinguisher causing it to discharge. After speaking with him he agreed and understood, he said he was actually singing while he was backing up and just not paying attention, he kind of laughed that it happened because he works around that bay 20 times a day. I’ve heard he’s turned in 4 or 5 Near Miss thoughts recently, so in his case that little talk accomplished what it was intended too. The employee is working on staying focused and actually noticing things that could rear up as a problem in the future for himself or others!
That story reminds me of another Associate, he was a pallet sorter, his task is separating the good wood from the broken pallets, responsible for neatly stacking good pallets up in nice stacks for the receivers and the selectors and loading all the broken pallets or bad wood onto a trailer to be sent out for repair. He showed up on a Friday to work his shift but had forgotten his steel toe shoes and his supervisor wouldn’t let him go to work. Well, that upset him quite a bit but he lived pretty close, so he went home and got them and came back to work. After lunch he went over to his Sup, and their pretty good friends anyway, but he apologized to his boss telling him that a few minutes earlier while he was reaching up to drag a pallet off of some bad wood that it’d slid down and landed right on the toes of his boots! If he’d of had his tennis shoes on it’d of smashed his toes big time. Needless to say he wasn’t upset with his boss anymore, at least for the rest of that day!
You know, here at WAOC we talk a lot about rules and why we have them in our industry. I think that’s a good example of a valuable rule. 99% of the time nothings going to happen until it does.
Another quick story, a selector was pulling a case of Bal-sam-ic Vinegar, 4 – 1 gallons, what it was has nothing to do with the story unless you’ve smelled bal-sam-ic vinegar before, anyway she broke one of the glass bottles dropping the case on her pallet and it cracked or broke. She grabbed it pretty quick and got it over to the side at the end cap to a trash can so it didn’t leak the whole gallon onto the floor. She didn’t stop to clean it up and meant to tell the sanitation guy but she got busy and just didn’t do it. Well, on her next batch, driving through the same aisle her pallet jack slid as she was trying to stop and she ended up hitting an upright and breaking a case of another item! Once again, as an employee, she was really upset when she was written up on a warning report for not reporting the original spill and received 2 points on her safety record for hitting the racking and damaging another case with her jack.
Rules, boy I tell you rules seem to be that one thing that us as humans constantly have issues with or regard as unfair, of course there only unfair when we’re the ones that didn’t follow them. I had a buddy that just got a ticket for riding in the HOV lane as a single passenger. An HOV lane which stands for high occupancy vehicle is a lane that you can drive in if you have 2 or more people in your vehicle and of course he’s really upset with the cost of that ticket! Now he knew what the lane was, what it was for and the cost for breaking that particular law or rule yet he’s guilty of ignoring it!
On a heavier note I know an order selector that was creeping his jack, meaning he was walking along side it, just reaching over and rolling the throttle forward as he walked it down the aisle because he had several slots in a row to select from. Sure enough another selector turned into the aisle and bumped the back pallet on his load moving his jack forward and pinning his ankle in between the rack and his standing platform. If he’d been standing on the platform, riding the jack properly or following the preferred work methods that he’d been taught he would of saved himself a lot of pain and the 6 days of lost wages!
I don’t know what it is about rules and why us as humans struggle with them so often. We know they’ve been written to avoid something from happening or to ease our lives in some way but the human nature in us wins out sometimes. Again 99% of the time theirs no cop there when we make that left hand turn from the center lane to avoid waiting our turn, or we can jump in the HOV lane when we’re in a hurry or run that red light so we don’t have to wait 2 more minutes on the next one. 99% of the time nothing happens, but that 1 out of a hundred can be expensive or bad, life altering or even life ending. Same holds true in our work lives. I don’t know why we get upset when we’re clearly, most of the time admittedly doing something the wrong way and someone calls us out on it or we receive a corrective action.
I hope we always receive the proper training for our jobs and that the rules, policies and procedures have been explained to us, and that if we don’t understand something or have questions that we raise our hands and speak up. I feel that’s as much our responsibility as our management teams to make sure we know what to do. That being said though means that we accept the responsibility to follow those very rules, policies and procedures right? I assure you we’ll be safer, advance more quickly in our careers and be a much happier employee ourselves!
I have the opportunity to visit several companies each week and meet new employees and visit with different management teams and another little thing, or what we as employees perceive as a little thing is those pesky time clocks. It’s another one of those tasks that are really our responsibility but, well, human nature kicks in every once and a while and here we go again. It’s so easy to get distracted when we’re arriving to work or on our way to lunch, and its super easy to forget to punch out at the end of our shifts. A very minor issue to us employees but it’s honestly a big deal for our employers. First there’s laws and regulations that they have to follow and there responsible for recording. You would not believe how long it could take at some companies to get our forgotten punch corrected. In many organizations only a few people can even make adjustments to our times and really I guess we’d want it that way. We punch correctly, and we get paid correctly, it’s honestly as simple as that. I’ve seen people get upset and quit their job because they we’re missing a few hours or a days pay while admitting they had forgot to make that punch. I couldn’t blame’ em for being upset but the company was trying to get him the money as quickly as possible but it couldn’t happen that Friday! I felt for him but hey, it starts with us punching in and out. Its going to happen, we’re all human. I tell associates to see their supervisor as soon as they realize a punch’s been missed so they can start the process to get it corrected. One thing we don’t think about sometimes is our weekly payroll has to go in or be processed by Tuesday each week for us to get our checks on Friday’s. If our supervisor turns our time in on Monday morning it’s gone and sent within the next 24 hours. Just another little thing to us, but wow what an impact that little rule can have on us as employees, our companies and, in some instances our families.
Well enough of the little things, I’m sure we all have a hundred examples or stories we could share, I know I’ve had all these things happen to me before and I’ve had my feelings hurt because I was counseled about it, but in the end I’d like to think that I realized I was the responsible party and that I learned from it!
Let’s see, Next week we’re going to talk about Logistics, what it is and all the opportunities those positions can bring us! I’ve had a couple of questions on 3pl’s too, I’m going to reach out to some subject matter experts and we’ll get an episode put together, it’ll be fun learning about those opportunities too.
Thanks for checking in with us here at WAOC today, shoot us an email to host@warehouseandoperationsasacareer.com if you’d like to comment or suggest a topic for us to look into. Until next week, please think Safe and lets all take responsibility for the Rules!
Have you ever heard that you only get one chance to make a first impression? I’m Marty T Hawkins and I’d like to thank you for checking in with us here at Warehouse and Operations as a Career! Whither you are a Supervisor or a lead, an Employee, Recruiter or an HR Generalist, maybe you’re in Benefits, we’re all some of the first people our new and existing associates see. We greet them, walk them through the on-boarding process and sell them on how great our company is and how happy we are that they chose to work with us! Us as a Warehouse Supervisor, lead or Trainer are going to greet them and its our responsibility to walk them thru our Facility, give them a great orientation to all the rules, safety procedures and processes and cover any regulatory concerns with them, right? As a recruiter or hiring agent it is our job to kind of size them up. Do they possess the skills and have the experience to do the task they’ve applied for? Your probably going to watch our body language, how confidently we speak about our work experiences, then you may even check our references and look us up on social media, and your going to put all that together and decide if we would be a great fit for the position! Ever wonder what that applicant is thinking about you and the experience there having? I spoke with several new hires last week, kind of being a welcoming wagon for them. This gave me the opportunity to observe and set in on several interviews. I also got to follow some of those new hires on through the on-boarding process and all the way to their facility orientation and welcome to the team speeches. I had a blast, I love being around young, new talent and it excites me to see their enthusiasm about getting a new job and earning for their families! As great as everything went, I did have a few thoughts though and today I wanted to talk about, are we as employers and us as employees really doing all we can for each other? Let me give you a couple of examples. OK, a recruiter was interviewing an individual for a skilled warehouse position, I was asked to follow up with the applicant as this was a bit of a unique situation and task. Anyway, the recruiter had interviewed them, told them I would be right in, and went next door to start interviewing another applicant. The recruiter finished up there and came to get me to speak with the first one while telling the other one I’d be with them next. Now, I don’t think the recruiter did particularly anything wrong, but I got to wondering if the applicants maybe felt they we’re part of a conveyor system? As you can imagine, my interviews can take a bit. Especially if I’m trying to ascertain one’s actual skills and work history. You all know how easily I can get of subject and run down an entirely off subject rabbit hole. I mean, isn’t the applicant probability gathering an impression of us and the company too? That’s kind of the first opportunity the prospect has met us, face to face anyway. They may have checked out our website, learned a little about the company, maybe even reached out to a friend that may have had an experience with us, but this is the first time their seeing our building, meeting us and seeing a little interaction around our offices. Do you think we always make a great and grand first impression? If we appear to be hurrying through an interview and trying to get to the next person in the room next door, or maybe have a little bit of a long delay waiting on the second interviewer to come visit with them, even if its just their perception, did we give them the first impression we deserve? We’re good people, we care about them & helping them find work. But could they tell that, do we always make them feel that way as hiring agents, Human Resource and Benefits departments?
I went out to several facilities while the new hires were being walked in and passed on to their new leads, Supervisors or trainers. Now we all know how busy these men and women are, attending to a new hire is quite disruptive to their shifts. One facility did an outstanding job here. The trainer was introduced to her new hires, greeted each new associate, set them down and told them she would be right back. She had her radio with her, she’d been carrying a clipboard, and what looked like some batches she’d pulled out to distribute to trainees she’d been working with. Anyway she showed back up in like 5 minutes, her hands were empty, and she got on her radio announcing to everyone on the other end that shed be walking a group of new hires around and that she’d get back to them in about 30 minutes. And then she turned off her radio! I think that was the most in depth facility orientation and new hire tour I’d ever been through. She spent about 40 minutes with us, as she would explain something to us she’d ask if we had any questions, really selling the supervisors and the company on us. She dropped off the new hires with their assigned supervisors and told each of them that she’d be checking in with them throughout the shift. I almost wanted to go to work with her at that point! Now all the other facilities did good too, but I couldn’t help but wonder if they could’ve done better. During their walkthrough they were constantly interrupted. I couldn’t help but notice the others definitely picked up on the fact that the supervisor was very very busy. He hustled us to the safety stations, eyewashes, evacuation routes, etc all the while explaining the job descriptions, processes and procedures to us. He dropped one guy off with a loader and one guy off with a sanitation person and told them both to follow their teammates instructions and that he’d be back to check on them. Now these were experienced warehousemen. I’m certain that their feelings weren’t hurt at all and that they did fine with the welcoming and their orientation, but I couldn’t help wondering what kind of first impression their new supervisor had left them with?
Well then of course, me being me, I observed what kind of first impression we employees were leaving with the trainer and the supervisors. Oddly, the associates walking with the trainer were very engaged, asking questions, talking about their experience and showing genuine excitement about their new positions! On the other hand, the employees walking with the supervisors that were conducting business during their walk and honestly kind of rushing through it asked not one question. I’m sure those supervisors hated that I was along for the walk. They were perfectly polite to us and did a great job of answering all my questions. I feel or felt like the employees could have changed the whole tempo of these orientations by talking up more. It wasn’t that the Supervisors weren’t willing to take the time to explain more and answer any questions presented, I think the new associates simply fed off that perception of busy and just fell in line with that thought process. So then I got to wondering what kind of first impression we employees had left with the trainer and the supervisors. I’m probably over thinking the whole first impression thing right? But what if I’m not? I think we’d all agree, both employers and employees, we should be working at leaving a better impression of ourselves with others, slow down, and make sure others know how excited and appreciative we are of our new relationships!
Talking about all these behaviors I wanted to share a couple of other things real quick. You know, being a supervisor means, yep I get to look up another definition. https://en.wikipedia.org/wiki/Supervisor Wikipedia tells us a supervisor gives instructions to subordinates. Be held responsible for the work and actions of other employees. No where does it state that our subordinates should be afraid of us, or that we can single out people to pick on or pick at. You know write ups should be used as coaching tools, not big 2×4’s. We as young supervisors need to be taught that, yes we are responsible for our employees actions, but by ensuring there doing their jobs we’re able to perform our jobs right. I have the pleasure of working with a couple of your sup’s right now. It’s a hard job, one of the hardest jobs I know of, but it can be much easier when we accept it as a job. There’s a title but it’s really just a job and now its our job. I’m sure there was a time when we thought, man, when I have that position things are going to be different. Lets watch our behavior, pay attention to the impression we’re leaving with others! Yes, we have to be stern at times, but we’ll make a better impression on others if we’re always fair and consistent with our decisions, right?
And us as employees, I witnessed some behavior this week that left great impressions on me and some definitely not so great impressions as well. Ladies and gentlemen, this is just a job, a career opportunity. What kind of of an impression are we leaving if we’re always complaining, using profanity all the time and not acting like a team player? Now we should certainly speak up if were not being treated right or an injustice has been placed on us but let’s remember to be professional about it. Again, this is a job, nothing larger than that. As an employee have you ever wondered what kind of first impression you made with a new hire or new teammate?
There’s a few of my thoughts on behaviors and first impressions. Please send me an email to host@warehouseandoperationsasacareer.com and share some of your thoughts on the subject or tell me how far off the page I am. If you enjoy our episodes each week, I’d appreciate a quick share to a friend and maybe a like and a follow on our Facebook and Twitter feeds! I hope you enjoyed todays episode, until next week please be responsible, be safe and make a great safety impression on a teammate!
Welcome back to Warehouse and Operations as a Career. How has your week been? Productive, Challenging, Informative, Positive, and Safe is my answer! I hope each of you feel the same way. However, I’ve read about, and spoken with a few people that, well, I’m going to say haven’t had such a positive experience this week. I’ve heard from or read about struggles with or opinions about staffing agencies from present associates, people seeking employment and an agency’s sales person on what they heard from a prospective client, and to be quite honest, I’m scratching my head a little. I came to the conclusion that maybe these individuals are looking at only the top layer of the staffing organizations out there, so today I thought we’d peel back several more layers and see what’s underneath the skin!
I’m Marty and I’ll share a bit on the Staffing Agency today, or at least a few of my own opinions as they relate to our light industrial positions and how they are used in our industry!
Whether you're working in a warehouse, on a production line, in a manufacturing facility or in a distribution center, there's a good chance you've encountered staffing agencies, either as a worker or a manager. But where did these agencies come from, and how have they evolved over the years?
Let’s start by exploring the origins of staffing agencies in the light industrial field, how they’ve grown into an integral part of the industry and discuss the pros and cons of seeking work through them. Let’s get started.
Staffing agencies, sometimes referred to as employment agencies, have been around for over a hundred years, but their real growth took off in the mid-20th century, meaning the 1940’s and 1960’s. Their primary function has always been to connect employers with temporary workers, filling immediate labor needs. In the light industrial sectors like warehousing, manufacturing, and distribution, the demand for temporary labor has long been tied to economic shifts, seasonal demands, and fluctuations in production or shipping volumes.
The earliest staffing agencies were quite different from what we know today. Many of the first agencies, which appeared in the late 1800s and early 1900s, were focused on clerical, domestic, or agricultural labor. However, with the rise of industrialization, new opportunities were created, particularly in manufacturing and warehousing, where large numbers of workers were needed for assembly lines, packaging, and shipping tasks.
Around the 1940’s, 50’s, and 60’s, the temporary staffing industry started gaining momentum. Agencies began specializing in light industrial labor, offering a flexible workforce that could be scaled up or down depending on the needs of the employer. This was especially critical for companies in industries with fluctuating demand, like retail or manufacturing, where peak seasons required a sudden influx of labor.
Fast forward to today, and staffing agencies have become a fixture in the light industrial sectors. In warehousing, manufacturing, production, and distribution, they are essential partners to employers. Staffing agencies help fill positions like forklift operators, pickers, packers, assemblers, and general laborers. From small operations to large distribution centers, companies rely on these agencies to provide a flexible and cost-effective workforce.
Today’s staffing agencies often provide much more than just temporary workers. They handle background checks, drug screenings, and onboarding processes. Many agencies even offer training to ensure their workers are prepared for the specific tasks required in various roles. They also provide workers with the chance to gain valuable experience in different industries, which can be especially helpful for someone just entering the workforce or changing careers.
In the context of light industrial work, staffing agencies are particularly valuable because they help companies navigate those unpredictable labor needs. Many warehouses or manufacturing plants experience sudden surges in production, whether due to seasonal spikes, new contracts, or urgent shipments. Instead of maintaining a large, full-time staff that may not be needed year-round, companies can rely on staffing agencies to supply labor when demand is high.
For job seekers, especially those in the light industrial sectors, I feel staffing agencies can provide several benefits to us.
Access to Immediate Employment: One of the biggest draws of staffing agencies is their ability to place people in jobs quickly. In some cases, you can be working the very next day after signing up with an agency. This is especially helpful for people who need to start earning immediately.
And many times, they offer a variety of opportunities for us. Staffing agencies often have relationships with multiple employers, which means they can offer a variety of positions. For someone who’s unsure about which sector they want to work in, whether it's warehousing, manufacturing, or production, agencies can provide the chance to try different roles. Agency salespeople offer the try it before you buy it thought to their customers, well, I think we, as employees, can also try the company or industry before we commit to it as well!
Here’s another big Pro for working with agencies, temporary work can be an ideal solution for people who need flexibility. Whether you’re looking for part-time work, temporary assignments, or a full-time position with the possibility of being hired permanently, staffing agencies often offer a wide range of options.
Many staffing agencies provide what’s known as “temp-to-hire” opportunities. This means that if you perform well during your temporary assignment, you could be offered a permanent position. In fact, like I alluded to a minute ago, many companies use staffing agencies as a way to “try out” workers before offering them a full-time role.
I think another big advantage to working with different companies through a staffing agency can help us job seekers build a wide range of skills and contacts. This can be valuable for anyone looking to gain experience or break into a new field.
While staffing agencies offer many benefits for us, there are also some downsides to consider also. Nothing is all roses right?
Lack of Job Security, one of the most significant drawbacks is the temporary nature of the work. While some assignments may last months, others might only be for a few days or weeks. This lack of stability can make it challenging to plan for the future or feel secure in our employment. Not a bad thing if that’s what we want I guess.
While full-time employees typically will or could receive benefits like health insurance, paid time off, and retirement plans, temporary workers often do not. Some staffing agencies offer limited benefits, but they usually aren’t as comprehensive as those provided by direct employers and their cost could be supported 100% by us, the employee.
And in many cases, temporary workers are paid less than permanent employees doing the same job. However, for some of us, the opportunity to gain experience or find immediate work outweighs the lower pay. I think the lower pay is part of that “try before I buy thought process” and, as employers, its important to factor in the markup percentage they’ll be paying on top of the wages. All of which covers the loss potential, cost of peripheral expenses, admin costs, taxes and such. All that could be its own episode actually! Where was I before that rabbit hole, let’s see…Oh
And unpredictable schedules, since many light industrial roles are tied to fluctuating production and shipping schedules, temporary workers may find themselves with inconsistent hours. One week you might work full-time hours, while the next, you could only be called in for a few days. This is pretty common if your assignment is with a 3pl facility.
And there may be limited career growth for us within the assignment and while staffing agencies can provide valuable experience to and for us, there’s often little room for advancement within the agency itself. To move up in your career, you may need to seek permanent positions or specialized roles outside the temporary staffing system.
With all that being said, Staffing agencies have become an essential part of the light industrial sectors, from warehousing to manufacturing and distribution. For employers, they offer a flexible, cost-effective way to meet fluctuating labor demands. For workers, they provide quick access to employment and the opportunity to gain experience in various industries.
However, like anything else, there are pros and cons. While staffing agencies can open doors, especially for temporary or entry-level roles, as job seekers we must be aware of the challenges, such as lack of benefits and job security and what they can actually provide. It’s important to remember they are under contract with their customers. That payrates, hiring qualifications, experience requirements, are given to them by that customer. The agencies have very little flexibility in many cases.
As the industry continues to evolve, staffing agencies will undoubtedly remain a key player in connecting us workers with employers and vice versa in the fast-paced world of light industrial operations.
Thank you for joining me on Warehouse and Operations as a Career the podcast today, and I hope we have helped to better explain staffing to you. If you’ve ever worked with a staffing agency or have any stories about your experience, I’d love to hear from you. Reach out on social media using @whseops on our Facebook and X pages or our Instagram @WAOCpodcast, and let’s keep the conversation going. And we love getting email as well using host@warehouseandoperationsasacareer.com. Until next time, stay safe, stay focused, and keep moving forward.
I’ve had several questions about order selecting lately, I’ve been meaning to get to them, and a young job seeker wrote, I’ve pulled orders at 3 companies before so I have a lot of experience, but I’ve applied at this place offering XX dollars an hour and they say I don’t have the experience. It’s a lot of money and I want that job. So today let’s talk about all the different task recruiters are advertising for and maybe their using the wrong vocabulary with us.
I’m Marty, here on Warehouse and Operations as a Career! I can feel such frustration. We as job seekers have a set of skills and experiences, we’re looking at the job boards and job groups advertising for help and see that payrates can differ more than quite a bit and it just doesn’t make sense. Of course we want to apply at the highest rate! And the position of order selector, order picker, fulfillment associate, inventory picker, stock picker, warehouse picker, lets see, what’s some other things I’ve seen, oh here’s a good one, picking specialist. And the list can go on and on, only limited by the recruiter’s imagination. But all that fancy wording doesn’t help us. Very few ads give us much of a job description to go off of. I try and in terms of high productivity and low productivity. Let’s talk about a few different kinds of selection.
Let’s start out at a small piece assembly line or kitting operation. Things like a gas meter production plant or a telephone assembly facility. An order picker, or whatever they call it, may be responsible for walking a path or aisle and selecting small items like O-rings, washers, little springs and switches for the construction of gas meters, or, different components like ram boards, processors, sensors, cameras, speakers, microphones and antenna’s to build cell phones with. These are very important positions, and accuracy is important, many of the parts can look a lot alike. This selection process may be considered low productivity. Use of warehouse equipment isn’t necessary. We could be walking the bin area or carousel tower and placing those components in a container or tray bin, placing it on a conveyer or roller rack, grabbing another bin and order and starting the process over.
Another example of a low productivity selector would be at something like a produce distributor. Now here we may need experience with operating an electric pallet jack, maybe a walkie or a rider pallet jack. In this position we’ll be responsible for not just accuracy but quality as well. A produce order selector, picker, whatever you choose to call it, is going to occasionally open some boxes, check out the quality of the produce, not only identifying if the produce is good or bad but understand what’s acceptable for the customer its going to. Of course all customers deserve the absolute best produce available, however we’re dealing with a live product. Absolute best should have its own item number, but it still remains our responsibility to select it. I think we can all understand a 5 star Michelin restaurant is going to expect, and pay more for a strawberry than say a mom and pop diner type of restaurant. Maybe that one particular case just doesn’t have even a 2 day shelf life left on it so we’d decide to take it over to the shrink area and not select it for anyone.
These positions may pay a bit more than the parts assembly or kitting organization we spoke of earlier due to the equipment operation experience required and having to be trained and certified to operate it and the knowledge of produce needed but the productivity expectation will fall in that low category.
Oh, and one thing I just thought of, a selector position can be a low productivity task but could be more strenuous than others, think of something like tires, car or tractor tires or built equipment like gas meters and heavy electrical components like transformers and such. Not heavy enough for equipment usage but much heavier than say those picker bins we were speaking about earlier. These positions could pay more than the other two we discussed.
And speaking of equipment usage, we then have something called bulk selection, where we could be using a counterbalance forklift to retrieve orders of pallet quantities at a time. Of course, this position will pay more because of the equipment experience and certification needed, but also, depending on what industry we’re in could fall in the low to medium productivity range. If we’re moving heavy objects like home appliances such as washers, dryers, refrigerators or engine blocks and diesel truck parts or pallets containing cases of disposable paper plates, bowls, and cups.
And then we have what I consider one of the best, most lucrative, yet short term selector positions, the broadline food service distributor order selector. Many broadline distributors may house 6000 plus items, having at least that many pick facings. My previous facility travel distance within the dry side was just a few yards under 1 mile when hitting every aisle. These facilities will utilize the electric or hydrogen fuel cell powered double and even triple platform rider pallet jacks. These types of facilities may incorporate the newest and most efficient systems like AS/AR or Automated Storage and Retrieval Systems, the mini loads and carousels and very complex WMS products or warehouse management systems doing everything from inventory control, to order generation, selection paths to transportation routing and mapping of the loads. Shipping hundreds of thousands of cases each week. An order selector at such an organization may be expected to accurately select a couple of hundred cases per hour. And they are well paid, possibly earning double that plus of a lower productivity position like we discussed earlier. These selector positions will require at least 3 to 5 years electric rider pallet jack experience, along with rf or speech to text scanning experience, and quite honestly the type of work ethic as to come in, get the job done, and go home mentality! These high productivity positions can come with a pay by the piece selected component as well, which can further increase our earnings.
I got to rambling a bit, but you can see some of the different types of selection available in the warehouse a recruiter could be speaking of.
I’ve seen so many advertisements for those larger payrates and it frustrates me to no end. Any recruiters listening today, please add a little more information to your ad, maybe a job description and the type of industry. Otherwise, you could be wasting your time answering all our resumes that are not really qualified for the task and our time, and hopes, on getting a great paying job that we just don’t yet have the work experience or skills to be considered for the position.
Earning those big bucks is achievable for all of us. A selector position is a great job, and as we’ve just spoken to, can be a great career as well.
Another thing about any kind of selection is the growth potential. By learning the positions before the selection process, like unloading, stocking, and inventory, and those after selection like the shipping, transportation and delivery of the goods we’re increasing our value of knowledge. And knowledge and ability, mixed with a little more responsibility, will mean more pay every time!
Well, I have to get back to work myself now. I hope I have given you a little insight to order selection or whatever your recruiter calls it and why the pay levels can be so spread apart.
Thanks for checking in with us, maybe tell a friend about us, and please be safe in all you do.
Hey hey, Marty here, and I’d like to thank you for checking in with us here at Warehouse and Operations as a Career again this week.
A topic that came up two or three times this week was direct deposit. More and more companies, even small facilities, have switched to direct deposit over paper checks.
It’s how we get paid, so I too believe it’s a big deal. And it can be a bit confusing if we don’t understand it.
If you've been in the workforce for a while, you’ve probably noticed that we don’t get paper checks much anymore. Instead, most companies have transitioned to direct deposits to our bank accounts, pay cards, and internet cards for payroll. These digital methods offer some great advantages, but there are important things to understand about how and when we get paid as well.
One area of confusion for many is why payday is typically Friday, even though some workers receive their funds earlier in the week, like Wednesday or Thursday. That’s thanks to certain banking practices, but it’s important not to get too comfortable or start relying on those early deposits. After all, payday is still officially Friday, and delays can, and are going to happen.
Today, we’ll try and break down why companies use these modern payment methods and why we should be careful about counting on those early payments. So, whether you’re waiting on that paycheck to hit your bank account or wondering why Friday is the official payday, I’ll try and walk us through the ins and outs of payroll in the modern world.
Not all that long ago, payday meant standing in line to pick up your check from the payroll office or having your supervisor walk around handing an envelope to us, then heading to the bank, and waiting for it to clear. Back in the day, it wasn’t uncommon for workers to head straight to the bank, or a mobile banking van, which by the way would charge us a percentage for cashing those checks, after a long shift, and hoping to have our cash for the weekend. But as convenient as this system might have seemed at the time, it had its fair share of problems.
For companies, printing and distributing paper checks was expensive and time-consuming. Payroll departments had to deal with the logistics of printing thousands of checks, packaging them, and distributing them to several companies and on time. This could lead to delays if anything went wrong—lost checks, printer issues, or employees who didn’t pick up their checks right away.
Then there’s the issue of fraud and theft. Paper checks can be easily lost, stolen, or tampered with. Once a check was out of the employer’s hands, they had little control over its security. For workers, this meant additional steps, such as waiting for a check to be reissued or making sure it didn’t get misplaced or even accidently destroyed.
Another big concern was the environmental impact. Think of all the resources that went into printing and distributing millions of paper checks every payday—paper, ink, transportation, the logistics alone could be a nightmare. Over time, these concerns pushed businesses to seek more efficient, secure, and cost-effective payment methods.
Enter digital payments. With advances in banking and technology, companies started shifting to direct deposits and pay cards. This not only reduced costs for businesses but also made payday easier for us employees. Instead of waiting for a paper check, workers could now access their wages directly in their bank accounts or on a pay card, ready to spend or save immediately.
Let’s look a bit deeper into direct deposits and why they've become the preferred payment method for most companies. Direct deposits allow companies to transfer money directly into an employee’s bank account. This process happens through the Automated Clearing House (ACH) network, which facilitates the electronic transfer of funds between banks. Once payroll is processed, your wages are deposited into your account, usually in a matter of hours.
For employees, direct deposits are a game-changer for a few reasons:
Speed and Convenience: Once your employer sends out the payroll file, the funds appear in your account almost instantly. There’s no waiting period for checks to clear, no trips to the bank, and no chance of misplacing a paper check. You can use your debit card to access your money as soon as your financial institution deposits it to your account.
Security: Direct deposits reduce the risk of fraud and theft. Paper checks can be lost, stolen, or altered, while direct deposits go straight into your account, making them much more secure.
And Predictability: With direct deposits, you know exactly when your funds will be available. If payday is Friday, your money will usually be in your account first thing in the morning or maybe even the day before. This consistency makes it easier to budget and plan your expenses.
From the employer’s perspective, direct deposits save both time and money. There’s no need to print checks, and they don’t have to worry about lost checks or reissuing payments. This also reduces the chance of human error during the payroll process.
But what happens if you don’t have a bank account? This is where pay cards and internet cards come in.
While direct deposits are the gold standard for most employees, not everyone has access to a traditional bank account. According to the FDIC, millions of Americans are "unbanked" or "underbanked," meaning they either don’t have a bank account or rely on alternative financial services like check cashing and payday loans. For these workers, pay cards and internet cards offer a digital alternative to receiving a paper check.
So, what exactly is a pay card? A pay card is a prepaid card that an employer loads with an employee’s wages. It works similarly to a debit card, allowing the worker to withdraw cash from an ATM, make purchases, or transfer funds to another account.
There are several advantages to using a pay card:
One is Accessibility: Pay cards make it easy for workers without a bank account to access their pay without the need for check-cashing services. This can save money on fees and give us immediate access to our wages.
And then there’s Flexibility: Like a debit card, pay cards can be used for purchases online, at stores, and even to pay bills. Many workers find this more convenient than dealing with cash or checks.
And possibly Lower Fees: While pay cards can come with some fees—like ATM withdrawal charges—they’re often lower than the fees associated with check-cashing services. Some pay cards even offer free ATM withdrawals or other perks.
One thing to keep in mind with pay cards, though, is that it’s important to read the fine print. Some cards charge monthly maintenance fees, ATM fees, or fees for making certain types of transactions. It’s worth taking the time to understand the terms and conditions to avoid unexpected charges.
Now let’s tackle one of the most common questions: If I can get my money on Wednesday or Thursday, why is Friday still considered payday?
This happens because of how banks and payment processors handle payroll transactions. When your employer submits payroll, the funds are typically scheduled to arrive in your account on Friday. However, some banks or pay card providers will release the funds early once they receive the payroll information. This is especially common with certain online banks or financial services that prioritize speed.
While getting paid early can feel like a bonus, it’s important to remember that payday is still officially Friday. That means your employer is only required to have your wages available by Friday. If you’re used to getting paid on Wednesday or Thursday, that’s great—but it’s not something you can rely on every time. There are a few factors that can affect when your money is available, like holidays, processing delays, or changes in your employer’s payroll schedule.
This brings us to an important point: Don’t get too comfortable with receiving your money early. It can be tempting to plan your bills, expenses, and spending around getting paid on Wednesday or Thursday, but doing so can set you up for financial stress if your money doesn’t arrive when you expect it.
Here’s why: If a delay happens or your funds are released later than usual, you could find yourself in a tough spot. This is especially true if you’ve set up automatic payments or other expenses that are due earlier in the week. To avoid this pitfall, it’s a good idea to plan your budget around the official payday—Friday—even if you usually get paid earlier.
One way to think about it is to treat those early payments as a bonus. If your money comes early, great! But if it doesn’t, you won’t be caught off guard.
So why do most companies stick to a Friday payday in the first place? The answer has a lot to do with the way payroll processing works. Payroll isn’t just about sending out checks or deposits—employers have to go through several steps to calculate pay, deduct taxes, handle benefits, and comply with labor laws.
These steps take time, and most companies follow a biweekly or weekly payroll schedule that ends on a specific day. Friday is often chosen because it’s the end of the traditional workweek and aligns with other financial practices, like the processing of ACH transfers and banking cycles.
For businesses, sticking to a consistent payday makes it easier to manage their cash flow and ensure that they meet all legal and regulatory requirements. While some companies may explore alternative paydays or more frequent payments in the future, Friday is likely to remain the standard for the foreseeable future.
The move from paper checks to digital payment methods like direct deposits, pay cards, and internet cards has made payday faster, more secure, and more convenient for us employees and our employers. But while early payments are a nice perk, it’s important to remember that payday is still officially Friday. We can’t get upset on that Wednesday when it’s not deposited.
Well, that’ll wrap up that topic. I hope you enjoyed it and found a little value in your time with us today. Please subscribe to the show on your favorite pod catcher app and maybe tell a friend about us!
Thanks and y’all have a safe shift out there!
Hello everyone, Marty T Hawkins with you, and welcome back to Warehouse and Operations as a Career!
I was looking through the job boards and Facebook groups this week and noticed an unusual amount of advertisements for EPJ operators, and several comments about what does EPJ mean, and do they train, a few asked what kind EPJ. In the business EPJ is short for Electric Pallet Jack. Skimming over the job descriptions I believe the Recruiters are typically referring to the Platform Electric pallet jack or Rider Pallet jack. One comment to the advertisements was do you have to be certified. I’ll go into that here in a few minutes, as a long term listener you’ll remember I have some strong opinions on that sentence and believe you should never operate or even touch a piece of powered industrial equipment or any type of machine you’re not trained, and certified to be on. But, like I said, we’ll get to that in a minute.
So, today, lets focus on that tool that has been instrumental in shaping how modern warehouses operate—the pallet jack. From manual models to the more advanced electric platform rider pallet jacks, these machines have made it easier, faster, and safer to move materials in large and small operations alike.
To give us a starting point I’d like to delve into the history of pallet jack, explore their various types, and examine the different warehouse roles where they’ve become so important. We’ll also take a close look at the safety practices that every operator should follow to ensure efficient and injury-free operation.
We’ll start manual pallet jack which dates back to the early 1900s, a time when the logistics and distribution industry was growing rapidly. Before the introduction of pallet jacks, warehouse workers relied almost entirely on brute strength to lift and move goods. Heavy crates, barrels, and bags were transported by hand or with make shift carts, making the process slow, labor-intensive, and quite frankly dangerous. The introduction of pallets into warehouses marked a pivotal change. As goods started to be stacked on these wooden or metal platforms and skids, a new type of machine was required to lift and move them efficiently—and thus, the manual pallet jack was born.
The design of the manual pallet jack was simple yet highly effective. A hydraulic pump allowed workers to lift a loaded pallet just a few inches off the ground by pumping the handle. The load could then be pulled or pushed across the warehouse floor. This invention increased efficiency and reduced the physical strain on workers, allowing a single person to move loads that previously required several workers. The benefits was huge.
- Increased Efficiency: By using a pallet jack, workers could move heavier loads in far less time than before, improving productivity.
- Reduced Injuries: The risk of back strains, muscle pulls, and other injuries decreased significantly. Workers no longer needed to physically lift the full weight of a load.
- And think of the Cost Savings: Since manual pallet jacks were relatively inexpensive to manufacture and maintain, warehouses could invest in them easily. They didn’t require fuel or electricity, making them an affordable option for smaller operations or facilities with small budgets.
These a great workhorses and even today most warehouses will have several on hand, especially in retail backrooms, and tight spaces where electric or larger pallet jacks may not be practical.
The next significant evolution came with the introduction of electric pallet jacks, also known as walk-beside models. These began appearing in the mid-20th century, around the 1950s and 1960s, as the demand for faster, more efficient warehouse operations increased. Electric pallet jacks were designed to handle larger volumes of goods, reduce operator fatigue, and provide a safer work environment by minimizing the physical effort needed to transport even heavier and larger loads.
An electric pallet jack operates using a rechargeable battery that powers a motor, which assists with both lifting and moving the pallet. With the press of a button, the forks can be raised or lowered, and the motor helps move the pallet over longer distances with ease.
A few of these advantages are:
Increased Speed and Distance: Operators can move loads more quickly than with manual models. This is especially important in larger warehouses where distance can affect productivity.
Reduced Physical Strain: Workers no longer need to manually pump a hydraulic handle or use their body weight to push heavy loads. The electric motor does the heavy lifting and moving, which significantly reduces the risk of injury, particularly repetitive strain injuries.
And as I mentioned they can handle a Higher Load Capacity: Electric pallet jacks can handle heavier loads than manual ones, making them ideal for high-volume environments like manufacturing plants, grocery warehouses, and distribution centers.
In addition to their speed and power, walk-beside models are often equipped with safety features such as emergency stop buttons and reverse controls to prevent accidents. Walk-beside EPJs are now a common sight in medium to large warehouses, even in a few retail operations, where increased load capacities and quicker transport times are required.
As warehouses continued to expand in size and the volume of goods being handled grew, the platform rider pallet jack was introduced to further streamline the material handling process. These models are similar to the walk-beside pallet jacks, but with an important difference: they feature a platform that allows the operator to ride along with the machine, significantly reducing the amount of walking and manual effort required.
For operators, this model is a significant ergonomic improvement. Instead of walking along behind the pallet jack, the operator stands on a platform and steers the jack as it moves. This design is particularly useful in large-scale operations, such as retail distribution centers and fulfillment warehouses where the speed and efficiency of moving goods are paramount. A few key benefits of the platform rider jacks are:
Increased productivity: Operators can move from one end of the warehouse to the other much more quickly while riding the platform, which increases the number of loads they can transport in a shift.
Ergonomic Design: Standing on a platform reduces physical strain and fatigue from walking long distances. Operators can work more comfortably and for longer periods, which helps with efficiencies and reduces the risk of injuries such as foot and leg strain.
Increased Throughput: Since platform rider pallet jacks can carry heavy loads over long distances more efficiently, they help increase throughput in busy warehouse environments. This makes them ideal for fast-paced distribution centers handling large volumes of goods daily, and those paid by the piece payroll models.
You’ll find platform rider pallet jacks in places like e-commerce fulfillment centers, grocery chain distribution hubs, and large manufacturing plants where speed and efficiency are critical to operations.
Pallet jacks are widely used across different positions in warehouse operations. Here are some of the key roles that comes to mind that can rely on these machines:
Order Selectors
Order selectors are responsible for picking products from storage and preparing them for shipment. Manual and electric pallet jacks are critical for this role. A selector typically uses a pallet jack to move an empty pallet or a few selected items as they navigate the aisles. In larger warehouses, they may use an electric ride pallet jack to transport multiple orders at once, especially in high-volume environments like grocery or retail distribution centers.
Receivers and Loaders
Receivers handle the intake of goods into the warehouse. They rely on pallet jacks to unload products from trucks and move them to their designated storage areas. Electric pallet jacks and even rider jacks are particularly useful in this role, allowing receivers to move large shipments quickly and efficiently. Loaders, who are responsible for preparing goods for outbound shipments, can depend on pallet jacks to load trucks for delivery. For high-volume shipping operations, platform rider pallet jacks are often used to speed up the loading process.
Stockers
Stockers are responsible for replenishing shelves or storage areas within the warehouse. Manual pallet jacks are often used for smaller loads or in tighter spaces, but electric pallet jacks are essential when transporting large quantities of products across long distances.
Safety is crucial when it comes to operating any warehouse equipment, and electric pallet jacks are no exception. While EPJs greatly reduce the physical strain on workers, they also introduce new potential risks if not operated properly. Here are some safety tips, well more important that tips I guess because their part of the standard and law that every operator must follow:
Before using an electric pallet jack, it’s essential to perform a pre-operational check or your pre-trip:
Check the battery: Ensure the battery is fully charged and shows no signs of damage or leakage.
Inspect the equipment: Look for any visible wear or damage, especially on the wheels, forks, and control panel.
Test the brakes and controls: Make sure all the controls, especially the emergency stop button, are functional.
Operators should always maintain a clear line of sight when moving a load. Remember the old saying, look before moving the first inch! Operators should also be mindful of their surroundings, watching out for obstacles, spills, or uneven flooring that could cause accidents.
It's so important to always respect the load limits of the pallet jack. Overloading the EPJ can lead to tipping, mechanical failure, or loss of control. Balancing the load is equally important to prevent accidents and ensure safe transport.
For platform rider models, operators should always stand within the designated area and avoid leaning outside the platform. We have to keep our feet on the platform, especially watching that our toes and heels don’t ever hang off the edges.
Operators have to be familiar with the pallet jack's emergency stop features and know how to safely shut down the equipment in case of malfunction. Any equipment issues should be reported to a supervisor or maintenance team immediately.
The pallet jack is one of the most versatile and essential tools in warehouse operations. Its evolution from the manual model to the advanced platform rider reflects the changing demands of the logistics and distribution industry. Theres even double and triple pallet jacks now, meaning you can carry one, two, and three pallets at a time. Whether you're an order selector, receiver, unloader, stocker, etc, understanding how to properly use and maintain these machines is key to improving efficiency and safety in any warehouse setting.
And back to that question of do I have to be certified. Yes, here in the states your employer is required to certify you on equipment operation. Check out the OSHA 29CFR1910.178 for specifics of that certification. You may have heard me get upset, and feel for people that have gone to a training facility that’s ran them through a 2 hour classroom portion of instruction and taken them out to a warehouse environment and demonstrated and observed them on a piece of equipment and given them a card or license that they’ve paid XXX number of dollars for. These men and women then carry these cards to an employment agency or a place of business only to find that they need experience to qualify for a position.
I won’t climb up on my soap box again, but it does remind me that we need to do another episode on how to become an EPJ or forklift operator when you have no experience and some actual short cuts that can be taken or quicker ways to get that experience to learn and perform safely.
Well, I’ve ran long today, and for that I apologize, but, well, I get to talking! Until next week, y’all be safe out there.
Welcome back to another episode of Warehouse and Operations as a Career. Today, I want to take a look at a topic that’s crucial to the success of any business. And it’s a tricky subject, because it comes with so many different angles and things to consider. Hang on, don’t roll your eyes when I say it. Ready, ok, here I go, today I want to expand on retention and reducing turnover in our warehouse operations.
It’s something that affects both employers and employees, and understanding the importance from both sides of the coin can lead to a more safe, stable, productive, and enjoyable work environment for everyone.
Turnover, which refers to the rate at which employees leave a company and are replaced by new hires, can cause significant disruptions in the warehouse. Retention, on the other hand, focuses on keeping those valuable employees around for the long term. When we think about retention, it's easy to see it as an employer’s concern, but employees also have a stake in this. There are advantages for both sides when it comes to a stable, committed workforce, and that's what we’re going to explore today.
Let’s start with why retention is so critical from an employer’s perspective. If you’re running a warehouse, or even managing just a small department, you know the challenges turnover presents.
First off, the cost of turnover is immense. Every time someone leaves, the process to find, hire, and train a replacement can take weeks or even months. And during that time, productivity takes a hit. In the warehouse, where every shift counts, having a gap in staffing can throw off entire workflows. The costs don’t stop at just hiring a new person—there’s also a loss of productivity and experience that walks out the door.
Moreover, there’s the impact on operations. Warehouses thrive on routine, consistency, and efficiency. When someone leaves, the team needs to adjust, and that often means others taking on extra work until the new hire is up to speed. Not only does this affect daily productivity, but it can also lead to mistakes, accidents, and disruptions in the receiving and shipping processes.
Another factor is the companys reputation. Warehouses with high turnover rates quickly get a reputation as being tough places to work. In an industry where word of mouth travels fast, this can make it harder to attract top talent. And don’t forget about social media and reviews. Employees want to work where they feel valued, and if the workforce is constantly struggling, it sends the message that something’s not right. A strong retention rate, on the other hand, indicates a healthy work environment.
So, how can employers combat high turnover? Competitive wages and benefits are a great place to start. Although pay is not always our only consideration. In today’s labor market, employees are looking for stability, not just in their paycheck, but in health benefits, retirement plans, and even perks like paid time off. Offering career development opportunities through training programs is another effective strategy. Employees who feel they can grow within the company are more likely to stay. Promoting from within is huge for that growth.
Finally, building a positive company culture cannot be overstated. Recognizing employees for their hard work, offering support during tough times, and fostering a collaborative environment all contribute to retention. A simple "thank you" or a shout out of a job well done can go a long way in keeping employees engaged.
I’ve always tried acknowledging my associates birthdays, meeting them at shift starts or by the timeclock, and saying happy birthday can go along way!.
Now let’s switch gears and look at why retention is just as important for employees. When you stick with a job for the long term, you get a chance to grow your career. In the warehouse industry, experience is invaluable. Forklift operators, order pickers, and supervisors all need time to master the ins and outs of their roles, tasks, and duties. Staying in one place allows you to become an expert in your position and opens the door to promotions and pay raises down the line. Learning those positions that touch ours can make us most valuable.
Job stability is another big advantage. Knowing that you have a steady income and job security provides peace of mind, which is not something to take lightly in today’s uncertain economic environment. Job hopping can lead to gaps in employment, which can make it harder to land long-term, stable positions.
As an employee, building experience with a single company can also make you more attractive to future employers. Having a solid work history shows that you’re dependable and committed to traits that are highly sought after in the distribution, manufacturing, and production fields. If you’re always changing jobs, potential employers might wonder why you haven’t found a place to settle.
But beyond the financial aspects, retention also plays a role in workplace satisfaction. A good work environment—where you feel safe, supported, and heard—makes a big difference. When you’ve been with a company for a while, you build relationships with your coworkers, and that camaraderie can make even the hardest days more manageable. Safety protocols, good communication, and employee recognition all contribute to making a job worth staying in.
Reducing turnover and increasing retention requires a collaborative effort between employers and employees. For employers, open communication is key. Creating a feedback loop where employees feel comfortable voicing concerns and offering suggestions helps catch small issues before they grow into reasons for quitting. Similarly, training and development programs allow employees to continuously improve their skills, which benefits both them and the company.
From an employee’s perspective, being open to feedback and taking advantage of the opportunities for growth provided by the employer can lead to a more fulfilling career. Work-life balance is another area where both parties need to cooperate. Offering flexible schedules, accommodating personal time off, and supporting employees' well-being can reduce burnout, which is a common cause of turnover. Again, only open communication can get us to where we need to be.
Lastly, creating a sense of purpose within the warehouse is crucial. Employees who feel that their work is meaningful and aligns with the company’s goals are more likely to stay. It’s about more than just moving boxes or driving forklifts—it’s about being part of something bigger. Being able to grow, and belong.
Retention isn’t just an employer's responsibility, nor is it just up to the employee to stay put. Employers need to invest in their workforce, and employees need to invest in their own career growth. When both parties come together with a shared goal of long-term success, everyone benefits. A stable workforce creates a more efficient and productive warehouse, and for employees, staying invested in their career can lead to greater financial security, personal growth, and job satisfaction.
Thank you for joining us again today! Send us a message at host@warehouseandoperationsasacareer.com with any questions and comments. We’ll make sure and get an answer back to you! Remember, whether you’re an employer or an employee, creating a positive, stable work environment starts with each of us working together. Until next week, stay safe and keep striving for excellence in your operations.
Thanks for stopping in again, I’m Marty with Warehouse and Operations as a Career, as you know, where we talk about warehouse, transportation, and our light industrial careers. Anything and everything to do with the manufacturing, production, and distribution worlds as they relate to us as warehouse men and women.
I was thinking about stalled careers this week. How and, I guess I mean more like Why does it seem like we quit moving forward in our professional lives?
I’m not talking about the person that loves what they do, the people that are not wanting to or looking to move or advance through the system. You’ve heard me mention a hundred times that being great at a task or job is absolutely fine. If you love your job, are the best of the best at it, and it provides you the finances, rewards and happiness you work for that is great. However, if you’re looking to move from position to position, accepting more duties and more responsibilities, and find ourselves, or believe that we’re stuck somehow, well, what causes that?
Today I’d like to talk about a word that came up a couple of times this week.
I want to talk about complacency.
It's something we all face at some point, especially when we've been doing the same task day in and day out. As warehouse associates, whether we're forklift operators, order selectors, packers, pickers, loaders, or unloaders, it's easy to fall into the trap of routine. We get comfortable with our roles, and before we know it, we're going through the motions without thinking twice. While this might seem harmless at first, complacency can have real and dangerous consequences, not only for our safety but also for our efficiency and professional growth.
Today, I want to dive into why complacency is such a critical issue in warehouse operations and, more importantly, how we can combat it. By staying sharp, engaged, and alert, we can ensure we remain focused on our positions and protect both ourselves and our team from preventable mistakes. Not just mistakes with the task but mistakes with our careers!
A few things I thought of where complacency can get in our way.
One of my bullet points, and the most important one are safety hazards we can create by being complacent.
We’d all agree, first and foremost, safety is our number one priority in any warehouse. Yet, complacency often strikes hardest in this area. When we’ve done the same task a thousand times, it's easy to skip over important safety measures. We start thinking, "I’ve done this a hundred times; nothing bad is going to happen." But that’s exactly when accidents occur. When we stop paying attention to the little things, the consequences can be huge.
Take the forklift operator task. Every shift, were supposed to inspect our equipment. Check the tires, the hydraulics, the battery, the propane lines, the mask etc. But what happens when we get comfortable? Maybe we skip that pre-shift inspection. Maybe we assume that everything is fine because it was working yesterday. The problem with this thought process is that equipment can fail unexpectedly, and when it does, it could cause serious injury or even death.
Imagine this: a forklift operator doesn’t notice a small hydraulic leak because they didn’t inspect the equipment. Halfway through their shift, the leak gets worse, and suddenly the forklift loses power while lifting a heavy load. That load comes crashing down, potentially hurting someone on the ground, damaging products, and even causing costly downtime.
This example illustrates how complacency can turn a minor oversight into a major safety hazard. It’s not just about forklift operators either. For unloaders, failing to properly stack items can cause those items to fall. For pickers, failing to be aware of your surroundings can lead to collisions with other associates or equipment. Complacency in any role leads to unsafe behaviors, and unsafe behaviors lead to accidents.
When complacency creeps in, it’s not just safety that can suffer. Efficiency and Productivity can take a hit too. Warehouse operations are all about safety, speed and accuracy. Orders need to be picked quickly, packed securely, and shipped out on time. But when we stop caring as much, when we go on autopilot, mistakes start to happen.
Let’s take order selectors as an example. We’re responsible for picking the right items for each order, and accuracy is key. But after a while, we might start to get too comfortable. Maybe we stop double-checking SKU numbers because we think we "know" where everything is. Suddenly, we’re picking the wrong items, which means those orders need to be returned and reshipped. In our world that’s called a misship. That costs time, and in a fast-paced environment like a warehouse, time is money.
In addition to accuracy, speed can also be impacted. When we are complacent, we might move slower, not because we’re tired, but because we’re simply not engaged in the task. We might take extra breaks or stretch out tasks longer than necessary. Over time, we’ll see a dip in our overall productivity. Even if we’re on piece pay or productivity pay. It just happens.
Now, let’s talk about how complacency affects more than just the day-to-day operations. It can also stunt our career growth. In any warehouse, there's always an opportunity to move up, whether that’s into a supervisory role, learning a new piece of equipment, or gaining certifications. But if we’re too comfortable in our current role, we might miss those opportunities.
Consider this: you’re an experienced order selector. You’ve been with the company for a few years, and you know your job inside and out. But now, there’s a new inventory management system being introduced. You’re comfortable with the old system, so you decide not to put much effort into learning the new one. You think, "I’ll get by with what I already know." Meanwhile, other associates who embrace the new system are the ones who get noticed by management. They’re the ones who get promoted or given more responsibility. Suddenly, your complacency has limited your growth.
It’s important to recognize that warehouse technology and processes are constantly evolving, especially in today’s environments. If you are not willing to adapt and learn new things, you risk becoming obsolete in your position! Staying relevant is about more than just doing your job well today—it’s about positioning yourself for success tomorrow. Being THAT employee if you will.
So, how can we fight against complacency? Here are some tips given to me, a few things I do to keep me in check.
One of the easiest ways to prevent complacency is through self-assessment. Take time every week, or even every day, to evaluate your performance. Ask yourself: "Am I still following all the safety procedures?" "Have I been cutting corners?" "Am I doing the best I can?"
Being honest with ourselves is key here. If you notice that you’ve been slacking off or falling into bad habits, make a conscious effort to correct those behaviors. Self-awareness is the first step toward staying engaged and preventing complacency from creeping in.
Another great way I work at staying sharp is through ongoing training. Attend safety refresher courses, participate in new training programs, and always be willing to learn. The more knowledge and skills you have, the more engaged you’ll be in your work.
I think cross-training is also an excellent way to combat complacency. If you’ve been doing the same job for a long time, it can start to feel repetitive. Learning a new task—whether it’s operating a different piece of equipment or moving to a different area of the warehouse—can break that monotony and keep us mentally interested. Plus, being cross-trained makes us more valuable to the company and opens up more opportunities for advancement.
Another point is goal setting, you all know how I feel about goals and planning! Goal-setting is a powerful tool for staying motivated. When you have something to work toward, you’re less likely to fall into complacency. Set daily, weekly, or monthly goals for yourself. Maybe you want to improve your picking speed without sacrificing accuracy. Or perhaps you want to learn a new skill by the end of the quarter. Whatever your goals are, make sure they’re challenging yet achievable. The key, for me anyway, is to stay focused on continuous improvement.
Another thing I think is important is that communication word. Don’t be afraid to communicate with your supervisor or team if you’re feeling stuck or complacent. Sometimes, it’s easy to fall into a routine without realizing it, and talking about it can help. Ask for feedback on your performance, or discuss new challenges or responsibilities that you can take on. Supervisors appreciate when associates take the initiative to grow in their roles. It makes their jobs easier!
What else do I have here, lets go back to safety for a minute. Safety meetings might seem unnecessary, but they’re an excellent way to keep safety at the forefront of our mind. When safety becomes routine, it’s easy to overlook it. Random safety audits or drills keep everyone on their toes and ensure that procedures are followed at all times. These drills can simulate real-life situations, like an equipment malfunction or an emergency evacuation, helping everyone stay prepared for the unexpected.
Maintaining our equipment wraps right in with safety. We’ve talked about forklift inspections, but this applies to all equipment. Regular maintenance should never be skipped, no matter how small the issue might seem. Over time, small issues can become big problems, and neglecting equipment and machine maintenance is a prime example of complacency. Always follow the maintenance schedule and report any issues immediately.
Another thing real quick, I have to recognize the warning signs of slipping into routines every week! If you notice that you’re zoning out, multitasking too much, or just going through the motions, that’s a clear sign of complacency. One strategy to stay engaged is practicing mindfulness. Being fully present in your work helps you stay focused and prevents your mind from wandering.
When you actively combat complacency, the benefits are immense. Not only are you keeping yourself and your coworkers safe, but you’re also setting yourself up for long-term success. By staying engaged and relevant in your role, you’re more likely to be noticed for promotions and additional responsibilities. Management always looks for employees who are proactive, adaptable, and committed to and showing continuous improvement.
Additionally, striving for a culture of engagement contributes to a positive work environment. When everyone is committed to doing their best and looking out for each other, the entire team benefits. Productivity increases, morale improves, and the company as a whole becomes more successful.
Finally, and for me anyway, staying engaged in your work brings a sense of personal satisfaction. When you know you’re doing your best and contributing to the success of the team, you feel a sense of accomplishment. That pride in your work helps keep you motivated over time and prevents burnout.
Complacency is something that we all have to watch out for in the warehouse. It’s easy to become comfortable in our roles, but that comfort can lead to dangerous safety hazards, decreased efficiency, and stunted professional growth. By staying alert, setting goals, continuing to learn, and communicating with our teams, we can combat complacency and ensure that we remain relevant in our positions and safe in our work environments. Remember, your career and your safety are worth the effort—so stay sharp, stay engaged, and keep pushing yourself to improve every day.
I’ll climb down from my soapbox now! If you have any questions on todays topics or suggestions for future topics send us a message to host@warehouseandoperationsasacareer.com and we’ll try and get them answered.
Be safe out there and I hope you’ll stop in again next week.
Imagine this: You're at work, it's been a long day, and suddenly, a colleague makes a snide comment that hits you in just the wrong way. You've been holding in frustration for weeks, and this one comment feels like the last straw. You lash out, words are exchanged, and before you know it, the situation has escalated beyond control. What started as a verbal altercation now turns physical, and in a moment of anger, everything changes.
Hi all! I’m Marty with Warehouse and Operations as a Career, and today I’d like to talk about workplace violence—how a single moment of anger can not only impact your career but can have lasting effects on your personal life, your future, and the well-being of your family. We’ll explore the far-reaching consequences of assault and discuss the vital importance of de-escalation and reporting incidents of bullying or violence in the workplace."
A few weeks ago I was speaking with a few associates at a large production facility, they were a bit shocked that a recent event, a small pushing scuffle was how they were describing it, had stirred up such a fuss with the management team.
In our industry we’ve learned, and I hope throughout life that we’ve learned, it's never ok to lay hands on another person, even touch another person, for any reason, in a harmful way at school or work. And you can put a period at the end of that sentence.
We got to talking about what can happen and how serious are those consequences. So lets talk about a few of them.
-
Career Impact: A violent incident at work can have immediate and devastating effects on our careers. Employers are increasingly vigilant about workplace behavior, and a record of violence can make it difficult, if not impossible, to find new employment. A physical confrontation can lead to immediate termination. Even if legal charges aren’t filed, your reputation can be irreparably damaged, making it challenging to rebuild your career. Employers want to ensure a safe working environment, and hiring someone with a history of violence is a risk most may not be willing to take.
-
Personal and Family Costs: The impact doesn’t stop at work. The personal toll of such incidents can be immense. Legal fees, court dates, and possibly even jail time can strain your finances and relationships. The emotional stress can ripple through your family, causing tension and fear. Children and spouses may struggle with the stigma and stress of having a family member involved in a violent incident. Relationships can suffer, and the stability of your home life may be jeopardized.
-
Legal Ramifications: The legal consequences of workplace violence are severe. Depending on the nature of the incident, you could be facing charges that range from assault to harassment. A conviction can lead to fines, probation, or even imprisonment. In addition to criminal penalties, you may also face civil lawsuits from the victim, which can lead to financial ruin. These legal battles can drag on for years, keeping the incident fresh in your mind and in the public record, following you wherever you go. Following you for life!
We all get it, our work environment can be fast paced, it may be hot and it may be cold. We may have production numbers we’re responsible for hitting, our pay may even be based on quantities and those numbers. Even in a slower paced environment we can find that talk is cheap, sometimes people like to gossip amongst themselves and in their little groups.
But we know ourselves and yes, we are responsible for our own actions! Here are a few tips I’ve been given over the years.
-
Recognizing Stress and Triggers: Understanding the triggers that lead to anger is the first step in managing it. Workplace stress is inevitable—tight deadlines, difficult coworkers, or challenging tasks can all contribute to our frustration. It’s important to recognize when these stresses are starting to build up within us. Are there certain situations or people that consistently raise your stress levels? Are you feeling overwhelmed or undervalued? Identifying these triggers can help you address the root cause before it escalates and becomes more than we can handle.
-
Techniques for Managing Anger: Once you’re aware of your triggers, it’s crucial to have thoughts or plans in place to manage that anger. Simple techniques like deep breathing can help calm my nerves. When you feel your anger rising, try taking a deep breath and counting to ten in your head before responding. If possible, remove yourself from the situation, even if it’s just for a few minutes. Step outside, get some fresh air, and clear your head. Talking to someone—a trusted colleague, a supervisor, or even HR—can also provide a release for your emotions and help you gain perspective and keep your job.
-
The Power of Walking Away: One of the most effective ways to de-escalate a situation is simply to walk away. It might feel counterintuitive, especially if you feel wronged or disrespected, but walking away is a powerful statement of self-control. It’s not about letting the other person 'win'—it’s about protecting your own future. Walking away can diffuse tension and give you time to calm down and think more clearly. Remember, it takes more strength to step back from a confrontation than to engage in one. Yep, that’s hard sometimes but it’s a must in such situations.
-
If walking away isn’t immediately possible, verbal de-escalation can be a valuable tool. Start by lowering your voice and speaking calmly. Acknowledge the other person’s feelings without necessarily agreeing with them: 'I can see you’re upset, let’s talk about this in a bit or later. This can help reduce their aggression and shift the conversation from conflict to resolution. Avoid accusatory language, and instead use 'I' statements to express how you feel: 'I feel frustrated when... rather than 'You always...
-
And remember how non-verbal cues can play a huge role in de-escalating conflicts. Keep your body language open and non-threatening—no crossed arms, no glaring. Maintain eye contact, but don’t stare aggressively. A relaxed posture can help signal that you’re not looking for a fight. Even your tone of voice and facial expressions can influence the outcome of a confrontation. Staying calm and composed can encourage the other person to mirror your behavior.
It may seem like we’re backing down or whatever you want to call it. It’s really using common sense and not letting a 2- or 3-minute confrontation define us for the rest of our lives. And I mean a possibility to properly provide for ourselves and our families for the rest of our lives.
For some reason reporting such events seem to bother us. Its not ratting out someone or telling on them. Its part of the responsibilities we carry with us in the workplace.
-
Why Reporting is Crucial: "Those incidents of bullying, verbal assaults, or physical confrontations can never be ignored. Reporting these incidents is not only about protecting yourself, but also about maintaining a safe work environment for everyone. Too often, people stay silent because they fear retaliation or because they don’t want to be seen as a troublemaker. But unreported incidents can escalate, leading to more serious confrontations. By reporting, you’re helping to prevent future violence and creating a culture where safety and respect are prioritized. Even if you’re a witness to such, it’s your responsibility to report it as well. We should help look out for our peers’ jobs and wellbeing as well.
-
A safe workplace is one where employees feel comfortable speaking up about issues before they turn into major problems. We have to encourage an environment of open communication where everyone knows that their concerns will be taken seriously. And our Employers should provide clear policies and procedures for reporting incidents, and employees should be educated on how to use these resources. When everyone is committed to creating a safe environment, the risk of violence is significantly reduced.
Workplace violence is not just a momentary lapse in judgment—it’s an action that can have severe, long-lasting consequences. From damaging your career and personal life to facing legal ramifications, the cost is far too high. But these situations can be avoided. By understanding your triggers, managing your anger, and using de-escalation techniques, you can protect your future. And remember, if you witness or experience bullying or violence, reporting it is our responsibility to maintaining a safe work environment for the entire team.
In the end, we all have a choice. We can let anger take control, or we can choose to walk away and keep our careers, our families, and our futures intact. Let’s choose to get along, let’s choose safety, and let’s make sure that our workplaces are environments where everyone feels respected and protected.
We’ll I think we’ll end on that point! I’d like to hear any thoughts you may have on todays topic. Email me, host@warehouseandoperationsasacareer.com and share those thoughts!
Until next week, let's all have fun, be productive, and be safe at it!
Welcome back to another episode of Warehouse and Operations as a Career! I’m Marty, and today, we're diving into two, of the many many, responsibilities that every warehouse and operations associate must understand and accept. Whether you’re a seasoned worker or just starting out, understanding and owning these responsibilities can make a world of difference in your career. We’re talking about Safety and the Timeclock—two areas that are important for the smooth operation of any warehouse or facility.
Let’s kick things off with Safety, a topic that should always be at the forefront of our minds. Safety isn’t just a set of rules or guidelines handed down by management—it's a fundamental responsibility that every employee must take seriously. In a warehouse environment, where the pace is fast and the stakes are high, overlooking safety can have dire consequences for the company and our teammates as well as ourselves.
Safety is everyone’s responsibility, from the top of the organization down to that new boot that started today. It’s not just about protecting yourself; it’s about looking out for your coworkers too. When everyone is focused on safety, the whole team benefits. But why exactly is safety such a shared responsibility? I think it has to be a culture within ourselves and a culture of our group. I do have 4 thoughts though.
-
Collective Well-being: In a warehouse, everyone’s actions impact everyone else. One person’s mistake can lead to accidents that affect multiple people. For example, if the unloader or lumper does not properly stack the pallet he or she is creating, you know, leaving cases hanging over to far or not locking the cases in utilizing the proper ti and hi but rather column stacks the freight or even builds the pallet on a bad or broken wood with bad runners or planks and stages it for the receiver to tag, the runner to run to the aisles and then the forklift operator to rack it, and no one catches the error, well, we could be looking at a near miss opportunity or even a serious accident should cases fall or the pallet breaks. When each employee is focused on safety, the entire workplace becomes safer.
-
Efficiency and Productivity: A safe workplace is an efficient workplace. Incidents and accidents lead to downtime, which in turn affects productivity. By adhering to safety protocols, employees ensure that operations run smoothly, without unnecessary interruptions due to near misses, injuries or accidents.
-
Legal and Financial Repercussions: Safety violations can result in serious legal and financial consequences for both the company and the employees involved. By taking personal responsibility for safety, employees help avoid costly fines, lawsuits, and lost time. We’ve all been trained, and we must follow and abide by that training. Our foremost daily goal has to be for our team and each of us to return home as we left for our loved ones.
-
Moral Responsibility: Beyond the legal and financial aspects, there’s a moral responsibility to ensure that everyone goes home safely at the end of the day. No job is worth putting your health or life at risk, and no one should have to worry about being injured at work. One second, one bad decision, can change a life.
So, how can you, as an employee, prioritize safety in your daily tasks? Here are a few key practices:
- Follow Established Procedures: Always follow the safety protocols and procedures that have been put in place. These are designed to protect you and your coworkers.
- Use the Right Equipment: Make sure you’re using the correct equipment for the job and that it’s in good working order. Think pre trip here. Don’t take shortcuts by using tools or machines that aren’t appropriate for the task at hand. And I want to reiterate that we as professional warehouse persons know not to ever, and will not ever, get on a piece of powered equipment or use a machine or tool that we have not been trained on and certified to operate.
- Stay Aware of Your Surroundings: Always be aware of what’s happening around you. Pay attention to potential hazards, and don’t hesitate to address them or report them to your supervisor. Remember the old saying look before moving the first inch.
- Communicate: If you see something unsafe, speak up. Whether it’s a spill that needs cleaning or a machine that isn’t functioning properly, your voice could prevent an accident. Sometimes I hear, usually after an incident, that so and so was driving to fast all day or so and so didn’t know what he or she was doing, yet, when asked why nothing was said, you hear, well, I didn’t want to snitch or rat on them or well, they were trying I guess. Please, if you have a thought or are concerned about something, say it, and say it loudly. It is our responsibility as a team member.
Safety is drilled into us at the point of hire, every day during our training and at our daily shift startup meetings, yet some associates seem to think of time or productivity, or just our thoughts of outside of work issues like family, sports, or worries, draw from our focus while on the job. Please stay focused on the task at hand. Safety is our number one priority.
OK, I could talk about our responsibilities with safety for an hour but moving on!
Now let’s talk about another responsibility that might seem straightforward but is incredibly important: Our responsibility with the timeclock. Punching in and out might seem like a routine task, but it plays an important role in the operation of the warehouse, the accuracy of payroll, which is our pay, and even legal compliance.
Why does everyone in management throw such a fit regarding the timeclock you may ask. Well, here’s 4 reasons I came up with off the top of my head!
-
Accuracy in Payroll: The timeclock is the tool used to track our hours worked, which directly affects payroll. If we don’t punch in and out correctly, it can lead to discrepancies in pay. This can cause frustration, disputes, and unnecessary delays in getting us paid accurately. I know one managers thoughts are that if we can’t handle properly punching in and out on the clock then how can he feel assured that we can properly complete the task he assigns us. He kind of has a point! Anyway where’s my next point, let me see.
-
Legal Compliance: Timeclock records are often considered legal documents. They can be used in audits or legal proceedings to verify hours worked. Inaccuracies, whether intentional or accidental, can lead to serious consequences, including fines for the company or legal action against individuals.
-
Management’s Time: When employees forget to punch in or out, it creates additional work for managers. They have to spend time tracking down the missing information, making corrections, and ensuring everything aligns correctly with the payroll system. This not only takes time away from their other responsibilities but can also lead to errors in the correction process. Payroll systems is like anything else, the more hands in it or the more times its touched is more opportunities for human errors!
-
Fairness and Accountability: Proper timeclock management ensures that everyone is treated fairly. It prevents situations where some employees may be unintentionally working more hours than they’re compensated for, or others may be underreporting their hours. Accurate timekeeping is a matter of fairness and accountability for everyone on the team. Again, its our responsibility.
Here are 4 best practices that were giving to me like 20 years ago by a payroll supervisor I had way too much interaction with every Monday each week. She turned out to be one of my many mentors.
- Be Consistent: Always punch in and out at the beginning and end of your shift and in and out for lunch. And remember at breaks as well if you’re required to do so.
- Double-Check: After you punch in or out, take a moment to verify that your entry was recorded correctly. Many systems will give you a confirmation—make sure you see it before you walk away.
- Report Issues Immediately: and this is an important one, we’re human but If you forget to punch in or out, or if you notice an error, report it to your supervisor as soon as possible. The sooner it’s addressed, the easier it will be to correct.
- Understand the System: Make sure you’re familiar with the timeclock system your workplace uses. Whether it’s a physical clock, a digital system, or even an app, know how to use it correctly.
Again, its our responsibility!
Safety and the Timeclock may seem like basic responsibilities, but they are foundational to the success of any warehouse operation. By taking these responsibilities seriously, you contribute not only to your own well-being and career success but also to the overall efficiency and safety of your workplace. Remember, in the world of warehouse and operations, every action you take has a ripple effect—make sure your impact is a positive one.
I want to Thank each of you for tuning in today, send us any comments and or topic suggestions to host@warehouseandoperationsasacareer.com and we’ll get you some answers or information. Until next time, stay safe, and keep those time clocks accurate!
Welcome to another episode of Warehouse and Operations as a Career, where we explore the unsung heroes who keep our industries running smoothly. I'm Marty, and today we're diving into the world of general labor tasks in the warehouse and light industrial industry.
Warehouses and light industrial facilities are really the backbone of countless industries. From manufacturing, production and distribution, these environments are where the magic happens—where products are made, stored, and shipped to their final destinations. But what exactly goes into the daily tasks of a general laborer in these settings? And there's literally thousands of answers. What challenges do they face, and what skills are crucial for success?
So why does the term G/L turn so many people off? This week I heard a hiring agent offer a gentleman a position, used the term general labor, and the individual stated they did not do G/L work. They had applied for a material handler position, the task was defined and listed as unloading apparel from boxes, inspecting as q/c or quality control, remove misprinted tagging, fold, and place in another box to be palletized and stored until needed to ship out. No warehouse equipment usage, machine, nor scanning or anything.
General labor task are hard to define in todays world. Agency recruiters, like staffing groups, seem to use the term when little to no training is involved or needed past like the first day of employment. I like to think the term means and welcomes a new boot to our industry! I mean for all our “get your foot in the door tasks” that can lead us to the more skilled positions, more money, and those long term careers that many of us are working for. And I’d like to throw in here that there is nothing wrong with just working at a job, sometimes careers or long term vision isen’t necessary or not a life being chased. And that's ok.
So I wanted to ask a pro and I emailed a light industrial recruiter and asked them to define General Labor tasks or positions to me. Here is what I got back. In a warehouse or light industrial setting, general labor refers to a broad range of tasks that keep the operation running smoothly. These tasks can vary widely depending on the industry, the size of the facility, and the specific needs of the employer. However, there are some common duties that most general laborers can expect to perform.
First and foremost, general laborers are often responsible for material handling. This involves the movement, storage, and control of materials and products throughout the warehouse. It can include tasks like loading and unloading trucks, moving products to and from storage areas, and ensuring that inventory is properly organized and accessible.
In addition to material handling, general laborers may be tasked with assembly or production work. In light industrial settings, this could involve assembling products or components, operating machinery, or assisting in the production process. While these tasks might not require specialized skills or training, they do demand attention to detail and a commitment to quality.
Another key responsibility is order picking and packing. As e-commerce continues to grow, the demand for efficient order fulfillment has skyrocketed. General laborers play a crucial role in this process by locating products within the warehouse, packing them securely, and preparing them for shipment. Speed and accuracy are essential here, as mistakes can lead to delays and dissatisfied customers.
Last week we talked about AI in our industry, I just read what I figure was 80% written by AI! However the recruiter did hit on a few points I’d like to explore a bit further.
Of course, none of these tasks would be possible without a focus on safety. Warehouses and industrial facilities can be hazardous environments, with potential risks ranging from heavy machinery to hazardous materials. General laborers must be trained in proper safety protocols and wear appropriate personal protective equipment (PPE) at all times. This not only protects them but also ensures a safe working environment for everyone.
I lost my place, ok,Now that we've covered the core tasks, let's talk about some of the challenges that general laborers face in these roles. One of the most significant challenges is the physical demand of the job. General labor tasks often require lifting, carrying, and moving heavy objects, sometimes for extended periods. This can lead to fatigue, muscle strain, and, if not done correctly, injuries.
To reduce these risks, it's crucial to use proper lifting techniques and to know your limits. Employers should also provide training on ergonomics and encourage workers to take breaks when needed. After all, a healthy worker is a productive worker.
Another challenge is the repetitive nature of many tasks. Whether it's assembling products on a production line or picking items from shelves, repetition can lead to both physical and mental fatigue. This is where mindfulness and focus come into play. Taking short breaks, stretching, and staying hydrated can help manage the physical strain, while staying mentally engaged in the task at hand can prevent boredom and mistakes.
Efficiency is another critical aspect of general labor work. In a fast-paced environment like a warehouse, time is money. We’re often expected to complete tasks quickly without sacrificing accuracy or safety. This can be stressful, especially when deadlines are tight, or there are unexpected changes in the workload.
To excel in these environments, general laborers need to develop strong time management skills and learn to prioritize tasks effectively. It also helps to be adaptable as things can change quickly in a warehouse, and the ability to pivot and adjust to new priorities is important.
Technology is also playing an increasingly important role in the warehouse and light industrial industries. Automation, robotics, and advanced inventory management systems are transforming how tasks are performed, making some processes faster and more efficient. For general laborers, this means learning to work alongside these technologies and understanding how to leverage them to improve performance. We talked about this last week, remember where I said learn, learn, learn!
For example, barcode scanners and RFID technology have changed inventory management, allowing workers to track products in real time and reduce errors. Oh yeah, and those automated guided vehicles (AGVs) we spoke about can transport materials around the warehouse, reducing the physical burden on workers and increasing efficiency.
However, with the rise of technology also comes the need for new skills. While general labor tasks traditionally required little formal education or training, today's workers need to be comfortable with technology and willing to learn new systems. This could involve everything from using a tablet to track inventory to operating complex machinery on the production floor.
So, what does it take to succeed as a general laborer in a warehouse or light industrial setting? A few thoughts, and I’d like to hear about yours as well:
-
Reliability: Show up on time, ready to work, and consistently meet or exceed expectations.
-
Attention to Detail: Small mistakes can lead to big problems, so it's important to be thorough and precise in your work.
-
Physical Stamina: The ability to perform physically demanding tasks over long periods is essential.
-
Adaptability: Be prepared to take on new tasks or adjust to changes in the workflow as needed.
-
And in my opinion, the most important personal asset is A Positive Attitude: A good attitude can make a tough job easier and is often appreciated by both coworkers and supervisors.
For those considering a career in this field, it's also worth noting that there are a lot of opportunities for growth. Many supervisors and managers in warehouses and industrial settings started out in general labor roles. By gaining experience, developing new skills, and demonstrating leadership abilities, you can advance to higher-paying positions with more responsibility.
That last comment reminds me of an email I received this week. A long time listener, A gentleman from PA wrote to let me know he, through hard work, learning, and obtaining several certifications, had achieved one of his goals he’d been working on. He is now a warehouse receiving manager, preparing for his next steps as director and then a v.p. position. And you know what, he’s going to achieve all his goals. Maybe we can schedule him to visit with us in the near future and walk us through his plan, how he put it together, and where he plans to go within our industry!
That wraps up today's episode on general labor tasks in the warehouse and light industrial industry. Whether you're already working in the field or thinking about getting started, I hope we’ve given you some valuable insights into what the job entails and how you can succeed.
If you enjoyed this episode, be sure to subscribe to Warehouse and Operations as a Career and leave us a review. And as always, if you have any questions or topics you'd like us to cover in future episodes, feel free to reach out at host@warehouseandoperationsasacareer.com Until next time, keep working hard and stay safe out there.
It seems, to me anyway, that people are just talking to hear themselves talk sometimes. And I know that’s not the case. I’ve heard so many reasons why people didn’t get hired for a position, and why so and so received a new promotion, why a job pays so little or why a job pays so much. Even opinions on what a job should pay. And a lot of people commenting on background friendly jobs, or lack thereof. And one of my favorites, I was fired because, a fill in the blank comment. Every time I think I’ve heard every reason someone states why they were fired, I’m surprised with a new reason. And all the comments on how AI and robots are going to take all of our jobs away, that’s a good one! I’m Marty and today here on Warehouse and Operations as a Career I wanted to explain some of these myths, which are really just opinions of others, and share a few of my opinions, which are based on my own experiences and facts from the industry!
So lets just dive in and start with a great example of why applicant A didn’t get hired for a position and a person that came in at the same time, applicant B, did. Both were there for the same fork lift position, a counterbalance forklift. Both applicants had answered an ad on one of the major job boards and uploaded their resume and answered the few qualifying questions pretty well.
Applicant A was invited back to interview with a hiring agent. The recruiter was going through the resume, asking questions, the regular type of questions like, why did you leave this or that company, tell me about your day on the receiving dock, was you hauling or racking freight most of your day, how did you feel about your immediate supervisor, did you feel there was growth opportunities etc, y’all know the drill!
Ok, Applicant A, did not have a copy of the resume with them, the recruiter wasn’t sure applicant A even remembered what was written on the resume. The recruiter felt like they had to give leading questions just to get answers. The interview lasted only 15ish minutes. Applicant A didn’t ask any questions, and no thank you as the recruiter thanked them for coming in and expressed they would reach out should they decide to extend an offer.
Now Applicant B was called back for their interview. Applicant B had their resume in their hand. They we’re asked all the same questions and presented answers. This applicant actually had a few short experiences at several places, however, they had and shared, an explanation for each. By the way, this applicant was wearing their steeltoe footwear. The interview lasted 35 or so minutes. Applicant was on-boarded, hired, and given a date to go take their PIT class.
As a side note, Applicant A came in a few weeks later asking to see another recruiter, stating his first one didn’t like them.
Its all about being prepared. If you’re a long time listener you’ll remember from our visits with recruiters the importance of selling yourself, asking questions, showing interest. Applicant B got the job even though their work history wasent as consistent as applicant A.
Its just like when we see a position on a Facebook job board and they give us a phone number, an email address, and maybe a physical address to go apply yet we comment with the word interested.
The recruiter was indifferent between the two candidates, one stood out, had nothing to do with liking either.
Moving on, lets talk about Why I didn’t get the promotion. Worker A had been at the facility for 16 months. They were in the top 3 productivity wise. Worker B had been with them for almost 8 months and was about 12th on the cases per hour sheet.
Worker B came in every day anywhere from 10 to 15 minutes early. Looking at the attendance record, they had missed 2 days, both scheduled, in that 8 months. Worker B had had several fly by visits with the Supervisor, maybe it was the manager I think, regarding how he wanted to do other things someday.
Worker A came in a little early or right on time most days, however they’d been tardy 18 times and called in 11 times in 16 their 16 months.
I’m not sure how they found out there was a lead position opening, maybe someone was being promoted or leaving, any how, both stopped by and mentioned it to the Supervisor. I’m sure the supervisor visited with the manager and it was decided that Worker B would be a stronger associate to invest training in.
Yes, it not necessarily right that we’re judged on our past performances, but I believe we can all understand why the choice was made.
I cant stress enough how important being THAT employee is in our Careers.
Lets talk about AI, we’re all hearing how AI is going to take so many jobs. A great accountability partner of mine explained to me that AI is only going to take jobs from people that don’t know how to use AI. I won’t get on my learning soapbox today but, well, we have to learn, learn, and learn. Have an open mind and vision regarding where we want to be every 3 years or so.
Anyway, there are so many positions in our light industrial industry that can and will be affected by AI but I think, for now at least, the labor positions are safe for a bit!
And robots, OMG, yes, we are and will continue to see automated, to some degree, forklifts, palletjacks, sorter machines etc in the distribution world. However, they are 10’s of years away from presenting a worry to us. Again, it’ll be those that fight it and don’t learn to work within the technology that will be moving on. Think about the manufacturing and production plants. Machinery was introduced to them back in the industrial revolution back in the early 19th century. Think of the steam engine, and the flour mills, and more recently the CNC machines and assembly lines, pressworking operations, and yes AI. They all created positions to run them. Many of the positions just switched from the labor side to the operating, programing, and maintenance side.
Let me see, I think we have time for one or two more opinions!
Here’s one, and this is a serious one, its one I struggle with and quite frankly don’t agree with or understand. Like I said earlier, I don’t necessarily believe that our past is a contributing factor regarding employment but, nor should any of us expect companies or hiring agents to take our word for something. I’ve always wanted to show you what I can do.
We all see job boards, even Facebook job groups that have advertisements for positions that say drug screen and background check required. That could mean that there looking for a clean background or maybe the old 3 and 7 rule! Meaning nothing newer than 3 years since the last misdemeanor or 7 years since a conviction on a felony.
In many instances we may have to forgo that great paying job for now and work our way into it. I suggest to stay away from those post, not always but for now. Lets look for that good paying position in a smaller corporation, get our foot in the door, gain a few years of experience with what we’d like to be doing, and maybe growing within that company or building some time on a job. Then we can go back out into the market and we’ll have more to sell. Again, I want to mention being THAT employee. It’ll take us a long way.
And then, my personal favorite. They fired me. In my experience I’ve known less than a handful of people that’s been fired by a member of management. Now laid off or a reduction in the workforce is not what I’m talking about. I mean fired. To be fired by our supervisor, or manager, or the HR department for no reason, well, that could be just unlawful period. And as employees we have protections and recourses for such of course.
But what I hear 10 times a week across the nation is how associates have fired themselves. Serisouly, think about it. We took the job, we knew the start times, the end time, the shift hours and days, the job description, and all the expectations. And when we do not arrive on-time, or leave early, and don’t show up for each shift, maybe call in to often or tardy to much, or do the task our way vs the way we were trained. Well, so who fired us?
Of course we need time off occasionally and we may have to be late punching in once or twice or need to leave early, maybe even miss our production or productivity numbers a few times. I’m pretty certain we’re not going to be let go as long as those occurrences are the exception and not the rule for us.
As a matter of fact, we’ve probably been spoken to, coached or given a corrective action form if the management team notices or feels like a trend is developing.
If we, what do we want to call it, if we abuse or aren’t concerned with the rules and expectations, didn’t we actually fire ourselves?
The company and shift needs the headcount and productivity scheduled to get the jobs done. We’re in the bigs now, not the retail or food service industries. I like using the word professionals. That’s what we are correct!
I know some of those opinions are a little point blank, but aren’t they all true and factual? I guess it’s how you look at them. That’s why there called opinions, we all have them!
I want to thank you for taking to time to join us here at WAOC today and appreciate you. If you have any questions or would like to comment on any of the topics today you can reach out to our X and Facebook pages using @whseops or emailing us at warehouseandoperationsasacareer. Com.
If you haven’t subscribed yet, click those buttons so you’re notified of each new episode.
Be safe, others are waiting on us to get home each day!
Hello all, Marty T Hawkins with Warehouse and Operations as a Career the Podcast! Thanks for clicking into another episode, this just happens to be our 300th time to visit and talk about the industry I love, and am quite passionate about!
We’ve entertained many guests over the years, order selectors, driver helpers, forklift operators, pallet runners, over the road truck drivers, warehouse leads, supervisors, managers, staffing agency owners, CSHO’s and OSHA Out Reach Trainers, recruiters, Human Resource managers and we’ve had many roundtable discussions regarding our chosen industries, whether they be in manufacturing, production, or the distribution arenas, gosh, the range of topics goes on and on now that I’m thinking about it!
If you’ve ever taken away any thoughts from us here at WAOC I hope it’s that our jobs and careers is a long term commitment, we’re going to work for the rest of our lives with the objective of eventually walking away financially secure, propping our feet up on the front porch with a cold beverage in our hands with our better halves, the kids and grandkids hanging out with us!
You’ve heard me talk a lot about the importance of planning, goals, things to do and things not to do in the workplace! Probably too often and too many times! Those topics are on my mind today but I’m going to try and steer away from them, well, I may explore the edges a bit!
Anyway, It’s been a strange few months for WAOC. I’ve been doing a little traveling for business and working here in Dallas, Tx, visiting with applicants, recruiters, and what I most enjoy, speaking with the backbone of our industry, the men and women on the floor. Those performing the many different positions out there.
A subject that’s came up across 3 different states recently is workplace violence. I won’t go into the whole class on avoiding violence and its consequences, I mean its pretty much common sense, or you’d think so!
Are you seeing more aggravation or frustration at your facilities? Each recent occurrence I’ve heard about lately have been between individuals with less than 6 weeks on the job. Two gentlemen got into a fist fight over water being splashed onto them. It seems things escalated from simple horseplay with water bottles into one of the guys throwing a punch and the other reciprocating. As we all know, horseplaying in the warehouse never ends well. We’re at work, not a social event or backyard BBQ.
Another instance involved 3 men getting into a fight in the parking lot at break. All three lost their positions.
Here’s a good one. Seems that two women, packers that worked across from each other for like 5 weeks, all of a sudden, as the story goes, just started pushing each other around, ending up on the ground wrestling. Again, both losing their jobs.
Each investigation concluded that these spats grew to the breaking points over a few days or weeks. While conducting the investigations it was learned that others had seen and heard bickering between them, in one instance even threats were made. When asked why they hadn’t said anything it was brought up that they didn’t want to get involved, snitch or get anyone in trouble. People lost there jobs over silly comments, I’m not sure we help our friends when we’re thinking like that.
Each one of those ladies and gentlemen could have been charged with assault. An assault charge stays with you for life. I know, you may have been told that it’s a misdemeanor most of the time and that misdemeanors only stay with you for 3 years. Your hiring manager knows about it, for always. Have you ever been job searching and see comments like “background friendly” or BGF, or something about 2nd chances? Please think long term, work hard to get along. It’s our lives we could derail, not the ones that’s upset us!
Now I don’t necessarily agree with infractions growing up carrying so much weight within our careers, and companies may state that they don’t, but they can and do. DWI’s DUI’s, drug charges, theft, and any kind of assault or domestic violence charges are looked at. They can’t necessarily keep us from getting the job but if there’s 30 other applicants with clean records and the same or more experience with the task, well, you can see how that could turn out for us right?
Another thing I’m hearing more and more about recently is It’s not fair. There is nothing fair about working. We accept a job, know the task at hand, or hopefully asked about the job if it wasn’t explained to us before accepting it. We can’t be concerned about what others, especially in other departments, are doing. Now, I’m not talking about being mistreated by a supervisor, or being picked on by a manager, that’s something different and should be reported immediately to our HR or even higher up the chain if necessary. And it’s important to remember that it is our responsibility do report it, for ourselves and others.
Here's a good example I heard a few weeks ago. An individual, I think it was only like his 3rd job to apply for replied when asked why he had left company A. He stated that he couldn’t get along with his supervisor so he just didn’t go back in one day. The interviewer then asked about his stay with company B. The applicant stated that his manager wanted him to work to hard there. The interview never made it to the third question.
We’ve talked about how hard an interview is to complete, we’re nervous to begin with and yes, we should be, need to be honest, when answering every question, but we should think about how direct we answer those questions sometimes!
Oh, heres a good example. We should try not to be that new associate that knows more about doing the job than the supervisor and manager that’s been there for 7 years.
An order selector, on his 4th week, after being trained was ready to be turned lose on his own. He’d done great all throughout his training, following direction and learning the company’s SOP’s and selection procedures, he knew what the expectations were. Well, on the first night being left on his own, the trainer noticed he was doing things differently than he’d been shown. When spoken to about it he stated that this was how he used to do it at his last job, the one he was no longer with! A while later into the shift the supervisor witnessed him performing the task incorrectly and spoke with him about it. He received roughly the same answer. The supervisor asked if his trainer had explained their way of selecting and had he signed off on his expectations sheet. The associate said yes but that he felt that his way was better, quicker. The gentleman was walked out at the end of the day. It’s important we pick our battles. The company has rules and standard operation procedures for a reason, and most of the time we will not be privy as to how they came to be. Now, I feel, that its always ok to bring up our ideas, we may have a better way, but we should perform the task as asked until we have those discussions.
I’ve digressed! I’ve got to get back to my bullet points here lol. Where was I?
OK, one thing I wanted to point out is job hopping. Many times, we can increase our payrate each time we change positions, and that shouldn’t be a bad thing. However, when a hiring agent sees we’ve had 5 jobs at different companies in 7 years, they don’t know that we improved, or felt like we had improved our career with each hop. Always make sure, even with such a positive move, that, 1, we explain why we changed jobs, and 2, that we’re looking for a permanent, long-term career and position with a company built on growth coming from within. I know one manager that doesn’t ask questions when they see such, its just on to the next resume. Like we’ve discussed before, during an interview we have to be selling ourselves in order to get the job!
I won’t go into a full blown soap box speech about planning but do you have one? Here in the States, we like to think we’ll be retiring around 65 or 67 years young. In todays world it’s necessary to start planning for retirement in our 20’s, no later than our 30’s.
Our chosen professions, in the light industrial areas, can provide great resources for growth, financial resources, and livelihood. However, it’s our responsibility to take advantage of those many opportunities. Savings are important, investing or taking advantage of things like the companys 401k offerings, and understanding them, is important. Does everyone understand how your social security works, know what the qualifiers are, and how we can mess it up if we’re not careful? And how about any other financial plans our company may offer? Its not a long time between 30 years old and 67!
Think about it all, you’re in a long term endeavor, and it’s a great and rewarding ride if we apply ourselves and commit to it! A career is just really common sense, we all know the difference between right and wrong!
Here in the next couple of weeks we’re going to have a roundtable episode with a recruiter, an HR representative, an operations trainer and a V.P. on the show, each explaining there thoughts on the industry and where they believe its going! It’ll be a blast speaking to all of them.
And as always, if you have any questions about todays topics, send us an email to host@warehouseandoperationsasacareer .com and we’ll get you an answer.
Thanks for listening in and being a part of our 300th episode. We look forward to many more and hope each of you enjoy them as much as we do!
Welcome back to Warehouse and Operations as a Career. I’m Marty T Hawkins and I thought we’d talk a bit about forklifts today. And I’d like to get a few questions answered regarding forklifts as well. I’ll tell you what, in a few minutes I’ll share how you can land one of those higher paying forklift positions!
As we all know, forklifts are an essential tool for material handling in warehouses, distribution centers, and manufacturing facilities. All that being said, lets explore the history of the warehouse forklift and its uses!
The first forklifts were developed in the early 1900s as a way to lift and move heavy loads in warehouses and factories. These early forklifts were manually operated and used a simple lifting mechanism that consisted of a lever and chain. By the 1920s, forklifts had become more common in American warehouses, and manufacturers began developing motorized versions of the machine.
As America's industrialization continued to grow, the need for efficient material handling equipment became more pressing and more important. The forklift became an integral part of the manufacturing process, and factories across the country began to incorporate these machines into their operations. By the 1930s, the first standardized forklift design had been developed, and the modern forklift was born.
After World War II, the demand for material handling equipment skyrocketed as the economy grew and production ramped up. The forklift became a vital tool for handling the massive amounts of goods moving through American warehouses and distribution centers. In the 1950s, forklift manufacturers introduced new models with higher lifting capacities and improved safety features. These innovations helped to increase the efficiency of material handling operations and improve our safety.
Today, forklifts are used in a wide range of industries, from manufacturing and warehousing to construction and transportation. Modern forklifts come in various sizes and configurations, with lifting capacities ranging from a few hundred pounds to over 100,000 pounds. They are powered by a variety of energy sources, including batteries, propane, diesel, and gasoline.
Forklifts are essential for moving goods in and out of warehouses and distribution centers quickly and efficiently. They can be used to load and unload trucks, move pallets of products, and stack and organize inventory on shelves. They are also used in construction to lift and move heavy building materials and in agriculture to transport crops.
The forklift has played an essential role in American industry for over a century now. From its humble beginnings as a manually operated machine to its modern, motorized counterpart, the forklift has revolutionized material handling and improved worker safety. As technology continues to advance, it is likely that we will see further innovations in the forklift design and new applications for this versatile machine.
In the 1960s and 1970s, the development of hydraulic technology led to significant improvements in forklift design. Hydraulic systems allowed for more precise control over lifting and lowering operations, making forklifts more efficient and easier to operate. The introduction of cushion tires in the 1980s also helped to improve the maneuverability and safety of forklifts on smooth surfaces.
While forklifts have revolutionized material handling operations, they can also pose significant safety risks if not operated properly. In response to this, the Occupational Safety and Health Administration (OSHA) has established regulations for forklift operators, including requirements for training and certification. It is crucial for employers to prioritize safety training and ensure that their forklift operators are properly trained to operate the machines safely. You’ve heard me preach to never get on a piece of equipment that you’ve not been trained on and certified to operate. Remember how many times you’ve heard me talk about 29CFR1910.178! Ok, I won’t go off on that tangent again! Where was I, I need to make my bullet points bigger! Here it is.
How about all the Innovations in Electric Forklifts: Electric forklifts have become increasingly popular in recent years due to their lower operating costs and environmental benefits. Electric forklifts are powered by rechargeable batteries and produce zero emissions, making them an attractive option for indoor operations where air quality is a concern. Additionally, advancements in battery technology have led to longer operating times and faster charging capabilities, making electric forklifts more practical for even heavy-duty applications.
As e-commerce has grown in popularity, the demand for forklifts has increased as well. Forklifts are essential for moving large quantities of goods in and out of warehouses and distribution centers quickly and efficiently, which is critical for meeting the demands of online shoppers. Additionally, the use of forklifts has helped to improve the accuracy and efficiency of order fulfillment operations, which is essential for meeting customer expectations in the fast-paced world of e-commerce.
Forklifts have come a long way since their early development in the early 1900s. Today, forklifts are an essential tool for material handling in a wide range of industries, from manufacturing and warehousing to construction and even agriculture. As technology continues to advance, it is likely that we will see further innovations in forklift design and increased use of electric and autonomous forklifts. However, it is crucial that safety remains a top priority for forklift operators and employers to ensure that these machines are used safely and effectively in the workplace.
As job seekers and applicants, while we’re looking at all the ads, we notice pay rates for forklift operators and of course want those positions! I receive so many calls at the distribution training center regarding the Forklift License, or I need to be certified on the forklift, and questions like, can I come by and buy a Osha card.
Yes, there are people out there that want to sell you that card, they will give you 2 to 3 hours of classroom instruction, demonstrate how the controls work, drive a short course and then ask you to do the same while they observe you.
It hurts my heart to see individuals then hit the streets, card in hand, excited and pumped up about the accomplishment, and are told by prospective employers that they need experience for the position.
I urge people several times each week to not pay someone for that card, your employer is required to give you the instruction and certification for free. That’s right, for free, it's their responsibility to see to it that you have been trained and certified to operate equipment on their docks.
So how do you get that experience, to get the job? If you're looking at employment ads you're seeing a lot of open positions for forklift operators. Experienced drivers. Companies need forklift operators, and they will train you to be one. So how do you get that training? By working for them!
I’ll explain. So, lets figure out how far we are willing to drive to work. Now within that driving range, lets decide what kind of lift we’d like to operate. Maybe a sitdown or counterbalance, or a standup lift or reach lift. If you’re not afraid of heights how about an order picker or cherry picker. Maybe even a turret truck!
Now we have to get our foot in the door. In my experience an unloader, loader, or a sanitation position, even a general labor position, those types of jobs are usually available at most larger warehouses. Accept any of those positions. We’re not going to be working them long, we just have to get on the payroll. Now we’re going to be that employee for a few months. We’re going to be on time for every scheduled shift, help out anywhere we can and whenever we’re asked. After a we’ve proven our commitment to the management team share with them that you’ve always wanted to be a forklift operator. Ask if they could work with you, and give you a shot with the next opening. Companies will train you. They want proven associates and they are willing to train that type of employee. You’ve invested in yourself and they will invest in you. There's a bit of free advice for you today!
Welp, I’ve ran out of time today and have to get back to work myself. I hope you enjoyed a bit of shared information & I hope you’ll join us again next week. If I can answer any questions please feel free to send an email to host@warehouseandoperationsasacareer.com and I will get you an answer.
What we do can be dangerous, but if we do it right, stay focused on safety, create a culture of safety and demand a safe work environment from ourselves and our peers we’ll have a safe career that can take care of us and our families.
Until next time, I wish you all a productive, prosperous and safe work week ahead.
Hello all, Marty back with you at Warehouse and Operations as a Career. Its been busy, but busy is good. The first quarter of 2023 is gone. How’d you do, achieve all you’d planned for?
Lets see, oh, I wanted to say something about the 2nd quarter real quick. Today we’ll be thinking about how hard a little change is and how accepting a little change can pay off for us and our families in a big way.
This year, I know we’re only in week 14 right now, I've see or heard of 23 people quitting, no, that’s the wrong word. They all terminated themselves. I won’t waste our time and go through each one. But 19 of them were released for attendance, well, Looking at them it appears that consistently being tardy was the issue.
Quick side story, I know this one large distribution facility that has a weekly attendance bonus program. Out of about 50 people, only 10 or 12 achieve it each week. Now get this though. Scheduled days off do not count against you & you have a 15min grace period at the beginning of the shift.
Enough about that, I have a few opinions there.
Ok, I have a bigillion questions to get to.
A recurring question has been “Is a lead role or a supervisor position worth it” Why would I want that responsibility”, “How can I become a front line supervisor”. I’ll say Absolutely to “Is a lead role or a supervisor position worth it” and then Why would I want that responsibility”, definitely to take care of your family by better earnings, remember we’ve learned over the years that more money comes with more responsibility, And as for how can I become a frontline supervisor, let’s look into it!
Transitioning into a warehouse management role, such as a Supervisor at a distribution facility, can be both exciting and challenging. Lets look at a some tools, tips, and best practices to help you succeed in your new role:
-
Learn the operations: We’re always talking about knowing every task that touches ours. Familiarize yourself with the warehouse layout, products, equipment, and processes. Understand the flow of goods from receiving to shipping, and learn about inventory management, order picking, and packing. We’re in this for the long haul and it’ll take time, we’ll need the experiences to understand those roles.
-
Develop people skills: A warehouse supervisor needs strong interpersonal and communication skills. You will be working with a diverse team of employees, including warehouse workers, drivers, and office staff. Learn how to motivate, coach, and resolve conflicts effectively.
-
Master time management: As a warehouse supervisor, you will need to prioritize tasks and manage your time efficiently. This includes setting realistic deadlines, delegating tasks, and monitoring progress.
-
Embrace technology: Leverage warehouse management systems (WMS), barcoding systems, and other technologies to streamline operations, reduce errors, and improve efficiency. Stay up-to-date with the latest industry trends and tools.
-
Implement safety protocols: Ensure the safety of your team by promoting safe work practices, conducting regular safety audits, and providing necessary training. Familiarize yourself with OSHA guidelines and other relevant safety regulations. Wr’re all familiar with the standard 29CFR1910.178 right?
-
Lets see, Develop problem-solving skills: Warehouses are dynamic environments, and challenges can arise unexpectedly. Learn how to analyze problems, identify root causes, and implement effective solutions.
-
Focus on continuous improvement: Constantly review processes, identify bottlenecks, and make data-driven decisions to optimize efficiency and reduce costs.
-
In some organizations or facilities we may need to maintain accurate inventory: Accurate inventory tracking is crucial to warehouse management. Implement systems to track inventory levels, conduct regular cycle counts, and address discrepancies promptly.
-
Build a strong team: Hire and retain skilled, motivated employees. Foster a positive work environment, provide opportunities for growth, and recognize outstanding performance. Your going to communicate negative things like poor attendance, or errors to them. Its imperative you recognize positives also, a good pat on the back goes a long way.
-
Invest in professional development: Stay ahead in your career by attending industry conferences, networking events, and workshops. Pursue relevant certifications in your industry.
By focusing on these areas and consistently working to improve your skills, you'll be well-prepared to succeed as a warehouse supervisor in a distribution facility.
One of the hardest points for transition from the floor to the front line management team , or at least it was for me was Managing previous friendships and relationships when transitioning to a supervisory role can be challenging. It's important to strike a balance between maintaining positive connections and establishing your authority as a leader. Here are some tips on how to handle this delicate situation:
-
Set clear boundaries: It's crucial to establish clear boundaries between your personal and professional relationships. Communicate with your friends and former peers about the new expectations and responsibilities that come with your role. Make sure they understand that work-related decisions will be based on professional criteria, not personal connections.
-
Be transparent and fair: Ensure that your decision-making is transparent, objective, and fair to all team members, not just your friends. Avoid showing favoritism, as this can lead to resentment and undermine your authority. When making decisions that involve your friends, consult with other managers or HR to avoid potential conflicts of interest.
-
Maintain professionalism: It's important to maintain a professional demeanor in the workplace. Keep work-related conversations focused on tasks and projects, and avoid discussing personal matters during working hours. This will help reinforce the separation between your personal and professional relationships.
-
Treat everyone equally: As a supervisor, it's essential to treat all employees with respect and consistency. Make sure to provide equal opportunities for growth, development, and recognition to everyone on your team, regardless of your personal relationships.
-
Be open to feedback: Encourage open communication and listen to feedback from your team, including your friends. This can help you identify areas where you might be unintentionally showing favoritism or bias and make necessary adjustments.
-
Adjust your social interactions: This can be an important one, It may be necessary to modify your social interactions outside of work to maintain your professional authority. For example, you might need to limit discussions about work-related matters during social gatherings or avoid discussing sensitive information with friends who are also employees.
-
Prepare for difficult conversations: As a supervisor, you may need to have difficult conversations with your friends, such as addressing performance issues or enforcing company policies. Approach these conversations with empathy and professionalism, focusing on the facts and the best interests of the organization.
-
Seek support and guidance: Reach out to other managers, mentors, or HR professionals for advice on navigating the challenges of managing friends in the workplace. They may have valuable insights and suggestions based on their own experiences.
By following these tips, you can effectively manage the transition from peer to boss while maintaining positive relationships with your friends in the workplace. Remember that it's crucial to prioritize your role as a leader and make decisions that benefit the entire team and organization.
All that sounds simple right! It’s not, but it is doable, and can be a great part of our career path. You’ve heard me say a hundrend times, and I honestly believe that it is just fine to be the best at a position you love. Sanitation, being a forklift operator, an unloader, a pallet runner, any warehouse position can be a career, and a good one.
I hope I mentioned something today that sparked a thought or two. If you have any questions please send us a message to host@warehouseandoperationsasacareer.com, maybe even check out our FB or Twitter @whseandops.
Until next time, grow, be productive, prosperous, and above all stay safe.
WAOC is mobile today and at one of my favorite festivals! We’re hanging out at the Taste of Oak Cliff. It’s a great community event, everyone comes together, store fronts, restaurateur’s and yes, a couple of sourcing and staffing agencies and one training center.
So I wanted to take this opportunity while out and about to discuss jobs and careers and like I mentioned try and get a few questions answered as well. Being live its going to be a little noisy today so please bear with me! Hold up, let me see if I can grab this gentleman here.
Kevin
So I’m asked every month if it is really possible to earn 100k in our industry. Not only is it possible ladies and gentlemen but if your THAT employee were always talking about, it’s only yourself holding you back. I saw a meme today that said If your searching for that one person that will change your life to take a look in the mirror. Truer words have never been spoken!
Now it’s not going to happen overnight of course. Like we’re always talking here at WAOC, more pay comes with more responsibilities, and we learn to handle those responsibilities through experience. Learn from our mistakes, apply ourselves, be the best at each of our tasks, be that employee and then its just a matter of chasing your goal!
Oh, let me get this guy’s attention!
Robert.
Well, I only got to 1 question from the listener’s but we did get some good advice from a couple of professionals. I hope the sound was alright, I wanted to be up front and close today!
Until next week, Communicate, work at being that employee, and be safe doing it!
So, during every PIT or powered industrial truck training class your instructor will mention, and I hope he or she will review, the Operators Manual with us. This week, I had an individual ask why this was important, he stated that nobody reads those manuals. I understand the statement. Did you know that when we purchase a new vehicle or car, we, as a new owner are supposed to read the owner’s manual? Ever seen how many warning stickers that are in the vehicle, come on, you’ve seen them. Maybe up on the passenger visor? I had one gentleman comment that all he looked at was how to work his new car radio! I’m always hearing how thick they are, or how long it would take to read through the entire thing. When you do open an operator manual, you’ll find that it pretty much covers the sessions covered during your PIT class. And a lot of times, when that book looks so big, is that it may be in two or three different languages, making them appear much thicker.
Just remember that it is your responsibility, as an operator, to know each type of equipment that you will be operating. And it’s your responsibility to know how to get to that operator’s manual. If your facility does not have them mounted on the equipment, ask your supervisor. He or she will be able to get one to you. Also, in todays world, with the help of Google, or any browser, and our smartphones, we have the manuals in our hands and can get questions answered immediately! Know your equipment and know how to find the operators manual. It is your responsibility!
Ok, what’s next, I made some notes for today. Oh shoot, I forgot to welcome you and thank you for visiting with us today. I’m Marty and you’ve honored us here at Warehouse and Operations as a Career and I appreciate your time! Ok, so what I wanted to share was that our reach lift over at the Distribution Training Center started dropping hydraulic oil on the floor Tuesday. It turns out that the oil filter had worked itself loose and was allowing oil to run out the overflow hose and down the lift and then to the floor. Not a lot mind you, but as we all know a little hydraulic oil is a mess! Our preventive maintenance service came by, checked it out and noticed that the oil filter was loose, and leaking oil! He felt like, possibly during the cold snap that froze Texas last week, that the O-Ring may have gotten cold and backed off a little.
I had mentioned to a co-worker earlier that I bet it was leaking from the filter or the oil reservoir. He asked why didn’t you just check it and tightened it. Maybe you could have saved a hundred dollars!
As we all learn during our PIT training, we are not allowed to turn a wrench on a piece of powered industrial equipment, and that is a good thing. Think about it, you wouldn’t want anyone except a licensed and certified mechanic working on your equipment. You want it to be correct. And it’s important to remember that if anyone does any type of mechanic work on our equipment and it is still in warranty or under a service contract, which almost all of your equipment will be, we could void that warranty or contract. And that could be a very expensive hit to our company.
So that’s why I did not check the filter and the reservoir myself!
Sticking to our PIT theme today. Last week I was told about an incident where an individual was on an electric rider jack and had hurt his heal. He required medical attention. But the Supervisor said he was doing everything right, or was correctly operating the piece of equipment. I had initially heard that he was in an aisle on an electric rider pallet jack, a platform rider, end control and he had a pallet stuck on the forks. It was said that he had crunched his heal between the platform and a warehouse post. Now, of course my first thought was that he had to be standing on the floor or maybe had his foot hanging off of or dangling from the jack. His supervisor was adamant that his associate had done nothing wrong!
Well, safety handled the report. I know an investigation was underway and pictures and statements had been gathered. I think everything was being put together as all accident investigations are developed!
Anyway, so this week I was doing another PIT observation and as the student was coming out of an aisle, setting up his turn I saw how his feet was positioned and his stance on the platform. The light bulb went off! I asked the student to freeze, and asked him not to move.
He had his left foot, the toe of his boot placed firmly up against the housing of the pallet jack. The heal of his boot was hanging off about an inch and a half from the end of the platform. Lining up with the warehouse post as he would have been coming out of the aisle. If he had been stopped, trying to come out of a pallet, he could have backed into the post with his heal. Our contention had been, if this scenario was what had happened was that when the heal had made contact with the post, it would have just scooted his foot or boot forward. I had just seen how it could have happened.
I don’t believe I have ever witnessed an operator jamming their toe area into the hood or cover of the jack. That could have explained how the accident happened. Well, I immediately called the facility manager and the safety dept to explain what I had just seen. It made sense to everyone and now I know of at least 4 instructors that have one additional thing we teach too!
Here’s another good one to talk about. Yesterday I heard about a Near Miss report that had been sent into the company’s safety department. This particular safety manager has been working with like 2 or 3 young supervisors on how to develop a strong safety culture. They all have great crewmembers, very experienced associates at their jobs. And as we all know sometimes along with all that experience comes bad habits! Anyway, so the near miss report stated that this individual was operating a stand up lift, up on the front dock area, and the associate, while bringing the equipment to a stop, stepped off the back of it and the machine rolled another foot or so.
Now this is a smaller warehouse, I think they have 4 unloaders there, including the supervisor. So, in the supervisor’s mind, he scolded the associate, pointed out how dangerous that is and that it went against every bit of training he had been receiving lately and that he did not want to see it ever happen again. Well, the safety manager explained it was not a near miss. There had actually been not just a procedure ignored but a rule, a law, broken. After speaking with the young supervisor, they came to the conclusion that the associate should receive a written coaching or warning for the act and a 1-day suspension without pay.
I’d like to chime in here. To a 4 man crew, when 1 is missing, that is 25% of your shift. I get it. No one wants to voluntarily give up 8-man hours. I can relate to the supervisors’ concerns. He has to get tomorrows trucks unloaded, that’s his responsibility.
This is where us as frontline management have to step up in our thinking. Yes, he is responsible for getting the doors closed. However, and more importantly, he is responsible for the safety of all his employees and with providing them with a safe work environment.
I feel that it is our responsibility to make sure that culture is instilled within our shifts. If it is, then we won’t have these types of negligent horseplay occur in our house so, well, we won’t have to suspend a great employee!
As an employee it is our responsibility to be professional at all times. And as a front-line manager is our responsibility to teach our associates how to be, and the importance of being, a professional. The best of the best!
Well, there’s a little about my last few days. Can you relate to any of that! Send me a couple of things that’s happened to you this week. Shoot me an email to host@warehouseandoperationsasacareer.com , I’d love to hear from you. I’ll start a thread on the Warehouse Equipment Operators Community Face Book Group too, feel free to share there!
Until next week, and I do hope you’ll check back with us next week, lets all check our responsibility meters and stay safe at 100%.
Forklift and Palletjack batteries. Has your facility experienced any issues this week? Our supplier called us this week to schedule our quarterly P.M. on our equipment and almost immediately I started hearing about batteries. A palletjack battery in one state started smoking and another actually produced flames. At one facility an unloader forgot to replace a guard plate, well, he said it already wasn’t there, which just meant that he failed to pre-trip his equipment, anyway he took off, made a turn and the battery slid out on the floor. Luckily it didn’t turn over and spill everywhere! Oh, and one place had an order selector somehow get the charging cable caught up in his jack and ended up pulling the battery charger down off the wall! Batteries aren’t one of our daily thoughts even though we are around them and using them everyday so I thought we’d talk a little about them here in a bit! I’m Marty with Warehouse and Operations as a Career and I appreciate the listen today!
This morning when I was driving into work, I was thinking about a conversation I had over the weekend with a friend. He had heard from a guy we used to work with like 15 years ago. A great guy, one of the best reachlift operators I’ve ever met, and he was pretty good sitting on a counterbalance lift as well. Anyway, he used to kind of back up our receivers when the dock would get backed up with freight and purchase orders. Helping them get everything tagged or covering for them on day’s off or vacations. He’d never gotten that promotion due to his, a, well, personality or thought process. I know we’ve discussed our attitudes lately, but it wasn’t an attitude, I guess personality is the right word. Now, like I said he’s a great guy. He just presents high energy, loves to talk and when you break it down, he’s not really a rule’s kind of guy. He is a bit of a ME guy. I remember one day he was laughing at one of his peers about how long it took him to get home, they lived in the same neighborhood. One of the highways they had to take had an HOV lane. It was one of those where you can drive in and out of. Just those 3-foot-high plastic polls as lane markers. Anyway, he was laughing, saying he just jumped in and out of the HOV lane and he could drive like 80mph that way. He expressed how funny it was that the highway department used the plastic poles because they didn’t even hurt your vehicle. Well, his supervisor was overhearing the conversation and interjected how that didn’t sound like a very mature thing to be doing. This gentleman stated yeah, they fine you $400 if you get caught but you didn’t get into any trouble, he’d had to pay two tickets for it. I’ll never forget the look on the supervisor’s face, and it was one I’d seen several times where this individual was concerned, and several times after also. Again, he was a great guy, always at work, and loyal to a tee, but not always the best decision maker. So, as I was driving in today, I saw 2 people, not wanting to wait in line to turn left zoom past like 15 cars and then nudge their way in front of someone to jump line. Twice I observed two vehicles out right run red lights. At another stop light I saw a guy honk at a little old lady for not accelerating through an amber light because he then couldn’t run the red light. Oh, and get this one, this wasn’t this morning, I witnessed this one over the weekend, but a guy in a sedan actually jumped a curb to turn right on red at a signal stating No Right Turn on Red. And he got upset with the girl in front of him for not turning right for him!
Ok, I’m not one to judge, I honestly don’t care. Many of you know I drive a bike sometimes on the nice days so I’m more than just a defensive driver! I just try and roll with the flow. I always wait a few seconds to let them race on through or I’ll back off and let them slide on in front of me, although I have to admit that I giggle a little when I see someone riding alone in the HOV lane, especially when I suspect that the sheriff departments at the end giving out citations. It’s just a few more minutes people! There’s absolutely nothing wrong, in my opinion anyway, with being that person. But why are there those people? I think it was Warren Miller that said You are a unique person, just like everybody else.
Anyway, like I said, there’s nothing wrong with having that personality, it’s you. But we need to realize it could hold us back in our career. Remember what we’ve learned, more money is solely based on more responsibility. Making decisions, thinking of others and always looking out for the company’s interest are the attributes our Managers are looking for when selecting someone to take their place. If we do have a little ME in us, don’t flaunt it or think it’s worth bragging about. Remember, when we make the decision to skirt the rules we’re affecting or holding up someone else. A lot of times we’re holding ourselves back.
So, batteries! We all learned in our PIT training that it’s important to know a little about our equipment’s battery. The data plate is where we can find most of that information. We know to follow our facilities charging protocol and to make sure we always check the battery guard or containment plate on both sides! But what’s special about our industrial batteries? I’ve worked with 12v, 24v, 36v and 48v systems but I understand they have 60v, 80v, and even a 96v systems for certain applications!
Of course, the charging of our batteries is probably our most important concern. Anyone ever came in to start your shift and found that your counterpart failed to plug in our jack or forklift? You’ve noticed the connector ends are different for each type of our equipment, this prevents us from accidently connecting to the wrong voltage charger. That wouldn’t be good for our batteries at all. As for chargers, you’ll see critical power chargers and motive chargers. There’s many different kinds of both, some perform diagnostics and smart chargers can even control when our batteries will accept a charge. I’ve worked around float chargers quite a bit. Amp’s seem to be more what us operators are going to deal with in our environments. Luckily for us we’ll have or should have a maintenance department or maintenance man that’s going to take care of all the technical aspects or concerns we’ll need to deal with. SBS battery is one of the biggest manufacturers I know of, check out their web site to learn all the technical stuff on industrial batteries you’d ever want to know.
A few things we should know, and I hope your supervisor explained all these to you during your walk-through orientation is that there is to be no smoking around batteries. That can cause more than just a fire. When batteries are charging, they can release oxygen and hydrogen, even hydrogen sulfide can be produced if over charged. Under certain circumstances even chlorine gas and arsenic can be produced. Again, these fumes are dangerous and it’s important our battery area is well ventilated. If you feel the smell is stronger than normal or something is wrong, it is our responsibility to notify our management team immediately.
Batteries are like everything else we work around; they can be dangerous. But if we practice what we’ve been taught, follow all the rules and procedures, there safe and we’re safe. Do go check out that website though, you’ll find something interesting and learn a lot more about working safely around them. Bring up batteries to your maintenance man, he’ll love having the opportunity to share a little knowledge with you! And please remember, if your responsible for changing your own battery, be careful, their heavy and you don’t get a second chance when working with that kind of weight!
I hadn’t planned on talking about batteries this week, kind of just came up! I’ll reach out and find us a maintenance Manager to come on the show and educate us to batteries, something above the do’s and don’t’s!
I hope we brought you something that you can think about and learn a little more on this week. And I hope to be back with you next week, until then, lets present ourselves as we’d like to be seen and be safe at all times. Remember our peers, significant others and our children count on us!
Hey Team WAOC, everyone wrapping up the summer, getting the little ones back to school and trying to settle back into our routines? July was a whipping for me professionally. Nothing really got out of hand, I just got overloaded. I had a few 10 day classes come up, which was great, I really enjoy instructing those Logistics classes. I filled in or covered a couple of other positions for the company as well, again, nothing major, just my work week was expanded by several hours!
Today I thought we’d talk about our work/life balance, or is that even a thing! I’ve heard those words from quite a few of my associates over the last two months, and I’ve tried learning a little bit about it.
Another thing I’ve been thinking about is our responsibilities as employees. I know were always talking about being that employee and how that is our own responsibility but I’m realizing, in today’s world and workforce it’s more important than ever.
Ok, so worklife/balance. A lot of people are talking about it but what does it mean you may ask. There’s tons of information and articles on-line, just browse it, its worth checking out. In short, what it means to me may be different than what it’ll mean to you. I think it may have different meanings between different industries even!
I’m told it means, in short, how we prioritize our time between our jobs or careers and our outside or family life. There’s a lot that can tilt those scales though. Maybe we have a spell where we have to put in more hours at work. Kind of like my July, I was covering a couple of different positions and had several unscheduled classes sold that I had to give. Along with that I had my own job to do and my outside endeavors to accomplish as well. I was working an additional 2 to 3 hours each evening on the computer each evening, taking time from the personal side of life! Now I realized my situation was going to be short lived, not a permanent thing.
We all know that things are going to come up, life has a way of keeping us on our toes! All things have to be considered and weighed, I think.
A few things that’s going to mess us up could be working longer hours, taking on more responsibilities at work or at home, maybe caring for a family member or things that come up with the kids.
A bad work life balance can cause additional and unneeded stress in our lives, an unhealthy thing right!
We can ease that stress by trying to stay on top of those concerns, having some back up plans for taking care of the things we can plan for. Having a backup sitter or childcare facility, maybe a family member that can help care for a family member every now and then. A family call tree, or mass text tree in todays environment! Planning ahead can actually be a stress reliever.
In our industry, as we’ve learned, it is so important to be at work on time, be that employee to our employer. We may on some sort of productivity pay, we’ll need to be there each day to maximize our weekly earnings.
By planning out our lives and our responsibilities we can ease, no that’s the wrong word, we can make adjustments to that balance. If we’ve seeked out and found a position in an industry we love it’ll make creating that comfortable balance much easier to achieve.
And I think us as employers can help out here as well. I know of one production facility that offers free emergency child care to all of there associates. How do I explain this. So, you cannot bring your child every day, however for those occasional days where your provider is not available, or holidays when there closed, the company has you covered. I think your children can attend like once a week if needed and of course every holiday. Employers are starting to realize we all need a little help from time to time achieving that good work life balance.
As order selectors, putaway and replenishment forklift operators, receivers, unloaders and loaders, production types etc, we’ll struggle much more with those work life balances. We have jobs with responsibilities. If we’re not there our teammates have to pick up the slack, those cases still have to be moved. In these positions we will miss out on things at home from time to time. As we’ve learned pay is based on the willingness to work hard and accept more responsibility.
Achieving a great work life balance or even a balance tilted a bit in either direction can work for us.
Oh a quick story I just thought about. Last week I heard about a young lady who’d just been hired as a packer at a large facility. On her 2nd day she asked to leave early to pick up her children. The supervisor didn’t have a problem with it so she left. The next day she just left early without speaking with anyone. When spoken to the following morning she stated that she figured it was alright to change her hours since the supervisor had told he it was ok on her 2nd day. She did not have anyone to help out with the family responsibilities, and she felt like it was better to ask forgiveness than bring it up at the hiring process. That’s just not the way to do things. She was released as the company did not, could not actually, allow flex shifts or part time positions.
Ok, back to the subject at hand! I feel that if we love what we’re doing and planned out our careers that we would have worked out both work opportunities and our home opportunities, at least the ones we can expect every week, and be ready to make the needed commitments and accept the responsibilities that come along with our jobs.
There’s that word responsibility again! Let’s talk about that for a minute. I was speaking to a group of applicants a few weeks ago. We were discussing how heavy new responsibilities can be for light industrial leads and supervisors and an associate brought up how everyone has responsibilities. She was a reach lift driver. She shared that as an employee she had quite the heavy load to bare as well. She was responsible for her payroll punches, reporting any safety concerns, looking out for near miss opportunities to help reduce loss to the company. She threw out there how much skill it took to stage or putaway pallets on the 7th level, not to mention the cost of the goods on those pallets. I loved that she brought up the importance of her experience and how it was her responsibility to watch over, not only the new hires, but make sure her peers took their jobs seriously and did the right thing all. The. Time.
And she’s correct. Every warehouse position comes with its own set of responsibilities. Safety is of course one of them but, as professionals, we all, every task needs to be approached in a safe and responsible way.
We’ll wrap it up for today, I hope I gave each of us something to think about today, or at least didn’t bore you! I’m hoping to get back on track myself, things seem to be slowing down a bit for me. I appreciate all the email’s the last two or three weeks, and for those that may have a question, send us an email to host@warehouseandoperationsasacareer.com and we’ll be in touch.
Until next week, check up on your goals, are you on track with your 3rd quarter plans? And above all please be safe at work and at home.
Here we are, it’s that time again. I’m Marty with Warehouse and Operations as a Career! I’ve gotten behind on questions that’s been sent in again so let’s see if we can get a few of those answered or brought up for discussion today. A gentleman named Kevin has been looking into or thinking about becoming a driver and maybe launching a career in transportation. He asked what was meant by doubles and triples in transportation. He states that being from the warehouse he’s heard of double jacks and triple jacks but certainly they don’t mean 2 and three trailers? Well, Kevin, that’s exactly what it means. You’ve probably seen sets of doubles on the highway before. Most LTL carriers utilize 2 shorter trailers, maybe 28 ft or 36ft trailers, and that’s kind of the norm in most states. Several states like
Triples https://www.quora.com/Are-triple-trailer-semi-trucks-legal-in-all-48-contiguous-US-states
- Arizona
- Colorado
-
Idaho
-
Indiana
- Kansas
- Montana
- Nebraska
-
Nevada
-
North Dakota
- South Dakota
- Oklahoma
- Oregon and,
-
Utah
-
Ohio
Can, in certain instances and byways carry triples! I’ll add a really good link, well several actually today in the show notes regarding some of the lesser known transportation rules across the country. And all the states .gov sites have some really up to date and great information on their individual rules and regulations too, some good down time reading if you will!
Oh, and, A couple of states will allow two 53 footers as well, mainly only on the interstates where we can utilize shuttle points or drop and hook yards to meet up with delivery drivers for those final miles.
That leads us into another question sent in by Mark, what is a trailer dolly? I believe he is referring to a converter dolly that’s used to connect or couple the trailers together. I’ve seen one, two or even three axle dolly’s depending on their use. They have like a A frame construction with a coupler or pindle hitch on one end to connect to the first trailer and a fifth wheel hook up on the other so you can connect the next trailer. I’ve seen them with spring brakes and air brakes.
In my experience it’s important to complete a good precheck when using a dolly, check that pindle hitch and the fifth wheel closely and make sure the locking jaw is securely around the king pin.
Here’s a question from a las Vegas gentleman, I think I saw this on a local job board out there, anyway he was asking what does drop and hook mean? https://www.truck-drivers-money-saving-tips.com/glossary.html
This simply means the driver will carry a load to the consignee or a yard and unhook it at a door or staging area and pick up another load or empty trailer. He or she never has to unload or touch the freight. They’re just dropping off and picking up trailers. That’s much different than a live load where the driver is connected to the trailer while he or she waits on the warehouse to load the trailer or a live unload where their waiting for the trailer to be unloaded by themselves or maybe a lumper service!
He also asked what is a comcheck? Comdata services is probably the most know electronic payment platform for the transportation industry. A comcheck is a paper check issued by Comdata Services, which is connected to a credit account and requires additional authorization such as a purchase order number or authorization code, most often used by some professional drivers to buy lumper services, but also can be used to purchase other goods and services.
Another question that came up in a conversation recently was how do you know if a trailer has maintained a certain temperature thru-out its travels? Way back when we used something called a rytech graph chart recorder. It was an orange or red box about 4 by 5 inches and maybe 3 inches thick that had battery and a roll of graph paper in it that a needle would chart the load. They did a really good job and the receiver had documentation to attach to his or her receiving P.O. that the load was of quality and safe. We’d gather them up until we had 10 or 20 units, box’em up and send them back to the manufacturer to be reloaded. Today most devices are about the size of a credit card. You turn it on and place it somewhere in the middle or end of the load and it records the entire trip. When the driver arrives at their designation the receiver simply waves it across a reader and the data is sent to their computer. Much easier and cost effective, but that’s what technology is all about right?
Oh, and here’s one I’ve gotten 3 or 4 times, what is a jake brake and why is it illegal? A compression brake or engine brake is sometimes referred to as a jake brake. It is a separate component installed on diesel engines, that when engaged, releases stored, compressed air from the cylinder at the top of the piston’s stroke, preventing it from returning it’s energy to the crankshaft and powering the down-stroke, and slowing the vehicle as the air is compressed. When we depress the clutch, if we have it switched on it will activate with which ever setting, we have it set too. Usually there is a low med and high setting. Its purpose is to aid in braking of our unit. It helps prevent our brakes heating up and I guess can extend the life of the braking systems. It’s just a switch on and switch off system. The signs that say it’s illegal is telling us that due to the noise all that compression makes they cannot be used in the city or on those streets, sometimes just during certain hours of the day or night even. https://www.truckingtruth.com/wiki/topic-91/jake-brake
Most of the questions we receive about transportation come in from people considering a career in the field or wanting to get their commercial driver’s license. I’d encourage you to check out the many transportation groups on Facebook and the thousands of Instagram post from the professional drivers out there. Driving is a great and rewarding profession and every driver I’ve ever met is more than willing to share their knowledge and opinions with you! And with transportation being the profession it is, so much written information is out there about the industry. Whither we’re looking to just become a driver or maybe even an owner operator, shoot maybe we’ll eventually open our own hauling company who knows! I’ve found some great books on the business of trucking and I use to subscribe to several trucking magazines, talk about hearing from the pros, check out those kinds of articles. A couple of my favorites we’re https://www.topmarkfunding.com/best-trucking-magazines/
10-4 magazine, Roadking, what else did I used to subscribe too, American Trucker was a good one and I think another one was named Overdrive. Talk about a short cut to learning the way drivers talk and all the lingo! You ought to check those out and see if there still around, I bet most of them have an on-line magazine now too!
Speaking of knowledge. If your one of the many of us working with reduced hours right now or maybe even been furloughed for a week or two what better time to get some research done and learn about other companies we may be interested in and that could possibly help our careers! I’ve joined a couple of networking Facebook groups I didn’t even know existed and found a couple of job boards online that are catering to the light industrial fields right now. And don’t forget about those free or low-cost classes we can take on-line too, I’ve taken 4 free courses on supervision, and excel and word! Everything is going to get back to normal shortly and look how much more we’ll know! If you’d like to know more about where to find any of that type of information just send us an email to host@warehouseandoperationsasacareer.com and I’ll make sure we send you some links to look up. And don’t forget about all the knowledge roaming around on our Facebook and Twitter feeds where you can find us using that little @whseandops or maybe stop in the warehouse equipment operator’s community group. Who better to answer our questions than all those doing the job!
Until next week everyone be Safe out there and please take all our safety training home and share it with those we care about and for!
Hi all. I was speaking with a V.P. last week and he brought up micro goals. I got to thinking, I talk a lot about goals and planning, but isn't our normal progression within the industry just that, a bunch of micro goals. From a unloader or G/L position, to being trained on the electric rider pallet jack as a runner, and on to maybe a receiver, or putaway or replenishment forklift driver and then to maybe a position in management. Aren't each of those steps really just micro goals?
Now if you look for definitions for micro goals about all you’ll find is something like small goals and steps that leads you to or helps you reach your short- and long-term goals. I found that a bit odd as I’m hearing the term more and more often, especially in different coaching groups. I wanted to bring it up today because over the last few weeks I’ve heard several testimonials from listeners talking about how they we’re recently promoted and maybe more importantly why they feel they were noticed by their employers. I love advancement stories!
So, our first one is kind of off our normal track I guess, but it’s about a great opportunity. A local recruiter was invited to work with a group that offers life skills and opportunities for both young candidates entering the work force as well as adults interested in changing careers. After the student's classroom studies, a great life skills and light industrial positions overview the students get actual hands-on experience in the warehouse. The recruiter received an overview of the class and left so excited about the new knowledge he received. He feels so empowered to go out and offer the training to others now. One of his goals has been to be more involved with and learn more about the warehouse operations, he felt he needed to know more about the positions he was sending his applicants to fill. His goal is much bigger, but this micro goal was a first step towards becoming more of a trainer and or coach for his teams.
One more quick story about recruiting and we’ll get to a couple of warehouse opportunities and the men and women that answered that knock on the door. I’ve heard about two, long term recruiters, both women that accepted the added duties of overseeing the day-to-day operations of the facilities they used to just recruit for. In both instances the facility managers had moved on and they were asked if they’d like to learn more about the business and take on a few more responsibilities. They both were excited about the opportunities and are doing a great job. A first step, or micro goal if you will, towards their goals of running their own regions.
Ok, here’s one about a young lady from the production world. Without a doubt she is that employee. Always at least 10 minutes early to work and she can follow directions to a tee. She gets along great with everyone. Not that she likes everyone. But you’d never catch her not being consistent across the board with her teammates. Her management team took notice to her positive outlook, her work ethics, and her ability to listen before acting, and promoted her to a lead position. I asked her why she felt like she was given the opportunity and she shared that by being excited to come into work each day and helping others when there down or having problems people seemed to feed off of her work ethics. She stated that the workplace is not a place for drama, it is a place of professionalism and self-improvement. I asked her to expand on self-improvement. She said since she was hired, she has always tried to learn the position that worked beside her. By knowing how to do several different things she could help more people. And she felt it was important to listen to and learn from every lead and supervisor in the plant. She figured they were in that position because they knew more than she did! She knew she needed to accept this position in order to advance to the admin tech position she was after. That all made since to me! Another great micro goal towards a much larger goal.
So I’m learning that a micro goal is really a step moving towards a planned goal. Off topic for a minute. I know this lady that oversees a niche business for her boss. She’s taking business and accounting courses at night. I asked her why those classes. Her answer was she had a plan. She wanted to expand the position she had, maybe make it much more efficient, a one woman show. Now I don’t know what all that means but the classes are a steppingstone, a micro goal to a much bigger one!
Alright, where was I, got to fine my next bullet point. I heard about a guy that did everything right! He was laid off; he’d been working in the manufacturing industry. He’d worked for 4 years for a small family-owned company. The company had been around for over 30 years, and it’d just ran its course with the family I believe. They had closed the doors and given all their employees a generous severance package. He wanted to take this chance for a fresh start.
He decided he wanted to work in the distribution industry. He chose a few companies that were within a 45-minute radius from his home. He knew he wanted the opportunity to work with more of an automated warehouse system but that still utilized equipment to move freight as well. He applied at two facilities within his driving distance. One company was seeking a sanitation person and the other was looking for an inventory control or cycle counter. Both companies made him an offer and he chose the sanitation job. I asked him why that choice and he stated that he just felt like it would put him in contact with more of the warehouse position he’d need to become a V.P.
He actually only worked that job for 3 nights and he was moved to the truck loader job. 4 weeks later he was being trained on the electric rider pallet jack to load the bulk trailer loads. He was offered the lead loader job three months later. Now 7 months after that he is mapping the loading of the loads, working closely with the routing department and the transportation supervisors.
He’s accomplished 5 micro goals and on his way to the next few now. I’m starting to think that micro goals are a mindset maybe?
We have time for one more, let me find a good one....here it is! So, a girl had a friend that loved her warehouse job. She was an order selector for a parts company I believe. Anyway, this girl had never done anything other than retail jobs at the mall and a couple of fast-food jobs. She found a pallet jack class that was being offered, I think it was through an area high school or maybe a junior college, I guess it could have been a training center or tech center. She passed the course and applied for a position where her friend was working. All they had open was a warehouse utility position open. She accepted the job, expressed her wishes to be an order selector to her new boss, and within 3 months was being trained as an order selector. Today she is in the top 10% productivity wise on her shift! She planned, set a few small or micro goals and achieved her first-year goal of being an order selector. I wonder where she's heading next?
So micro goal may not have an official definition I learned that it is a real thing. I think there those thoughts we have as we’re making our plans for the year. I’m really good at writing down my goals. However, I’ve realized that I don’t always consider those smaller thoughts as goals. Now I know to write them down, they are my micro goals, and they are important to my growth plan each year.
Well, I’ve got to get back to work now myself. I hope we’ve given you a thought or two to tackle the week ahead!
Until next week, think, plan, set those goals, and of course, be safe for our friends and family's sake.
Hey everyone, Marty T Hawkins here, and I want to thank you for checking in with Warehouse and Operations as a Career. We all, or most of the time, we know what our job is. We know the task, the function, and we may even think we know what expectations our boss has for us. Or do we know any of that? And who’s responsibility is it to know that we know those things?
Well, today I thought we’d talk through a few of those things and why, I believe, we as employees need to know those things and be responsible to learn them, and why us as employers should be making sure that our associates understand them. Meaning that it's our employer's responsibility to explain all of them to us! Let me share what I mean.
Let's look at the Sanitation position. Our job description will give us our start time, the days of our shift, who we’ll be reporting to, a brief summary of our overall job, then a detailed, probably a bullet pointed list of what we will be doing on a day-to-day basis. Being a great employee, being a that employee, we may not even think about what is expected of us. When you're given a job description or read one do you even think about the expectations that come along with it? We should be reading it as “Here is the time we expect you to be at work, and these are the days we expect you to be here, this is the lady or gentleman we expect you to communicate with and discuss concerns too. You are expected to read this brief summary and let us know if you have any questions. And lastly here are the detailed task, broken down individually that we are expecting you to accomplish. Oh, and somewhere there's a disclaimer that other duties and expectations may be applied as well!
In my experience I believe that same logic applies to all positions. Honestly, isent it our responsibility to know and understand what's expected of us. How can we measure our own performance if we don’t recognize that we have to hold ourselves accountable for meeting our own expectations of ourselves?
I oversee a couple of different types of large facilities within the production and distribution industries, oop’s, I have a good-sized manufacturing building as well I guess. Anyway, while I was speaking with each manager, supervisor and lead, we collectively decided there needed to be a defined list of expectations for each of their positions. We found that sometimes the manager was doing a particular report while a supervisor had already gathered all the needed information and just hadn't had time to complete it. Or a lead had spent 20 minutes checking the inbound doors only to find that his or her supervisor had already done it 10 minutes ago. They felt that defined, written duties or expectations would help them and save the whole organization save time and energy.
Carrying it one step further I asked a utility person, a transportation router, a replenishment forklift operator, an inbound pallet runner, and a warehouse clerk what was their managers expecting from them, what are your job expectations? Four said I’m not sure and 1 said to be here every day, on-time, get my roster completed and turned in, keep expenses to xx percent of sales and make sure daily thruput doesn't fall below xx or I am to notify my boss. That person was the warehouse clerk. I’m going to say that she knew a bit about her expectations because she worked closely with the manager, and just due to the specifics of her task that she’d had to ask questions along the way to learning her job!
That brings us to what I meant by it’s the employer's responsibility to explain our expectations to us. I know, I just spent 5 minutes telling you that it’s our responsibility to know and understand the expectations we’ll be measured on as it relates to our position. Just bear with me a few minutes!
Our employer needs a long term, career minded, motivated employee. Here’s a quick example from my experiences last week. A group of new hires were walked into their new facility for a 3-hour orientation meeting. They all were told they would start work after the orientation. After the meeting they all were asked to go outside and pick up trash and debris along the fence line and then they would be placed with the trainers and get started. Well, 2 of the 4 took exception to picking up the fence line. They both walked out without asking any questions. Now, if it had been explained during the orientation that they would have inspectors coming out this afternoon so everyone was in cleanup mode this morning would it had made any difference? They have these inspections once a month, shouldn’t that had been explained as well. The new employees didn't know what the expectations were, and it cost two individuals their jobs and the company two good associates. I’ll agree that the 2 employees didn't handle things right but neither did the management team!
With the employer measuring our attendance, productivity, all their metrics, it's only fair that they share what those expectations are. How can an associate hit all his or her numbers and task if we do not know them all & how to accomplish them.
Can you see why I’m thinking it is our responsibility both as employees and employers to make certain that all expectations are understood, by both parties. It only makes sense for an employee's success and the company's goals.
I want to expand on expectations in two other forms as well real quick.
As Merriam Webster tells us. Expectation is the act or state of expecting. Anticipation. Something expected. Basis for expecting. Assurance. https://www.merriam-webster.com/dictionary/expectations
Let’s check out that last word too. It's one of my favorites! Assurance. Confidence of mind or manner. Easy freedom of self-doubt or uncertainty. Excessive self-confidence. Pledge or guarantee. https://www.merriam-webster.com/dictionary/assurance
As employees, say an order selector or forklift operator as an example. I find that we hold high expectations for our peers and those teammates that have positions that touch ours too as well, right? I mean we want and need the pick locations to be replenished before we roll up to an empty location. And as that replenishment fork operator we have the expectation that our inbound staff have properly received it and put it away in the correct spot. And then others have expectations of us in these positions as well. The loader expects us to have placed the product properly, facing the direction so they know how to load it. And let's not forget about the delivery driver, he or she holds the order selector accountable and expects the product to be placed in the proper zone on the pallet so they can unload it efficiently.
Well, did I ramble on too much or did I get my thoughts on Accountability, Expectations, and Assurance across!
I find it hardest for me to uphold the expectations of myself to the standards I set for myself! A lot of people call me an ABC person or a Rules kind of guy. It’s really not that. I want to always be growing, advancing, learning, I want to be accountable to myself and the family, to meet the self-imposed expectations on myself.
As we’re always saying here at WAOC. If you are happy, and enjoy what you're doing, by all means stick with it. That job can be your career. If I’ve learned anything about working in our industry it's that you must love what you're doing. If it’s more responsibility you’re interested in, well, it's there, just go for it!
So we’re on episode 290! If you enjoy the show each week, let me know, send us an email to host@warehouseandoperationsasacareer.com and tell us so! I enjoy putting it together, it takes some time, but it's fun. When we hit the 300th episode we’ll need to make the decision to stop or raise the bar a bit! That is still 10 weeks out, so until then we’re going to keep enjoying what we’re doing right!
Thanks for listening, I hope to see you back here again next week. If you haven't subscribed, please do so, and we’d appreciate you telling a friend about us as well. Show them how to subscribe too!
Until next week, check out and learn what is expected of you and help others know what you expect from them. Be safe out there all.
Another month is wrapping up folks! We appreciate you stopping in with us again today! I’m Marty with Warehouse and Operations as a Career. We’ve had several questions lately about the front line management positions so I thought we’d talk about what those positions are and maybe I can share a few of the pros and cons of them with you. At least maybe answer a few of those questions!
So last week I helped put together a Lumper or unloader training program. As we’ve learned, in a distribution facility everything starts there, with the inbound freight so what better place to start!
An Unloader or Lumper Trainer, although not a front line management position, carries a lot of responsibility with it. As a trainer we have rules, procedures and reporting that have to be followed and completed before the job is really done. Training is expensive, did you know that just onboarding an associate to the stage of interviewing can cost your employer over $200 for each associate. A new employee is hired, and there excited about their new job. As a trainer it’s important that their given every chance and opportunity to succeed. Our company is counting on us as well as the new associate and his or her family!
Let’s look at a few of those responsibilities a lumper trainer will coach and instruct too for a minute.
Actually, if your presently an unloader you’re doing almost all of this already. It’s your normal day to day activities, there just second nature to us. Now all we have to do is make them second nature to others. I mean someone taught you right?
An important step, and it needs to be your first piece as a trainer, is to welcome a new associate to the team. Usually HR and our supervisor will cover our Company Orientation & Site orientation with them and then bring the new unloader over to us and get them introduced to their trainer. Remember how you may have felt a bit anxious on your first day? Maybe they’ve never seen a 800,000 sq ft warehouse or never dreamed of unloading 90k cases or breaking them down to 2500 pallets before. Well, its our job to ease those concerns and as a trainer we can do that!
Next we’ll want to, and we’ll do this throughout this first day, slowly and just as things comes up, but we’ll want to talk about and explain:
Scope of work and setting expectations – tell them about the task, Introduce them to any equipment they’ll be using and When/How to Use the Equipment – Make sure they know the companies rules and to never touch anything they have not been trained and certified on. Next we’ll go over the lumping process – Impact and Risk Assessment. Cases/Units/Splits Re-stacks; – we’ll need to explain all these. That may be extra revenue for the company and sometimes more money in his or her pockets!, Identifying Bad Wood is important as an unloader, we never want to put a weak pallet up in the racks. Double Stacks & Pin wheeled loads will need to be explained. – Another important part of training a new boot is we need to make sure they know how they’re getting paid, hourly rates or some type of piece rate, maybe even by the load. We’ll need to go over the attendance & tardy rules too. Maybe most importantly we’ll need to make sure they understand the safety & best practices of the job and how to read and interpret the paperwork. Any required PPE’s and the proper footwear requirements. What else, lets see, oh, they’ll probably need to know how to read our Purchase Orders, and understand how to use our dock space efficiently. And of course we’ll have to teach them to identify the Product ID, PO #, and TI-Hi’s. Unloading is a productivity position of course so a strong sense of urgency and speed or staying busy is going to be a must. I almost forgot about watching for mixed Pallets and Damaged Products Reporting Incidents /accidents and our near miss programs, proper communication, cleaning our work areas up, floor loads, logistics, Non-logistics identifiers and the expectations there going to be held accountable for. It sounds like a lot when you’re just talking about it but it’s the job. We just understand it all because we’ve been doing it for a while.
And then at the end of the day we’ll want to review the day with our trainee, kind of a Trainee takeaway. During the training process we’ll probably have the trainee, and ourselves, fill out some observation sheets, just so we can track our progress and recognize what we’ll want to review again tomorrow!
Training is repetition, the more we hear something or are shown something, the more we understand it. Remember this is a productivity job so although we’ll be reviewing a lot of information each day, staying busy, accurate and safe is what will make us the money! Review everything from day one on day two. We’ll need to make sure they understand the different kinds of unloading, breakdown, rolloffs and floor loads, Unloading inside the trailer vs outside the trailer and how to stage product on the docks.
On day 3 we’re going to review what we learned on day’s 1 & 2. By Day 3 we should know if the candidate is going to catch on or not. As a trainer we should be communicating closely with our supervisor on the candidates progress each day. Now, we’ll need to make sure we’ve done our absolute best regarding training, but productivity is a must with this position. Be sure to impress that upon your trainee.
Day 4 is a critical day for us. By now we’ve committed to ourselves that the employee has what it’s going to take to do the job. Throughout the day as we’re working we’ll review the procedures of the job and expand on its expectations and the safety practices. They should be pretty much working on their own now. Again, that’s our task at hand. If we’re visiting with them for just like 10 minutes at the end of the day and talking about our observations, not an hour long report, but just a conversation, we’ll know what we need to work on tomorrow!
Day 5, we should be on the home stretch now. We may have 2 or 3 other trainees by this point so it’s important that we’re checking in with whoever we have partnered him or her with to find out how there doing. Communicate daily with your trainees. You want them to succeed! If they succeed you succeed right?
Today we’ll meet with our supervisor with our honest recommendations, are they ready to work alone? Do they need just another day or two with another associate? We’ll be using our short 10 minute observations to ascertain that kind of info.
I’ve always felt like any type of trainer position is a great step towards our first lead or management position. We’re going to be exposed to a little reporting and we’ll have some responsibilities thrown at us and we’ll be exposed to having others looking to us for answers. I remember my first position as a trainer. I was assigned counting shorts and misships, the warehouse side of inventory control, those kinds of things. Anyway, the finance department had hired an additional cycle counter and they needed her trained on the system and how to do all the paperwork, so I drew the short straw to show her the ropes. I discovered training someone wasn’t all that bad. It’s a really good feeling when you know you’ve helped others with their career and taught them the right way!
So before we wrap up today I wanted to share a few attributes a good trainer needs to possess. Patience – we’ll be dealing with every skill level and every attitude under the sun. We can make anyone successful though! We’ll need to be a subject matter expert, we’ll need to understand all facets of the task we’re teaching too, the
why if you will! Next we need to know the importance of being a good listener. You’ll be surprised how much we can learn from our trainees just by listening to them. And lastly, we have to love what we’re doing. If we’re passionate about our task it will bleed over into theirs.
Well there’s a little on the trainer position. I know we talked about unloading today but I think you get the idea. Over the next several weeks we’ll explore a few more tasks like the different types of leads and a few supervisor positions. As you know we here at WAOC are pretty big on advancement and growth. I think we’ll have a lot of fun venturing into the front line management worlds.
And of course, as always, should you have any thoughts or comments about todays show shoot us over an email to host@warehouseandoperationsasacareer.com and we’ll find you an answer. That little @whseandops a’ll get you answers on our Facebook and Twitter feeds as well as posting up something for discussion on the facebook group Warehouse Equipment Operators Community. We pretty much hang out there throughout the week!
Until next week, think about all the possibilities around you and I hope it goes without saying to practice Safety on every shift!
There are so many career opportunities in our industry, I learn about new task and positions within the logistics field every week! Could you imagine planning and controlling the routes of container ships as an example? Today's container ships may be something like 1200 ft long, with a draft of something like 50 foot and carrying as many as 14000 TEU. A TEU means Twenty-foot Equivalent Unit, which is a 20ft container, or a container that is 20ft long by 8ft wide and 8ft 6in high. A 40ft container would be 2 TEU’s and a 45ft container would be 2.25 TEU’s. Can you imagine seeing 8k containers stacked on a ship and watching them being unloaded? Some of the largest container ships can carry up to 24k containers. From what I’ve read these larger ones can’t utilize our present canals and have additional travel times though. Some ports are even too small for them to dock.
I’m Marty and I appreciate you visiting Warehouse and Operations as a Career today. I am at what I thought was a job festival
this afternoon but I think it’s actually more of a music and food party. I hope the background isent to awfully bad! Ok, where here it is.
We’re always talking about advancing within the warehouse and the more conventional positions, or those that we see advertised every day on job boards and job groups. But in today's supply chain and logistics fields there is an endless route to advancement and growth potential. Picture yourself being the Vessel Traffic Controller, being responsible for the coordination of ships and vessels entering your port or harbor. Getting them docked so they could be unloaded.
And think about those computer programs. We talk a lot about our WMS or warehouse management systems to keep our warehouses running smoothly, tracking productivity, inventory, and capturing our available cube, velocity and movement of the merchandise. With today's VTS or Vessel Tracking Systems, software that can determine a ships position and the positions of other ships as well as weather events and dangers within and around our ports. Information Technologies or our IT fields is a whole other career leg to be explored.
Lets look at a few other positions real quick: I found a great article at https://www.indeed.com/career-advice/finding-a-job/high-paying-logistic-jobs that discussed 22 High-Paying Logistics Jobs you can pursue. We’re not going to review each one word for word, but I urge you to check out their article, it’s well written and can help point us in the right direction, I’ll put the link in todays show notes.
-
Logistics Coordinator – A logistics coordinator analyzes the movement of products in the supply chain and works to improve the efficiency of the workflows and processes in each stage. That go to person. The one checking inventories, the orders, and the shipment progress.
-
Supply Manager - They’ll oversee that supplies are ready.
- Merchandiser - Sometimes referred to as a purchasing agent, a buyer handles material, product or equipment Purchasing.
-
Logistics Manager - The logistics manager oversees product and material purchasing and distribution for a business. One of personal recommendations!
-
Logistics Analysis - These professionals study the supply chain of an organization and implement changes to make it more effective and efficient.
-
Fleet Manager - A fleet manager oversees the transportation department of an organization. Hiring drivers and keeping all the regulatory issues up to date.
-
Facilities Manager - A facilities manager may oversee the operations of one or many offices, manufacturing or distribution locations for a business. As you know I somewhat fill the role of a facility manager from time to time.
- Distribution Center Manager - Also referred to as a distribution manager, these professionals oversee the receiving, storage, order fulfillment and shipment processes of a business's distribution center.
-
Production Manager - A production manager handles the manufacturing processes and workflows in an organization.
-
Contract Administrator - A contract administrator handles all of the negotiations for an organization with suppliers, buyers and third-party transportation and delivery. They write the legal contracts, monitor progress of contracts and ensure contract fulfillment.
-
Purchasing Manager - A purchasing manager oversees a team of buyers in an organization. They're responsible for hiring and training buyers, setting purchasing standards and budgets, evaluating potential vendors and suppliers, monitoring and approving contract negotiations, holding vendors to contract terms and providing financial reports to senior management.
-
Operations Analysis - An operations analyst helps businesses evaluate current processes, determine issues that impact efficiency and recommend solutions.
- Commody Manager - Commodity managers analyze the market to find and act upon the best deals for buying and selling goods, materials and equipment for an organization's supply chain.
-
Management Analysis - A management analyst, sometimes called a management consultant, reviews a business's operations and recommends improvements to spending, HR processes, workflows and other aspects of the organization.
-
Configuration Manager - A configuration manager typically works for technology-based businesses to support product development by creating and monitoring the configuration management system (CMS).
- Supply Chain Manager - A supply chain manager oversees all aspects of an organization's supply chain, including material sourcing, production and order fulfillment.
-
Director of Operations - The director of operations is a senior manager responsible for ensuring the organization is as efficient and profitable as possible.
-
Sourcing Manager - Sourcing managers handle an organization's supply portfolio to ensure transparent financial reporting that aids in accurate revenue and expense projections.
-
Vice President of Supply Chain - The VP of supply chain leads the efforts in creating effective policies and procedures across the entire supply chain, such as for waste and disposal, material sourcing and distribution. They also set standards for utilizing the budget for each department, ensuring the supply chain keeps up with demand and enforcing regulations across all offices, manufacturing plants and distribution centers.
I really encourage to check out their article. I didn't mention several of the positions, and actually added a few of my own, but there's a few thoughts to get us all thinking.
I briefly mentioned Information Technology earlier. With computers being mounted on all kinds of equipment these days, with us employees wearing things like wrist mount computers, laser triggers, even headsets that speak to us, not to mention our WMS, or warehouse management systems, and TMS, the transportation management systems, and as we learned today things like the Vessel Tracking Systems out there, well, those are great fields to get into.
Oh, here’s another thought. What about all the vendors that support the supply chain and all their activities?
As we recently learned, our industry, whether it be in Manfacturing, Production, or Distribution are essential positions. The supply chain is truly the backbone of commerce.
A friend told me today that if you can dream up a job or task that you’d like to do they’ll be a facility somewhere hiring for it!
That brings up travel. If one loves traveling, there are tons of positions that offer it up! We’ve all heard of the traveling order selection positions. I have a great friend that only works or travels for order selecting assignments.
Rack installers travel from state to state building our warehouse racks and slots.
All those regional manager positions can do a lot of traveling as well. They may be responsible for 5, 6, or even more facilities across as many states.
There are many 1000’s of positions in our industry. Check out the world wide web. I believe this industry is the industry to work and grow in.
Well, I have to get packed up and head out myself.
Please share any thoughts you may have with us by sending me an email to host@warehouseandoperationsasacareer.com or run on over to our Facebook or Twitter feeds using @whseandops, we check both of them throughout the week!
What is our Priority One? Safety of course.
Welcome back to Warehouse and Operations as a Career! We had an email question about Hand Trucks, a listener was wondering if there was a training course offered by anyone for its use? I gather there’s a position she’d like to apply for that had listed its use in the Job Description. She stated with 2 years of warehouse experience she had not had an opportunity to use one, seen them, but was a bit anxious about using it. I found this to be a great question! I’m Marty and let’s talk about the Hand Truck and its use today, we’ll start out at my go to internet knows everything site Wikipedia: Upon a search on Hand Truck Wikipedia states:
A hand truck, also known as a dolly, two wheeler, stack truck, trolley, trundler, box cart, trolley truck, sack barrow, sack truck, or bag barrow, is an L-shaped box-moving handcart with handles at one end, wheels at the base, with a small ledge to set objects on, flat against the floor when the hand-truck is upright. The objects to be moved are tilted forward, the ledge is inserted underneath them, and the objects allowed to tilt back and rest on the ledge. The truck and object are then tilted backward until the weight is balanced over the large wheels, making otherwise bulky and heavy objects easier to move. It is a first-class lever.
Sack trucks were originally used in the 18th century to move large sacks of spices on docks by young boys, from the age of 11, who were unable to lift the large sacks by hand. By using this method they were able to work as well as grown men in moving items around. Later, such trucks were amended for use in many different industries, such as brewing, where hops were moved in sacks. And Wikipedia goes on to describe materials used and a few different types of units. And there’s a lot of other examples and thoughts about hand trucks available on the internet and hundreds of different images, some are really innovative and interesting, check them out.
Well I guess that’s a pretty good, all be it short explanation of probably the most versatile tool used in our industry. Hand trucks or two wheelers are used in almost every industry, I think it’s kind of like a ladder, there’s always a use for one even in our day to day lives. You’ll find them in Office environments, mail rooms, retail stores, and even in professional buildings. It’s the perfect tool to move a box or an item from point A to point B.
When moving a couple of file boxes from one cubicle to another I’d probably agree, as long as one applies some common sense and is careful, there’s not any special training required and the task can be accomplished by pretty much anyone. But, when you’ll be moving 1500 cases throughout 20 different stops, working with it in a loaded trailer, coming down a trailer ramp and navigating through doorways and around the many obstacles encountered by todays delivery drivers and driver helpers a bit of training, practice and experience sure can make the task a bit easier and much Safer to accomplish.
I know some drivers that own and carry as many as 5 and 6 dollies or hand trucks with them each day. At large stops it’s so efficient to load up several and run one after the other into the account or have a helper loading up one while you’re running one. The typical set up would be like 3 regular hand trucks and 2 breakdowns. And I’d hope all of them would be equipped with hand breaks.
Although breaks aren’t really important when just moving a few boxes around the office, I think they should be mandatory when rolling 300# down a trailer ramp to a sidewalk or a curb. Even as an add on piece of equipment the investment is worth it.
Ramps can be dangerous, think about it for a second. We’re behind 250#, have it balanced going down a ramp with pneumatic or rubber composite tires on our two wheeler with about 3 inches on either side of our ramp guides or ledges with gravity pulling us at a pretty good clip and one of those wheels touches the ramps side. It’s going to stop, immediately come to a stop, and our load, hand truck and us as well will continue in motion until we hit the ground, wall or building. I’ve seen broken legs, broken hips and head injury’s result in such a spill. Brakes can keep that speed regulated a bit & exercising caution and some common sense will go a long ways to preventing such an accident.
As for training courses available I’d refer to experience. And there’s a lot of You Tube Videos by users and manufacturers both. We’ll be moving weight with it, it’s important we position the first case securely and evenly on the blade, or ledge of the hand truck, the piece that’s on the ground when the dolly is standing up. As we stack other cases on top of the first one make sure we’re stacking them heaviest and sturdiest to lightest and crushable being on top. Never stack over our sight line or the handle or height of our hand truck, and be careful not to overload our equipment. Every truck comes with its weight limit, remember that’s the structural limit of the unit, not necessarily a weight we as individuals can handle. When breaking over the load or pulling the load towards us or off the ground learn to find that angle or point where the weight is on the truck’s wheels and not on our shoulders or backs & comfortably moves when pushed or pulled. Its best to always stay behind the load, another words pushing it forward, for obvious reasons, not just ergonomics, you don’t want to get ran over by the load if on uneven ground. Remember the weight, its heavier than it feels, if we’re doing it correctly, and the load is wider than the wheels or axle possibly. Watch for door jams, doors and walls when navigating hallways and corners, oh and thresholds or floor drains, both of those can yank the load from your hands if you’re not careful, I’ve lost loads to both before.
Experience is the best teacher, use caution, go slow, be careful and stay focused and you’ll learn you can get into and out of some pretty tight places with your loads, once you master it, it just becomes an extension of your arms. It’s really an amazingly efficient piece of equipment.
As I mentioned there’s all kinds of hand trucks, the breakdown we mentioned earlier can transform from a regular upright dolly to a cart type unit that you can load much more product on and push through hallways and elevators. There’s units made to move barrels and drums around safely with & today we even have stair climbers with electric climber wheels and battery packs built in.
And so many accessories, from brake units to pouches for holding small splits or individual or loose items and paper work. Wheels and tires are probably the most important and customizable, I’ve seen some pretty tricked out delivery dollies, and some serious paint jobs too! I think one of the most useful accessories is the curb ramps, their light weight, can be tossed around easily, they come in both aluminum and plastic and are really inexpensive for the efficiencies they can bring. It’s much easier to pull the load up a ramp than try to pull the dead weight of the load up a curb.
Hand trucks can be made of fiberglass, aluminum or steel to super lightweight yet strong magnesium frames and of course from cheap to inexpensive to very expensive. As with any work tool you typically get what you pay for and when it comes to our work equipment I personally feel the best is better, at least spend enough to be dependable, long lasting and Safe.
A couple of other tools us as warehousemen may need some experience with or training in their use could be manual Dock Plates, how to pull the release chains and properly walk them down securing the trailer lip properly. And wheel chocks or trailer chocks, a very important item to have in place before entering a trailer to load or unload. Many newer facilities may utilize hydraulic dock plates and trailer locks, either way it’s important we understand their usage & operation, always ask questions if you do not understand them or have not been shown how they work.
I hope we helped you today, if you’d like more information on any of today’s topics please shoot us an email – host@warehouseandoperationsasacareer.com and we’d be happy to answer them individually or send over some reference materials. We’d appreciate a follow on our Twitter feed @whseandops, we talk and share quite a bit on Shifts and Leadership there. Remember the work we do can be repetitious to some degree and we can get comfortable with it. Please be cautious, follow the Safety rules, practice safe lifting techniques and always respect your powered equipment, Lets all leave each shift as we started it, healthy and happy! Until next week please treat Safety is priority one!
Marty here, and thanks for listening in to Warehouse and Operations as a Career again this week. Let's see, I’ve only taken a few notes for today's show but I’m sure we can put something together. I just noticed that this will be episode 286. We’re getting close to that 300 mark! I originally planned on doing 50 episodes!
OK, where's my notes. Oh, I do want to mention that last Thursday and Friday I had the opportunity to participate in a Recruiters Retreat! I gave one of the 5 presentations they sat in on. I really enjoyed presenting and they seemed to have a great time while in Dallas. All 7 of the attendees are light industrial recruiters. They fill positions like warehouse general labor, sanitation, utility positions as well as unloaders, loaders, order selectors and order pickers, reach lift fork operators, put away and replenishment forklift drivers, cherry pickers, let’s see what else did they mention. Oh, warehouse admins and clerks, receivers and a few specialty positions like inventory control and recoup or return tasks. And I’m sure there's others but that’s what I can remember off the top of my head. I spoke for a couple of minutes on leadership with them. If you’re a long-term listener you'll know that I think every position we accept comes with a spoon full of leadership responsibilities, even if that responsibility is just taking care of ourselves!
One question that was brought up on the last day was the differences, and there are many differences, in the job descriptions of order selectors, order pickers, and most of the forklift positions. I can see how, from a recruiter or hiring agents' point of view that could be a very confusing. They had spoken about a few resumes that clearly stated a young man or woman had worked for a few years as an order selector only to have their operations or warehouse management take a hard pass on their candidate. I’ve never thought about it. I think because I know why. I’ve not understood why I couldn't promote or hire someone before. Hiring is in their world. They are the pros. Those rules and regulations are in their wheelhouse.
Let's look at the differences in order selecting as an example.
I know of a facility where the “selectors” are actually what I would call pickers. There's a conveyor system that runs the length of the aisle where 6 “pickers” are spread out up and down the aisle picking their items, labeling each case and placing them on the conveyor belt. Each case will be read by a scanner and raked by a robotic arm and directed to its load or door to be palletized, loaded and delivered by the transportation department. The only equipment these “selectors” use is a wrist mounted computer, a finger trigger and a belt worn label printer. No PIT equipment or Powered Industrial Trucks like rider pallet jacks or forklifts. Their company does call them order selectors though. And technically they are, I guess. However, they posse a different skill set than, say, a broadline order selector using an electric rider pallet jack, that could be pulling three pallets and 160 or 180 cube of product!
While we’re talking about the triple pallet jack let's talk about its productivity, or how large quantities of freight can be moved with them and be moved quickly! Or not so quickly.
The broadline foodservice order selector will receive a batch, meaning all the cases he or she will be selecting for the customers within the truck drivers route. A full trailer load of stops may consist of anywhere from 2 to 5 batches or more runs through the warehouse. This group of order selectors may, more often than not, be paid off of an incentive plan, or activity based pay program, some type of a piece and pallet selected program and rate. In my experience, these associates are selecting upwards of 200 cases an hour plus. Their paid well. Accuracy is important. Safety is their priority one. But so is their cases per hour. I refer to these types of positions as High Productivity Order Selectors.
I know of another type of order selector, using the same type of pallet jack, maybe even the same type of selection equipment. Something like a wrist mount scanner or a speak to text or speak to pick and print system. The most important there, next to safety of course, is accuracy. The batches are smaller because the product is fragile, glass bottles containing syrups and liquids. The selector can even be doing a little packing, protecting the product as he or she tracks through the aisles and warehouse. Working here it’s more like safety, accuracy and then cases per hour. Such a facility may have a case per hour quota of much less than the above, could be something like 80 cases an hour.
Now the pay rate will be much less here. Probably an hourly rate. However, I feel these facilities are great learning opportunities for a person that can operate an electric rider jack safely and feels comfortable on one. After working in such a facility for a year we’ll now possess the skills needed to operate at a high productivity facility.
Sticking with the electric rider pallet jack and order selector operations, I want to talk about the produce warehouses and the specialty houses like meats and cheeses.
We could again be using all the same equipment as above and we’d find the productivity or cases per hour would fall somewhere between the other two.
In these worlds we’ll be responsible for checking quality, packaging, maybe even sorting or repacking cases with bad fruit or vegetables and leaking packages of meats or open containers of cheese. Maybe something like 90 CPH to 140 CPH.
Now lets talk about order pickers. Not like our first example but truly pickers.
I’ve spoken about my days working at a meter company before. It was a large work area where we’d pick up a pick sheet which would tell us what to select for each order or customer. Then I’d walk up and down tables and bins where I’d be grabbing o rings, springs, tiny screws, small face plates, valves and such. Some parts would be so small I’d have to weigh them to know how many I was shipping!
These are great tasks for the individual that is new to warehousing and does not have any equipment experience just yet.
So before we leave Order Selection let’s discuss the experience levels necessary for each type of job.
High Productivity Order Selector. This associate will have to be very proficient with his or her powered industrial truck. I’d like to see them with at least 3 years of experience on the jack. Someone that demonstrates high energy and a strong work ethic. There is no room for attendance issues on these shifts. It’s a commitment!
Low productivity order selector. Now I think these are great get your foot in the door regarding order selecting. I recommend at least 6 months on the electric rider jack and a focus on one's job. Again, attendance and safety are paramount. I’ll call it a commitment to the job again.
Now, the specialty houses. I really like these proving grounds. Yes, we’ll need a little more electric rider jack experience that, maybe a year or a little more but at the 90 to 140 CPH level we can really hone our skills and move into the high productivity game much easier and quicker. Again, this job is a commitment. Safety, Attendance and Quality is going to be important.
Lets see, I had a question about forklifts, what was it. OK here it is. I guess her concern covered several types of powered industrial equipment. She asked “You can operate, and I think you are certified, to operate everything except the turret truck” What should I start out with? Is there a natural step from equipment to equipment?”
Awe, she's a long-term listener! Of course it’s all going to depend on our job. Our company is going to train us to their needs. I can share what I believe to be the easiest transitions. First I’d like to state that the only reason I have been exposed to so many different pieces of powered industrial trucks is that I am still in the industry. And I have been in it a long time!
The first piece of equipment I was exposed to was the counterbalance forklift. That’s a sit-down model and I was trained how to operate the clamp attachment at the same time. My next piece of equipment was a single electric rider pallet jack, then I was taught to operate the Cherry Picker. My next piece was the reach lift, I still enjoy the reach today! I think I then learned the push pull or slip sheet attachment on the standup forklift. Then on to the double and triple electric rider jacks. In there somewhere came the floor sweepers, scrubbers, scissor lifts, dock stockers, floor stripers and hoist cranes!
Again, you’ll be taught the equipment and tools needed to perform our tasks.
If you are seeking employment and target the career you’d like to have just have a plan. Find a place that uses the equipment you want to operate, get your foot in the door as g/l or some entry level job, after about 3 months of being that employee, the one on time and following directions, we’ll go to our boss and let them know that we want to be trained on whatever it is. It’s just that simple!
Very few people I know can safely operate more than 3 types of equipment. Really only us more mature warehouse associates, or trainers that work on several pieces of equipment will be proficient on more that 3 or 4 types of equipment. I happen to fall in both of those categories!
A few thoughts I have about equipment though would be:
I think it's easier to go from a single rider jack to the double and triple. People that learn on the double and triple seem to struggle going to the quicker a less stable single jack. Those little things have some torque!
In my opinion a standup forklift operator can transition to the reach lift easier than going from the reach to the standard stand up. The outriggers are usually different. I see people struggle with getting closer to the racks without the reach features.
Lastly, for me, it's easier to train the individual that has standup or reach experience to operate the sitdown or counterbalance lift. Going the other way, I see those sitdown operator's struggle. I think it’s the standing, and maybe to positioning of the lift, how you have to look through the mask a lot more.
Well, I gotta get back to work myself! I hope we explained something today that helps you out.
Until next week, think, plan, encourage others to be safe in all that they do.
Hello all and welcome to week 15 of 2022. You’ve found Warehouse and Operations as a Career and I’m Marty T Hawkins. How is everyone doing? I have been super busy for the last several weeks, but the ends in sight. Speaking about the end of something, the first quarter of 2022 is here. How did you do with your goals and how is your 2nd quarter planning coming along? I’ll change the topic so I don’t run down the rabbit hole known as goals and planning, you know how I can be!
As we’ve established, Q1 is wrapping down. That means your management teams have been busy finishing up year-end reporting and their first quarter reports. I’m bringing this up because a lot of those reports may have something to do with our productivity, the headcount of our shifts, even how our task or duties, even our job descriptions, can change because of numbers on a page! And you know what, that is exactly the way we as associates should want it! We need to know, and understand, how we’re being graded and what our jobs are, what is expected of us. Without that understanding, well, we’re not going to grow! I won’t harp on being that employee today but I do want to share a few things that came up this week.
I attended a virtual conference last weekend. It was set up pretty cool. It had individual breakout rooms, each one discussing a different topic, just like the old attend in person kind. One of the topics was about learning. How to learn, you know, quiet environment, being prepared, taking notes, setting in the front rows. The instructor was really knowledgeable. The talk drifted to conventions and the breakout rooms. She made the comment, If you’re the smartest person in the room that you’re in the wrong room. That stuck with me. As we’ve discussed here many times, you are or will become who you hang out with. That thought process is why I feel it’s important to know the job next to ours. By knowing the next step the freight will take, we’ll know that person, and by knowing that person we will learn something we did not know. Simply put if we have more experience and experiences than everyone in the room we’re not going to learn much from them. But, if we’re in a room or at a table with people that have more experience and experiences than we do, we’ll, we’re going to be busy taking notes and learning all day. Being the smartest in the room is easier but not very rewarding in the long term.
Well there's thought one for the day, but I need to move on to today's notes!
I feel that thinking clearly is one of our jobs as an employee. I had a gentleman call me this week regarding a raise. He stated that he’d been working for his company for just under 6 months and had not received an increase and he wasn't making enough money. I happen to be very familiar with his organization. They offer overtime weekly, sometimes even weekend work. They have an attendance bonus that pays quite well too. I asked about how he did with the weekly attendance bonus, didn't that secure him the equivalent of about $2/an hour. He stated that he rarely earned the bonus. I pointed out that the only requirements were to show up for every shift and to be on-time, and to them that meant no more than 8 minutes late to work! He said yeah but that’s not part of my hourly pay rate. I mentioned that his company paid 30% of his insurance each month, and asked if he was figuring that into his hourly wage. He did not agree with me that his paid premium should be considered along with the hourly wage. I brought up the overtime that was offered each week. Now, I agree with him here. He said that although working overtime did bring home more money it has nothing to do with his hourly wage. We had fun talking about the pros and cons of overtime and I asked him what would he like to be making hourly? He gave me a number and we started backing into it. We removed overtime from the equation and dealt only with the hourly salary.
So with his present job, taking his hourly wage, then figuring in the worth of his company's part of his insurance, and if he achieved the weekly attendance incentive, his present hourly wage was $4.84 cents higher than the wage he wanted to make. He understood, and agreed with the math, yet wanted the hourly wage he had written on the paper earlier. And I think he’s looking for another job that will pay that rate whither they offer benefits or not. I get it, I do, and I guess there's nothing wrong with either choice but Ill have to agree to disagree on this one!
Lets go on to another topic real quick. I talk a lot about job descriptions. I think it's important that we as employers present an applicant the job description and us as employees understand that job description and ask questions as needed. Check out this scenario. A gentleman is hired for a position. He has stated that he can operate a standup forklift and the smaller dock stocker to his hiring agent. Upon arrival for his first day at work he finds out that the required equipment is the cherry picker, for which is has no experience with. Reviewing the job description would have eliminated this embarrassing issue. We as employees need to ask for that job description. We need to know what's expected of us, right?
Tuesday, I had a gentleman call me from out of state, one of the companies I oversee. A new position was being created and a complete job description as of yet had not been created. He asked what his duties were. A very good question. I explained that we were still working on one but promised we’d have a working draft put together by the end of the day. I felt bad about not having at least something put together for him. We completed one, discussed it, and now he at least has a target in his mind.
I was speaking with a Manager at a production facility about attendance. He wanted to define how many days an employee could miss each month before any corrective actions were taken. I shared that, in my experience, if you set a number of days or instilled a point system, that will become the number of days an associate, maybe even everyone on your shift will take off each month! I don’t know, I think attendance is a culture thing. Just like safety, if you have built a strong team, morale and ethics, pride in the job and the workplace environment, your team isent going to be looking for a number of days they can miss!
As employees and managers, what are your thoughts about attendance? Maybe send us an email to host@warehouseandoperationsasacareer.com. It’ll be interesting to see what thoughts are out there.
I have another thought I’d like your input with! Let me give you two different situations. First up, in today's market, an equipment operator is making pretty good pay. When applicants say they have experience on a piece of warehouse equipment or operating a specific extruder or CNC machine, they know they are going to have to show someone right? I had a young man last week in a PIT class. The instructor, through asking a few simple questions, started to wonder if his student had ever actually operated the electric rider pallet jack before! Anyway, he took him out to the equipment before the class started. The instructor demonstrated the controls, then drove the short course he had set up. Then he again asked his student if he could demonstrate the controls and control arm to him and run through the course as he had. The student stood on the equipment, and realized he was not going to be able to fake it. When asked what his plan was, he stated, and honestly thought, that he’d be able to see someone operating it and be able to figure it out. He now understands that’s just not the case. Be Honest, we’ll get there faster by just being honest people. I understand he just wanted a job and to be earning the better wage. But if he gets hurt or hurts somebody else, well, he may never earn what is wants too. Can anyone share their thoughts with me?
And real quick, I have recruiters asking me this all the time. Why would an applicant spend the time to post their resumes on all the job boards, accept the phone interview, drive out to the face to face interview, complete the paper work, do the drug screening, allow their background check to be ran, and commit to the start date and then ghost the job and recruiter. Not even a phone call. Better yet, not answering the recruiters calls? Please send us an answer to those questions if you can. I’d love to pass them along!
I believe that human nature just kicks in. I think its important to remember that we as recruiters don’t know the struggles and opportunities our candidates maybe facing. I always wonder, could I have better prepared them for the position. Had I given them a strong orientation of the task, had I explained the job description to them and had I explained the level of commitment needed to them. And lastly, did I offer them an opportunity to tell me no, had I given them an out? What do y’all think? Ever feel that way?
Again, please share your thoughts with us, email us at host@warehouseandoperationsasacareer.com and educate us!
We’ll call that a wrap for the week and I look forward to you checking us out again next week.
Until next week, think it through, and help keep someone else safe.
And it’s another week, a very productive week, and I hope a Safe week for all of us! Marty here again with warehouse and operations as a career, and today I’d like to talk about a piece of equipment, well, in my experience, us warehouse folks will either love or grow to despise. I may have been a little overly dramatic there, but I’ve known some people that, well, just couldn’t or wouldn’t make it work. My experience has been with what is called a mini load. I think the official name, or what it really is would be a ASRS or an Automated Storage and Retrieval System. Now these can include, and I imagine that they can be stand-alone components, anyway, things like Pallet Shuttles, even mobile racking systems, and they can be huge! And then you have pallet conveyor systems, and of course box or tote conveyors. Like I mentioned, I’ve played with the Mini Load myself. I was one that liked it. I won’t say I loved it; however, I was willing to give it a try, and I learned to like it. No seriously, it did the job and did it well, I think I was afraid of it breaking down, and it did, but not nearly as often as my nightmares of it stopping. I’ll give you a little history and concerns I had with them and then we’ll speak to what they are and maybe where there going or what we can expect in the near future! Today’s topic us actually brought up by a long-time listener, a supervisor from California. Dave and I tried getting our schedules in sync this week so he could bring some experience working with the larger ASRS systems to the show but, well, we’re both in Op’s and time wasn’t on our side! Maybe we’ll be able to bring him aboard in the next few weeks and he can get us caught up!
So, once upon a time, I was involved in the building of a couple of new facilities, it was pretty cool, we had a chance to build a building like we Op’s people would want it. The corporate engineers and planners really did a great job with them. I got lost again, So, what is a mini load? Mini Load is a designation given for the tote or small boxes ASRS system. You’ll have a stacker crane in between 2 aisles, and these aisles can be pretty narrow. A stacker crane is a Traveling, Lifting and Reaching mechanism that will run the length and height of our storage aisle and can place or retrieve our product or storage totes. And they can do this with speed, cruising the aisle at something like 600 feet per minute and a lifting speed of like 350 feet per minute. The theory behind one is simple. It’ll be connected to your WMS, we’ll place the product on the carriage, probably scan it into the system. The bar code will have the quantity, product number, manufacture date, maybe expiration date, country of origin etc, really anything our merchandising department would like to know about it encoded there! Then we’ll push a button and off it goes, storing it in a slot, one of possibly thousands of bins within its system. Anyway, this particular facility was debating the merits of installing a mini load ASRS or a configuration or mixture of pallet flow and carton flow racking. Flow racking is cool on its own. Typically, you’re looking at slanted roller racking that will be fed or replenished from the back, either cartons or pallets meaning you’ll have a replenishment only aisle feeding the product to the slots. From a selector’s perspective, and when our WMS and replenishment person is working properly, we’ll never arrive to an empty slot. The thought process at the time was, and remember this was 15 years ago, when both systems were being developed into what you’re seeing now, was how to develop the most efficient and ergonomic selection environment for the associates. Remember travel time is a bad thing in our business. Both for inbound and outbound shifts. Putaways and Replenishments require travel time. These systems help with both sides concerns!
So Working the mini load is cool. One of the things I learned quickly was you have to stay organized. I mean our work area has to be organized. In my world at the time, product would come in, it’d be unloaded, broken down and separated according to the purchase order. Now a mini load typically is going to be slotted with our smaller, slower moving items, at least back then anyway. With our warehouse set up for freight movement we were having one case or 2 or 3 cases of an item placed on a pallet which was brought over to the mini load area and we’d grab the case, scan the receiving tag and either place the case in a tote or place it directly on the roller carriage, depending on the size, shape and weight of the product. Then push a button and either it’d be whisked away by the stacker crane or it’d be placed in the que to be grabbed on a subsequent trip. And this was neat, you could work way ahead of the machine. You wouldn’t beat it, but you could keep it busy. The problem was all those pallets. You’d have 40 of them, not even a layer of freight on each, and then you’d have to stack them up and move them out of your way. If you weren’t feeding the machine you were getting behind. Well, it didn’t take long until we painted off a little area and instructed the forklifts and pallet runners to place the boxes or cases in the staging area and taught them not to leave the pallets. Now everybody that’s listening is freaking out that we were putting the product on the floor. Yes, we did, but the floor was painted, and it was designated as a staging area. Our plan described how no product would be left in the area more that 2 hours and the entire area would be cleaned at the end of each shift. It worked and we were able to keep up with the workload.
That’s just a mini load, smaller cases, manageable items. Picture an ASRS handling pallets or parts, even large parts! Maybe you’ve seen those Car vending machines or vending storage garages for our boats. You know, you drive it onto a sled or slip component and it raises it up and racks it or retrieves it with a ticket or code we’d enter through a keypad. Those are Automated Storage and Retrieval Systems.
I urge you to check out ASRS in your favorite browser. You’ll find some interesting reading, and I think we’re going to be amazed at their growth over the next couple of years. I made a couple of calls today to friends in the industry, one of them being a building maintenance manager. I asked him what was the first word that popped into his mind if I said ASRS. He said breakdowns. He works at a facility that uses a large carousel system, another type of ASRS that uses miles of conveyor belts and roller junctions. He loves his job, but he’ll admit his team gets stressed when something goes down. Everything stops, and they must get it running again. He explained there are redundant systems, backup’s and most of their parts are universal, all that helps but the bottom line is it must stay up and running.
Luckily, he says they run at a 99.1 percent up time and his selection side is rarely interrupted. Check’em out, I think you’ll enjoy about learning about them.
I briefly mentioned carton flow and pallet flow earlier. A lot of places utilize the function. You may be familiar with what is called push back? Our push back carton flow is great for storing smaller low velocity items but that’s exactly what it is. It’s just storage, we must load it from the front meaning during the selection process someone will need to get in our way to replenish the slot when we’ve picked through it. A true carton flow or pallet flow system will be fed through the other aisle. How can I describe this? We’d be picking on aisle A, then we’d have a replenishment only aisle and then we’d have B aisle to drive down. Only forklifts and stockers would be in our replenishment aisles, feeding product and pallets to us order selectors. They should never run dry! Now these slots are usually high-volume movers, our most popular and most selected items. There’s another perfect subject for you to look up! There are some great YouTube videos out there on carton and pallet flow systems, you’ll be amazed where it’s going.
The efficiencies such systems can bring to us in op’s are tremendous. I know, you’ll hear how they’re going to replace us, the workers. There not, they’re going to make our work easier. Yes, we may not need to grab the case from the slot but we’re going to have to move the freight. People will be imputing the data, making it move throughout the facility. Change yes, a good thing, absolutely.
We’ll I hope you’ll take a minute and check out these two topics online. If you’d like to share an experience or comment on either, shoot us an email to host@warehouseandoperationsasacareer.com and maybe I can get with Dave, we’ll have another episode on the topics. Until next week, wash our hands, maintain social distance and please remember our first priority is Safety, our loved ones deserve it!
Hello all, Marty here with Warehouse and Operations as a Career. I want to thank you for checking in with us today, and I think I’d like to talk a little about Ethics, maybe a little on Workplace Violence and our Reporting. Earlier this week I was talking with a gentleman that had just came out of his Companies yearly meeting on Business Ethics. Several of the larger facilities I deal with have these little gatherings once or twice a year. I think we as warehousemen kind of feel meetings like these don’t really have anything to do with what we’re trying to accomplish each shift, but I’d like to look a bit deeper and take a quick look at what we can take from them, maybe see them in a little better light. The companies meeting is going to talk along the lines of something like:
Business ethics (also known as corporate ethics) is a form of applied ethics or professional ethics that examines ethical principles and moral or ethical problems that arise in a business environment. It applies to all aspects of business conduct and is relevant to the conduct of individuals and entire organizations.[1] These ethics originate from individuals, organizational statements or from the legal system. These norms, values, ethical, and unethical practices are what is used to guide business. They help those businesses maintain a better connection with their stakeholders.[2] I found that at https://en.wikipedia.org/wiki/Business_ethics
You know, as warehousemen I feel we do play just as big a part regarding ethics as the Salesforce, Finance people and Merchandisers, Ethics and doing what’s right is everyone’s job. I’ve been out on delivery routes before and had the customer or even just people on the street as I was unloading offer me xx number of dollars for that box of product there. We all know that would have just been wrong to do. I heard about a restaurant owner that asked a driver once to mark the item short on truck, leave it with him and mark it off his COD amount. And even things like overages on the truck, that’s when the warehouse accidently selects an extra case of something and its loaded on the truck, it’d be wrong for the driver to sell it off the truck to a customer and pocket the money. We’d probably call that stealing and I think that’s what the definition above was referring to when stating “conduct of individuals and entire organizations”. There’s no way around the word stealing here, what we just described is theft and we all know its wrong and we’ll probably get caught. I’ve known people that’s lost their jobs over taking a donut from their company. Wither we’re talking a dollar or a thousand dollars we need to think about giving up our yearly salary for that one bad decision, that math just doesn’t add up too me! I guess we ventured off on bad decisions for a second, I’ll get back to ethics, but I hope everyone agrees with my math there. Another example on ethics could be As a order selector we all understand it’s our job to correctly select the right product in the right quantity for the customers order. But, we’ve all gone to that slot, had an order for 4 cases and only 3 cases were on the pallet. There we are faced with an ethical dilemma. Do we pull the 3 and ignore the 4th one and toss the label or do what’s right and grab a replenishment guy to drop another pallet so we can grab that 4th one? Hopefully we follow what’s right, have strong values and chose to use our ethical practices and not unethical practices, right? You hear me talk pretty often about Unloading or Lumping here at WAOC. I think the Unloading position is a great position to break into the Operations world, we can learn so much about freight performing those tasks. It’s also, or use to be, a bit questionable regarding good ethics. Back before technology helped us keep up with schedules, metrics, Cs/Hr, Trailer times etc it was really easy to cheat your company, vendors, truck drivers and your company. It used to all be pretty much cash, which meant it was really easy for a lumper and a driver to cut a deal between themselves to unload a few pallets, pocket the discounted rate and go on down the road. Thankfully the technologies today gives us a wealth of productivity information and helps track those transactions. Here again though its up to us as employees to conduct ourselves with values, morals and in an ethical manner.
See how those meetings can be important to our tasks and jobs on the floor. When I hear someone say something like I just wasted 2 hours in a meeting that had nothing to do we me We need to recognize that rarely, really rarely if ever, is our employer going to spend the time and wages for us to attend something that has nothing to do with us!
Another one of those meetings I hear a lot of grumbling about is the yearly Workplace Violence get together, oh and that’s where the speaker may add a segment about Sexual Harassment as well. I think its important to remember the world we live in today. We hear almost weekly about an issue at a school and bullying or a large fight at a mall, and an incident of road rage getting out of hand. Employers have to be concerned about aggression on the docks, it just can’t be tolerated. I know of a company putting together Active Shooter training right now for their employees. Planning is really the only thing we can do as employees and employers to prepare for such actions. Sexual Harassment is just as important, I feel everyone should be comfortable in the workplace. To me its more than a right or a law, it’s morally and ethically each of our responsibility to ensure our peers and associates feel safe at work. As you can see, these meetings aren’t a waste of our time and we can use them to advance personally and professionally in our careers and our lives!
We here at WAOC believes its our responsibility to perform our tasks better than the person beside us and have the want to get noticed by our management team right? If we are always interested in doing the right thing, using good moral judgement, utilizing good ethical practices in our tasks and duties we will get the recognition for it and hey, that’s what we’re after is being noticed for that next task or promotion! I think we all understand what’s meant by Workplace Violence and Sexual Harassment. We know we should watch our words, sometimes words can hurt us as much as actions. Anyone that has a significant other or spouse can attest to that. We shouldn’t be surprised when something we’ve said or that loud outburst on the floor has cost us our job. And let’s face it men and women, we know how to treat each other and more importantly how we should act and should not act. We should, and can, control those situations we put ourselves in and stay away from those that we know not to be involved in. I’ve never understood how someone can be surprised to find themselves in a harassment situation, everyone of them really knew they were doing wrong!
I got a little off course today, but there’s a few of my opinions I guess. Those subjects are important to anyone employed and to all of us as associates Remember we’re on Facebook and Twitter @whseandops and I’m having a lot of fun on the Facebook group Warehouse Equipment Operator Community too. Oh, and I’ll include a link to our WAOC Store front in todays show notes as well, just in case you’d like a coffee mug or tee shirt of your own. https://www.teepublic.com/user/waoc By the way all proceeds from the store front is donated to a charity, right now it’s the Cystic Fibrosis Foundation Great Strides Walk! And for a free plug I’ll link a donation page for the team I’m associated with this year should you like to donate a little to a great cause! http://fightcf.cff.org/site/TR/GreatStrides/90_Northeast_Texas_Dallas?team_id=70512&pg=team&fr_id=6876&_ga=2.47386343.1509921056.1522891140-532689123.1522891140
As always let’s leave each other today with a Safety thought, “Safety is a critical part of longevity and the development of confidence. The smoother a shift runs the more efficient and productive it can be!”
Anhydrous Ammonia, anyone know what that is? I’m Marty T Hawkins with Warehouse and Operations as a Career and we appreciate you checking in with us! My apologies, I’m a bit horse today but let’s have some fun anyway! I brought up the words Anhydrous Ammonia a few weeks ago and had gotten a few questions about it so lets look it up today! Merriam Webster tells us that Anhydrous means free from water. And they explain that Ammonia is a pungent colorless gaseous alkaline compound of nitrogen and hydrogen NH3 that is very soluble in water and can easily be condensed to a liquid by cold and pressure. So, looking up Anhydrous Ammonia we learn it is ammonia in its pure form that contains no water. https://www.cdc.gov/healthcommunication/toolstemplates/entertainmented/tips/AnhydrousAmmonia.html we learn Anhydrous ammonia, a colorless gas with pungent, suffocating fumes, is used as an agricultural fertilizer and industrial refrigerant.
When handled improperly, anhydrous ammonia can be immediately dangerous to life or health. As liquid anhydrous ammonia is released from its container into the air, it expands rapidly, forming a large cloud that acts like a heavier-than-air gas for a period of time. Because the vapors hug the ground initially, the chances for humans to be exposed are greater than with other gases. Symptoms of anhydrous ammonia exposure include:
eye, nose, and throat irritation
breathing difficulty, wheezing, or chest pain
pulmonary edema, pink frothy sputum
burns, blisters and frostbite.
Exposure can be fatal at high concentrations.
My experience with it has been in foodservice distribution facilities. Your larger broadline’s and concept distribution centers may use it for their refrigeration systems for their cooler and freezer vaults. If you’ve ever visited one of them upon signing in at the lobby, they’ll usually have you sign in and give you a sheet that explains that they have anhydrous ammonia on the premises and describes their evacuation procedures. Of course, it’s safe when used properly, just one of the many things in our industry that we need to treat with respect though. I’ve had two run ins with it across my career, once a facility I was working in had been doing some work on one of the units up on the front cooler dock and there was a small leak when bringing the unit back on line. After being allowed back in the building we had to clear all the product off the dock, actually ended up throwing it away, really just with an abundance of caution. Ended up being only that pungent smell that triggered its disposal, it was determined that there was not really a leak but some of the gas left in a closed off pipe. We had a plan, and everyone knew it so we’d have all been safe if there had actually been a leak! A few years later I was asked to go to a sister company and help them clean up after they had an actual issue with it. A forklift driver had hit one of the pressured ammonia lines which triggered an evacuation. It was an actual release or spill and all the product had to be removed and properly destroyed. It was quite the expensive mess.
Anyway, when working at a facility that uses it for their refrigeration you’ll be briefed or taught a lot about it and learn how to evacuate and stay away from it once outside. Ever see one of those wind socks out front or on the corners of a building? There located in positions of site, so you know which way the winds blowing and you don’t run into the gas while exiting. Again, very dangerous stuff but like every other tool in our industry, treat it with respect, know how to handle it safely and adhere to all your safety procedures and it is safe and efficient to use.
So, talking about all this makes me think of our HazCom or Hazardous Communication training. We all remember the hazcom talks at our facilities, right? Hazard communication, also known as HazCom, is a set of processes and procedures that employers and importers must implement in the workplace to communicate any hazards that are associated with chemicals during handling, storing and the shipping of and any kind of exposure we could run into. https://www.osha.gov/dsg/hazcom/HCSFactsheet.html has a really good fact sheet, and I’ll add the link in todays show notes, you ought to check it out, I’m pretty sure you’ll find it interesting! I won’t read the whole thing to you but I would like to hit on a couple of the high points real quick. I think the first paragraph of the standard wrap’s it up pretty well. It states “New changes to the Occupational Safety and Health Administration’s (OSHA) Hazard Communication Standard are bringing the United States into alignment with the Globally Harmonized System of Classification and Labeling of Chemicals (GHS), further improving safety and health protections for America’s workers. Building on the success of OSHA’s current Hazard Communication Standard, the GHS is expected to prevent injuries and illnesses, save lives and improve trade conditions for chemical manufacturers. An I think this next sentence spells it out for us as employees. The Hazard Communication Standard in 1983 gave the workers the ‘right to know,’ but the new Globally Harmonized System gives workers the ‘right to understand.’” The four major changes were:
- Hazard classification: Chemical manufacturers and importers are required to determine the hazards of the chemicals they produce or import. Hazard classification under the new, updated standard provides specific criteria to address health and physical hazards as well as classification of chemical mixtures.
- Labels: Chemical manufacturers and importers must provide a label that includes a signal word, pictogram, hazard statement, and precautionary statement for each hazard class and category.
- Safety Data Sheets: The new format requires 16 specific sections, ensuring consistency in presentation of important protection information.
- Information and training: To facilitate understanding of the new system, the new standard requires that workers be trained by December 1, 2013 on the new label elements and safety data sheet format, in addition to the current training requirements.
Again, this is a pretty informative read, pull it up if you have a moment and check it out!
https://www.red-on-line.com/our-core-activities-chemical-hazardous-materials-classification-of-chemicals-employers-guide-to-oshas-hazard-communication-standard/ is another good site I found on the subject too.
I liked this site as it breaks the wording down into something us as employees & employers can understand. For todays discussion I’d like to talk a little more about the Safety Data Sheets.
As we know, or I hope we all know, we have to know where the SDS stations or books are kept at our facility. I feel it’s our responsibility to even ask if no one has shown them to us. It should be part of our orientation, but if it’s not, ask, and please know how to use them and be able to understand what your looking at or looking for. As we’ve learned every chemical in our building should have an SDS sheet. Many of you may still be calling the an MSDS sheet, and that’s ok, there the same thing these days, but SDS or Safety Data Sheet is the proper name for them now. Anyway, understand them please!
So, the SDS sheet is broken down into 16 Sections:
Section 1 is Identification or what it is, name, product type SDS number and usually the supplier’s details
Section 2 gives us the products OSHA status, its classification, GHS labels and hazards statements and storage and disposal information
Section 3 Composition and information on ingredients
Section 4, this is an important one to us, or 1 of two sections that I always talk too. I feel we need to understand sections 4 & 8 for every chemical in our buildings. So, section 4 explains all the first aid measures to us and how to handle any exposures. That’s an important one ladies and gentlemen.
Section 5 discusses Fire Fighting measures
Section 6 explains Accidental release measures
Section 7 talks about the handling and storage of the product
And section 8, remember, this is an important one to us covers Exposure controls and personal protection!
Section 9 lists the Physical and chemical properties
Section 10 talks to the chemicals Stability and reactivity
Section 11 Toxicological information
Section 12 is the Ecological Information
And section 13, I think we should look at it too when we’re just looking up a chemical, it’s on Disposal considerations.
Section 14 Transport Information, it gives us the DOT and TDG classifications and any transport hazard classes
Section 15 list its regulatory information
And Section 16 is for Other Information
Our employers must make these sheets readily available to its employees and we as associates have a responsibility to know where there located and how to use them. If you have any questions, please go ask your management. It maybe you or a peer that needs them sometime.
Well, we’re out of time again, I want to thank you for checking in with WAOC today and urge you to send us an email to host@warehouseandoperationsasacareer.com if you have any comments or topic suggestions! If you are finding any value with the Podcast please share it with a friend and ask them to subscribe on Apple Podcast, Google Podcast, iTunes or really just about any podcatcher out there. Until next week, be Safe out there & if you don’t know where your SDS books are kept, please go in tomorrow and find out!
Everyone having a great week out there. I certainly hope so! I’m Marty and welcome back to Warehouse and Operations as a Career. I have an old friend that always said work is work, that’s why they don’t call it fun. I always disagreed with him. Work is work but it has to be fun, to a point I mean. If you know me at all you know that I believe we have to enjoy our jobs if we have a chance to turn them into a career. Most of us will be needing to work another 10, 20, 30, 40 or 50 years, depending on our ages of course. Can you imagine doing something for that long that you don’t enjoy!
I thought of all that because I’ve received a lot of questions about some warehouse and transportation positions and how to advance within them.
One person wrote in that they wanted to be a diesel mechanic but that any trade schooling was out of the question because of the upfront cost. I know a good friend that that started out as a driver helper and ended up as a mechanic for the same company. Before I talk about that though I’d encourage anyone interested in a trade like that to check out your community colleges, churches and city groups. They all from time to time have access to grant monies and scholarships for such. And a lot of companies have training programs or will pay for such training as well.
The friend I mentioned had been a driver helper for about three months for a large foodservice distribution center. An opening came up on the fuel island and he put in his request. The position of fueler does pretty much as it implies! This organizations drivers would come in from their delivery routes, back up to the docks and unload any returns, turn in any credits or adjustments with their invoices from the day's deliveries, deposit any cash and checks into the reverse ATM and then drive their tractor and trailers over to the fuel island to be refueled. The fueler would top off the tractor and refer tanks on the trailer and then go stage them to an assigned door to be loaded back out by the night crew for deliveries the next day. He loved this new task as it was a day shift position verse his old night shift driver helper job.
Working the fuel island was located down by the fleet shop. Part of his job was to mention anything the driver had notated on his post trip sheet to the mechanics and turn those slips into the fleet director. After about 3 more months he had asked if he could help out with the PM’s or preventative maintenance work that is done on the equipment after so many miles each week. There's a lot of small things involved in a good PM. Things like checking and changing light bulbs, checking tires and uneven tread wear, maybe even changing or rotating tires, checking hoses, maybe even belts etc. The director liked his initiative and started letting him take direction from a couple of the more knowledgeable mechanics when he was all caught up with the fueling.
After about 6 months of doing that a PM mechanic position opened up and he was promoted again. To make a little longer story short, within 2 years of starting with the company he had gone through several courses achieving several certifications such as air lines mechanic, brake mechanic ect, and was enrolled in a diesel mechanics class paid for by his company. Today he has been with that company for 17 years. He’s been offered a supervisor's role many times but he loves being a diesel mechanic and has turned them down each time! Now I made that sound a little simplistic. He worked and studied hard over those first few years. He invested in himself. He took a lot of night classes. And he purchased a lot of tools, a few each week, until he had quite the toolbox built. He had a goal, planned it out, and today has the job of his dreams. For him, going to work each day is fun. By the way, he wouldn't want me saying it but he’s helped several young men and women enter into the fleet world and become successful and accomplished in their goals as well.
Another individual wrote that their order selecting experience had been as a small parts picker in a conveyor belt aisle picking small parts for autos and aircrafts. More like wiring components and electrical parts. They had electric rider pallet jack experience from a previous employer and had just recently taken a job with a distribution company. They stated that the productivity requirements were much much higher than their parts picking job had ever been and they were afraid they were failing. The question was what is the secret to being an order selector in this productivity setting.
There's honestly not a secret. The question is do you want to do it. It's hard. It's going to require focus. It's going to require work. With all that being said let's look at what we can control.
First, we need to realize that time is our enemy! Our productivity is basically measured by how many cases we selected in an hour. Even if we’re being measured by percentage, you can put a CPH or cases per hours figure to it. Moving product is called direct time. Other things like taking a break, or lunch, or restroom breaks are indirect time. We are measured and held accountable for our direct time. To me that has always meant selecting right up to break time. That means not stopping 3 minutes early so I could walk over to the breakroom early. Using the restroom while I am on break or lunch instead of stopping and going later. And when I was finished eating or finished my break I would be back on my pallet jack when the direct clock started ticking again. Another big time waster is gossiping in the aisles while selecting. I shouldn’t say gossiping but talking is a real productivity eater. Another important thing is to work smarter and not harder. Look through your batch or cases to be selected. Are there any aisles you can avoid driving down. Drive time is a serious waste of time if we can avoid it. It can take a whole minute or more to navigate down an aisle. If we don’t have any cases to select in that aisle that drive time will do some serious damage to our CPH or selection percentage. I’ve seen new selectors work on just those few things and double their productivity averages. Define your cph goal, plan for it and achieve it.
This week I received at least 5 phone calls from individuals wanting to get their PIT cards or powered industrial truck certifications for the forklift. I want to state again ladies and gentlemen, please do not pay a service from the paper or periodicals your hard-earned money for that card. Your company will give you the certification for free. Holding a card in your hand does not give you the experience to pick up 2000 pounds on a pallet, run it across the warehouse and safely place it 20 feet into the air in the rack and its location.
Be that employee, come in on time for every shift, do a good job, and let your supervisor or manager know what your goals are and they will work with you, train you for your next step. They probably need forklift operators and what better person for the job than someone already familiar with their operations, product, rules and procedures. There are no short cuts to becoming an equipment operator. Set your goal, know what you want to operate, target a company to work for and get your foot in the door with a G/L or utility position. Set your goal, plan it out and you’ll become that forklift operator.
Well that'll wrap up another week for us here at Warehouse and Operations as a Career. Please share a thought with us at host@warehouseandoperationsasacareer.com and feel free to ask any questions on the Facebook and Twitter feeds using @whseandops.
Until next week please be safe, what we do can be dangerous, and we all have someone wanting to see us after our shifts are complete.
What is the most utilized and can be the most dangerous tool used in our Light Industrial Industry? Care to make a guess? I’m Marty with you here today at Warehouse and Operations as a Career. Today lets talk a little bit about Pallets. Pallets are everywhere, we’re around them all day every day yet how often do we really think about them. There almost just an after thought right? Yet we have millions of pounds of product up above us in the racks and we’re working under that weight every day. The pallet has played a significant role in our modern material handling world since the 1940’s. In the 30’s a boxcar with 13,000 cases of canned goods would take about 24 man hours to unload. That same load today on pallets can be done in like 4 hours. I found a great article http://en.lcn-pal.com/wooden-pallets/Articles/The-history-and-the-evolution-of-wood-pallets.aspx and they explained that in the early 1920’s is when we first saw pallets and skids being used. Prior to this wooden crates, boxes, kegs and barrels were generally used in order to gather, store, protect and move merchandise. Prior to the wooden pallet we use today, skids were used, made up essentially of stringers attached to a top deck of wood appeared in American factories along with the first low lift trucks. Stringers are the long outside, usually 2×4 boards and usually one runs down the middle of the skid or pallet too. Anyway, and as we learned in another episode around 1887 with that first rudimentary, and manual by the way, low lift hand truck showed up and then in 1909 the sleeker all steel low lift emerged. The development and sophistication of forklifts helped increase the quantity and the variety of materials and products that could be handled. Our modern day pallets started to evolve around this time, going from skids to the wooden pallet. In order to facilitate the use of the forklifts, spacers were added in between loads, boards were the added on top of stringers to make skids. With time, boards were also secured to the bottom of the skids in order to create a pallet. It was around 1925 when boards were attached to the bottom of these “pallets” and boom, the modern wood pallet was born.
Today we use a few different standard size pallets. You know how much I like Wikipedia https://en.wikipedia.org/wiki/Pallet so I checked out what they had to say. It states that a pallet is a flat transport structure, which supports goods in a stable fashion while being lifted by a forklift, a pallet jack, a jacking device or a crane. While most pallets are wooden, pallets can also be made of plastic, metal, and recycled materials. Probably the most utilized here in the States would be the GMA or grocery manufacturers association or the 40×48. I’ve seen the 48×48 handling the larger barrels and drums and Wikipedia shares that the military and cement industry uses a 48×40, I find that a little odd but hey. Here I see a lot of beverage pallets too that are 36×36. Walking facilities like I do I see so many different custom sizes I guess you can have a pallet built for just about anything your producing an have a need to store in a warehouse.
I found some really good information on Pallet Grading at https://nazpallet.com/pallets/grades-of-gma-pallets/ PREMIUM A GRADE PALLET
These are mostly used by retailer where they will sit out on the floor remaining an integral part of a product display and for pharmaceutical and food manufacture’s and suppliers where the cleanest recycled pallet available is required.
- 7 boards on top
- 5 boards on bottom
- 6” lead boards top and bottom
- Avg. top deck spacing 2.5” to 3.5”
- 3 stringers (1-1/2” x 3-1/2”ea)
- 4 way entry
- Flush
- No block or metal repairs to stringers
- No colored or painted stringers
A GRADE PALLET
A grade pallets are more readily available but will have a more worn appearance than a Premium A grade. The specs on an A grade are more consistent than on a B grade pallet and will never have any block repairs to the stringers. The overall appearance is also better as an A grade pallets likely has had fewer cycles than a B grade.
- 7 boards on top
- 5 boards on bottom
- Average top deck spacing 2.5” to 3.5”
- 3 stringers (1-1/2” x 3-1/2”ea)
- 4 way entry
- Flush
- No block repairs to stringers
- Each stringer can have one repair plate to strengthen any split
B GRADE PALLET
B grades are considerably less expensive than A grades and are used primarily for warehousing or shipping where it is likely the pallet will not be coming back.
- Between 6 to 7 boards on top, depending on board width which can be 3.5 to 5.5 wide)
- No less than 4 boards on bottom
- Avg. top deck spacing 2-1/2” to 3-1/2” but can be up to 4”
- 3 stringers (1-1/2” x 3-1/2”ea)
- 4 way entry
- Flush
- Has plugs (repairs) on stringers
- Can be various length and location
- No more than two boards (stringers) thick at any one point
- Chips or partial split boards are acceptable
PREMIUM B GRADE PALLET
The perfect fit between a standard A and standard B. This cost saving pallet will have fewer transfer cycles than a standard B and as a result will likely have fewer markings, chips, cracks or other wear and tear damage.
- Same as a standard B grade but with only one of the three stringers having a plug or other type of repair. May have multiple repairs on the same stringer.
And just as a side note or opinion of mine, never trust an aging pine pallet. I myself avoid pine pallets at all cost, hey, but that’s just me!
You know all of our warehousing jobs deal with pallets. I feel it’s everyone’s responsibility to be on the lookout for bad wood, that broken pallet that could end up hurting someone right? As Unloaders we need to be grabbing good solid wood to stack our product on. Being a Receiver we need to be not only looking over the product for correct counts and supc codes but verifying that the pallets are clean and in good condition to store them in our warehouse. Us as pallet runners need to be careful not to break and boards as we’re running under them to carry them to our drop off point. A broken board is going to weaken the stability of the pallet. And talk about responsibility. Being a forklift driver, we’re the last avenue of defense regarding the condition of that pallet we’re about to place in the rack 20 ft in the air!
Even our sanitation departments are going to be dealing with pallets, if not moving them around, we’ll still be seeing them and we should speak up when we see a weakened, broken, or dirty pallet. It’s all about protecting and watching out for each other my friends.
I’ve added the url’s to all the research pages I visited in todays show notes, if you have a few minutes check’em out. I found all of them interesting! If you enjoyed todays show share it with a friend or someone at work! We’d like to hear from you too, send us a comment or a topic that you’d like us to look up for you to host@warehouseandoperationsasacareer.com. Another way to start conversations or get some answers is visit our feeds on Facebook and Twitter. You can find us @whseandops on both of them and we cruise the Facebook Warehouse Equipment Operators Community group on most days as well! We look forward to you checking in with us again next week. Until then please be Safe, Talk Safety and lets all remember, we have family members counting on our return each day!
Welcome back to Warehouse and Operations as a Career everybody, I’m Marty and I’m cold. I find myself in Denver, Co this week but you know what, It’s not much better, weather wise, back home in Dallas, Tx right now!
I placed several ad’s this week, for a few positions in several states, and I received a few responses complaining about the hourly pay rates, that, well, I felt were misunderstood or not just or fair. Now don’t get me wrong, I think we as applicants should always ask for the best wage possible, but we should also keep in mind that our experiences or experience level, our skill level is what should reflect our wage. One of my friends, you’ve heard me mention her podcast, Unlocking the secret of living rich, kind of my own accountability coach, mentioned how by using levels we can more clearly define expectations, roles, and really our job duties. Ever thought about something like that?
Let's look at the position of unloader. First, we’re placed with a trainer for up to 2 weeks. I’m talking pretty generically here of course, but our roles could go something like this. So, for two weeks were in training. After that we could carry the title Unloader Level 1. That means we have completed our training and can now be eligible for production pay while working beside more experienced team members. We’d be learning better and more efficient ways to stack freight, using stronger ti and hi’s, and learning how to handle each case only once to save time. We’d still be learning proper staging of freight for the receivers etc.
After about a month of being a level 1, after we had learned all the above and were ready to work alone, we’d move to being a Level 2 Unloader. Here we’re working our own loads and earning our own production pay rates. We will typically still be handed certain loads, progressively our workload will be getting harder and harder, well, not necessarily harder, but I’ll say more complex. Meaning many more items per purchase order and maybe a mixture of small wood and large wood. Once we have mastered those loads and learned to capture the efficiencies the larger loads can bring to us, we’re ready to move to the Level 3 Unloader designation. We’re now considered a professional! This is where we’re making the big bucks now. Maybe we’ll have a few other responsibilities such as being a qualified trainer, and maybe helping out the dock leads. A level 3 unloader is where the next leads and supervisors will likely be pulled from. Continuously moving forward is what we’re all looking for right!
Soooo, back to my ad’s story! Like I was saying, I received a few negative comments regarding the pay rates for a couple of positions I posted. One was for a order selector at a low productivity produce distribution center. A comment was left saying “I was making that 10 years ago”, another gentleman stated that you could not live comfortably with that pay rate”. I went and checked out both of these profiles, just as a recruiter is going to do, and discovered that both of these gentlemen we’re definitely level 3 order selectors. Yes, they were both worth double what this job was paying. But, this job was being offered as an entry level position. A get your foot in the door position. A chance for that first job candidate to get some training to become a level three order selector one day. Everyone needs a chance, all of us level three selectors we’re given a chance, it’s time to pay it forward! Could I have done a better job posting the position. I guess so. But didn't I do that with the wage? If we are worth more, because of our experiences and skill level, shouldn’t we just scroll on to the next ad that is asking for our qualifications? I think so.
I had another ad for a sanitation position, oh my gosh, I received like 4 or 5 comments about how I’m not going to find anyone to clean up a warehouse. That’s just not true. I’m still trying to figure out how someone can make a comment about a position they know nothing about, they haven't called and checked out the position or asked any questions. One individual commented about cleaning toilets. The restrooms aren't even listed in this particular job description.
I have about 6 accounts that we supply Order Selectors for, lets talk about the different levels of that skill.
1 of the accounts is what I’d call a low to zero productivity center. Accuracy is their biggest concern. This is a great facility to grow with. One of the things I admire this account about is that their management team will spend time with the new boots and train them to just about any position a new boot would like to grow into. Of course, it’s starting out wage is not like the level 3 wages, but neither is the workload. All they ask is that you're on time for every scheduled shift. If you can do that, well, along with their training programs you can be earning really good money within like a year.
2 accounts I’d like to talk about are what I’d call level 2 facilities. Productivity here is at least doubled a level 1 operation. Think produce and fresh meat types of distribution centers. These types of operations will usually require that their selectors be very proficient on an electric rider platform pallet jack or maybe a stand-up forklift even. We could be introduced to a productivity-based compensation program or maybe even a base hourly wage and an incentive program here. Of course, these places will typically pay much higher wages than a level 1 facility because the responsibility and production levels are going to be much higher. As we’ve learned here at WAOC, we are paid according to the positions or task responsibility levels. Here we will be held much more accountable to our selection rates, or misship and short on truck ratios. These positions are preparing us for the pro’s or the level three positions.
The other 3 facilities are just that, for Level 3 Order Selectors. Talk about responsibilities! There is no room for horseplay at this level. It is all about accuracy, production, professional level pallet building and stacking. These are your distribution centers, typically the larger, high volume, no nonsense corporate settings. Yes, this is where the big bucks are to be found. But it takes experience to get here. These are the types of positions the two gentlemen I mentioned before will be applying and working. We can all get here but let's remember there are 3 different skill levels to almost any job.
So back to my ad’s. If I’m new to the industry and read a few negative comments like that I could walk away from an excellent opportunity because a professional commented to an entry level position. I’d like us to strive at work together and help one another out ladies and gentlemen. Maybe the comments could have been something like “this position isent for me but it looks like an entry level position based on the payrate.” I know there's job’s out there that doesn't pay what the positions worth, usually and hopefully there's more to it than that but we really don’t know until we make that phone call and find out right!
When we’re job seeking or looking at that next promotion please don’t try and short cut it. I can give you hundreds of examples where trying to jump to that next position without the proper training and experience has pushed back our success in that position by months or years. Think about the 3 levels, where do you fall in the skills of that job.
One other thing real quick and then I’ve got to get back to work myself!
Here we are in week 6 of the year! Seriously, have we all written out our goals for this year? Do you want to earn more money in 2022 than you did in 2021? If you answered yes, then get those goals written down on paper and get your plan put together! If you need help in any way email us here at host@warehouseandoperationsasacareer.com and we’d be happy to help you plan it out with you. You can probably find some help from one of our peers on Facebook or Twitter using that @whseandops or from our Instagram followers @waocpodcast.
Until next week, avoid the cold stress out there, warm up our muscles before work and after breaks and lunches, and be safe out there.
Week 5 of the year is almost over! I’m Marty with Warehouse and Operations as a Career. How is your year going so far? I have mine planned out pretty much through the 2nd quarter, and I’ve got to say, I’m right on track. One of my bigger goals was to get this one particular certification so I could help those interested in the food service fields, not hospitality, but more on the production, kitting, packaging, and shipping end of the business. I guess I shouldn’t say not hospitality, but well, I’m just not a restaurant person. Actually, I try and poach servers into the manufacturing, production, and distribution worlds! Every time I go out to eat, I leave a Job’s card and/or a WAOC card. We’ve pulled some great warehouse people out of the server and cook world!
Anyway, I have already received that certification and not only as an instructor but a proctor as well. Another 2022 goal was to give a class for such and I’m happy to say that I am in the scheduling phase of that class with the Salvation Army now. 5 weeks in and I’m right on track and I hope you are also. It’s all about our own personal success, right?
Ok, so back to my notes! Late last week I received a phone call from a recruiter friend asking if I knew anyone that wanted to work. I told her certainly. I had just been looking at the bureau of labor statistics reporting for December and shared that the number of persons not in the labor force who currently want a job was little changed at 5 million in December. I explained that this measure decreased by 1.6 million over the year but is 717,000 higher than in February 2020. Now these individuals were not counted as unemployed because they were not actively seeking work during the 4 weeks preceding the survey used for the report.
Now her and I do not see the recruiting process apples to apples. Probably more like raisins to grapefruits. She is a corporate recruiter, for all the warehouse positions in her distribution center where I, well I deal more with the sourcing world and agency recruiters. Anyway, after she did not find my explanation above funny at all, she posed the question to me. She asked. “What is your largest challenge in hiring someone in today's market? I explained that I’m not one that could answer that questions but that I knew people who could! I even decided to expand on it a bit by asking teams in frontline management that same question.
I posed the question “What are your challenges, if any, in recruiting experience talent today, and when hiring new boots to our industry. I posted that to a few recruiter groups and spoke with 12 front line supervisors in the fields and on the docks. I had 7 recruiters reply and share their thoughts with me. 3 of them were Corp inhouse recruiters, 3 were agency and 1 was an independent or contract recruiter. All 19 were in either manufacturing, production or distribution and all sourced, hired, or trained for those light industrial positions.
Ready for a shocker? 18 of the 19 said they wanted to hear more honesty from their applicants. Let me break that down a bit more.
Recruiters noted that over the last 12 months they have seen people exaggerating their work histories, a few mentioned there seeing exaggerating to the extreme! They felt like applicants may be trying to cover any long stretches of unemployment. By the way, each said that didn't matter to them, not like it did 2 years ago. The front-line people used the work honesty in regard to experience with the equipment. Across the board these individuals said that 25 percent of the people sent to them that stated they had experience on electric pallet jacks and standup forklifts had done more than exaggerate about those experiences. Of course, this is concerning to them because of the dangers to themselves and others.
I can understand both sides of the coin here. As applicants we want a job, maybe we’re trying to impress a bit. On the other hand, we’re trying to hire the best candidate.
I have two thoughts there. Yes, as an applicant we should be honest. There is no reason to get hired or accept a position that we are not qualified for and are not going to be able to perform. Aren't we just wasting our own time that way? If you’re a long-time listener you know how to target a company, get those needed skills and end up with our dream job right!
The other thought, when I’m speaking as a recruiter, we should be digging in deeper. We have all the questions and job descriptions, even some great tools to realize an applicant's experience levels. It’s not unheard of for the Op’s team to question a recruiter's motives for hiring what they consider a warm body. Myself I don’t think that would be the case, but I do believe, in today's market, maybe we misplace people, you know, hoping they can stick.
Neither of those scenarios are good.
From here on it got kind of funny. The general conscience was pretty much split down the middle. It seemed everyone had their own opinions. I guess, here looking over some of the quotes, I guess maybe 50%, in each field, spoke about the same things. I start with the frontline teams, and I’ll try and keep my own opinions and experiences brief!
So here are a few of the frontline wishes:
I need more Team members or team players. I’m seeing a lot of it's all about Me on the floor. Well, I have a bit of an issue with that kind of a statement coming from a lead or supervisor! I understand what their meaning, but isent that their job as management. I think it's our responsibility as managers to develop that team culture within our crew.
The next one, and a majority of frontline supervisors did mention this one. I’d like to see more safety conscious team members. And a few of them went on “I feel that my new boots are listening to the rules and procedures, the standards, but I don’t feel like they understand the gravity of them. Well, again, I have to raise my hand and comment are we doing our part regarding the reason for those rules, procedures and standards. If you are just teaching to them, and not training to them, sharing personal stories, recent events etc, I don’t think we can expect them to value or understand them? Send us a message to host@warehouseandoperationsasacareer.com with your thoughts on that one!
And this one may be my favorite; I think it’s the best and yet the scariest for me. “When did people quit caring about making sure the security doors are shut, and the pedestrian walkways, when did walking outside and beside the walk path become the norm. When I bring up things like that, I’m hearing things like dude, I'm right beside it. Now this one I don’t see as a management opportunity. We as employees do need to take our positions seriously. I am seeing a much more relaxed work ethic in my travels. I think that’s a shame to. A laxed work attitude will be picked up on by our management teams and will hinder and slow our advancement opportunities. I’d love to hear from an employee, maybe a new boot, about this one.
Gosh, I have like 12 of these, let’s do one more and then we’ll jump over to a couple of the recruiter's answers. Ok, a supervisor in the production environment states one of his biggest challenges is the new attitude on attendance and the work week. He said “25 to 30% of my shift is either tardy or calling in each shift. My NCNS list always has 2 to 3 employees on it. A year ago, I never had a NCNS and maybe has a call-in percentage of 5%. I had to open up a few positions to part time. Whats up?”
I have a thought on that one. and it’s a great one to segway into the recruiter's questions. I think people as a whole are insecure in many ways. 2 Years ago, many lost jobs through no fault of their own, and they realized that could happen to them. I think we all became a lot closer to our families and loved ones. Can anybody say that’s a bad thing? I believe it’s a new environment and we as managers and businesses need to understand that. If you are constantly building proper employer employee relationships, being fair and consistent, working with them, including our teammates in decisions, we’ll become a part of that security there seeking. I see companies throwing money at their associates, and yes that’s a good thing, but I think more recognition, pointing out that associates are doing great things, I think that’s what will help build that belief in the company, that security for a peace of mind. I know blah blah blah right. But that’s what I believe!
So recruiters. Across the board the recruits agreed that one of their biggest challenges were applicants scheduling an interview and then ghosting them. One recruiter stated that “I’ve had too many people schedule a phone interview and never call in or answer my call. And I am running about 30% NCNS for my face-to-face interviews.” I am hearing these numbers across the states I do business in. I’m not sure why though. Many believe it's because the job market is so open right now. Should I as an applicant decide not to go to an interview, it’s ok, I have another one scheduled tomorrow. I think we as hiring agents have to really sell the position up front. I don’t mean exaggerate or promise something that is not attainable, but we have to include things like growth potential, advancement opportunities etc. We have to turn on our career coaching skills a bit. There are other offers out there right now!
This one took me by surprise, I hadn't heard of it before but about 6 recruiters mentioned something like “applicants are not willing to complete applications online, somethings changed. How do I explain to them that we do not have paper applications or short applications to offer. I need all the requested information to hire them. I teach a class called Seeking employment is hard work. I wish more hiring agents understood what a job seeker goes through today looking for employment. Take ad’s for an example. Ad’s used to provide you with a job description, the pay rate, an address of some kind, a way to get in touch with the hiring agent. Today it’s an ad for open positions, and an Inbox me or Dm me. Before a recruiter trolls me, I know it’s the same on us as applicants. We’re just saying interested or dm me please! My point is it’s hard going online and filling out 5 applications in a setting. Each can take 45 minutes! And then driving or commuting to 5 interviews! That can be expensive!
I know this is going to sound very simplistic. But I think we all just need to slow down. Maybe we’ve come to believe we’re living on the computer now and everything happens in an instant. As managers we need to respect others thoughts and concerns and give everyone the time needed to learn. And as applicants and employees we need to slow down. Remember how serious a job is. We are going to be working for the rest of our lives. We need to plant out feet somewhere. And have a plan for our retirement and taking care of our families.
Well folks, I hope I'm leaving you with a thought or two. I appreciate you listening each week, subscribe and share with a friend!
Until next week share a safety story or thought with a coworker, you may make an impact they can live with.
Hello again, Marty T Hawkins with Warehouse and Operations as a Career. I was asked again this week if becoming or accepting a promotion to Supervisor was or would be a good move. It seems I’m asked that pretty regularly, so I thought we’d talk about Supervision for a few minutes today. My answer is always unequivocally yes! I’m probably wrong to say that but seriously, if that’s a part of our plan and goals then we need to accept the position and enter into our new role with an open mind and be willing to accept some corrective criticism and the all the experiences of others. You’ll need to understand that yes we understand the job and task we’ve been doing, probably can perform it better than our previous boss but our new job may have very little to do with that task and we’re going to be exposed to responsibilities and concerns that we’ve never even imagined before. Now management isn’t for everyone. Just do to our life styles and our family responsibilities or maybe even our present friendships with our peers. I always suggest that we speak with our spouses and family before we accept a role in management, their lives will be affected in some way as well, maybe in small ways but I assure you they are going to feel that things have changed. My experiences are in Operations, Warehousing and Transportation, the distribution and production environments. I’m not just talking about the odd hours, or the many many emails and phone calls we may experience in our new position either. We’re going to be introduced to the logistics, planning and reason’s that things are done the way they are. And we’ll now be responsible for those outcomes. Be it expenses, productivity, profit and loss, the safety of others and the growth of our company and our employees. It sounds a little overwhelming when I say it like that but honestly things are going to change. And change for the good! If you’re a long time WAOC listener, you already know that we’re all about advancement and our long term careers, right? The front-line management positions like Leads and supervisors are those first steps and they are, or I feel that they are, the proper steps to advancing our careers. I hear from so many that are considering taking those steps with questions like can you believe theirs a pay cut to get a promotion, or something like I’ve been offered a promotion but they can’t tell me exactly what the hours will be, or something like they expect me to be basically on-call all the time. If you feel this way I’d ask that you step back for a minute and think things through, think about what your wanting down the road. Remember, all those things are just what we’re use to, they’ve been a part of our working lives since we’ve started working and that’s how we’ve learned to think. Remember earlier I spoke about entering our new role with an open mind? Rather think of it as what it is. Were accepting a new job, literally a new job. Oh, it’s with the same company and on the same floor, the same environment we go to everyday and around all the same people we’re use to seeing but our job is different, and it comes with a new pay program, new tasks and all new responsibilities. It’s as simple as that, we’re changing jobs ladies and gentlemen. We’re very fortunate though, it’s not like we have lost our old position and having to seek employment though so we can keep doing what we’re doing and being very successful at it. Or we can change jobs and look at it as what it is, advancement and opportunity in a new field. We’ll be using the experiences we’ve learned and applying them to our new Career.
Of course, pay is something we need to consider, that’s how we pay our bills and take care of our families. A salaried position is something we can’t break down into an hourly pay rate, don’t try to do it. I can almost assure you that your W2 at the end of the year will reflect our promotion and additional earnings. Along with our salaried position may come paid days off, maybe incentives or bonus programs or other small perks and compensation. We’ve already learned that we must enjoy our work, I use the word passion a lot, maybe passion is the wrong word, but we do have to be enthusiastic about our job to be successful. When we enjoy what were doing those phone calls or additional odd hours won’t bother us at all. These kinds of things will affect our families though. Being out to eat with them and the cell phone goes off or with us needing to check our emails every couple of hours. None of these things will typically be required by our companies but you’ll want to stay in the loop, at least to some degree so we’ll do it on our own. After all this is just one part of our plan, a stepping stone to our next goal, right?
I’m instructing a class next week on just these very subjects. It’ll be geared towards unloading Supervisors and what some of their duties or responsibilities are and how they can prepare themselves for those new positions. A few of the more general thoughts will be on:
Scheduling Manpower – In our new positions it’ll be our responsibility to schedule enough employees to unload the freight, trailers, containers or loads each day. We’ll want to have all of our employees’ names and phone numbers on a roster sheet and be sure to keep that sheet with us all the time. We’ll need that not only for our Corp offices use but possibly for regulatory reasons too. We can use it for our evacuation plan or headcount sheet if we ever have to go to our staging areas for fire, emergency planning or weather concerns.
Speaking of regulatory we’ll need to have and communicate that evacuation plan to our employees. Any equipment certifications too, we’ll need those filed within easy reach too incase of inspections or audits.
Reporting – this is a tough one for us, especially for young sup’s. We’re learning how to do our jobs, learning how to manage cases, doors, dock flow and managing people. Its all to easy to just think our reporting is a waste of time, I mean its just pieces of paper with numbers, is anyone really looking at it anyway? Yes, someone is, I assure you. Reporting can be regulated by some agency, our companies’ accountants, our vendors or customers even. Besides our management and bosses have asked us to record it, it’ll probably give us some information we can use and probably should be using. I mean if its important to someone maybe we can learn something from it, it’ll help us advance personally even.
Safety – this is a big one. We should always take our start-up shift meetings seriously. Not only for cost and loss reasons, but to protect our associates, we’re responsible for their livelihoods now too. If we see someone acting in an unsafe manner, even if it’s an old friend, we have to intervein and put a stop to it. If a piece of equipment is not functioning properly, we need to lock it out. Even if it’s going to hurt our productivity, and who knows, maybe it’d be ok to use it for the rest of the shift, it’s our responsibility not to take the risk. Lock it out and figure out a plan B ladies and gentlemen, don’t risk an accident to your employees. Develop or enforce your companies Near Miss program, if theirs not one, learn it and incorporate one of your own. Build a strong Safety Culture within your shift. I’m a big advocate of a Safety Committee too, it’ll help your employees understand they play a part in the reporting and decision-making process when it comes to safety in their workplace!
Time keeping – All so important. It’s important to record it properly and notate any and all adjustments with your employee. It’s the law and honestly, it’s only right. Be an employee advocate when it comes to a person pay. Make sure they understand their pay program and it’s our responsibility to ensure they receive every penny they’ve earned.
Accident Investigation – Learn and follow your companies’ procedures and processes. Its going to take time, you’ll need to stop what your doing and properly fill out any supervisor sheets, make sure to get the employees statement and any witness statements too. Take pictures, draw diagrams if needed. Give as much information as you can to help health providers, your company officials and your employee. Know the phone number and address of your emergency care provider and keep it with you at all times!
I could go on for hours about the duties and responsibilities we’ll be learning once we take that next step towards our goal of retirement, but I’ll just say that YES, take that next step when the opportunity knocks. We’re in this game of life for the long haul. If your enjoying your job in operations now and like challenges and want more, seizes every opportunity your presented with. And please share your success stories or even concerns with us here at WAOC, just send us an email to host@warehouseandoperationsasacareer.com, we’d love hearing from you!
Last week a long time listener ask about our recording studio, and asked why our voices changed sometimes. We’ll first off, we don’t have a studio of any kind. We typically record each episode at home but we’re on the road quite a bit too. We’ve had to record from hotel rooms, hotel lobbies, we’ve even recorded from a couple of convention floors. I do try and make each show as easy to listen too as possible. We do as much with the background as possible but remember we’re all just a bunch of Op’s guys sharing our experiences, not sound engineers or radio people. You may occasionally hear rain, garbage trucks or lawn mowers in the background or even large crowds from festivals or conventions. We try and give you the information that’ll help you with your transportation and warehousing careers. As long as your enjoying the programs and we keep growing as a group we’ll keep trying to share that information. All our guest volunteer their time and we don’t accept any advertisements or affiliate links from vendors either. We want to say what we think and feel about things and not say what they’d request we talk about.
Well, all that being said I hope you enjoyed todays show and I want to wish you a Safe, productive and prosperous week ahead!
Hey all, Marty here with Warehouse and Operations as a Career back at you. It’s been a busy week. I’ve been giving some leadership classes, developed a few incentive programs for different things like productivity, attendance and position accomplishments. I’ll be doing a little traveling over the next couple of weeks, I’m in Nevada today and I’m aiming for Colorado next week, dependent on the weather though! I try not to be around snow.
One of the things that came up during a group class was the subject of favoritism within the workplace. As young members of management I see to many people fall into that trap, it happened to me, and it took me several quarters to clean it up. We must remember to be professional instead of personal in the workplace.
Let me share my story and then I’d like to talk about a few things' others shared over the last couple of weeks.
I was a night shift order selector back in the high-rise department, pulling groceries on an order picker, you may call it a cherry picker. I’d been back there, oh, probably like 3 years and I had been promoted to the warehouse inventory control associate on the day shift. It wasn't an actual front line management position, but I was given some responsibility and authority, or I felt like I had a little authority, anyway I was told I could pick someone to work with me. We would be responsible to perform item counts for the inventory and merchandising departments. Things like running down lost or misplaced product, counting truck shorts and misships and overseeing the salvage or spoiled product areas. I loved that segment of my career but I almost threw it all away by acting off of a personal decision instead of a professional one.
I had a good friend on the night shift, I had worked with him for all 3 years, and I had asked if I could bring him to days with me. I thought he’d be great at what we were going to be doing. I was told no, that I would need to choose an associate from the day shift. I only knew two people on the shift. One was an inbound clerk, and the other was a receiver on the dry product docks. The inbound clerk was kind of dry, didn't play around, he was full of integrity too, he was straight up with the over the road drivers, stick and fair. The receiver was, well, fun to work with and he had done this job before, filling in a few times when an inventory associate was out and such. I liked him so he was my choice.
About my third week in, my new partner was sent out to count an item by the v.p. of operations. As he was entering the aisle to go to the location, he encountered two gentlemen from inventory control. They spoke, he explained where he was going, and they told him they had counted it and the count was xxxx or whatever. Well, he ran with it, and reported it to the v.p.. To make a long story short, it was incorrect. I was called to the v.p.’s office and asked what he was given the bad numbers. I didn't want to explain how everything went down so I said I would go count it myself real quick. He said there was no need and asked if I was going to be able to do this job and control my choice as a teammate. Come to find out he already knew the whole story and how everything had gone down. He was not pleased with a direct order from him not being carried out by what he considered to be my crew!
I did what most of y’all would have done. I went to my guy yelling and screaming, asking why he didn't go count the product himself! He brushed the whole episode off and even threw in that did I really believe all his short and mispull counts were 100%. We both laughed, I knew he didn't take things seriously all the time. My next promotion was dryside lead, I didn't make him the full-time warehouse inventory guy under me! We both grew up as it related to responsibility and both ended up having great careers but that was my last time to soley base a hiring decision on my personal feelings. Even today I wish I had chosen the inbound clerk as my teammate. I still hate thinking of how I felt standing in that v.p.’s office with him asking if he could count on me going forward!
So, what brought all this up today was a question presented to me at one of my leadership classes. Things got started with one of the students sharing this story. A lady had been working at a produce company for about 2 years. They had a supervisor position come open and she had applied through HR. She’d spoken with her lead, her manager and the general manager about it. The department manager ended up bringing in a supervisor from outside the company. Everyone seemed fine with her choice, understanding management needs to do what was best for the company at the time. It was explained to the internal candidate that they management appreciated he enthusiasm and that her time would come but for now they need an experienced supervisor, some one that could hit the ground running. She was fine with that, excited even as she was told she could start receiving a little training here and there.
As it turns out, the new supervisor was a friend of the manager. A friend that had no produce experience. And no supervisory experience. And had been brought in at an inflated salary.
As you can imagine the operations started going down hill pretty quickly. Within 3 quarters the company had lost some very productive employees, expenses went up and productivity went down. The manager and the supervisor were terminated. The company hired a new manager who immediately named the original internal associate her dock supervisor. As the story goes everyone prospered and the company grew!
The question that was brought up in class was is it legal for a manager to hire or promote anyone they want to a new position. The easy answer is that yes, as long as they do not discriminate against another. A weak manager may choose a friend over the more qualified candidate as long as he or she does not discriminate against another. Looking back that is what I did in my first position of non-authority authority! As I mentioned, I still think about that. Did I change his life going forward. I like to think not, but I have no way of knowing.
It’s important to remember though that there are consequences or actions based on every decision we make. The produce lost several high producing associates due to the incompetency's of that old manager and supervisor. In the long run the manager did not do the friend any favors by giving them a position they were not qualified for and ended up losing their jobs for both of them.
The moral to today's story is, and we’ve spoken too it several times here at WAOC, is that we need to keep our personal opinions, feelings, partnerships, and objectives separated from our professional lives. Business is business ladies and gentlemen.
There's a few thoughts on hiring and promoting friends. Oh, another thing that came up real quick was, is it illegal if a company refused to hire a husband or wife, even a relative just because someone related to them already works there. The easy answer is no, and actually many companies have such written into their handbook. That is a rule for many different reasons. Maybe the hiring agent feels like if one person is terminated for cause, both employees will be lost. If there's a divorce between two associates things could bleed over into the workplace. Should there be an emergency within the family several people could need to take off at a time. I almost forgot to mention that question!
Well, I’ve got to get back over to the warehouse, I’m working with the second shift for a while tonight. I appreciate you checking in with us today and I hope we talked about something that’ll help you out in your career! Have a topic you’d like us to address on the show? just send me an email to host@warehouseandoperationsasacareer.com and we’ll check it out. And remember that you can always get your questions and concerns answered by those on the floor by sending a message through our Facebook and Twitter feeds @whseandops and check out our Instagram using waocpodcast.
Until next week, Have a great, productive, prosperous and above all safe week out there.
Are you ready to kick off 2022, put your plan in action and meet this year's goals? I’m Marty T Hawkins with Warehouse and Operations as a Career and over the next 52 weeks that is what I’m going to be doing. I was super excited to hear from so many of you that had accomplished your goals for last year. Those advancements and promotions kept coming, and the personal accomplishments, wow is all I can say. I missed a couple of mine but that’s ok, I am going to achieve them this year!
Today, among other things I wanted to briefly talk about 3 things I feel will ensure our success in 2022. Goal Setting, Confidence & Mindfulness. You can earn an additional, and at a very minimum of 5K additional dollars this year if you do just a little planning. I also want to share a thought, probably more of an opinion, well, no, I’m going to state it as fact. Anyway, we’ll be discussing the counterbalance forklift today as well.
So, Confidence. I feel this is a great word!
:a feeling or belief that you can do something well or succeed at something - Merriam Webster
I shore up my confidence Using To-Do Lists. A we enter into this new year, you're likely reflecting on how to live a better life. Whether you seek convenience, effectiveness, or success with goals, consider using To-Do lists. Even if you have a great memory, your mind can always use a little help holding onto everything you need to do. If you use To-Do lists, you'll feel confident that nothing will fall through the cracks. Also, not trying to recall every single thing will help reduce your stress. Putting things down on paper means you don't have to expend your precious energy trying to recall scads of small details and tasks to do. Instead, you can confidently accomplish projects and daily goals with very little effort. This way, you save your energy for the big things, the ones that really matter. Over time, as you use To-Do lists for daily accomplishments, you'll notice a boost in your confidence. It makes sense that if you achieve more in a day, you'll feel better about yourself. Try this simple, effective system: 1.Buy a spiral notebook. Write "To-Do List" on the front of it in big letters. Utilize this notebook only for this purpose. Get the size of notebook that will be most convenient for you. If you like a full size 8 ½ x 11 inch notebook, go for it! If you prefer one that fits in a purse or front pocket, that's good, too. 2.Make a commitment to yourself. Always use your notebook as your To-Do list. Avoid writing your lists on scraps of paper here and there. Put your name on the notebook. 1 Your To-Do list is your key to experiencing more success in everything you do. Nothing builds confidence like knowing you'll eventually achieve every single goal. All you've got to do is write down tasks to be completed and goals to be met. Then do them! 3. Start using your To-Do list right now, today. Open the notebook and on the first page, start listing all the tasks you want to complete. Don't worry about big projects versus small tasks. It doesn't matter how many pages it takes to think of every project/task/errand you want to finish. 4.Celebrate completing tasks. When you finish a task, cross it off the list. As you learn to depend on your To-Do list, you'll find you worry less about whether you'll complete tasks. Your confidence will grow as you learn that when it's on the list, it'll get done. Plus, putting a line through completed tasks will build feelings of success. 5. Tear out old pages. Eventually, you'll start to have pages where every task has been completed and crossed out. It's an amazing feeling to realize you're getting things done every single day. Sure, some days you'll get more done than other days, but still, you're doing something to be proud of. Who would've thought you'd feel so confident, just tearing out a page from a spiral notebook? A simple to-do list will bolster your confidence in many different ways. You'll be proud that you planned ahead and followed through with your tasks. Plus, finishing each job and getting rid of a whole page of completed tasks will boost your confidence enormously. Writing down what you want to accomplish in a day can be an integral part of an organized, effective and self-assured life. Start living today and every day with more optimism and confidence by making use of To-Do lists. Seriously, doing this one thing daily will prepare you for success this year!
Next I wanted to say something about career goal setting. Goal setting is a powerful method for creating your ideal future and taking control of your life. A clear vision of a future that excites you will give you purpose in life. You will jump out of bed in the morning, motivated to take action because you know exactly why you're doing it. There are several benefits to setting goals including: Control over your life Motivation to take action Goals bring clarity, purpose, direction & focus to your life Goals challenge you to grow into the type of person capable of achieving them Decision making becomes easier. If something helps you move towards your goals, you do it, if not then you avoid it. Improved self-confidence every time you achieve a goal.
So just how do I set goals you may ask! I always start off the year working on the major goals you have for your life that make up your ultimate vision. You can achieve unimaginable things with a clear focus and consistent action over a long period of time. Here are a few steps you may find helpful in forming your long-term goals. 1. Take a sheet of paper and list everything you would like to Achieve, Become, Have, and Experience over the next 1 to 10 years 2. I Let my imagination run wild here. Don't try and be detailed, all that will come later. 3. Write as many things as you can think of! 4. Select up to FOUR GOALS from the list that are most important to you and that you would like to make progress with over the next 6 months. 5. For each goal, write a detailed description of what you want and the reason you want to achieve the goal. Your reason WHY you want to achieve a goal is very important as it will help to pull you through the challenges you may face along the way. Now that you have decided what your long-term goals are, it's time to create our short-term goals related to each one. Short term goals should be S.M.A.R.T. goals:
S - Specific: Your goal should be clearly defined and specific. Don't be vague here. E.g. "I will increase my case per hour number to 200 CPH" rather than "Have better productivity" M - Measurable: There should be some type of metric on your goal so you can track your progress along the way. "I want to earn $5k more this year" instead of "Have more money" A - Achievable: Your goal should be realistic and achievable. It should stretch your abilities but still be possible. You can dream big when it comes to long-term goals, but your short-term goals are where you set yourself up to win. These small wins will add up and help you reach your long term goals. "I will attain 2 promotions this year" rather than "I will become the CEO" R - Relevant: Goals must be relevant to you and the life you aspire to live. T - Time: Your goals should have a deadline which will create a sense of urgency and allow you to plan effectively. People tend to tap into their potential most when facing a deadline.
I know all this sounds complicated and time consuming but it’s not. Take an hour, go to a quiet place and put some thought into what you're really wanting. We all started this year with 8,760 hours. Give a few hours to yourself this year!
Let's do one more word real quick. I’ll post all three of these sheets on the website, these are three words or exercises you may like to revisit each quarter, I know I’ll be using them!
Procrastinate - delay or postpone action; put off doing something
How often do you find yourself putting off tasks and activities that you want or need to complete? Although you might say that you really want to accomplish those things, the reality is that you’ve left them unfinished for this long while you’ve worked on other tasks instead. Procrastination can be tough to overcome, but it can be done.
Follow these suggestions to put an end to procrastination once and for all:
Keep a running list of important tasks.
If you have a concrete list of tasks in front of you, you’re more likely to complete them. ✴ Set reasonable goals like, “I will complete one task a week from my list.” Then, follow through with your goal and check off the tasks as you complete them. ✴ A written list serves as a reminder of the things you want to accomplish.
First, complete the tasks that will have the most impact.
For example, things like your daily Roster, BOS, attendance sheets etc... ✴ Show yourself that you can make time and meet those deadlines.
Share your list with your #2 or friend.
When you talk about what you want to do, those close to you might provide you with just the push you require to complete them. Explain how important it is for you to accomplish the things on your list. ✴ Talking about your plan will help you achieve it!
And there you have it my friends. 3 things that will make you more successful than you were last year! I have completed these three exercises for, well, quite a few years, and have increased my earnings every year. I think I said it last week, You control your success! There are no short cuts. You’ve got this. You have the confidence, set your goals and stay away from procrastination. Do all that and success will land in your lap.
Ok, speaking of short cuts. Already this year I am getting calls for forklift certifications. When I ask about the candidate's experiences on the lift, like the model, type and the environments they’ve worked in I’m hearing something like oh, I don’t have any experience, I want the training and my card so I can make more money. That’s just not how it works ladies and gentlemen. The card they are referring to is of course the OSHA Powered Industrial Truck operator's card. Your employer will give you that training for free. Please do not pay someone for that class.
Think about it like this. Just because you show a prospective employer your PIT card does not mean that you have the experience needed. And that is the first question you're going to be asked. They cannot put you on a sit-down forklift that, in many instances, weighs more than your vehicle, and turn you lose in a building full of racking, shelving and product.
Now, operating a lift is easy, once you’ve been trained, but it takes experience and time in the seat to do it safely. There's a lot of responsibility that comes with being an equipment operator.
I hate how these companies are popping up, showing you a film, taking you out into a warehouse and demonstrating how to operate the lift and telling you your trained, and then charging you X number of dollars for that card. That card alone is not going to get you a forklift position.
Target a company you’d like to work with, accept any get your foot in the door job, and then be that employee that’s always wanting more, show your boss, talk with him or her, make sure they know that you want to be an equipment operator and don’t quit reminding them until you get the position! Kind of another way of saying confidence, setting a goal and not procrastinating right!
We’ll there's the first episode of 2022. I hope you’ll be back for the next 51 this year. Until next week lets work on our career confidence, our 2022 goals and let's plan around procrastination!
Be safe this week, we have people at home waiting on us to get back!
OK, team WAOC, this is a wrap for 2021. I hope you’ve reached all the goals you had set, but if you haven't, well, that’s fine as well. We’re on to 2022 next. I’m going to make it my best year yet! I’m going to plan, have my goals documented, know what I want, and go achieve it!
I had planned on reviewing 2021 today but realized that all that is in the past and I’m interested in moving forward, not looking backwards! Now, I think looking back can be important sometimes, like, if we made a mistake and want to learn from it, however I bet we’ve already examined it from every direction when it happened so, do we need to go backwards and revisit it? Not today, and not in 2022, I’m only going forward this year and I hope you feel the same way! Ok, enough about 2021, its done!
So, let's see, I need to change note pads since we’re not recapping the afore mentioned! Here we go, let me tell you how I’m starting the new year and some ideas I’ve helped others with.
I’ve been giving a 6-week leadership class, actually we’re a week in, and I have to say that this group has been the best yet. I have a new account manager, a new payroll supervisor, an office manager, a new front-line supervisor and a recruiter/office admin that helps to keep everything running at her office and a local HR manager rounding up this session. We’re having a blast looking at both our personal and professional missions, goals, defining our roadblocks and developing our action plans for us as individuals. This same class will be held in March and open to our listeners free of charge. Check out the website in February if you’d like to enroll.
I’ve been asked, several times by our listeners, to share if it’s better to make a career out of being a machine operator, order selector, forklift driver, go into the transportation field or entering into a management role. Yeah, I put 3 or 4 questions together there! However, and honestly, there is not a right or wrong choice. Maybe with the exception of making a career out of order selecting! If you’re a long-time listener you’ll know that I think order selecting, whither in a low or high productivity setting is a great job, but it’s a job that we’ll need an exit plan or strategy to get out of. It’s a great position to make a lot of money with, but not particularly a long-term career. In my experience the order selector should accept the position knowing that in 2, 5, or 10 years that he or she will be moving on. I’ve seen order selectors make great forklift drivers and inventory control or receivers, a lot of them move on into a front-line role as a lead or supervisor. Order selectors need a plan is all I'm saying lol.
Ok, so here’s my honest answer. Ladies and gentlemen, I think any job in warehousing or transportation can be a great career. I know people that have made great lives for themselves and their families at every position we’ve talked about here at WAOC. The key is just loving your job. One of my best friends has been doing warehouse sanitation for 23 years, and on the freezer side. He owns a beautiful home and has put 2 kids through college. His oldest son chose a different path and owned his own carpet cleaning business. Another longtime friend has been with the same company for 34 years, he’s been a standup forklift reach operator for the last 26 of those years. Another gentleman I’m honored to call a friend has been with the same distribution facility for 31 years and has been their dry side supervisor for 19 of those years. Each of these people has turned down several promotions or transfers throughout their careers. They love their jobs and made careers out of them. Each of them are the best of the best at their positions. Did you notice the longevity each of them had with their companies? That’s how you make a career out of a job. And each of you can do the same thing.
Whither your passion and experiences are in the Manufacturing environment, or on the Production side of things or the Distribution part of the supply chain, oh and real quick let me defend myself for a minute! A few weeks ago, I was accused of being a little partial to distribution. I am. But that’s where my passion was realized. I did about 4 years at a manufacturing facility, and another 4 or 5 at a production plant and then 27 at a distribution center, working in both the warehouse and transportation environments. I found that I enjoyed every position in the distribution world. I started as a loader and left as a member of the management team. Back to what I was saying though. Any of the positions, in any industry that touches the supply chain is a great job and that job can be a great career. It is solely up to us. We do control our success. Not our employers, our bosses nor our management teams. We do. And that’s what WAOC is all about. Sharing how to be successful.
Ok! Ok seems to be my go-to word here today! Anyway, there is my answer to what positions I think make the best careers. Now I’d like to talk a little bit about what I started out saying regarding moving forward in 2022.
If you make a plan , a plan for where you want to be in 6 months, 8 months and 12 months, you will achieve it. I know that’s a bold statement, and yes life gets in the way sometimes. But if you factor that into your plan and work daily at it, you will reach that goal. Just this week I spoke to a lady's brother that was planning on changing careers from the service industry, retail I think, to warehousing. He had helped her identify a facility that had general labor openings all the time. Her plan was to start out in the packing department. Within one year she wanted to move over to the unloading and receiving department. Then she wanted to move into the pallet runner task, she planned on having her pallet jack operators license by year 2. Her next task, as written in her plan was to go to the second shift as a replenishment fork driver and spend year 3 there, getting nights out of the way. Within 5 years her goal was to be a member of management as a lead or supervisor. With a plan laid out and detailed like that, she may very well be a manager in 5 or 6 years.
She’s done all her homework. She identified a company she wanted to work with, a facility that had the opportunities she was looking for, located within the driving distance she could commit too, and knows what she wants to be doing in 5 years! She will be successful!
I’ve hinted at our planning and new goals over the last 6 weeks or so! Seriously though, are you ready to be successful and start preparing for your retirement and the security for your families? We’re all probably going to make a new year's resolution in the next 2 days. By the way, Google and Oxford languages tells us that a resolution is a firm decision to do or not do something. Got lost there for a moment! I going to say that those resolutions will probably be unrealized. New years resolutions usually do. Know why? I think it's because resolutions are just thoughts. We don’t typically make plans for those resolutions. To succeed takes having goals. And achieving goals requires planning. And planning requires commitments from ourselves! Remember, we control our success.
It’s a new Year Ladies and Gentlemen! Be ready for it, write it down, know it, then achieve it! We control it!
Happy new year, make it the best yet, and the safest year you’ve had!
What do you think of the word Termination? Ever said I quit? And how’d that work out for ya? I’m Marty with you here at Warehouse and Operations as a Career. Everyone had a great week? Mines been busy, I’ve strayed a bit from my normal operations tasks and have been helping develop a couple of training classes, what else took up some time this week, oh, I’ve helped develop a couple employee engagement surveys, lets see, and I’ve been working with several supervisors on termination forms, more to, what is a termination and how should their companies forms be filled out correctly. Leads and Supervisors sometimes, it appears, associate termination as an employee being fired. Actually, I’ve found that very few associates are ever actually fired. So, I’ve been working on a few near future episodes, I’ve lined up some great guests and they’ll be sharing their expertise with us this month, I think you’ll enjoy them as much as I’m going to! Since I don’t have a particular topic for today lets just review my journal from this week, I think we can learn something from those few bullet points!
While I was putting together a few notes and developing some instruction for term forms I had the opportunity to think about the words I quit. Now a termination form is really just what it says it is. It’s generally not meant to mean I fired someone so here’s the paperwork. It is the form companies use to document and remove an individual from the payroll system, maybe any insurance policies, turn off any access badges to the building or time clocks, maybe they have a recurring charge for magazines the company pays for, gosh there’s a lot of things that have to happen when someone leaves their employer, even things like program passwords and email accounts have to be changed to protect the ex-employee from someone else using them improperly! Say an employee is moving, going back to school, maybe had a life changing event, who knows , lets say they’ve won the lottery, someone will have to turn in a termination form on them. All it means is that the employee and employer are parting ways, and it’s usually on good terms, but a termination form will be filled out and used to pass around to the various department heads to take them out of their systems. I’ve found most separations are voluntary, of course there are some that are checked involuntary, meaning the corrective action process has played out and the individual has been fired or released from their duties. I see that every once and a while with things like attendance issues or problems with productivity, things like that. And of course I hope if we’re supervisors or leads we’ve given the associate every opportunity to improve. I’m sure I’ve mentioned before how personally I take it when an employee has to be let go. Did I not train the properly, did I not explain the rules and expectations in a way they could understand them? And the big one, did I counsel them, spend time with them one on one, ask them how better I could aid them in correcting the problem. So that’s really all a termination form is, its nothing negative in any way, actually if we have system access, email, things like that they protect us by separating our names from them!
So back to I quit. This week I helped put together a couple of employee surveys. One of them was for an exit interview that companies can use for employees that quit, walk off the job or maybe they were hired but never showed up to work, or only worked for like a week and never came back in or called anyone! In our industry we see a lot of that I guess. I’m not sure why really, I think maybe since we can go out tomorrow and find a general labor, forklift or order selector position, and if we’re just thinking of our work as a job, instead of a career, we’re a bit prone to get upset or frustrated and utter those words, I quit, either to our bosses or ourselves and poof, we’re gone. Definitely not the right way to handle the situation but in our field, it happens, and pretty regularly.
I quit. Makes us feel a little better, I think we only push ourselves to say it when we’ve allowed ourselves to get frustrated, or maybe we’ve accepted a position that’s a little harder than we thought or out of our skill set and we don’t want to learn it. I think sometimes we let a recruiter or hiring agent talk us into something we don’t really have experience in, probably because we like that hourly wage that comes along with it! Or, and I see this pretty often, we’ll exaggerate our skills a bit, thinking we can learn it on our own? Ever done that?
Now we’ve said I quit. We have no job, we’re back to searching the job boards, putting in applications on-line or driving around knocking on doors and filling out applications, interviewing with hiring agents, is there anyone that likes interviewing, anyone not get all anxious during an interview for a job?
Could we have maybe went to our manager and told them, look this job just isn’t what I thought it was, I’m sorry if I’ve wasted your time but I don’t think I’ll be coming back tomorrow. He or she can make plans with that kind of information, maybe they’ll even have another position they can offer us. And as for that walking away at lunch, come on now, couldn’t we have again gone to our supervisor, told them something like “hey, I don’t like this or I just cant do the job, I’ll try and finish up for you today but this just isn’t going to work out.” We’re being much fairer to our boss and team. We were looking for a job, they gave us one, and all though its not going to work, I feel we need to hold up to our end of the bargain. Being fair and honest will pay off, I promise you. Last month I ran across an old boss that I hadn’t seen in over 10 years. She’s with another company now, we’re both still in the same industry, and she was able to help me out with an introduction to someone else. Its very beneficial to never burn any bridges. If your ever asked to do an exit interview with your old HR department or if we’re sent an exit survey, we should answer it or reply. Now I think its important again to be honest. If we quit for a reason to do with the company we should say it! But if we quit for some reason to do with us personally, we should be honest and say that too. Companies only ask for those interviews to help determine what’s wrong and if there’s something they can do better on their end. Even it turns out that their hiring agent needs to better explain the position or the expectations to their candidates! Ghosting or walking away isn’t going to help us or the company to make any changes.
So for those that’s said I quit before and just left, other than that good feeling for a minute, what’d we get out of it? I’d love for you to shoot us an email to host@warehouseandoperationsasacareer.com and share your thoughts with us. Was it a good thing, or a bad thing, or how’d it really work out for you?
Quitting is inevitable sometimes. I’m not saying I think we have to always give a formal 2 weeks notice, I’d hope we would, but at the very least I think we need to go communicate with our supervisor, see how I slid that word communicate in there again? Maybe we didn’t do our due diligence researching the company or the position. We may have exaggerated our skill set a little or it could be that the companies just not a place we want to work for a long period of time. In my experience, if we’ll go talk to someone, communicate our unhappiness or concerns, maybe something can be changed. At least we’ve done our part right?
Work is something we’re going to have to do the rest of our lives, jumping from one job to another takes its toll on us, and we’re not really furthering our experiences. We’re in it for the long-haul ladies and gentlemen, we need to enjoy what we’re doing, be the best at it and make that money!
Join us on our Facebook or Twitter feeds using that @whseandops if you’d like to talk more about quitting our jobs. Its so easy to do but man, a lot of times we’re going to invest more time and money into finding another one and it’ll be just as bad for us, it’s just so much easier to plan out what we want and then go get that one.
I hope I brought up something or a point you can relate too today and that you’ll be joining us next week! I’m planning on having a guest on that we all can learn a lot from! Until then, please be safe in the workplace, we all have someone that’ll be affected if we let anything happen to us or our peers.
As young Leads and Supervisors, do you look at yourself as a Teacher or a Trainer? Do we know the difference? That’s one of the questions I’d like to explore here today. I’m Marty with Warehouse and Operations as a Career and I’m wondering if we don’t confuse the two way too often!
One of the things I loved about elementary school was lunch. Those squares of pizza and the squares of Fish we’re my favorites. I don’t remember a lot about the day-to-day activities, but I can remember that I liked recess, dodge ball out in the courtyard seems to have made quite the impression on me. Ever smell that red rubber latex smell when you see that type of a ball? How many times did you take a direct hit to the nose, or how many times did you deliver one to an opponent!
Anyway, in school our teachers taught us. They did not train us right. We Teach to Learn. Train TO Experience. I was venting to a CFO this week and she threw out that bit of wisdom. I was venting because I felt like, how do I say, I believed some trainers, especially very tenured or people that felt tenured were taking on the role of physiatrist and teacher even.
I teach a warehousing class. It is a classroom setting. I start by getting to know a little about everyone, what they’ve done and why there here, what are some short term and long-term goals. I want to know what their expectations are for the class, what do they want to get out of it!
I teach this class. We clean up our social media first, a step that is overlooked by so many job seekers. I explain what needs to be on our resume, we actually help the students build a resume, I share how to handle the phone interview and of course the key words needed to get that job!
Then we go into each position. I talk about what an Unloader is and does, what the Receiver position is responsible for, and how the pallet runner then runs the tagged or received pallets from the front docks to the aisles for his or her forklifts. We then break down what a Putaway forklift operator does and how the next step in the chain switches us from the Inbound duties into the outbound world. Order selecting, probably the most coveted warehouse position, I love talking about the order selectors job and responsibilities and why it can pay so well. And then we move on into the Replenishment Forklift duties, and the loader s job. I also discuss the Sanitation and Inventory Control positions. It’s a great class and helps explain the many positions of warehousing. When giving this class I Teach what these positions are. I explain why each position exists and how it connects to the next.
Let’s check out Merriam webster real quick. https://www.merriam-webster.com/dictionary/teach
To cause to know something
To impart the knowledge of
To accustom to some action or attitude
Interesting right?
The second part of the same class, I say second part, it actually stands alone as well, anyway, we then go out into the warehouse where we train to each of the positions mentioned above. Hands on, we train how to stack an inbound pallet using the proper ti and hi, using a breakdown sheet to segregate items and pallet configurations. Then we receive those pallets, checking counts and verifying products, entering them into the system and completing the bill of laden. We train to how a pallet jack works, all it’s controls, what each one does and how to operate it. We send each candidate through their PIT training and explain the importance of understanding safety at all times. Then we train to the put away task, how to place pallets into the reserves, the hazards and cautions relating to the task. And then order selecting and how to properly stack our product on our pallets, how to ti freight together and not column stack it. I love training to this position because we get to experience productivity and competition with one another. Yep, then we train how do do a replenishment, pull the existing empty pallet, move it out of the way or stage it with our other stack, bring the new or full pallet down from the reserves and properly and securely place it in the pick or selection slot. I love training how a forklift works and how to operate it. And then we do the same with Loading, inventory control and all the sanitation positions. Hands on, doing the positions. let’s check out https://www.dictionary.com/browse/train
To develop or form habits, or behavior by discipline and instruction
To make proficient by instruction and practice
What was it we learned a little earlier? Teach to Learn and Train TO Experience
I tell clients every week that I can teach you or an associate how to be safe on equipment and in the warehouse, and all they What’s, How’s and Why’s and train the same to how to perform the position or operate the machine or equipment but it’s the experience that will complete their training, proficiency and performance!
OK, I strayed a little, but I think those are some examples we can understand and as young leads and supervisors it’s important that we know the difference. Where I wanted to go with all this is that yes, training and being a trainer, willing to work with others. Yes, teach and train them is a part of our positions. But I feel we have to know the difference. Are we teaching them with documented facts and accepted practices and are we training them the proper way, following all our companies stand operating procedures or are we training them to how we do the job? There is a difference, and that’s not a good thing. Leaving our opinions and thoughts out of it or keeping them to ourselves is the hardest part of teaching or training? Would anyone disagree with that? But it is imperative that we can or do. If you can’t commit to that, well, front line management may not be for us!
I was speaking with a trainer I work with, Chris, he’s actually an OSHA outreach instructor as well, I’ll try and get him on the show sometime. He had a great sentence too. •Teaching presents new knowledge while training is the application of knowledge to develop the skillset using various techniques and experience.
We talked about how our bad habits as leads and Sup’s, if we trach or train to them, can and most likely will lead to issues, accidents and injuries! I mean if we bend the rules a bit, just to get done a little earlier or a little easier, haven’t we really just failed out team?
Over the last several weeks we’ve talked about being a trainer, wither in title or just a responsibility we all bear working in a warehouse. One of our objectives here at WAOC is Safety of course, and Advancement and Opportunities.
So back to the point I wanted to make 10 minutes ago. I feel and I’m seeing businesses hiring again. I’ve seen 48 different positions filled this week. It’s exciting, and I for one can’t wait for thins to get back to some form of normal. That being said though, we, leads and supervisors are going to be doing a lot more training. We need to teach what needs to be taught and train to what needs to be trained. Leave our opinions, and our own ways of doing things out of the classroom and off the floor. I could see how as members of front-line management we could have gotten a little lax over the last couple of months. Things have been slower than usual, maybe we’ve had fewer team members or personalities to manage. Shoot maybe we’ve been performing a lot of the task’s others used to do. In any event it’s our responsibility to do things right. Teach others to be Safe and train them how to do that.
Oh, and I have one more quick question for today. As I was thinking about teaching and training this week, I found myself reflecting on strengths and weaknesses. How do you feel about yourself? What are your strengths and weaknesses? I try and evaluate mine about every 6 months or so. I’ve learned to live with a few weaknesses I’m just not going to be able to change, been trying for 30 years, but recognizing them is a, plus right? And for strengths, well, I feel they help me grow as an individual. I try each week to move a couple of weaknesses over to the strength column. A little reflection, some self-education and listening to others helps me accomplish that every week.
Until next week, please reflect for a bit, and teach and train your new boots with documentation and preferred work methods, not with opinions and bad practices. Remember Teach to Learn. Train to Experience.
Have a prosperous, productive and Safe week Ladies and Gentlemen!
Hi all, 2022 is 30 days from today. Are you ready? Have your plans and goals on paper? Did you accomplish everything in 2021 that you wanted too? Its been a wild ride for me. It was a great year, much better than 2020 and it has been a busy one. I feel like I accomplished everything I wanted to personally, and professionally, well, I wanted to get more done but I’m happy with my accomplishments and growth. We’ve recently spoken about what it takes to be a good leader, our time management abilities, and how procrastination is our enemy. I’ve shared how important I believe routines are a couple of times, many of you laughed at
how important I believe making my bed every morning is to me! Anyhow, I received a lot of questions about routines lately. I started seeing and reading articles on the advantages of having good strong, yet realistic, routines since about April or May, or at least that’s when I got interested in what others thought of routines. Today I wanted to share a few excerpts from an e-book I’m about to finish working on, at least a couple of thoughts or bullet points! It should be up on our website by Christmas and of course is free to you for being a WAOC listener. Each of us have routines we follow, but some routines are more successful than others. The star employee at work has a routine, as does the employee on the verge of being fired. Your slim, fit neighbor has a different routine from
your obese friend. And I believe neither is a negative. Routines are important, because much of the success is the result of small actions over long periods of time. It’s not possible to lose 50 pounds or rise from the loading to the executive suite in a week. Those with more exciting results have more effective routines. It can be that simple. What are a few of your routines? Think about the segments of your life that are repeated on a daily basis. For most of us, this will include getting ready for work, the first part of work, the last part of work, and our evening routine. You already have a routine for these parts of your life, but have you been thoughtful
about them and attempted to construct routines that help to support your goals? You might think that thirty minutes isn’t enough time to accomplish anything worthwhile. But the benefit of thirty-minute routines over months and years can be spectacular. Consistently being on time, prepared, and spending your work time intelligently and productively separates the successful from the average. Remember how I always harp on being that employee! If you think you can’t spare the time, keep in mind that you’re already spending the time and you already have routines. Purposefully constructing routines that make sense is much more effective.
I think it all starts with knowing our goals and our direction though. The odds of creating the optimal routines for your life is going be hampered if you don’t know where you’re going. A routine for a retail associate might not work for forklift operator. A marathon runner wouldn’t have the same workout routine as a bodybuilder. If you aren’t clear on your goals, take the time to give it some thought. I think it’s important that we know our goals in at least 4 areas. These are where I start each year: 1. Health/fitness. Do you need to lose some weight? Drop your blood pressure? Manage your blood sugar more effectively?
- Finances. Do you have financial goals? Are you working on your savings, and reducing debt? Are you saving for your retirement? 3. Career. What is your ideal job and salary? Do you have the training and knowledge to accomplish that? Can you get there within your current company? Are you making those career commitments? 4. Relationships. Are you happy in your relationship with your significant other? How are things between your other family members and yourself? Are your work relationships going well? Be sure to include any other areas of life that are important to you. But these 4 areas are frequently a source of stress if they’re not under control. Feel free to develop goals in every aspect of your life.
It only makes sense to develop routines around achieving your goals. Let’s consider a few routines around enhancing success in a common working environment. I love morning routines! You’ll find that if your morning gets off to a good start, the rest of the day tends to go smoothly. It sets the stage for me to have a good day and perform at my best. Most morning routines are haphazardly designed to allow for getting up as late as possible while barely getting to work on time. Does this sound like the start of a successful day? That guy is not going to be that employee! A morning that enhances success could look something like: Let’s see, I had written down a
few that I thought were important. Here we are. 1. Get up on time. Are you routinely late? Others notice, whether you realize it or not. Put your alarm clock on the other side of the room and avoid going back to bed after your feet hit the floor. Ensure you’re getting up early enough to comfortably get to work on time. Give yourself plenty of time to complete your morning routine and set your alarm clock appropriately. 2. Morning hygiene. Is your grooming appropriate for your goals? You might be acceptable for your current position but are you acceptable for the position of your dreams? Avoid being the person that shaves every other day or refuses to give up the haircut that went out of style 15 years ago.
-
Brush your teeth and floss each day. These are important for your appearance and your health. 4. Review your goals. This is a great time to remind yourself of the things you’re trying to accomplish. How many times have you set a New Year’s resolution, only to forget it a week later? Keep your mind focused on the prize by reviewing them each day. 5. Eat an appropriate breakfast. Ask any of my friends, I take my breakfast seriously! What’s appropriate is dependent on your objectives. Give it some thought and make wise choices. 6. Meditate or pray. Put your mind in a good place before your workday begins. It doesn’t need to be anything elaborate, just do what needs to be done to feel confident, focused, and relaxed.
-
Make sure you have everything you need for work. Do you have the required PPE’s? Have your Lunch or Lunch money? Your proper footwear. Do a quick check before heading out the door. 8. Take one last look in the mirror. Do you look your best? Did part of your breakfast find its way to your shirt? Do your socks and shoes match? Is our mind in the right place. Think of it as a last check before starting your workday. Most of us have to get ready for work several days a week. Have you ever taken the time to optimize your morning routine? If you haven’t, it’s highly unlikely that your routine is supporting your objectives. Morning routines can be the most challenging to alter. You’re likely tired, pressed for time,
and at least a little disgruntled about going to work. But that’s what makes a morning routine so important. It’s an easy way to outperform the person on the other pallet jack or the guy working on the other load. You don’t have to outrun the bear. You just have to outrun your hiking partner right! Arrive at work a little better prepared, a little more energetic and cheerful, and looking your best. A slight improvement in many areas can be easily achieved and make a huge difference. Making small changes over time will improve the likelihood of lasting change. Add one thing to your morning routine until it becomes easy to perform. Continue adding tasks until your
routine is complete and is something you are comfortable with. Next let’s look at our work routine. A general work routine is difficult to recommend due to the wide variety of careers. My work routine may be way different than yours. A morning work routine for an equipment operator is going to be different than an inventory control clerk. An appropriate morning routine should enhance your workday and take care of the routine critical tasks. Gather the information you need in the morning to make more informed decisions about how to best spend your time and energy. During our morning start up meetings we may learn our case
counts, our shift objectives for the day and a wealth of other information that we can use to create our daily plan. An example of a morning work routine for a manager could be: 1. Chat with your supervisor. Ideally, your supervisor will have a routine that includes informing you of the shifts happenings. 2. Greet everyone else on the team. It’s so important to take a few minutes to say hi to everyone that works for you or influences your team’s efforts. Everyone likes to feel important. It’s also a great way to get the scoop on everything that’s going on. 3. Give your email a quick look. Most email is varying degrees of worthless noise, but there are often a few that are important. Find these important emails and make a plan to address them.
- Check your voicemail. A few people do still use the phone to communicate. I am one of them! See if anything important is going on. 5. Update your to-do list. Alter your to-do list based on your morning communications and messages. You all know how I love journaling and planning! 6. Be sure your list is still prioritized. Many things seem urgent in the morning, but that doesn’t necessarily mean they are important. Everything is an emergency to someone, but is it an emergency for you? 7. Prepare for the morning staff meeting. The meetings that happen every day are a great way to make a good impression with your peers. Your preparation for these meetings has a huge impact on the way you’re perceived. If you’re under-prepared
or can’t answer the important questions, your reputation is going to suffer. 8. Get started on your first to-do item. Getting some real work done early in the day creates momentum for the rest of the day. Your prioritized list is your guide for your time and efforts. A good morning at work increases the odds of having a good day. Reflect on your current routine and consider how it can be enhanced. Spend your morning effectively and the rest of your day is likely to be productive and stress-free. We’ve had a productive and successful shift so now we’ll need to have a end of work day routine right? Most of us are frantically working until a lull near the end of the workday permits escape. However, how you end your workday
has an influence on tomorrow. A late afternoon routine can enhance your effectiveness and success at work. Take advantage of the lull that commonly happens in the afternoon and get ready for tomorrow. Use your afternoon effectively: 1. Tie up any loose ends. Few things weigh on our minds more than unfinished business. Afternoons tend to be a little slower for most of us. Focus on getting things completed, get the plate set for the next shift, and clear our mind. 2. Create a new to-do list. Your list of critical tasks is always evolving. Before clocking out for the day, create a new list for the following day. Some leftover items from today’s list may or may not make it on
the new list. Again, the importance of journaling! 3. Ensure that you’re prioritizing your list in a way that makes sense and highlight the 3-5 most important items. 4. Check-out with your boss. There’s a good chance they’ll have a comment or two that will impact your task list. 5. Maintaining regular communications is important. 6. Check-in with your direct reports and co-workers. Gather as much information as you can without taking too much time. Focus on getting critical information. In time, your employees and peers will learn to provide what you need from them. 7. Schedule 10-15 minutes at the end of each day to tidy up. Getting a fresh start in the morning is priceless.
- Check email. Make one last pass at your email and address anything important. Delete as much as possible. 9. Check voicemail. Same for your voicemail. In fact, voicemail items tend to be more important than those communicated by email, especially at the end of the day. 10. Say goodbye to everyone. You’re likely to be happier and more fulfilled if you take the time to end the day by saying goodbye. I think that others appreciate the effort, too. Attempt to say something positive to each person. 11. Utilize the trip home. Whether you’re on a bus, subway, or in your car, you probably have a significant amount of time at your disposal. You might use it to listen to a book on tape that will further your career. Listening to music that helps you
unwind is good, too. Just ensure the time is being used effectively. I love flipboard, so I’m usually winding down with a few articles! Consistently doing things that others won’t do is a common theme on the road to success. A good plan and a fresh to-do list will work wonders for your mood and productivity. Now a specific morning and evening work routine won’t work for everyone, there are common themes though that are important to consider for nearly any career. 1. Be motivated 2. Avoid isolating yourself. Communication with others is going to make you successful 3. Avoid distractions and drama. Do not get wrapped up in others drama! It is a waste of time.
-
Get a little exercise, it’ll help. Keep that blood moving! 5. Sleep. Our rest is important. Keep these items in mind when creating your work routine. Start working your routine as soon as you walk in the door. Get busy on important work and find out what you need to know for the rest of the day. And of course we have to end our day. Wrapping up your day in a thoughtful and effective way is just as important as starting it well. Your evening routine should support your goals and help to set up the following day. If you haven’t consciously developed your evening routine, you’re missing out on a key success tool.
-
Relax. Take part in an activity that provides mental relaxation. Reading, watching TV, listening to music, or taking a walk are just a few options. You know what relaxes you. Do it for at least 30 minutes. 2. Spend time on a hobby. Success isn’t just about your career. Being successful also means having some leisure time to spend on something that you genuinely enjoy. If you’ve ever dreamt of playing the violin or learning to knit, it’s important to schedule the time. 3. Choose your clothes for the next day. Avoid running around in the morning searching for clean socks or a shirt that matches your pants. Pick out your clothes while there’s still time to do laundry. 4. Learn something that will further your career. Most people reach a certain level at work and then stop learning. How many
people do you know that spend even 10 minutes a day getting better at their jobs? 5. You could learn how to be a more effective communicator or how to be more organized. Think about your weaknesses and learn something that will address them. No one else is doing it, which is exactly why you should be. 6. Review your to-do list. Give your list a quick glance before going to bed. Add any important tasks that need to be completed tomorrow. You’ll wake up knowing exactly what needs to be done. 7. Review your goals. Before turning out the light, take a moment to review your goals. Sleeping after focusing on your goals is very powerful. You’re instructing your brain to find solutions that will make your dreams come true.
- And this one is my hardest to adhere to. Go to bed on time. Ensure you’re getting enough sleep to be maximally effective. If you’re sleeping significantly longer on the weekends than you are during the week, you’re probably not going to bed early enough. Try to level out your sleep schedule. How tired are you in the morning? Going to bed earlier could be your solution. End your day with a routine that makes having a successful day more likely. Consider your goals and responsibilities at work and then develop a routine that supports those endeavors. Everyone else will be watching TV while you’re laying the foundation to get ahead.
Well, I went a little long today but I hope I brought up something that helps you with planning your routines for 2022. If we can help in any way just shoot us an email to host@warehouseandoperationsasacareer.com and we’ll get back in touch with you. Be sure to check out the website at the end of the month and download the newest ebook for free. Until next week, plan, get those goals set, and take 30 minutes to plan your success every day. Put safety first while were at work people.
It is our Thanksgiving holiday here in the States. Some of us are working today and others are off. But I hope we all get to spend some time with friends and family. I was speaking with a few unloaders and order selectors this week and the conversation drifted to the upcoming Holiday, and I have to say I was quite impressed with their thoughts on thanksgiving this year. Last year this particular facility wasn't running at full capacity, and they were all laid off for a while or worked with reduced hours.. Being deemed an essential facility, it is a distribution center, most were working just not full time. All 6 of them commented how thankful they were this year. Not one of them brought up our jobs though. Everyone mentioned they were thankful of their family's health. Their children being back in school and socializing again was a big subject. And the grocery stores being open and pretty much stocked again, everyone liked that. There was no complaining about gas prices being so high, the long hours being worked due to being short staffed, or even anything about how their jobs had changed this year and how many different hats we all wear now at the job. This group of warehouse associates were thankful for others. Their health. And the health of their friends and family. So today I’m going to chime in and say that I wish nothing but the best to all I know and who knows me!
Let’s see, I have absolutely nothing planned to talk about today. I’ve made a lot of notes about things on my mind but I haven't actually put anything together just yet! Oh, heres a bullet point that kind of fits the day!
We’ve been talking about ethics, morals, the duties of being a supervisor and such lately so I’ll ask your take on this situation.
A young manager has this employee that really does a good job. His attendance is pretty good, not 100%, but good, better than most of the team. This gentleman went to the manager and asked for more money. To make a long story short, the manager increased his pay and quite substantially I’ll add. Now it is the end of the year and he has been given his merit increase budget for his team and there won't be an increase for this team member anywhere close to the one given only a few months ago. The young manager now believes he has done his employee a disservice by giving in to an increase earlier in the year. He realizes he may have over valued him. Maybe he over valued the position.
What I mean by all that is, he may be paying too much an hour for the job. Could this employee quit right now and go earn the same wage for the same job somewhere else? We’ve talked about how our wages are determined by the skills and responsibility, and maybe the education or experiences we possess as employees. When we as managers and supervisors start paying out increases because we like an individual or person vs solely considering the position or the job that’s getting done, well, I believe, that we’re doing an injustice to that friend or employee. And let's say that person leaves or is promoted into another position. Will you hire the next person at that rate? And in the case of a promotion, are you now going to inflate that wage so he or she will take the job? I think it is so important that we stick to what we know is right. The wage for a particular position should be based on its task, skill needed to perform it and its level of responsibility.
Speaking of promotions! Does every title change require that a pay increase to go along with it? Well, I am admittedly the wrong person to ask this question. I believe the answer is no, of course not. I know I know, everyone is not going to agree with that but hear me out. Of course we all are working for the money. If we are an order selector, on activity based pay, and were asked to add an additional task to our daily schedule of course that additional time needs to be compensated. However, if we are an hourly associate and we’re asked to do a small additional task, well, its our job and we should happily perform it. Maybe I shouldn’t of said happily there! Its still work! What I mean is that we should be that person and employee that is willing to learn new tasks and able to follow directions. It always will pay off in the end. And by pay off I mean that by knowing more, having more skills, that we will increase our earning potential year over year. And none of that is my opinion, its fact!
Ok, let me find one more here that fits the season. Here’s a good one.
So, I received a call from a person that used to be employed at one of my facilities. Now this happens every few week’s so I wanted to throw it out there for discussion. If you have any experiences or something to add to the thought, please shoot us over an email to host@warehouseandoperationsasacareer.com.I’d love to get more insight to the thought process.
Anyway, so this individual called about getting his job back. I did some research and discovered his original reason for leaving was a sick family member and he needed to go to another state to help take care of them. Now almost 2 months later he was seeking employment again. Now, I have to say, everyone I spoke to liked the gentleman. However, they all commented on his attendance and tardies in the past. I was hearing that he would call off at least 3 times a month, usually on a Saturday or Monday shift, and would be tardy at least twice a week.
Oh, this story reminds me of another one I wanted to mention. So, at another location they occasionally work a Saturday shift, during the peak season or if there busy, they will work back-to-back Saturdays. So, I had this one associate that would just call in, stating that she had worked 5 days already. She had been dismissed after 3 coaching's. About 6 months later she had reached out about coming back to work at the facility.
I am a very opinionated person. But I’d like to hope that I would never speak to my opinions to hurt or berate another person. If I do not want to do something I will find something I want to do, and no one will ever be the wiser.
Both of these individuals parted ways when they left by voicing their thoughts about the coaching's they had received prior to their departure from the company. It feels good to get things off our chest, I get that, but there's a cost associated with it.
Neither organization wanted to rehire their old employee back. We did an episode, let me see, it was on xxxxxxxxx where we talked about burning bridges, and how we never want to leave a place of employment on a bad note. If you stay within the same industry, you will run into ex bosses and peers you’ve worked with throughout you career. Our impressions on people do follow us for life.
I got sidetracked a bit. So, neither of these associates understood why they were not being greeted with open arms. This isent high school anymore. A not from a doctor is great, but the product still has to be shipped. Everyone understands that we have to help take care of our familys needs, but merchandise has to be produced. And we all get mad and want to vent our frustrations, but that’s all were doing, things still have to ship. You’ve probably heard me say that were in the bigs now. Retail and fast food are great jobs, warehousing positions are great careers. Be that person, that employee, that people want back, leave correctly, treat people right, and you will always have a position to come back to.
I’d like to close with saying how thankful I am for my health and getting to do something I’ve loved for 45 years, working in the operations fields. And of course, for each of you, those that listen to my experiences and hopefully learn a little something about our industry every now and then!
Be safe, hug your family and friends & be that employee, it’ll pay off!
Have you ever been accused or caught horse playing at work? I’ve seen so many meme’s on social media this week I’d like to talk about that for a minute. Welcome back everyone. I’m Marty with Warehouse and Operations as a Career! My first trip to HR was over a bit of horseplay. Me and 2 others grabbed an inventory control guy and shrink wrapped him to a support beam at the end of an aisle. We were on our way to lunch, I guess we assumed someone would come by and cut him loose. A bad assumption on our part, I guess. A cooler lead did walk by and cut him loose about halfway through lunch, to say the least, he was more than aggravated when he entered the break room. We were all friends though, he laughed it off, even bought us a few beverages after work that morning. I’m still not sure how HR got involved but thank goodness I, and it was only I that got called down to HR the next day, anyway I was extremely grateful I didn’t lose my job over it.
I once got picked up and thrown down the dumpster shoot, aggravated didn’t begin to describe my attitude once I climbed back up that nasty thing. I hate to admit it but a couple of weeks later I seeked my revenge. There was a 4 one-gallon case of syrup damaged in the salvage area. I took that and a half bag of flour to the dumpster, made sure to cover every square inch of the shoot and plotted my revenge. Took me a few minutes, it was quite the playful scuffle, but my friend ended up in the shoot, sliding all the way down to the bottom cleaning up the syrup and flour as he slide down. That was at the end of our shift, so I scooted on out of the building. The next morning everything was funny again and he’s been a lifelong friend still to this day.
As an order selector, we used tovairs and buggies back then, anyway one of the nightly pranks was to unhook the second buggy from the first and watch the selector take off down the aisle and having to walk back to get the second buggy. Oh, and during breaks you never wanted to take off your freezer suit and leave it hanging on your equipment. Us freezer selectors came back from breaks and lunch on more than one occasion only to find that our gear had been placed inside the freezer and was like ice when we were dressing back up.
Now I’m not proud of any of these pranks, I wish we were more mature than we were and that we’d of had the training we all get today. That was back before the OSHA standards and HR’s involvement in the operations. I found a good definition at https://www.fs.illinois.edu/docs/default-source/safety-compliance/horseplay.pdf?sfvrsn=d65f6ea_0 a toolbox talk article that gives us some information asked What is Horseplay? Horseplay is rough or rowdy play or pranks that occur at the workplace. Horseplay can be activities such as joking that includes physical contact, playing around, racing, grabbing, foolish vehicle operation, social pressure to participate in unsafe acts, harassment, and unauthorized contests. Often workplace horseplay incidents go unnoticed or are ignored as harmless fun. However, making horseplay a part of your workday may jeopardize your health and can lead to serious or deadly injuries. Each year there are hundreds of injuries in the United States from pranks at work. Workplace horseplay incidents may lead to serious injuries at work, divide the workplace, and prevent employees from getting their jobs done. In some states, horseplay that results in injury can result in criminal prosecution. Courts have held that these injuries are not the result of an accident but are deliberate acts.
I don’t remember anyone ever getting upset to the point that fist flung but I’m sure it happened. Also we live in a different environment or world today. Not only are we taught that horseplay will not be tolerated by our company, as the article stated it may very well be against the law and we can be prosecuted for a bad act. This week I’ve seen a lot of memes floating around. A college and I were talking yesterday how so many of them evolve just equipment these days. I loved one of them, a fork drivers peers took a roll, or several rolls of shrink wrap and totally wrapped shut the driver’s compartment. I wondered how many wraps around the lift it took, and how much time was spent on a prank that could literally be cut and removed in under a minute.
I had an employee, one of my employees at one of the facilities I work with dismissed this week for skateboarding a manual pallet jack. To make matters worse he was assigned to the production area where they don’t even have manual jacks. He was caught on video skating the jack over in the warehouse. I don’t know, maybe he was coming back from break or lunch, saw a jack and for whatever reason got on it and skated it. As we all know, that’s not allowed anywhere. It doesn’t seem all that dangerous, but I could spend 10 minutes sharing broken bone stories about skating.
Thank goodness for the rules and laws regarding horseplay in the workplace today. I’m so thankful I never hurt anyone or got hurt myself in my younger days. And thank goodness that our industry has grown so much in the last 20 years, especially in the Safety arena. I for one appreciate the training we receive today, and I hope we all realize the progress made, and that we each do our part to act, think and be safe at all times. We can save the playing around for the playgrounds with our kids!
Enough of all that I guess, you’d never be guilty of horseplay in the workplace, anyway right?
So I was asked, how do I start a plan for next year. I sat down to write out my plan and goals and nothing came to mind. How do I get started, what’s it supposed to look like? That’s a very good question. There is not a right way or wrong way. Even if I try and separate my personal and professional goals, they somehow seem to intertwine themselves every year, so I find that I usually start out with my personal ones and see where that leads me. My advice would be start with the obvious ones. Now you can’t write down to make 10,000 more dollars next year without adding the steps you’ll need to take to get there. By the way, 10k is only $4.81 more cents an hour, and those are just regular hours throughout the work year, if over times involved its even easier to make. That could be as simple as 1 promotion or 1 department transfer. Maybe going from a non-PIT or powered industrial truck task to using some sort of equipment or an equipment position. Imagine the increase coming from say the restaurant service fields into a sanitation or utility position. Or a warehouse General Labor job to a pallet runner job. If you’ve listened to most of this year’s programs you already know how you can make those moves. Oh, and it’s so important that we take advantage of any program our company offers, whither through production incentives, 401k programs or any bonus opportunities. Picture this, and I don’t know the exact formula that this facility uses, but here’s a great example of just plain making money. An attendance program. If you are on-time every day of the week you earn between $50 and $70 dollars for that week! That’s a possible $2600 a year just for being on time. I can easily get up 15 minutes earlier than what I need too knowing I’ll make $50 more dollars a week than I earn productivity wise. With $2600 dollars on the table, out of around 15 people there are usually only 3 to 6 of the employees earning it. And the others are only like 5 to 8 minutes late. Running 10 to 15 minutes earlier would put them all in the money. Now, not earning it is fine, its not effecting their jobs or potential at all, but, in my eyes that’s a $1.25 more an hour, and is a part of that $4.81 increase to get me that extra $10,000 I’m wanting to make next year!
I got lost there again, anyway, like I said there’s not a wrong way to start on your goals. I listed 3 things I wanted to do next year. On my list I wrote visit New York city, I have a friend that’ll be giving her 1st TedTalk up there next year, what a great excuse to take a trip right? And then I added a convention I wanted to attend in Orlando Florida, and added a few instructor certifications I wanted to achieve under a education header. Of course, I’ll need to pay for those trips and classes, so I’ve started creating a spending budget. . Now next time I set down to work on it I already have three things to work off of. Try not to make it any harder than it is. It’ll come to you and you’ll be surprised how easy the paths are to achieve each one of your goals. It is time to get started though, jot down some ideas today and come back to them in a day or so. I bet you’ll already have some great ideas about how to achieve’em. You know last year about this time we talked about how to save $1378.00 using the 52 week money challenge, I’ll add the link in todays show notes again today. I love this simple challenge. https://www.thesimpledollar.com/thoughts-on-the-52-week-money-challenge/ , anyway how’d you do there? We talked about adding $5000 to our end of year wages this year, what’d we figure that’d be, um, what was that , $2.40 an hour. I’ve heard for a lot of us that’s achieved that. Yep it was hard work, we may have had to change positions even, but we achieved it! Want to double that this year? $4.81 cents an hour increase? Its very doable, we’ll just need to have a plan. I’ll put together an episode on planning and goals real quick, a how to get started if you will. Maybe I can get some help, I’ll ask around and see what I can learn. If you have a time honored and proved technique please share it with the group, send it over to host@warehouseandoperationsasacareer.com and we’ll help you share it! I’m kind of excited to put something like this together.
Well, there’s a few of my random thoughts for the week. And please take horseplay seriously, the equipment we operate can be dangerous, treat it with respect. It will not be funny when someone gets hurt or we lose our positions.
Until next week be Safe out there, our families are waiting on us to get home!
Last week we talked a lot about ethics and our work ethics. Late in the week I heard about a facility where the rest room had been vandalized and graffitied by people or someone writing on the stalls with paint and markers. I’m Marty here with Warehouse and Operations as a Career and today I wanted to get caught up on a few questions, and we’re going to get to them but first I thought I’d reach out to all of you for an answer! I wish I could describe to you how bad this restroom was torn up. And I understand how if we’re upset about something it can misdirect our thinking and our actions. I think we can we apply what we learned about work ethics here! But destroying a restroom? Now it has to be remodeled. How does that help our cause, if there even was one? If we are upset about an injustice, would it not have been better to reach out to our HR department? Now I don’t know, and it appears that no one has even suggested that there was a problem with the work, management, or that the actions were because of anything that happened at the workplace.
So, why does this happen? If you can explain it to me or have an opinion on it, please send us an email to host@warehouseandoperationsasacareer.com. I’d love to share your thoughts on an upcoming episode! Everyone is 18 years old or older at this facility. It is a large production facility, not something like customer service or retail, nothing like fast food etc. It’s a job that can be a long-term career. It pays well and although the task is hard, and its labor intensive, they have for the most part, not had any employee relation issues. This is the 3rd time this year that I have heard of something like this happening, across 3 different states! I’d love for someone to share the thought process with me!
Ok, enough of all that. It is difficult to talk about a subject that I do not understand! So, I spent the better part of this week in Arizonia. This has been a great trip. I don’t think I mentioned I had spent a couple of days out in Denver last week. I had the pleasure of PIT training a couple of trainers. I went from a cool and breezy environment to a bit warmer region! Anyway, I’m over here doing the same, a bit more PIT training. It’s great to see everybody doing great work in both regions. The culture of safety is on everyone's mind in both states. The enthusiasm I’ve seen is refreshing. Oh, and all the talk about the holidays coming up makes me smile!
Over the last several weeks I’ve been asked about advancement opportunities and how do you make sure your boss knows that we want another position, a promotion, more responsibility and more money.
I answered 3 people with a question. I asked “have you told your management team that you're interested in more? I received three answers of no. One person said if she brings it up that she may get fired.
Ladies and gentlemen, I understand that walking up to our boss and discussing another position, or saying we’d like to change departments is out of our comfort zone. However, In my experience, if we can just bring ourselves to broach the subject, even something as simple as saying “hey boss, how am I doing, I think I’ve been doing a pretty good job for you, what can I do to move to the ________position? A simple form of communication! We have not sounded threatening, or negative in any way. If you could throw in the word responsibility somewhere, that’d be even better! “Hey boss, I’m ready for a little more responsibility. Keep me in mind the next time a position opens up that I could help you with.” Again, you’ve let your management team know that you’re ready and open to opportunities. And for the young lady that stated she was worried that she could lose her present position if she asked for something else. I’d have to believe that would just not be the case. You are only letting him or her know that you want more. Think about it, you're doing a great job now. Your productivity and attendance is well above average. They have invested in you, trained you, and rely on you to get the job done right?
Now that brings up the other side of the coin though! We need to be that person. The employee we’re always talking about here on WAOC. If we are that employee who is on-time for every shift, and remember by being on-time I mean at least 15 minutes early, and we come in prepared to work, dressed properly, with our PPE’s and a smile on our face, well, why wouldn't we get that next promotion? Oh, and another thing I should mention. If we have only been in our position for oh, say, 6 months. That’s too soon to be asking about opportunities. I think we should be in our present jobs at least a year before we, the employee, goes and starts talking about advancement. Now if our management brings it up first, then by all means interject any time you have the opportunity.
As I’ve mention hundreds of times over the last 5 years on the show, communication is our friend, and our strongest tool in regard to our careers. I’m not talking about email or texting. I’m saying that if we talk to our peers, supervisors, and our management teams that we will advance withing our industries.
Another question that was sent in, and I think we all can relate to some form of it, was, “my company has a pretty good safety record, but I want to suggest putting together a safety committee or working on something that could strengthen our culture of safety. A way to make everyone think about improving themselves.”
Well, and this is an easy one. I can't think of a single person in management that would not want to achieve the things you just mentioned. Again, I’m going to throw out the communication word again. There are thousands of articles online that talk about the advantages of having or developing a strong safety culture within your organization. If you do a little self-educating on the subject and come armed with a few thoughts and ideas, supported by a few articles or a plan, I assure you they will want to hear more. Be careful what you wish for though, you may be that new safety committee organizer! No, I’m just kidding. Talk about it, you may just find that management has been looking for a program themselves, maybe it was just put on the back burner for a while. Safety is everyone's responsibility and I hope everyone's passion. This was a great question and I hope I gave you some ideas. If you’d like to talk more about it, shoot me an email, I’d love to share a few thoughts with you.
Let’s see, I think we have time for one more question. Gosh I have like 15 here, oh, how about this one. “I am looking for a job. I have a lot of unloading experience and a little time spent as an order selector. I can only work about 25 hours a week. I’m thinking maybe 3 days a week and not working on the weekends or 2nd shifts. The only positions I can find accepting those hours are fast food and retail. Why aren't warehouses willing to work parttime workers?”
Maybe I picked the wrong question! Ok, so a lot of our warehouse positions like, g/l, equipment operators, sanitation etc require the opening and closing of the doors. Our shifts have a set number of cases to bring in or ship out each day. Knowing the productivity, the shift runs can determine the headcount required to get the product in or out. Historically, parttime workers just wouldn't work. Or I should say that it didn't seem that it would work. All that being said, I think those old assumptions are being rethought and tested now. I’m seeing schedules being played with, different things being tried. I know a few organizations that are open to associates sharing what days and what hours they would like to work and giving it a shot. To be honest though, I am not hearing a lot of success stories. Associates seem to have the same struggles committing to even the hours they themselves have chosen. But it’s new, it’s going to be tested and figured out. I think 3 years from now it will be much more accepted.
Anyway, again I am going to say put it out there. Communicate, verbally, during the interview process. You’ll never know if it's on the table until your recruiter or hiring agent runs it up the flagpole, right? Bring your resume, be confident, share the days and hours that you are willing to commit to and explain why those hours are necessary. You don’t have to share any personal details but share what you can. Again, communicate, it can’t hurt, and I believe that by talking and sharing we will always come out ahead.
I hope I gave you some ideas how to get our way or how to get what we want today! I thank you for stopping in today and I hope to see you again next week. Until then, communicate, talk, be confident in yourself, and go ask for what you want. And as always, be safe out there.
How is everyone getting a long this week? By the way, and I’m not going to launch into a goal and planning soap box talk today, but it is week 44, and there's only 8 more weeks until the first quarter of 2022. I’ve already assessed this year's goals, moved what I had too and have started on my 2022 goals. Actually, and I just realized, I’m talking about my personal planning and goals. My CFO asked for my professional goals last week. Maybe that’s what pushed me to get started on my own! Anyway, we’ll go over our goals a little later this quarter. Let’s stay in the here and now today!
We’ve been talking about leadership and supervision or those front-line management positions lately and I had a thought about them. I was thinking about how a lot of things change for us upon entering any leadership roll. We’ve discussed many of them already but one I think needs to be covered is, oh, and I’m not sure our managers do a good job of explaining this little 6 letter word. That word is ethics.
Meriam Webster tells us that ethics means: moral principles that govern a person's behavior or the conducting of an activity. https://www.merriam-webster.com/dictionary/ethic
I wanted to check out work ethic also. It says: a belief in work as a moral good : a set of values centered on the importance of doing work and reflected especially in a desire or determination to work hard. https://www.merriam-webster.com/dictionary/work%20ethics
Catch the difference? There is a little difference. Today, or first anyway, I want to talk about ethics.
Some 30 odd years ago I was speaking with an inbound dispatch person, really, he was teaching me how to be backup for him during breaks and lunches. It was his task to assign dock doors to the over the load drivers all day long. Back then we sort of had a schedule we’d follow but honestly it was more like first come first served. These drivers wanted to get back on the road as quick as possible and I quickly learned they didn't mind offering cash and goods to be put in ahead of the others. While I was training, we were offered something numerous times. Luckly my trainer, the gentleman running the window was a man with ethics! We’ll throw the word, business ethics out there about now!
I teach a class on ethics in the workplace to different groups entering the workforce and I feel that ethics is also like integrity. Back to Meriam webster I go! And I’ll add all these links to today's show notes too incase you’d like to go check out the entire definitions. So, integrity means: The quality of being honest and fair. I also think of words like character, decency, goodness, when I’m thinking about ethics in the workplace. You will find them in the definitions above as well.
As adults we know what is right and what is wrong. Most of the time it’s obvious, and even when it's not our gut will tell us right! That little angel on our shoulder trying to distract us from the little devil on the other!
It would have been wrong for me or my trainer to take cash or a new video game cartridge, or even a lunch or breakfast from them. There was no rule written about such, but we knew it was wrong. A few years later our company did initiate a new rule that taking anything from a vendor or customer was an offense that could lead to termination. I guess others were not quite as ethical as we were!
Ethics is about doing what’s right. I believe that includes being fair, being consistent and doing what we know is right. That’s my definition any way! And I feel that way about our business dealings and our personal lives as well. As we’ve learned during our leadership episodes, the way we treat our employees will impact our success just as the way us employees present ourselves and treat others will determine our success.
This includes acts like not wearing our PPE’s as required, and repeatedly coming in tardy, or that occasional NCNS. Oh, I understand sometimes something like that can be an accident or just slipped our mind, but it could be perceived as not caring, or not being concerned about our actions.
I mentioned work ethics a few minutes ago. I think work ethics are much more than, or can include so much more than a belief in work as a moral good : a set of values centered on the importance of doing work and reflected especially in a desire or determination to work hard.
I think that keeping our workstations clean, following all the PWM’s or preferred work methods, GMP’s or general Manfacturing practices, driving down the aisles in the correct direction, lets see, what else, oh, following all the safety rules, learning and practicing any regulatory concerns our facility may have and of course about 1500 other things. I believe work ethics means caring about our peers, our equipment, everyone's safety and our facility and company.
A quick side thought. I believe it is possible to be an ethical person and still take that shortcut or make and act on that bad decision. I know a forklift driver that would never accept anything from a vendor or driver, however he will skirt a few receiving rules and is more concerned about his productivity than helping and assisting others. I know I’m stretching the definition a bit but that’s my opinion!
I was talking with a recruiter earlier this week and she stated that ethics, particularly work ethics, could be recognized, she felt anyway, during the face-to-face interview. She felt like personality was a window into an applicant's work ethics. Now, I’m not sure there's any scientific analysis behind that thought but I’m going to look for it the next time I’m interviewing someone!
Our company handbooks usually have a lot to say about ethics. They’ll mention sexual harassment, and workplace violence too. Again, I think those two things fall under ethics as well. With my definition we’d never have to worry about harassing someone or participating in any violence because we are ethical and are always practicing good ethics by being fair, treating others as we want to be treated, and of course always having that positive attitude.
WAOC has a webinar coming up next month titled Values and Beliefs. If you would be interested in attending, I’d be happy to send you a link when we get it put together. Send us an email asking for the Values and Beliefs webinar and your registration will be free. Anyway, so speaking of ethics made me think of values. Some would say our values are more important than strong ethics. Another word that I think means the same! Remember the definition even mentions a good set of values!
Let me look at a few bullet points from an affirmation, I’ll be using for the webinar. I’ll try and get it posted on the website next week too.
Values are some of the most important resources we can possess. Fortunately, they are within our control. They can get us through the hard times, make us aware of our blessings, and help us make informed decisions. Let's see, let me pick one more point, oh heres a good one. It's important to develop the wiliness to change my ways. I adjust my values or do a better job of living up to my beliefs. And it’s perfectly fine to seek feedback from others and follow through on our resolutions. One more, maybe the best one on the sheet! Today I reflect on my values and how they guide me. I know my future is as bright as the values I cultivate.
Ask yourself three questions. What are my 3 primary values? How would I describe my ideal destiny. And lastly, what values do I need to reach the destiny I want for myself. Just some points to ponder.
On that note, let’s call it a show! I hope everyone is having a prosperous, productive and safe week out there and that you’ll share our podcast with a friend! Until next week, think, practice, and share a safety topic with a peer or friend.
I was walking a facility earlier last month and saw one of the new model scissor lifts. The plant manager asked me if I knew anything about one of these, and, well, I had to say no. It may have had the most futuristic control console I’ve ever seen. I’m Marty with you here today with Warehouse and Operations as a Career. Now I’ve operated several scissor lifts and a couple of different Ariel lifts for that matter before, but this was the first one of this type I’d seen. Come to find out his real question was had I ever been certified to operate it? As we’ve learned before, in order to be certified we have to be observed operating it on his dock. And of course, been through a 29cfr1910.178 course with a trainer, where we would have learned exactly how to operate the unit and all its unique Safety concerns. I asked hadn’t the manufacturer or salesman supplied him that instruction? He shared they had said something about it and maybe it’d been scheduled for next week sometime. I told him I’d get on the phone and find out and I’d make sure everyone I planned to have operating it probably should attend that training. Now of course I’m more than confident that I could had climbed up on the platform and have no problem performing the task with it but, as we all know, I’d need to be trained and observed on it before I’d even touch it right? I went and looked up a little more information on scissor lifts and learned they are not compared to Ariel lifts and are actually more closely associated with scaffolding. I ran across a really informative Hazard Alert at https://www.osha.gov/Publications/OSHA3842.pdf Working Safely with Scissor Lifts. Now, as with any publication I’d strongly suggest you seek guidance from your employer or a local OSHA Outreach trainer with specific questions about any piece of equipment, but I thought this 2016 article mentioned some really good points.
Scissor lifts provide a safe and reliable platform for workers to perform job tasks when used according to the manufacturer’s instructions. When not used properly, scissor lifts can present a serious hazard to workers. Employers are responsible for keeping workers safe. This Hazard Alert highlights specific hazards present in workplaces where scissor lifts are used, and controls employers must implement to prevent injuries or fatalities.
The Alert starts with an Introduction: Scissor lifts are work platforms used to safely move workers vertically and to different locations in a variety of industries including construction, retail, entertainment and manufacturing. Scissor lifts are different from aerial lifts because the lifting mechanism moves the work platform straight up and down using crossed beams functioning in a scissor like fashion. Although scissor lifts present hazards similar to scaffolding when extended and stationary, using scissor lifts safely depends on considering equipment capabilities, limitations and safe practices. Over a one-year period, OSHA investigated ten preventable fatalities and more than 20 preventable injuries resulting from a variety of incidents involving scissor lifts. OSHA’s investigations found that most injuries and fatalities involving scissor lifts were the result of employers not addressing: • Fall Protection • Stabilization • Positioning.
The next sections explain How To Safely Use Scissor Lifts and covers Fall Protection (see 29 CFR 1926.451(g) or 29 CFR 1910.29(a)(3)(vii)). Stabilization and Positioning. It mentions how dangerous high winds can be if we’re outside using a lift. I once had an employee using a scissor lift out in the truck yard, changing the light bulbs up on the, what’d you call them, I guess the parking lot light poles. Anyway, I thought it was too windy to be out there. From the ground it looked like the entire unit was swaying back and forth. I had him come in, I figured we could change the lights anytime. He didn’t agree with me and felt he’d have been fine to finish. I don’t know what could have happened, but I know we both went home safely that night. It goes on to speak to Maintaining the Lift and following the Manufacturer’s instructions.
The next section addresses Training Workers. Employers must provide workers training on hazards, including how to work safely with or near scissor lifts. (29 CFR 1926.454). Training must, at a minimum, include: • Manufacturer’s instructions for operating the scissor lift vertically and while in transit. • How to handle materials on the scissor lift, including weight limits. • Other worksite hazards workers may encounter when working on a scissor lift (e.g., contact with electrical wires). • Reporting any equipment defects or maintenance needs.
OSHA Standards Employers must comply with the following OSHA standards (29 CFR) to protect workers from hazards associated with scissor lifts. General Industry • 1910.23 – Guarding Floor and Wall Openings and Holes • 1910.28 – Safety Requirements for Scaffolding • 1910.29 – Manually Propelled Mobile Ladder Stands and Scaffolds (Towers) • 1910.333 – Selection and Use of Work Practices Shipyards • 1915.71 – Scaffolds or Staging Construction • 1926.21 – Safety Training and Education • 1926.451 – General Requirements • 1926.452 – Additional Requirements to Specific Types of Scaffolds • 1926.454 – Training Requirements Additional Information Many scissor lifts are covered under OSHA’s Scaffolding standard. For technical assistance, please refer to OSHA’s eTool and other resources on scaffolding. The American National Standards Institute (ANSI) has standards for manufacturing, owning and operating scissor lifts. They can be found in ANSI A92.3-2006 (Manually Propelled Elevating Aerial Platforms) and A92.6-2006 (Self-Propelled Elevating Work Platforms).
Really, just like all of our warehouse or light industrial equipment, if we know how it works, what safety concerns it may present and have been trained on that safe operation, it’s another great tool to achieve our tasks.
A quick follow up on the facility’s new unit, everyone attended that training and although it’ll only be used occasionally, I feel good that the Manager had it parked and didn’t even consider anyone operating it until the trainer came out and conducted the course for them. I only wish I could have attended and been allowed to operate it. Those controls looked awesome!
You know another piece of equipment that can be taken for granted and not much thought given to’em are our balers. You know, where we bale up our cardboard or shrink wrap. OSHA has some great information on balers, I’ll include that link in today’s show notes as well. https://www.osha.gov/SLTC/recycling/recycling_cardboard_baling.html
These units can be really dangerous if we use them improperly. Remember, they are machines. And we’ve learned that we are never to operate any machine or equipment that we have not been properly trained on and certified or authorized to operate. True or False? I hope we all said true or shook our heads up and down just then. Seriously, these machines work under high pressure, crushing pressure if you will. One of my concerns are those door locks, they look super heavy duty, don’t they? Ever considered how they’d swing open if a weld or latch failed during the compacting cycle. I never stood anywhere near those doors after pushing the compact button. I’d make everyone step away. I got laughed at a lot but again, we all would go home every night! Even carrying the bailed product across the docks can be dangerous, ever think of the weight of those things? I used to stack them; we have to stack them securely. They could easily crush us if they fell back on us. And those units can be considered a confined space depending what type we’re working with. All the safety guards have to be in place before operation, I always did a walk around them before I’d use them! The page I mentioned listed the OSHA Standard Requirements for us too. Specific OSHA standards that apply to baling and compacting equipment include:
29 CFR Part 1910.146, Permit-Required Confined Spaces
29 CFR Part 1910.147, Lockout/Tagout of Energy Sources
29 CFR Part 1910.212, Machine Guarding
Again, all the equipment we’ll experience throughout our operations careers can be operated safely. It is our responsibility to know the equipment, know its safety concerns and how to operate it properly and safely. It’s our duty, our job to follow those rules, standards and laws. If we never operate or even touch a machine or piece of equipment that we have not been trained on and authorized or certified to operate we stand a much greater chance of not ever having an accident!
If you operate a scissor lift during the course of your duties or have to work with a cardboard or shrink wrap baler share your thoughts with us, send me an email to host@warehouseandoperationsasacareer.com or maybe start a conversation on our Twitter or Facebook feeds using that little @whseandops.
Well, we’ve wrapped up another week. Until then be safe, learn something new about your equipment or machines, maybe check them out at OSHA.gov. I bet you’ll learn something new about their Safe Operation!
Hello all, Marty here with Warehouse and Operations as a Career. Thanks for joining us this week, and I appreciate you sharing our podcast with all your peers. We continue to grow each week, which is pretty cool. I know I’m learning something new every show and I hope we’re bringing you something that interest and helps you with your careers!
Last week we touched again on Leadership. I want to thank everyone that sent in a question or had a thought on the topics. If you’d like to comment on anything we discuss here, please shoot me an email to host@warehouseandoperationsasacareer.com and of course, hit us up on twitter or Facebook using that @whseandops, we’re hanging around there for a bit each day!
So, we had a few questions come in that I had kind of answered with a worksheet I’m doing for another project. I thought we’d use it for bullet points this week, maybe it’ll answer some of your questions as well!
So, to get started I’ll ask this question: Do you consider yourself a leader? Or wish you were a leader?
Leaders have to inspire those around them while remaining strong. Uncertainty and difficult situations can’t stop or pause us as leaders from taking charge.
And I think, as leaders, we must develop or understand a couple of different play books. You all know how much weight I place on our experiences. But we have to develop those experiences, or live through those situations to gain our experiences, right? We’re going to make mistakes. But if we’re following all the rules, the procedures and processes we’ve been taught and learned then most of the other things we’ll mess up can be fixed! I make 10 bad calls a day. A great leader will raise our hands, say boss, that’s my bad, I’ll do things differently next time. Own it and learn from it!
Let’s talk about a few points I always return too when I’m wanting to rethink or grow. Which is around the first of every month! I’m always wanting grow and do better the next month!
Here are a few techniques that may aid you in your endeavor to be a great leader:
Focus on the company’s goal. If you focus on the goal of your business, then it will be easier to lead others and show them how to achieve it. Even if you have worked for the same facility for years, revisit, if only in our own mind, our company’s goals. It’ll help us see our own goals more clearly!
Follow through on your promises. A real leader keeps the promises made. We get busy. But if we’ve told an associate we’ll look into something or developed a plan for our team, it is imperative we follow through on our part or get back with everyone and let them know why we won’t be doing it.
Quick example, I was part of a team that was going to hold a monthly meeting with a group of associates. I think we had one or two. Dropping the monthly meeting wasn’t a bad thing, but we did not go back and share that with the team. Now, I know for myself, I feel like the next time I bring up something like that I’m going to previse it by saying no really this time! I’m kidding and being a bit over dramatic but as an employee I could very well feel that way, right?
Now, this one is a big one! You may want to jot this down. Avoid micromanaging. Micromanaging can have a negative impact on the group you’re trying to lead. As we’ll learn trust is invaluable.
Respect the opinions of others. Allow them to share their ideas. I cannot stress enough how important this is. You are the boss, you will have the final decision, but we as bosses don’t know everything, I can assure you. And the relationship you will build with your teammate, just by listening to what they have to say. Well, it’s worth our time to listen to them. And then of course, should we decide to go another direction, share a quick why with them. It will pay off every time.
And now that we know we should respect other opinions; I’d like to throw in there to listen the needs of others. If you listen carefully, you will discover more about what motivates your team members. I have always wanted to know that I can structure my action plans much better.
Avoid procrastinating. It can, no, let me say it will destroy your leadership goals. We don’t want our associates being lazy or putting things off. We’re holding them to productivity and metrics, right? We need to hold ourselves to those same standards!
Stay determined. Once you make a decision, stay with it. Anyone that knows me personally will tell you that I may carry this discipling a bit too far! I’ve rolled out several hundred new programs. I’ve always believed if you roll something back just because you hit a roadblock that you’ll have to try twice as hard next time. And yes, I’ve had to raise my hand a couple of times and say My Bad Boss. But I feel strongly, once we’ve made that decision, it’s important to lead our teams to the goal. And adjusting is not a bad thing or a failure. Just make sure our plan needs adjusting and that it’s not just a pothole in front of us!
Allow others to see your emotions. Your leadership will benefit from showing a human side. I’m talking about a little empathy and understanding here. Not our frustrations or anger, never ever our disappointments. Maybe I’m trying to say be human to our associates and of course respect our teammates at all times.
Spend time with your coworkers. Leaders need to know and understand the people around them. And I’m talking about at work not in a social setting. Being a teammate is a road to disaster. I mean visiting with everyone at their workstations and in the breakroom. Walking by for a quick little tailgate session at their work area. Maybe help pack a box or chunk a pallet. A quick visit daily will help that bond.
Show your expertise. If you know the answers, don’t let others struggle to find them. I call this lead and learn. Your employees are looking to you not just for knowledge, but they need to feel that you have their backs too. Making them look knowledgeable will accomplish that
Let your coworkers make suggestions. I link this one to the respecting and listening points I spoke about earlier. As a leader, you can make better progress if the entire team is able to make recommendations and be a part of the planning and goals.
Give your coworkers room to grow. They need to be able to make progress and set their own goals. I’d like to add here that, I feel, that it is our job to help them develop and set their own goals!
Avoid intimidating others. Fear can prevent positive interactions.
Use your coworkers to brainstorm. Your coworkers can help find solutions and feel
like they’re part of the process to resolve issues. That’s a big one! Let me skip down a little bit. I have like 25 bullet points here!
Admit mistakes. Pretending that a mistake didn’t happen will make your coworkers lose respect for you quicker than anything I know.
Look for answers outside of the norm. The ability to think differently is a crucial leadership skill. One of my stronger opinions! I’m always thinking there’s a more productive, more efficient or a safer way to do something!
Stay flexible. A real leader can be flexible while still being in charge. So important.
Keep everything transparent. Transparency can help you avoid rumors and gossip. A polite way to say don’t lie to your employees. It will never end well. Remember how we talked about trust earlier?
Keep an open-door policy. Let your team members know that you’re willing to listen to them at any time. We’ve kind of already touched on that one.
OK, here’s another big one. Be willing to become a mentor. A real leader is willing to help the next generation. We have too. Operations leaders are not just born. Order Selectors, forklift drivers, all of our positions, we had to learn, we had to be taught. Leading others is teaching others.
Well, there’s a few of my go to ways to lead. Like I said earlier, I review most of these monthly, looking at them helps me stay on track. Professionally and in my personal life as well!
Like I said, I’ve written down about 25 such thoughts for a project I’m doing, and I’m going to try and get it published up on the website next week. Feel free to download it if you’d like. We’re adding articles and worksheets weekly, be sure to check it out, you may find something useful there.
I appreciate you stopping in and until next week, stay prosperous, productive and most importantly stay Safe out there!
So today we are 14 days into the 4th quarter! Have you reviewed your plan, are you going to reach your 2021 goals. I’m doing pretty good with mine, much better than I thought. I’m Marty with Warehouse and Operations as a Career. We only have 11 more weeks to make everything work out for us. We are that close to 2022!
As we kick off this quarter we should think about our future. Do you know what you’d like your future to bring you? Now is the time to start thinking about 2023. If you have a plan for 2022, you'll be where you want to be in 2023, 2030 & 2035. How do you want to be set up in retirement?
We’ll enough of all that, we’ll be talking about our goals next month but I did want to bring it up. Thoughts to ponder I guess!
So I was setting in the breakroom with an order selector, a driver helper, an inventory control clerk, and a G/L returns associate one day last week. That sounds like the starting point of a joke right! We we’re all just talking having a coffee when someone asked what warehouse position did, I feel was the hardest. I didn't have to think about my answer at all. I blurted out the front-line supervisor’s job. Let me tell you, that brought out the laughs. I was kind of saved by the bell as break was over and I had to get back on the road.
I had stopped by the facility to do a quick on-site and just say hi to everyone. I like those visits where I’m not looking for or auditing anything! The question, or the laughter I guess, made me think a lot about the front-line positions. As we advance through the many positions in the warehouse, and if we have a desire for those leadership rolls, our starting point may be that front-line supervisor position. Our first time at being a lead can be a little challenging, but nothing compared to taking on our first supervision role.
Let’s look at why we were chosen or promoted. Of course, there could be a host of reasons. We could be that employee that shows up every day, on time and ready to work. Maybe we don’t gossip and live on drama every day. Maybe we’re the best on the team. Or we’re that person that self-educates, speaks up, participates in every discussion. Maybe we tend to take charge and are always available to help train or mentor a new team member.
Or it could be that is a part of our plan, our goal. And maybe we have been working that plan for a few years now. Or, it could have just landed in our lap, and the offer was a surprise to us.
Whatever the reason, or opportunity, your life changes from this point forward! Seriously, your work life has to change but you're going to notice that your home life will be affected as well.
If you are already working with the team, you are now going to lead and be responsible for, well there probably friends. Sometimes our closest friends are those we work with. Those relationships are going to change. You used to go after work and have beverages together, hang out and talk about the day's events. Now you are a big part of those events!
Honestly though. The front-line supervisor is the hardest position I ever held. You’ll find yourself responsible for the productivity & wellbeing of your team and about 1043 other things to. Maybe you will have some reporting duties, tracking of any metrics that your boss needs. Who does the teams safety and that culture of safety fall upon. You. Even if you have a safety manager on your shift it will be the supervisors job to see that all her or his programs are being followed, they are your team. It is up to you to keep everyone's outlook positive. Scheduling may fall upon your shoulders as well! If it happens on your dock, during your shift, whither you are there or not, it is your responsibility. And then you’ll have training. All the new boots will need to be trained right!
Let’s talk about training for a minute. I think the employee orientation is really our first training opportunity. As a new supervisor, shoot, even us seasoned members of management, we need to remember how anxious we were in our new job. Think about the first time you walked into your facility! A little overwhelmed? A new job can be stressful. We may know how to perform the task we were hired for, at least how our old employer wanted it done. But now we, as that new employee need to meet a friend, at least someone we feel like we can trust. And they need to make us feel at ease, at least comfortable. And they need to teach us, train us, to be successful at our new job. That’s us, that’s a part of our job as the supervisor. Even if we have a full-time trainer working under us. It is our job to make sure that they are successful.
Do you feel bad when an associate walk’s out, or does not come back for their 2nd day of work, or when they are just not getting it? I know that we can't control how another human acts. But have you ever felt like, or wondered, if you had given them all the tools, rewards, leadership that they needed to succeed on your team?
We’ve talked before how most employees that are involuntary terminated for things like attendance, productivity, or quality of work have really terminated themselves. I mean they knew the rules and hopefully we as supervisors have spoken to them, coached them, and tried to work with them on those points before we’ve had to inform them that it’s time to part ways! I have had to let hundreds of people go throughout my career, but I’ve only fired 2 people. And both of those still bother me to this day. They were both well over 20 years ago! I wonder if I did everythng I could, I mean did I give them the time they needed to learn the job, was I patient enough with them. I guess I’m still wondering if I did my job well. Do you ever think about that? If you did your part?
I feel talking, I’m going to say communicating, with our employees is our task number two, safety is always task 1! Seriously though, as a supervisor our two must have skills are listening, that is 60% of our job, and conveying our plan and goal for the shift through words, speech, talking, not texting or emailing! Email was never meant to be used as a tool to carry on a conversation with.
Think about it, if you use texting as a form of communicating, instead of it just being a tool for that short form of communication say like, I don’t know, maybe texting an item number or a pick location is fine but if you use it to relay todays expectations or direction, well then, how can we get upset when an associate uses it for something they do not wish to speak to us about like, maybe, calling in or leaving early or maybe that they have damaged 3 cases of whole eggs! Most large Corportation's do not allow texting between their managers. And email! It’s primary use today, at our level, the supervision level, is to push a situation off on someone else! We’ll shoot off an email to HR, to payroll etc with questions from our employees. In our minds we think not our problem anymore once we’ve hit that send button!
So, what is our job. I know we all have our job descriptions, they explain to us what we have to cover each day. Things like, and I’m just going to use one that’s in front of me here on the desk as an example. Let's see, ok, we are responsible for checking on the inbound loads and that they are properly staged to a door close to their products pick and reserve locations so the putaway operators do not have to drive across the docks to place their loads. This job description states that we are responsible for the scheduling of man hours for our shifts. Making sure we have a proper headcount to meet productivity needs, approved time off, Call-ins, NCNS, and taking care of any training hours we may have. The buildings sanitation is listed on here. Safety is on here. There’s several reports that are listed. And then it talks about setting the plate for the next shift, having the equipment charged, the aisles cleaned and faced forward, and having the pick locations replenished prior to the selection shift starting.
That explains our task pretty well. But I don’t feel that it explains our job. A large component of our position is our human capitol! Were you taught that part? I know I wasn't. But, over the years as a manager, I have learned that that is a major function of being a front-line management team member.
Think about it. Would you rather work for a person that thinks title should be worn on their shoulders or for that person that carries his or her responsibility themselves, raising their hand when something goes wrong and we as employees know that they have our backs. Of course its easy to bark directions all day long and it’ll be effective until its not! However, you’ll never have a team, you’ll have some great employees that’ll do what you say, and some that just wont. But you’ll never have a team that will work together, share their thoughts and ideas regarding efficiencies, and that would follow you off a cliff!
Have you ever gone to your manager and said something like, boss, I don’t think so and so is going to make it, we should let him or her go. Now the reason could be attendance, tardiness or maybe productivity. What we’re really saying to our boss, what their hearing is hey boss, I have failed to do my job training, working with, or coaching so and so and we should forget about the 2 weeks wages we’ve paid and the onboarding cost we’ve incurred and start over. Think about it! Now yes, sometimes we’ve been given a bad hire. But we need to try and turn them first. A bad employee, in many cases, will work for that individual that respects them, listens to them, a lot of times that’s all it takes.
Do you know all your employees' birthdays? Put them in your phone! Great them with a happy birthday as they walk in the door. Do you know what their hobbies are, if they have kids, what they like to talk about. Once a week try and take break with your team, you’ll be surprised how much you can learn about your team.
When something goes wrong, its your fault. Accept it. If an employee hits a dock door with his or her pallet jack and bends it, well, they work for you, the responsibility lands on you. When you are reporting it, take responsibility. State it as something like we hit a door today with a pallet jack, I’m going to do a retraining with so and so and this incident will be my safety topic in the morning. Your team had an accident, and you are presenting a solution instead of pointing fingers. I assure you that your manager and your team will notice your growth as a supervisor.
It’s so important as we start our path as front line management team members that we realize titles only means we have more responsibility than our teams members, titles do not, and never will, make us better than our teammates. Without them we aren't Supervisors. Be that person that you would want to work for!
Being a front-line supervisor is the hardest job you will ever have and it is the most rewarding position in warehousing too.
Well, I could give you 50 more examples of how to be a great supervisor, but I think you get the idea. If you have a particular question or would like to hear more just send us an email to host@warehouseandoperationsasacareer.com and I’ll expand on those questions.
Until next week, be that person you’d like to work for and practice being safe while doing it!
Welcome back to Warehouse and Operations as a Career, the Podcast about Operations, by Operations men and women. We try and bring you a little information each week about warehousing and transportation, 2 fields within our industry that you won’t find a more passionate group of people to connect with than our WAOC group! I’m Marty and I appreciate you listening in with us today. We grabbed the mobile equipment and headed over to the Distribution Training Center in Oak Cliff Texas today to answer a few questions and talk about a couple of warehouse positions, some of them being those how do I get my foot in the door type positions too. We may hear a little warehouse noise and some horn honking in the background as there’s a couple of 29cfr1910.178 classes going on just on the other side of the office wall here.
So, each year about this time we hear from several listeners regarding breaking into the field or what’s my next step, maybe a few where should I go from here kind of questions. What better place to discuss those topics than over at the DTC. We’ve mentioned the distribution training center a couple of times last year but I think this is the first time we’ve recorded from here. The distribution training center is owned by Belmar Integrated Logistics, a national sourcing company, they use it for a lot of their PIT or powered industrial truck certification instruction and many different training courses. I’ve been instructing one such class here the last two weeks. I’ve really enjoyed working with all the new talent and discussing so many Op’s topics with them!
Before I get too far off topic to rein myself back in let’s get to a few of those questions, WAOC, how would you suggest I get a job in the warehouse? Well, with that being a bit of a broad question I thought we’d talk about a few positions they instruct over here and I’ll point out a few of my favorite get a foot in the door type tasks!
Let’s start with the freight coming in the door and see how far we can get today, maybe we’ll make it all the way through to the shipping positions and transportation!
Taking that path, Unloading or Lumping would be our first topic. I think this is a great get our foot in the door job. It’s the first step in the supply chain, regarding bringing product into a distribution center or DC, requiring very little if any experience. If you are willing to work hard and learn not only how to move cases but learn to read purchase orders and break down sheets you’ll have the opportunity to work with ti/hi’s and be around pallet runners, receivers and maybe even forklift drivers. A P.O. or purchase order is what your merchandising department has ordered. The breakdown sheet will tell you how many sku’s or items are on the trailer and how to break them down and how many finished pallets you’ll end up with. You’ll identify and separate those items, stacking them on pallets with the proper TI, or how many cases are on each layer and the HI, meaning how many of those layers you place on the pallet so it can fit into its designated slot for picking or storage. We’ll want to alternate each layer so the configuration tie’s or locks the freight onto the pallet. That way the pallet of freight is built sturdy & stable, otherwise, if we just column stacked everything it’d just fall over when we moved it! The work is hard, but the pay can be very much worthwhile. A lot of our larger corporate companies will contract out the unloading to a third party. One of the incentives to unloading or lumping is piece pay. We’re paid by the piece we unload and maybe there’s an additional pay piece for finished pallets too. Meaning the quicker we unload one trailer, the sooner we can start another one and so on. That money can add up quickly and before you know it, we’re all wrapped up and done for the day! Some days can be long, but some can be short. Now, I consider this position a skilled task, many will tell you it’s a general labor position. I laugh at those individuals. I challenge anyone to learn to read a breakdown sheet, learn every pallet configuration in your warehouse, and make it happen all day long and then say it’s a general labor position! There is quite a bit of turnover in unloaders, but there’s a lot of promotions too. Unloading’s work closely with the pallet runners and forklift drivers, quite a bit with the receivers too. Those positions are kind of the progression path for a good unloader, someone that’s applied themselves and learned a little about all those positions that touches there’s. That’s the WAOC way, right?
Next in our little supply chain would be the receiver position. He or she will count the product the unloaders have broken down and staged, enter it into inventory, tagged it for the pallet runners and forklift operators to haul off and place it in the pick slot or reserve locations. This is a job with a lot of responsibility! Receiving the product by signing the bill of laden, that a commerce legal document stating what’s been delivered by the carrier, is just like signing a check for the entire purchase order. If any product was shorted or damaged, and as a receiver we fail to notate it on the bol, well, we just purchased it anyway. Try and explaining that to your boss. I loved receiving but it does carry a lot of weight or responsibility with it. It’s a great precursor to a lead or supervisor position too. We’ll be working closely with our merchandising department and of course our warehouse management teams. There quite a bit of regulatory rules we’ll need to follow too depending what industry we’re in. Not really a get our foot in the door job but a solid steppingstone towards our career goals sometimes.
That brings us to the Pallet Runner. This position can be our first step from the unloading and lumper position. In the larger facilities we’ll usually be using an electric rider jack, maybe a double or triple jack to haul the received product from the docks to the aisles for the lift drivers. That’s about all there is to the job description, but try it! Again, navigating the docks with people and equipment operating all around you and setting up the aisles like several different fork drivers want their pallets staged can be quite the challenge. Not usually a starting position unless you have a lot of equipment experience. Usually pallet runners are pulled from unloading or the sanitation departments, I think.
Then we’ll move to the Put away task. That’s a forklift position. It’s called put away because that’s exactly what we’re doing, placing the received pallets into the pick slots or the reserve locations. It’s our job to store everything properly. Generally, our WMS or warehouse management systems will direct us where that product goes. Remember that tag our receiver placed on the pallet when they received it? Well that barcode will track the pallet all the way thru the storage process right along it journeys until its delivered to the customer! This position carries quite a lot of responsibility as well. As with all our warehouse positions Safety will have to be our number 1 goal.
Let’s see, what’s next in the chain, Awe, Order Selecting. Order Selecting is not typically going to be a get our foot in the door positions. These are generally a skilled position, a productivity driven job. Many times, our pay will be based on a by the case program or an incentive program. The more we pull or select the more we will earn. I feel one of the downfalls of this position, well, it’s not really associated with the position but in your typical order selectors eyes there is not much of a Team mentality. Your pay is based on what you do, and that’s a great thing, yet it just can’t be all about ourselves. Facilities that encourage more of a team approach are much more successful. Another thing us as order selectors have to recognize is that if we have other plans, things like management, inventory control, transportation, or any other operations duty we need to let our Supervisors know about our goals. Being one of the high producers, as I’m sure we will be, is going to get us noticed alright. Our supervisor isn’t ever going to think about us moving on. He or she is going to like our productivity numbers, and want to keep us there, with them, adding to their metrics, right? If we’ve shared our goals and plan with them though, we’ll still be an asset to them. They will need someone to take their place before they can move to another position. If our name is one the tip of their tongue when their boss asks, do you have someone ready to take your place, bam, everyone looks good! An order Selector carries a lot of responsibility. Errors are extremely costly. Selection damages are avoidable, Safety again is our #1 priority. Chances are we’ll be working with a selection device. Either a wrist mount and scanner or a speech to select unit of some type. Order Selecting is one of the highest earning positions in our warehouse. It’s hard work and brings a lot of responsibility with it. It touches only a few other positions directly. We’ll punch in, pick up our pallet jack, perform our pre-trip, grab our selection unit, pick up or download our 1st batch, run the warehouse aisles selecting our product, wrap the pallet and stage it on the front dock for loading on the truck for delivery. We’ll do that a dozen times, punch out and go home. It pays really well, it’s hard work, and we’ll need to enjoy the job if we’re going to be successful at it. I loved order selecting. Have a plan though if your goal is another position and include your supervisor!
Let’s see, next would be the Replenishment forklift position. Pretty much the exact same job description as our put away driver, just in reverse. This is the man or woman that’s going to keep the pick slots filled for the order selectors. A little more pressure maybe than its counterpart due to the additional traffic on the docks and in the aisles. They’ll need to really be safe, aware of their surroundings. Selectors are in the aisles with them, loaders and sanitation people are up on the docks, people & equipment are everywhere. Definitely a safety-first position! As with any equipment operator position, we’ll need experience or be promoted to the task. We’ll need training, certification and experience to make our mark! Now this is a great steppingstone position too. We’ll be working closely with several other tasks and our management teams. I think replenishment is a great position!
And we’ll wrap up with loading. Now this is another great get our foot in the door position. Not a general labor job, we’ll need to learn to read a load map, or a sheet that tells us where to place the pallets and in what order. We’ll be working closely with the management team, the outbound drivers, we’ll be talking with the selectors and our transportation departments. Just about any of the positions we’ve spoke about today could be our next move. As a loader we will learn every item carried in our warehouse, by sight, and probably know where its slotted. Again, hard work. Loaders can be paid by the hour, by the piece or by the pallet loaded. I’ve seen it structured several different ways. I enjoyed loading when I was doing it & it led me to other positions within the industry.
Well, I veered off the topic a little. I hope I answered the question of how do I get started in the industry or the where do I go from here thought. If not please send us an email to host@warehouseandoperationsasacareer.com and I’ll try and be a little more specific with our reply. I wanted to interview one of the trainers, there having a busy day today, I’ll come back over here again though and we’ll get one of them to sit down with us for a bit! Until next week, work with your planning and goals a bit, what’s your next step? And as always please be safe out there, our family members are going to be excited to see us when we get home!
I made a mistake today. As a leader I probably make at least 25 plus mistakes each day. As a member of management, with those minute-to-minute operations decisions we have to make, well, we learn from them, and we will make a better decision next time. But things like putting a trailer in the wrong door or slotting an item in a slot that makes absolutely no sense or calling lunch before you’re far enough into the selection batches, or maybe assigning a load to the wrong individual. All those things are fixable, and easy to learn from. We raise our hands, take responsibility for it and move on. When dealing with someone though, have you ever thought “I could have handled that differently”.
I’m Marty with Warehouse and Operations as a Career and today I did not handle something right. A large part of our shift, as managers, we will be dealing with people. People are not perfect. I am by no means perfect. None of us are robots. Our employees want to do a good job, we want to do a good job, and our bosses want to do a good job. Have you ever heard that being human can sometimes bring some baggage with it.
While correcting your child have you ever said “could you have done something differently” to them, or “now how else could you have handled that”.
I think us as managers and us as employees need to ask ourselves something like that before we speak or act on something, and more often than not probably!
It has been a week of “could I have done something differently”! Today I want to share a couple of them with you. A couple of weeks ago we talked about slowing down and how advantageous it can be within our careers! I think the same goes for thinking before we act, especially for ourselves. It’s hard for us. We have responsibilities, deadlines, expense targets, productivity to be concerned with and we may be covering a position ourselves. Things like that are our job. But, in reality, our job as leaders and employees are to be respectful, to listen first, digest the information shared with us, look at the other side, the top and the bottom, understand the situation and then, and only then make a decision!
A judge has it easy. He or she has laws to go by. ABC as we say. All they have to decide is did someone break the law. And in many instances, they’ll have 12 people give them the answer. I know I just over simplified that but most of the time I feel their job is much easier than ours!
I’m upset with myself because I allowed myself, I believe solely because I thought that I was in a hurry to haphazardly listen to a colleague explain something that was of great importance to him. It was a work subject but something he personally believed should be included as a topic at a startup meeting. I am certain that he felt like I was not listening or even worse that I did not care about his idea or thoughts.
After about 20 minutes, when I had completed what I had on my mind, I immediately was bothered by what I had done. There was no deadline with what I was doing, not at all. When approached by the gentleman, if I was not going to listen, I should have said, wait a few minutes and I’ll come find you. Let me wrap this up first. Or I could have stopped what I was doing and thinking for about 5 minutes and gave him my full attention. Either of those options would have made him feel better. And ultimately made me feel better about myself. 5 minutes. So I would have completed my task in 25 minutes instead of 20 minutes. I consider that as bad management. And I will work on handling those types of situations much better going forward.
I went back to his department later in the day but I couldn't find him. I didn't want to just apologize but rather let him know that I had learned something and that I wanted to do better. His idea was a really good one and I did want to know more about it. I will see him tomorrow and I hope that he understands I was in the wrong and have accepted responsibility for it.
Like I said earlier, it is hard to be ON all the time. To always do what is right. But I feel, whither we are a manager or an employee, when dealing with other humans, we owe it to them and to ourselves to slow down and think to ourselves, is this how I want to handle this? It will pay off in the long run.
I am always being asked, do you think that was right. Or, why did they do that to me. Or that was just wrong. I am usually answering with the question “well, if I asked them what are they going to tell me? That’ll usually bring a bit more of the story out.
Last week a young woman, I’m not sure where she was from, but I overheard that a woman had gone to her manager and told her that she was tired and was going home. I heard that the manager explained that unless she was sick that she needed her to stay another 3 hours and finish the shift. It appeared the woman went ahead and left without saying anything else to her manager. She did however, upon gathering her things for the day, express to a coworker that she was tired, shed stayed out way to late the night before and was going home. That she didn't care what happened.
Upon hearing that the associate had left for the day, the manager went to HR and asked that the employee be terminated for job abandonment. After investigating the incident, they agreed, and parted ways with the associate. Now I did not hear that the friend had any input during the investigation but, well, maybe she should not had made the statement I'm tired and stayed out way to late last night!
The next day the associate was very humble, apologized, and asked if she could have her job back. I don’t think it happened. I wonder if she had started out by being humble and honest about needing to leave, maybe a bit more open or communicated better if the outcome would had been different or better. I can’t help but believe it would have.
I think some positions automatically keep us in check as employees! I mean, as a high productivity order selector, once we’re at work, it’s hard to let our mouths get us in trouble! Any productivity task like the forklift, pallet running, unloading or loading keeps us busy with very little human contact. But take a position like a warehouse clerk, a returns agent, or maybe a packer or machine operator. We have more time on our hands, our minds can wonder. And before you know it, we are handling something without thinking it through! Oh, and a lot of times the person we’re dealing with is our boss. I don’t think it should matter if our injustice is with a boss or our peer working beside us. Wrong is wrong. Have you ever felt bad about handling something wrong?
So, this week I was conducting a phone interview with a prospect out of state. His resume looked good, he didn't have much experience in the position he had applied for and to be honest I was about to brush him off, end the conversation and let him know that should something open up that he was qualified for I would give him a call. I had quit listening to him just like I had quit paying attention to my coworker last week! I made a conscious effort to re-engage and join the conversation. By listening to what he had to say instead of worrying about making the next phone call I was able to fill a position that had been open far too long. He had those skills and just didn't have them listed on his resume. He had adjusted his resume to reflect the position he’d seen. Yep, I was a bit proud of myself. I slowed down and asked myself “am I handling the situation correctly and how better can I handle this. It paid off for me.
You know as managers we make decisions on the fly all day long. But when we’re dealing with people, we should remember that they are people. If we mess up our productivity flow by making a wrong call, usually there is no harm. learn from it and move on. However, if an associate or one of our own employees are involved there can be everlasting consequences, we could lose a good team member, a friend, or even lose our own position.
Like being a lead, supervisor or a manager isent hard enough, I’ve thrown these thoughts into the mix! Just to let you know I did speak to the gentleman I had brushed off and come to find out I had not offended him at all. He stated that he could see that I was busy and had planned on catching me the next day anyway. That didn't make me feel any better about myself! I hope that I have learned from my week! And maybe I’ve triggered a thought or two for you as well? If so, share your experience with us. You can post directly on our website or send me an email to host@warehouseandoperationsasacareer.com.
Another great place to start a discussion is on our Facebook page or the warehouse equipment operators' group on Facebook. Using @whseandops will get you there on Facebook or Twitter!
Until next week try it, slow down, think before we act, especially if we’re in a hurry or are upset about something. And hey, ya’ll be safe out there this week.
Hello all, WAOC is mobile this week. It’s been a while since we’ve done a show out in the field. I’m Marty back with Warehouse and Operations as a Career.
I started this week out in Dallas, wrapping up some training and then came out to Arizona to visit a large production facility. Then on to Nevada, I’m here today visiting the 1st and 2nd shifts of another facility.
We talk a lot about distribution here at WAOC so today, as I have production on my mind, let's talk about differences and the constants between the different industries or types of warehouses.
As you know, I was raised in the distribution world. The fast pace of product coming in the door, trailers lined up down the street waiting to get unloaded, their merchandise separated, then palletized, wrapped, received and hauled off to its aisle for storage, being placed by narrow aisle reach lifts. Every square inch of these large facilities is racked, slots specifically designed and built, based on the products weight, density, cube movement vs available cube. Then once the inbound job is done each day the whole building is retooled, and the plate is set for the outbound operations to come in and perform! I say perform because, well, if you have ever seen it kick off it's like a well running Bugatti hum or a symphonia of sounds! It's almost a living breathing thing. To see 60 or 70 electric rider triple jacks rolling out at the same time. As the first 10k cases are pulled, that’s first gear, then they hit 50k cases, and at 100k cases selected you know the finale is coming. When an outbound shift is done and punched out, all aspects of the job has been completed. There is nothing left to be done, nothing to carry over until tomorrow. Nothing to think about once we’ve gone home! That’s one of the things I love about that shift. Punch in, do our job, punch out and go home with a clear mind, a sense of a job well done!
A large production facility will have many of the same duties and functions as a distribution center. They're receiving department has to bring in their supplies, all the components, parts, and engineered items necessary to build, construct, or finish out the products they are producing and assembling. A large production facility may have a lot of open room, or floor space, and typically much less racking than you’d find at the DC. This allows room for, how can I explain it, we’ll call them roaming mini departments. Here is where we can lay out many pieces that need to be assembled to make a product or a piece of a product.
Once the product has been assembled, painted, been through quality control, boxed and packaged or made ready for shipment it’s off to the shipping department. Now, a production plant can have a storage area where they may store a high moving item, something that ships regularly but more often than not you’ll find that they produce it and ship it.
In my experience their equipment of choice could be the sit-down counterbalance forklift, and I’ve seen a lot of order pickers utilized, many of us may refer to them as cherry pickers! They’ll have more hand jacks and walkie jacks in operation. They may have a few standup narrow aisle lifts, there great for racking some of that stored freight but as I mentioned, the sit-down lift is typically the workhorse of the production facility. There utilized for hauling product much longer distances, crossing many different assembly areas or departments throughout the life of the produced product.
Both industries will have a lot of the same duties to be performed, but many of them are just done differently.
Take inventory Control. In a distribution center inventory control will be all about the counts being accurate in the pick locations, the reserve slots, and the driver check in area. What has come back and the invoices that need adjustments and any damages that happened while in transit. More than likely the facility will run a cycle count program, meaning that the entire inventory has been counted every year, quarter, or maybe even monthly.
At a production plant inventory control can be mixed with quality control. Item counts are still necessary however the quality of the finished product and the quality of each piece has to be documented as well.
And the returns area in distribution is going to be much different. In the DC setting we can have returns from end users, the customers if you will. Those items have to be issued credits, and checked for wholesomeness, a determination of can it be resoled. Because routes are sent out every day, returns have to be handled on a daily basis.
At a production facility returns can be rare. You’ll see more whole order returns, not just a piece of it. Take a car as an example. If the radio quits working, we have to take the entire vehicle back into the dealer. We don’t just take the radio back.
We haven't mentioned the transportation side of things. Our distribution center, a large facility could have 100 + inbound loads a day. They can be dealing with 6k+ items coming in each shift. And on the shipping side, well, we’ll have to be shipping a like amount each day or our buildings will fill up! Loading out 100+ loads a shift destined to the end user is moving some freight!
In the production, even a large facility will rarely have half the inbound load count. They don’t need 6k items. They need the components needed to produce the products being assembled or produced. And on their outbound or shipping side you’ll see more consolidated freight loads, LTL or less than load shipments, even parcel carriers may be utilized.
As with different work environments I find that the associates are usually geared a little differently to! In the DC environments, with the pace being driven by productivity, a successful employee is a hyper individual, one that keeps moving, thinking less and working more.
In the production plants I see more thinkers, their strategic with moves and have far fewer errors. With that high productivity portion removed, production workers have time to be a bit more innovative, I think!
I am asked all the time which industry is the best. Manufacturing, Production and Distribution all bring different opportunities to us. As we’ve just learned, they all have those core warehouse positions. Each can spider off into many different types of financial positions, engineering programs, and logistics careers. I honestly don’t have a favorite.
I try and place people in the fields that match their personality, their drive and ambition. By knowing their goals, I can share with them the pros and cons in each industry as it relates to their long-term goal.
As we’ve discussed before, if we have targeted our employer, know what the advancement opportunities are, know what we want to be doing for them in 10 years, we’ll make the right decision and join the organization that we can retire from. My advice is to always follow one’s passion, our gut will put us in the right place!
Well, I’ve got to get back over to the production plant, one final check off sheet, and then head back to Texas.
Until next week, be that employee this week and be safe being that employee.
Does that little voice inside you ever whisper to you, can you hear it saying slow down. Does a friend, wife, or husband ever tell you to slow down. Maybe a coworker, supervisor, manager or safety manager ever shout to slow down! I’m Marty and I thank you for joining us today here at Warehouse and Operations as a Career. Let's talk about slowing down today!
If you’re a long-time listener, you’ll know that one of my more serious pet peeves isent operations related at all! I’ll never understand why people, instead of waiting their turn to turn left in their vehicle will race up to the light and turn from the center lane. I know their special but by cutting in front of others it cheats others of their time. And the running of red lights these last several months. It seems everyone's in a hurry. Slow down.
These last several months we’ve been placed on hold. I understand that part. Maybe we couldn't get out like we wanted, and do everything we wanted to, or our work hours had been cut way back, maybe we were even laid off, I don’t know. But we can't make that time up by speeding through everything now. Or that’s how I feel anyway! Especially in the workplace. And for several reasons.
So this week I’ve mostly made my way through the days and across the docks observing, commenting and hearing from associates that need to slow down. I’m not talking about letting go of that rabbit switch on their pallet jacks or using the 3rd click position on their forklift accelerator! I mean slow down. Quit rushing everything. Quit trying to position yourself in the workplace hierarchy. Quit trying to do something before we’re ready too just because others can perform the task like that. Slow down.
Here’s a good example of what I’m trying to say. A young gentleman with about 4 years of warehouse experience went through a staffing agency and landed himself a job with a great company. He had experience on the electric rider pallet jack and the sit-down forklift. He had been hired as a material handler, basically unloading trucks, doing a little shipping, things like that, front dock work I guess we could say! Anyway, on his 2nd day. His 2nd day at his new job. He went up to his supervisor and told him that he had forklift experience and wanted to change positions. Now, as you know, I am a big believer that we should always make sure our management team knows that we want more. And there was absolutely nothing wrong with him sharing his short-term goals or plan with that member of management. However, telling his boss that he didn't like what we were doing, and he’d have to quit if he couldn't be a lift operator was not the way to have handled the situation! His boss heard that as a resignation and walked him up to HR.
I feel like he would have been an operator in under 12 months. I’m thinking like maybe 6 months. I asked him about it, and he said that would just be too long.
Here’s another good one. A young lady went through a PIT class. She was observed and licensed to operate the electric rider pallet jack. She informed her trainer that she could also operate the sit-down forklift. He explained that her supervisor would have to sign off on the request to pit her on both pieces of equipment. The supervisor said let’s start off on the jack for now as this is where you’ll be working. Well about 6 hours later she was seen on the counterbalance lift. When asked if during her PIT class it had been explained to her that she was not to get on or even be around a piece of equipment that she had not been on and certified to operate? She said yes, but she had told her trainer and her supervisor that she could drive the lift and they should have marked that on her card as well. She was asked to leave. We have to slow down.
One more and then we’ll move on! A young lady is in the grocery store checkout line. She’s the 4th person from the cashier. You can tell that she's getting frustrated and wanting the line to move quicker. She grabbed like 3 more items off of the impulse buy shelves! The cashier greeted her, she said nothing. The bag person was placing everything in bags for her, evidently not fast enough or maybe she wanted the merchandise bagged a certain way. She handed the cashier some coupons and then seemed put out that the checker had to read them or look them over. Inserted her credit card or pay card and started gathering the bags while it was being approved. Pulled the card out and started walking out with all but 1 bag of her groceries! I and the cashier hollered for her to no avail! Now who do you think she's going to be upset with when she gets home and discovers that she didn't grab all her product that she bagged herself! I want to say it again, we have to slow down!
OK, enough of all that. How about we talk about making money! Myself and a couple of other recruiters, well I guess most light industrial recruiters, worked this week sourcing bonified high productivity order selectors. I always use some type of questionnaire or interview sheet before I reach out to a candidate by phone. I’ll source for resumes, fine a few that I feel may be the right fit for the position and send them an email introducing myself, share what caught my eye when reading through their resume and ask that they complete the brief questionnaire that I’m attaching for further review. I explain that once I receive that back, which is all automated, I would like to set up a phone interview to discuss the position. Questionnaires are easy to make and even easier to answer. Yet, well let me give you an example.
An order selector filled out about half the questionnaire, I think it had 15 questions, all but 3 or 4 were multiple choice, some as quick as click on a picture. The one he stopped on was. What kind of pay program would you prefer? The answers were Activity Based Programs, Base plus incentives, Pure piece pay, hourly rate or any of the above. He chose hourly and hit submit. Of course, his answer was fine. I myself do not know of many high productivity selector positions that pay by the hour though. An order selector, in that setting, generally wants to be paid for what him or her actually does instead of earning the same as someone producing less cases per hour than them. I reached back out to the individual, thanked him for his reply and stated that if I run across something that met his qualifications and wants that I would be in contact. He gave me a call and wanted to know why he didn't get the job? I shared that, as he had not completed the brief questionnaire, I did not have enough information to give him a call regarding his experiences and qualifications. He was upset with me. He was in a hurry.
I get it, an applicant may fill out 10 applications a day, maybe more on-line. I’m sure it get’s old, probably even frustrating. It’s part of the process though. That’s how we get a job.
Think of the recruiter for a minute. They may look at 200 resumes a day, for each position they are sourcing for. Sometimes people just apply to everything on the job boards, even if they do not have the experiences or skills necessary to perform the advertised task. Out of that 200 resumes they may find 50 people that they feel like would be a good fit, so they call or email them for a response. We, as applicants have to be on our game from this point on.
Well, I'm drifting from the points I wanted to talk about! I have a great webinar titled Seeking Work is Hard Work. Send me a request through host@warehouseandoperationsasacareer.com and I’ll send you a free link to it. Seeking employment is a job when we’re unemployed.
So productivity is what I wanted to get back to! When I’m interviewing for a skilled distribution position I am wanting to talk to that individual that is experienced, the man or woman that come’s in talking about selection averages, cases per hour, case percentages, I don’t even mind if I’m asked what is the most I can earn! In this business safety, accuracy, and productivity is your key to success.
Tuesday a gentleman came up to me and said he felt like the batches are rigged. He never gets an easy batch. Batches are just the next batch of labels to be pulled, the next stop’s, in this case the next 3 pallets of 62 cube! I shared that in todays world with the strict WMS or warehouse management systems it would be pretty much impossible to know what routes we’re coming down next. He agreed but said he’s working harder than everyone else and getting fewer cases. I agreed with him and said quit working harder and start working smarter! That stumped him for a few minutes.
So we discussed how he handled breaks and lunches. He said he would head to the break room a couple of minutes before break time or lunch time so he could get a good seat and be able to take his whole break. I pointed out that I bet you then wait until break is over before you head back to the aisles and your pallet jack right? He confirmed for me. I asked were there others that got there late and left early? He said yes, but I don’t know what they don’t take their whole break. I expressed that they were selecting before their time started again, giving them more cases per hour, and earning more money.
I asked him if he did much talking in the aisles. He stated not really but you can't just work work work when you're selecting. I asked did he know anyone that never spoke to him during the shift. He said of course, several actually! I asked him if they were the same ones that left the breakroom early? He laughed and said yep, pretty much. And then I asked him if that group was the ones he felt was earning more than him. At that point he said, you know, those guys have their own little pallet stash, cut through the cross aisles, stack their pallets level at all times. They have to hate their jobs. I laughed and said they love their jobs, they're the best at it! I pointed out that they all had been doing this a lot longer than he had. Maybe learn from them? Work smarter than harder, earn more, and then help out another new boot!
There are no magic pill people. We all can do more and work less. We just need a plan, learn from others and apply ourselves to produce more and earn more. If you’d like to know more about improving your productivity, send us an email to host@warehouseandoperationsasacareer.com and we’ll set up a free call. Maybe we could give you some pointers!
Well until next week, oh, I just noticed this is our 260th consecutive weekly episode! You keep showing up and I’ll keep talking! We appreciate you stopping in each week. Like I was saying, until next week please slow down, listen to others, they may be able to help you, and above all be safe. It’s what we should do.
Hello all, thanks for joining us here at Warehouse and Operations as a Career, I’m Marty and I thought we’d talk about a few things today that are sometimes overlooked, or maybe it's just things we don’t realize are so important. First up I want to mention wheel chocks. If you’re not familiar with a wheel chock, or a big block of, how do I describe it, I guess most of them are shaped like a wedge, usually made of a hard rubber that’s placed in front of the real wheels of a trailer that’s backed up against our loading docks. Their purpose is to keep the trailer from creeping or rolling forward when we’re working inside it or driving equipment in and out of it. Their important and required to be in place! Wheel chocks are actually mentioned within the OSHA standard 29CFR1910.178.
1910.178(k)(1) reads
The brakes of highway trucks shall be set, and wheel chocks placed under the rear wheels to prevent the trucks from rolling while they are boarded with powered industrial trucks.
Last week I was talking with a young gentleman, an unloader for a third-party company that was telling me how his facility utilized a trailer dock locking system and he didn’t understand why they had wheel chocks outside. He explained that someone was supposed to check the yard every so often and make sure the drivers we’re using them.
I’ve worked around 3 or 4 different types of dock locks, some of them being really cool and pretty high tech. I’ve used one system that before the dock plate could even be raised, the dock door had to be open to a particular height that actually had a laser sensor to confirm it was clear. Once that was confirmed the system would check that the lock had been engaged and had secured the ICC bar on the trailer. If you're not familiar with a ICC bar or DOT bar, I’ve also seen them referred to as a rabbit bar. They go by many names, I guess. Anyway in 1953 the Interstate Commerce Commission mandated their use on trailers to prevent under riding or a car being able to run up under the rear of a trailer. They make perfect latch points for dock locking systems. So yes, dock locking systems are great tools. They can also help prevent a driver mistakenly pulling away from the dock before everyone and our equipment have cleared the trailer. Their flaw, in my experience, is that they can be over road or disabled. Sometimes for legitimate reasons but sometimes because they can be a nuisance to us. If our light system is malfunctioning or the locking mechanism is not working properly anyone with a key can disable them. I’m straying off topic a little, but the short answer is yes, our dock locks are great. But I always rely on wheel chocks as well, and you should too. It’s an inexpensive tool that just adds to our safety and in many instances it’s the standard, rule or law, whatever you want to call it. If your facility’s written program states that they are being used, use them. Always. And for every load. I always confirm a trailer is chocked before I’ll even open its door. If our facility does not have a dock locking system, well, the question is mute, you must use them. As an employee don’t rely on someone else to confirm it for you, check it out before you raise the door. And if you’re a supervisor you need to have a written procedure for their use, documentation that everyone knows the process and some sort of a check point in place to protect you associates. If you’ve ever dropped a pallet jack or forklift to the ground or seen a trailer pull away from the dock with a piece of equipment or an employee inside it, you know what I’m talking about. It’s not a good gut feeling when it happens.
Another tool that more and more buildings are using are glad hand locks or air brake locks. Their actual purpose is to help prevent a driver, or the wrong driver, from pulling a trailer out before we’re finished working it.
It’s a lockout device that acts as a harness around the air intake valve of the emergency brake system. Units are immobilized because the lock must be removed before the air line can be reconnected. Their simple to put on and can be installed and removed in seconds. A cylinder lock prevents removing them without the key.
They are not an alternative to wheel chocks; their sole purpose is to help eliminate the possibility that a driver will pull our trailer out before we’ve closed the door and released it.
All of these are great safety tools, they each have their purpose. Sometimes we employees and us supervisors get complacent and try to interchange their purposes. Don’t. We know what each are used for, and we know their purpose. You can rationalize anything to yourself but that’s not going to change the rules. Follow them and they’ll each help keep us safe.
A few other things we sometimes don’t think so much about is our daily reporting. Now when I say daily reporting, I’m not talking about the company’s reports that our supervisors may have to fill out every day. I mean things like our equipment pre-trips, our Near Miss reporting, and I hope we all have a near miss program at our workplace. Our start up meetings, we need to look at them as another way to report things, I guess, report our thoughts. But seriously, these things can get old. We have to fill out a pre-trip for every piece of equipment we operate each night, it gets old, please don’t just pencil whip them. Last week during an incident investigation, nothing major happened but a bump to the equipment resulted in the last weeks' worth of pretrips were pulled. The individual that had the incident had completed his that morning, but it was discovered the previous operator had not performed a pretrip for the prior shift. He received a corrective action for not following procedure. Oh, and a selector at another facility had gotten into the habit of just checking ok all the way down the list each night. The maintenance department caught it and questioned his commitment to his supervisor. They caught it because two others had mentioned sluggish steering, they had ordered a part for it, but his reports never mentioned it. Our maintenance staff uses those reports to keep our equipment running properly and to keep us as operators safe! And near miss reporting, let’s face it, even if we understand the program and its purpose, it takes time for us to fill out the forms and turn it in. But, by taking those couple of minutes, and it really only takes us a couple of minutes, we could be saving ourselves hours, days or even weeks of being off work should those same circumstances turn into an incident or accident. and if not to ourselves but maybe a coworker. And we’re not going to feel good about that. Take those couple of minutes and fill out the forms so the actions can be discussed and we can prevent them from happening again.
And our startup meetings. If I could encourage us as employees and supervisors to up our game with only one thing that could help us be more successful it would be to participate and be involved during our daily meetings, or our weekly safety meetings. I know some of us don’t like speaking up or being noticed but this is where our entire shift can shine. Not only can we put some safety information out there but we can increase our productivity and efficiencies by collaborating and sharing during these meetings. Yes, our supervisors run the meetings, but as we’ve mentioned, they will appreciate our input. You’ll be surprised how the conversations will grow; someone just has to start them. Last month I was at, I’d call it a medium size facility, and had the opportunity to stand in at a daily start up meeting. The supervisor gave his staff of 12 the inbound case count for that day and talked about how congested the front docks could be that day with the shipping dept finishing up and encouraged everyone to stay focused all day. when he asked if there were any questions, I raised my hand. I had noticed a pallet jack with a red battery in it, it looked older and it appeared everyone was shying away from it. When the supervisor acknowledged me I asked about the battery, why was it different. We’ll everyone had something to say about it. Two or three people said it was slower and how it’d start to smell after about an hour of use. The supervisor didn’t know anything about it until then. No one had ever stated such on their pretrips as they all just avoided it. Before I left that day, I noticed that the maintenance dept had removed that battery from the equipment and had it tagged to go out to be rebuilt. Bring something to every meeting, that’s how we learn and how things can be improved. We’re on the floor and I assure you our expertise will be appreciated by our management teams.
What else, there’s so many little things that are important. Oh, our safety vest and pedestrian walkways, and what about the employee doorways that are next to the large equipment doorways. Why do people not use them? They were built to give us safe passage between two areas. I know of facilities that takes those doorways serious, if a pedestrian walks through the equipment doorway it’s an automatic suspension and/or termination. I know that it can be common practice to use either at some facilities though. Be the person that brings that up & change that culture before someone gets hurt. I’m certain someone at those facilities have seen a near miss at those doorways. It’s just dangerous. And our striped walkways, we know what their pointing out, we know to use them, why don’t we? We think its inconvenient maybe, I don’t know. They’ve been laid out and painted so it’s written somewhere that we’re using them. And as we’ve learned with it being written we’re expected to be doing it. It becomes a rule when its documented. Let’s just do it. And our safety vest. I hate my vest. I’m kind of a big guy and I don‘t like the way I look in a bright yellow vest. I had a safety manager give me a call last Monday, he had run across several unloaders working at a facility without their vest on. The written rule over there is that while inside the trailer one does not have to wear their vest, but anytime they’re outside the trailer it must be worn. They got busy, forgot, and were running pallets that they’ed stacked out of the truck and onto the docks. Just wear them, they’ll keep us safer, and since we’re wearing them in the first place it’s a rule.
Today we’ve talked about a lot of things that tend to, well, not be taken serious enough sometimes. From something as important as wheel chocks to prevent trailers from creeping with us to things as simple as our safety vest. There are all important ladies and gentlemen. There are written procedures, there’s rules about them and it’s so important to remember that we are being paid to follow those rules. It’s part of the job we‘ve committed too.
Well, guess I ought to wrap this up for today, I hope you stop by again next week, and if you’d like to share a comment or suggest a topic just send it over to host@warehouseandoperationsasacareer.com And check out our pictures on Instagram at waoc podcast and as you know we’re always on a feed @whseandops on both Facebook and Twitter. Be safe out there, remember the rules we’ve learned are to help keep us safe!
Back at you with Warehouse and Operations as a Career, I’m Marty and I have no idea what all I’d like to talk about today! I’m way behind again on our Q & A but I haven’t really pulled up anything. You know what, let's start off with our PM’s or the preventative maintenance programs or duties. You may not know it, but our facilities keep pretty accurate records regarding the maintenance performed on our equipment. That’s one reason our pre-trips are such a big deal, our maintenance technicians use those to address the day to day issues we document. I was looking at a weeks’ worth of pre-trip reports today on a spotter tractor. It's shared between two people, one works Sun, Mon, Tue and early Wednesday and the other works late Wednesday, Thur, Fri and Saturday. So, on Tue one gentleman marked that the wipers and mirrors needed attention and the other guy, on his shift, marked everything as o.k. Same thing happened on Wed but in the morning the sliding window needed attention and later on in the afternoon the next pre-trip was filled out as everything being fine! I know its so easy to take those couple of minutes for granted but they are truly important. If our unit, say an electric rider jack or our reach lift is squealing a little and its almost time for the regularly scheduled maintenance they may bring it in earlier than scheduled and put us some new brushes in it. We all love how our equipment runs after the electric motors have been cleaned out and brand-new brushes have been put in right? For those still utilizing brushes anyway. I say our preventative maintenance programs are important but actually they may even be regulated. We deserve to be operating safe equipment at all times! A good PM program will check things like Fluid levels, tires & wheels, how do we dent so many wheels on our counterbalance lift, all our hydraulic connections, battery life and water levels, our steering boxes, load wheels, masts, chains, oh and one of the most important things for me is torquing all our nuts, bolts and screws. Anyone ever heard a bolt hit the ground and couldn’t find where it came from. And on all our electric equipment everything needs to be kept tight. Bad brushes can ruin our motors, and the same thing with loads wheels. I’ve had to dig miles and miles of twisted up shrink wrap from drive and load wheels before. There’s a lot of parts that need lubrication too. Most preventative maintenance programs are written with either hours of use or clocked in hours as a scheduling indicator. All this is important!
With all that being understood, as a supervisor sometimes it’s hard to pull a piece of equipment out of the operations to get caught up on our scheduled PM’s. But I assure you it’s the thing to do. I myself held a pallet jack or kept it on the floor for like 3 weeks over its hours mark and ended up ruining the battery. It was down for over two weeks then as they had to not only replace the battery but a lot of the voltage wiring to it as well. Just this week I had a facility call me complaining about having to purchase a $5k battery for their forklift. The water level had been dry for what they assumed to be over 2 months. Besides the expense it’ll be down now until the battery is built and arrives. Of course, that pointed to bad pre-trips. They discovered every operator had just been marking that the water levels were good. You can bet they’ll be some discussions and re-training with that crew now.
So, pre-trips, let’s talk about that for a minute. They do become routine to us. But their main purpose is our safety. Our preventative maintenance programs are designed and written for our Safety. Yes, these programs will help reduce expense and keep our machines running longer, but they deliver us operators a safe unit to perform our task with! A good pre-trip will cover http://media.ehs.uconn.edu/Occupational/GeneralSafety/LiftTruckOperatorsPre-OperationChecklist-ElectricalPalletJack.pdf
Motor Off Checks
Fluid leaks on floor below Truck – Hydraulic Oil, Battery
Tires – Condition /Pressure
Forks, — Condition
Hand Guards – Attached
Safety Warnings – Attached (Refer to Parts Manual for Location)
Operator’s Manual in Container
Capacity Plate Attached – Information Matches Model, Serial Number and
Motor On Checks (Unusual Noises Must Be Investigated Immediately)
Service Brake – Functioning Smoothly
Steering Operation – Functioning Smoothly
Drive Control – Forward/Reverse – Functioning Smoothly
Hoist and Lowering Control – Functioning Smoothly
Horn – Functioning
Lights & Alarms (where present) – Functioning
Hour Meter – Functioning
Battery Discharge Indicator – Functioning
And OSHA.gov has some really good pre trip sheets on everything. I like their forklift one. Again, it’ll incorporate checks for motor off and motor on. I won't go through the whole thing but some of the high lights are:
ALL OPERATORS MUST BE TRAINED AND EVALUATED ON THE TYPES OF INDUSTRIAL TRUCKS AND ATTACHMENTS THEY WILL BE OPERATING.
Your Pre-trip is so important, and it’s the law. They are required by OSHA. We need to be doing them and we need to treat them as a legal document. You can bet that if something happens while we’re operating them it will become a legal document! Remember that we’re signing our name to it too.
I think us as operators sometimes think that all that responsibility falls on our maintenance technicians. It is our job, even in a true activity-based pay situation they’ll be a component for us to do it. Think about it, its our safety we’re talking about.
We’ll we ended up with a good topic, preventative maintenance and pre-trips, two things that helps ensure we’re productive and that we go home every day! We’d like to hear about your PM program or what your pre-trip reports are like and how your facility handles them! Maybe we could start a discussion in the Warehouse Equipment Operators Community group on Facebook? And don’t forget about the WAOC Facebook and Twitter feeds, we’re easily found using that little @whseandops. If you like the groups maybe, ask a friend to join’em. And if their good friends I’d appreciate you recommending them to subscribe to the Podcast! Until next week everyone be safe and lets all take our equipment’s operation seriously!
Do you ever think you’ve received too much, too little, to detailed training, or that your trainer skips around to much? I’m Marty with Warehouse and Operations as a Career, let’s talk about training today, a much deeper subject than you might expect. Here at WAOC we believe it can be the make or break point to our success. Let’s look at the responsibilities being trained and accepting of that training today. I went out and spoke with a trainer this week, he works in a corporate setting, for a large production facility and is responsible for the training of several different departments and individual task. They have quite a bit of turnover at his facility, a lot of that turnover is associated with the region and the facilities location, the unemployment rate and the availability of like jobs in the area. He stated, his personal belief anyway, is that about 30% of the associates that just walk off the job or never show up for that first day of work aren’t really prepared for what the facility is, like how large and busy it is or exactly what their job is. His point was, and it’s important to remember that he’s in operations, we sometimes form our own opinions about the front office without really understanding their jobs, but what he was trying to ever so politely say was maybe his hiring agents weren’t explaining, or sharing enough information, maybe not really digging in to the specifics of the task with his new hires like they should be or needed too. Another opinion he was holding a little tight to the chest was that he didn’t feel like the supervisors was spending enough time with the individuals before they were turned over to him! His thoughts were that the sup’s should be really selling the new employee on the great benefits of the company, explaining the rules and the procedures in a very positive light, and encouraging them do a great job, that the career opportunities are really all up to them there.
So, a little background on his trainer position. He started with the company as an unloader on the docks, moved up through the production departments, he’s operated almost every production machine in the place at one time or the other and I believe he’d spend quite a few years on the assembly side too, before moving over to the warehouse operations which include both storage of the final products and the shipping side of things. He was promoted to his present position of Operations Trainer about 2 years ago, so he’s been doing it for a while now. He stated he enjoyed his work or duties and that the best part of his job is helping others find their place and be the best at their jobs! I enjoyed my visit with him, it’s always great to be around someone with so much passion with what their doing and his cup is definitely running over with passion.
You know, when were doing something day in and day out, something like a job, it’s easy to get a little complacent with it isn’t it? And a lot of times its easy to get a little frustrated when things aren’t going exactly the way we think they should be, or its easy to be a little judgmental of others even though we’re not sure what their jobs are or have the information to ascertain wither their doing them properly even!
Let’s go back to the hiring agent he mentioned earlier. We know they’re constantly hiring. He shared with us that what he’s hearing from them is the job market’s really tight, and their location is difficult to hire for, oh and there’s several other like jobs in the area. Could this be a training opportunity? I believe that people honestly only No Show or walk out of a new job for roughly 3 reasons. I mean, they’ve came to us to interview, set with the hiring agent or recruiter while the job description’s been explained, and then they had the benefits and maybe health care offerings explained, and we all know any job orientation is going to take a while right. All this is information we need to know as new employees. But was it all explained to us correctly? Did our hiring agent spend the time with us they needed too? Did they answer all our questions? Did they leave us with a visual picture of what our new jobs are really going to be like? Or, have they done this too many times and maybe there taking some short cuts now? Maybe were they trained correctly? That could be one of the short comings. Ok, so my number 1 is Welcoming, have we welcomed our new employee to our team. The first day on the job is stressful. We’ve never met all these people. We may be walking into a 800k sqft building, people running around everywhere, we need to be prepared for that. I hope our new managers has greeted us, walked us around the different departments, showed us things like the eye wash stations, chemical shower, charging areas and went over all the safety rules and the procedures of our new job! We as new employees should be welcomed, we’re there to help ease the workload! Number two is training. Someone has to take the time to show me and teach me what my job is. Maybe more importantly how you want me to do it, your way or a new way I guess is what I mean. I’ll explain more on that thought in a few minutes. And then my number 3 is going to Management. Now I think that sentence can go either way. I mean we may think our manager doesn’t know what he or she is doing and wonder how they have their position, or we can really like the manager but think he or she is just stuck on one way of doing something.
In my experience job seekers don’t invest all this time just to no show or start a new job and walk off after a couple of days? I think as a new hire everything we hear during and after our interview is part of our job training. That sounded weird, what I mean is everything being told to us is going to pertain to our new company and our new task, we can learn something from every new person we meet. And we here at WAOC believe we as new hires own that responsibility to be trained. Look, there’s going to be weak hiring agents, supervisors and trainers. Maybe ours is just having a bad day, maybe there really great at there job but, well, today is just not there day for whatever reason. None of these people are going to be hurt if we just walk away. But we’re going to be unemployed again if we don’t do something about it ourselves. We have to ask those questions if the answers aren’t just flowing from our recruiters and trainers. We’re going to be held accountable for performing our duties correctly, so we need to learn them. When being trained at our individual task ask questions, have them show us over and over until we understand it. Yes, there the trainers but we have to know it, lets hold them accountable to there job as well. I know this is hard, its difficult to say we need to be shown again. But that’s our livelihood, I don’t know about you but I’m not placing that in anyone else’s hands. I spent all that time and my resources finding a job, I’m going to keep it, even if I have to get my hiring agent, manager or trainer to go over and over a question until I understand it. Here’s a good real-life story. A gentleman was hired, really excited about his new job. On his first day he was told by someone that she hoped he liked what he was doing because there was no room for advancement, he’d be doing the same thing for ever. That wasn’t what he’d seen, it looked like a great place to land and kick off his upward march for success. That old Human Nature thing I’m always warning us about kicked in and he began to wonder about it. Luckily a co-worker explained the other girl was just having a bad day, he’d really enjoy working there and stick it out, he’d enjoy it. Today he’s rocking it and I can see him running a department one day!
Another one, along the same lines. An order selector, first day on his own, 4th day on the job came back out after lunch and another selector had taken his assigned jack and the batch he’d been working on because his had ran out of battery. He asked another employee if there was a seniority thing, was he suppose to go load trucks now, what was the deal. The associate told him no, go get your jack and finish his batch. Long story short, him and the guy that took his jack a really good friends now. Things could have turned out differently if he hadn’t asked a question though!
I strayed off topic quite a bit, but I hope I was able to impress upon us all that training involves a whole lot more than the short period of time that our physical trainer is standing there with us. It’s really our responsibility to get trained properly. That’s their job and we can keep them focused on us. We owe it to ourselves! Oh, and then there’s this situation. Let’s say we’re an experienced order selector. We were with company X for 5 years; we could have been there top puller even. We know how to pull and we’re good at it but we had to move for some reason and had to find another job. It was pretty easy, our resume kind of sold us on our new prospect company. We have to let our trainer teach us their way of doing the job. There paying us and we need to do it their way. Just a couple of weeks ago I had a young gentleman, really experienced at his position, he’d worked for one of the largest organizations in his industry. Didn’t have a problem getting hired on at another company in the same industry and I though he’d be an all star in like a week! He never showed up on day 4? I caught up to him the following week and he said his trainer kept making him restack his pallets, he wanted them stacked backwards and that didn’t make any sense. His solution was to quit, he just walked away. His new company loaded the trucks differently than his previous place of employment, hence why the stacking was backwards to him. Instead of conforming to his new jobs requirements his decision was to leave. We as new hires have to treat ourselves as new hires. I assure you our new positions will never be exactly like our old one. Again, its our responsibility to accept our training, it’ll usually be the new right way to get it done. After we’ve done a good job, we can share our thoughts maybe, shoot lets become the boss and we’ll make those changes. But until then, our new job is our now job and I feel we owe it to ourselves to get trained properly, accept that training and become our shifts rock star!
To sum up the word training I’ll reach for my old friend. https://en.wikipedia.org/wiki/Training
Training is teaching, or developing in oneself or others, any skills and knowledge that relate to specific useful competencies. Training has specific goals of improving one’s capability, capacity, productivity and performance.
The definition doesn’t say it’s all on somebody else or that its another’s responsibility. It says developing in one’s self or others. Lets all speak up, ask questions & learn the new way of performing a task. Walking away or not showing up, just shouldn’t be an option, we’re going to have to start all over!
I hope you enjoyed my rants today, let me know what you think about training, maybe share your experiences with the group! Hit up our Facebook or Twitter feed using @whseandops or send us an email to host@warehouseandoperationsasacareer.com,
It’d be great hearing what your thoughts on training are!
Until next week, remember our jobs can be dangerous, be safe and keep our shifts safe!
Welcome back, we appreciate you checking in with us here at Warehouse and Operations as a Career, I’m Marty, sharing a few thoughts and opinions as well as my own experiences about Warehousing and Operations each week. If you’ve checked out a couple of our shows you’ve probably picked up on the idea that I really enjoy the Industry, I love discussing its opportunities, its many tasks & turning those jobs into Careers. It was brought to my attention that I have mentioned the department or task of Inventory Control several times recently, so I thought we’d talk a little about it today!
Many people assume that Inventory Control is purely an AP/AR position or a task of the Finance department. While true the Dollars, or the products worth & Cost is in their wheelhouse, these days, at least in the large Production or Distribution environments we in the warehouse play a very significant role, through item counts to identify Shorts or Not On Truck and miss-shipped issues to Cycle Counts, Re-Packs and verifying warehouse and driver damages and operational shrink.
Many years ago, well not that long ago I guess, Inventory was kept on file cards, when product came in it would be recorded on a card, maybe in a flip card binder, with the date it came in or was Received, then as product was sold it would be recorded with the date of sale, the quantity, maybe even the invoice number would be recorded. Kind of a running record if you will, product and quantity received, quantity sold and of course any damages or shrink would be deducted and noted as well. We’ve come a long way since those days, this is one of those departments, one like most thankfully, that has benefited from technology, computers and systems.
There’s so many things that can affect our Inventories. Receiving errors, there rare these days due to how we receive and verify merchandise through SUPC and Items codes that can be verified using systems and scan equipment though. Then of course we have warehouse shrink, shrink includes things like damages that occur through the unloading process, hauling or forklift functions, the Selection Process, loading and delivery even.
Another component of shrink is sometimes Spoilage, product that may go out of date due to miss-rotation through slotting or not rotating the item with FIFO or First In First Out processes. In my opinion, the op’s prospective I guess, there’s 2 types of Spoilage accounting, the warehouse side that we just spoke of and then a procurement or merchandising side such as over buying, and sometimes it can land in a Sales bucket or account due to it not moving quick enough or the sales forecast has changed or was incorrect. More about spoilage later, let me get back to our warehouse side or duties as it relates to Inventory Control I guess.
Today’s distribution centers, and production facilities as well will probably be utilizing some kind of Inventory system. There’s hundreds of them available, many of our larger companies have their own propriety systems, of course these are quick and very efficient as there built to our exact needs without any additional steps, punches or processes to get the information needed for our individual houses or opco’s.
Most of today’s systems can eliminate the need for closing the facility for a day through utilizing an accounting practice known as Cycle Counts. Not being an accountant myself I won’t venture into the rules & regulations governing accounting at all but we can discuss what Cycle counting means to us on the floor or as warehouse men and women.
I use to hate Inventory days, we literally closed the facility for the day, usually over the weekend and literally counted every box in the warehouse, by item and by pallet lol. Salesmen, merchandisers, actually everyone would come in, we’d each be assigned aisles and would take off counting every case, we’d bring the count sheets to a control table where the item would be tallied. Then we’d get more sheets to go count different items or be sent back out to recount something others had already counted lol. It would be a long day, a very inefficient system time wise but hey that’s how it was done.
Today Cycle Counts are a daily function, very efficient & they help identify and capture how a loss has occurred.
In many facilities, especially the larger centers the Finance department will send a set or list of items to be counted every day to an Inventory Control person to go out to the aisles and count the cases. Most of these facilities will be utilizing a Directed System, meaning the system will give us the pick slots AND Reserve locations to find the product and verify that count as recorded. The counts are assigned in such a manner that in a year or every six months or every quarter, what every your particular accounting responsibilities are, every item will be counted and inventory will be in sync and accounted for.
Other counts that are given to us may be to determine wither a case that transportation said was short or not on the truck was actually selected or not. If were a case over it would be tagged as not selected by the warehouse or a warehouse error and if the count is correct then it would be tagged to transportation as it was selected and loaded, possibly given to the wrong stop.
Then of course all damages have to be recorded as well, we’ll have an assigned area to drop off any damaged product so Inventory control can deduct it properly and assign the error, or cost it out to the proper task like unloading, hauling or pallet running, the forklifts etc, not to assign blame necessary but to cost it out correctly. Transportation will have an area for any damages or returns to go to as well so those cases can be deducted properly.
As Inventory Control we will probably be using powered equipment, pallet jacks and even forklifts, so yes we’ll need to go through the 29CFR1910.178 class and let’s remember, we NEVER want to get on any piece of powered industrial .equipment or operate any machine that we haven’t been trained to do so. I know I harp on it but hey, it’s the law & we each need to protect ourselves for our families’ right! A couple of the PPE’s or Personal Protective Equipment we may be utilizing could include Steeltoe boots or shoes, I personally prefer boot’s as we’ll be working around pallets, bending over into the bays or pick slots and we have much more ankle support and protection than with just the shoe types, I usually wear my steeltoe shoes when I’m just walking the warehouses but always put my boots on when I’ll be working around pallets or using equipment. A good bright Safety vest is great in this position as well, we’ll be in the aisles working around pallet jacks and lifts, it’ll help them see us and probably make them feel more at ease knowing we’re wearing them as well. Maybe a pair of Safety Glasses also, they’ll come in handy should we be doing any lift work, looking up while retrieving a pallet from the reserve locations. Use whatever equipment your facility requires and remember, there to protect us from harm, lets wear them.
Inventory Control is a great job, an important task. We’ll need to be accurate, and detail orientated, and it’s a good position to transition into other tasks. I’ve known many men and women that moved into Pallet Running, Order Selection, even Fork positions and a couple into transportation as drivers. Actually, I just thought of an individual that moved over to the routing department and did very well with it. It’s even a good pathway into the AP/AR departments, I have a longtime friend that started as a Cycle Counter who’s now running an Inventory Control Dept on the finance side, he’s made a great long-term Career out of it!
It’s also a great position to transition into from the warehouse, I’ve seen warehouse clerks, forklift drivers and a Quality Control warehouseman transfer into Inventory Control and made Careers out of it, really enjoyed their positions and were highly successful with them.
I hope we’re noticing the theme here, all the positions we’ve talked about throughout this series of episodes are great positions and Jobs, every job teaches us something we can use to learn other tasks BUT there all potential careers for us as well. What is important is to do something we enjoy, are the Best at it, show up every day on-time and do the job to the best of our ability right?
If you have any questions about the position or anything we talked about today, please send us an email to host@warehouseandoperationsasacareer.com and I’ll get us an answer. As always, feel free to share your experiences on our Facebook and Twitter feeds & catch up on any missed episodes on iTunes, Google Play or TuneIn Radio or the website warehouseandoperationsasacareer.com. Please remember Safety is our first concern, our first responsibility in any position, let’s insure we have a long and productive life!
Did anyone have a birthday this week, I love birthdays! If you did a shout out to you from Warehouse and Operations as a Career. I’m Marty and we’re all going to realize another year passing bye sometime within the next 365 days. We age, and with that aging comes great memories and experiences. We grow within our family, and we start our own families. The same goes for our jobs and careers. We gain experience performing our tasks and move up within the many different departments. As we’ve learned here at WAOC, it is important to have plans and goals. And we need to keep adjusting them to fit our accomplishments and life opportunities. I think most of us are planning by now, and journaling so we can stay ahead of this game called life! But one thing I feel we don’t think enough about is our exit strategy. What are you going to do when you're not quite the best of the best any longer? I mean we won't always be that top order selector, or forklift operator, or loader or unloader. Even in our front-line management positions, they’ll come a time when we are not going to enjoy or maybe even be able to chunk those cases anymore!
With all the planning and goal setting you're doing this year are you in long term mode, do you have an exit plan already in place, or at least one in the works? Today I’d like to talk about just that, an exit strategy.
After last week's episode I heard from our friend Cindy B Brown, you remember her, she hosts the Podcast Unlocking the Secret to Living Rich. If you have not caught an episode, I’d urge you to check it out. You will be richer next year if you can do even 10% of her suggestions. And she will be introducing a new Financial Podcast next month. Anyway, she passed along the idea of exit jobs for aging warehouse workers. Hence todays thoughts were born!
I’m pretty excited about todays show. I really started thinking. Within our industry there could be quite a gap between when we’re tired of or can't perform at that level, our best of the best level any longer and our retirement. And I think that gap is years and miles apart! Shoot, I know many people, aged and experienced that are working today and still loving their jobs. Me being one of them!
I reached out to one gentleman, a longtime friend who has been in the warehouse sanitation field for over 40 years. This guy can tell you everything the USDA, FDA, AIB, BRC or city inspector and fire marshal are going to be looking for and what kind of reporting you’d better have and be able to get your hands on.
He loves the art of keeping a warehouse clean. But that involves a lot of walking, bending, pulling and pushing. He had been a sanitation worker and then a lead at this one company for over 33 years. Throughout the years he had self-educated himself regarding audits and how to conduct them. He learned how to properly use the cleaning equipment and chemicals needed to keep his workers and warehouse safe. He’d suggest seminars and conferences for himself or a member of management to attend so their company could stay informed about new procedures and processes on the market.
They had never had a Supervisor over Sanitation. The Director of Operations had always overseen it.
But my friend had a plan, he’d had a plan for over 20 years. He shared with me that he had taken all those courses and stayed up to date with his industry because he could see how important record keeping was going to be. He witnessed the tide turning within his field and all the regulation being developed. His plan was to be that Sanitation Supervisor, and he made it happen. He grew into it as the industry and company grew into it. He planned and rightfully so he is proud of it!
Another person I called had just retired from his company as a forklift operator. He’d worked for them, as a lift driver for 34 years! I was talking about what I wanted the topic to be today and he too shared that he had started planning for his exit after his first 10 years with the company. He’d seen a lot of them, the time old timers there when he was young, just not able to perform at the ever-increasing productivity levels and they had little to fall back on. He explained that he had participated in everything financial program his company had to offer. Their pension plan, the 401K program and stock purchase opportunities. He shared that there were weeks that he skipped lunch, and weeks that things were lean around the house, but he had a plan and stuck to it. He had a plan. And that plan paid off for him. He is very comfortable living through his golden years. He feels accomplished. He put 2 kids through college and is living the dream by the lake in his family's little lake ranch house. He had an exit plan.
So is it too late for us that have not thought of an exit plan to do so. Of course not, absolutely not! As a matter of fact, I’m one that would like to expand on the idea. I’d also like to share that neither of the two gentlemen we just spoke about enjoyed not going to work and that they both are doing some side hustles just to be doing something. But more about that in a few minutes!
So what are a few career changes we can consider and staying in the industry we love. Well, there are quite a few opportunities out there!
I know one individual that after spending about 20 years in the warehouse field as an order selector, probably working with 10 to 12 different companies, today he is a recoup person. No productivity, simply making the decision to discard returned product or clean it up and place it back into inventory. With today's e-commerce and on-line ordering, he saw his present facility needing a dedicated person to issue Return Authorizations Codes and handlining the growing volume of returned product. He loves his new career.
Another order selector, a gentleman with over 25 years of selecting experience. He has worked for just about all the large foodservice distributor companies is now sharing all that knowledge by being the trainer at his job. He tells me it was a bit of an adjustment for him. Instead of teaching his new boots how he did it, cutting corners, not following the rules, especially all the preferred work methods and safety processes but instead teaching them the proper way of being the best!
I think both of these are great choices. The first gentleman saw a need, spoke with management, and created his position.
And the second guy, well, he is putting those years of experience towards a good cause and training others to perform a task that can lead to their long-term careers.
Cindy mentioned the recruiter position may be a great move for that aging out warehouse person. I could not agree more. I believe any of us with warehousing and those experiences could bring a lot to the table for any staffing agency. Recruiting can be taught, not that it isent a hard and stressful job but it can be taught fairly easily when coupled with the years of experience we have with working with the very Canidates we’ll be speaking with! Who better to hire a warehouse person than one that has done the task!
I am working with a recruiter right now that came from the world of unloading. He then became an unloading Supervisor, on to order selecting, then receiving and now, well, he is a recruiter. I’m speaking with him about being an upcoming guest. He’s been on the show a couple of times already, I can't wait to learn what he thinks about being a hiring agent now!
Ok, I keep talking about taking another position within the industry. But our exit plans can be a host of other things and even different industries.
There are a lot of side hustles out there. Maybe we don’t want or need to work full time. Check out her episode #133 from April 15, 2020, titled covid side hustles. And cruise her site, she has several others about the many ways to make additional income.
A few things some friends have going on is being a Notary Public, or a Notary Signing Agent, helping people with mortgage documents, witnessing their signatures. I’ve helped a couple of people become Process Servers, delivering legal documents to people who have court appearances. Oh, and I know a guy that makes a good living by officiating weddings. Yes, he was ordained by an on-line ministry a few years ago so he could marry his best friend and his new wife, found out that he enjoyed it and now performs weddings every weekend!
So yes, it is so important that we learn to plan and set goals, and don’t forget about journaling throughout our careers. But it is even more important that we have an exit plan. We all want to kick back on the front porch with a cool beverage in our hand at the end of the road right.
We’ll, thanks for checking in with us this week and remember to check out our Twitter and Facebook feeds using @whseandops where the discussion continues!
Until next week, think long term, and remember your safety and your team's safety has to be a part of that plan.
Hi all, Marty here with Warehouse and Operations as a Career and it is hot here in Texas! I’m hearing it's how everywhere! Let’s all remember to drink our water. Not sodas, or energy drinks, but plenty of water. Doing what we do we need to stay hydrated! Speaking about what we do, let's talk some op’s.
I took a phone call yesterday from a young woman wanting to get “her forklift license”. I asked what type of forklift she was running and what type of product she was working with, and she stated, “I’m not working right now and have never driven one, I just see that forklift jobs pay more so I want a license.” I am hearing the same thing from others seeking employment right now. I explained that it's not quite that easy. Upon hearing it is not only a class you can take but experience is what you’ll need to secure those wages, well, she was no longer interested. I shared that I had the perfect placement in mind. She could apply and probably start out with this company in the sanitation department, let management know that she wanted to be a lift operator, and that they would work with her on it. I’d bet that she could be an equipment operator in less than 6 or 8 months. Her reply was no, that takes too long. And I’m hearing that more and more often. I haven't found a shortcut to a better wage yet. I think a 30% increase in wages in under 6 months is a pretty good opportunity! But I do understand. Times are tough, and we’ve all been through a lot in the last 16 or so months. I feel we have to get back to normal. Normal means working and working our way up in a new industry if we have too. And within our industry its possible right now! If a person is coming from the retail environment, fast-food, or the service industry, it is possible to get into warehousing today and start tomorrow. We just have to tell the many recruiters and hiring agents out there looking for help that we are who they need in their organization. If you need help with that send me an email to host@warehouseandoperationsasacareer.com and I’ll send you a short, free, webinar titled seeking work is hard work. It’ll help you in your search.
Ok, I shared a bit more on that topic than I had intended, but I think it's worth the time. So today let's talk about order selecting. I like order selecting! And certain kinds of order selecting can pay us very well!
I wanted to mention what I call order picking first. A little different than what I recognize as order selecting.
I once worked for an American meter company. Their parts department was an array of small bins and we carried probably like two thousand different little springs, valves, O-rings, little rods, and switches along with covers, facings, locks and gas piping parts. I was an order picker. Now it paid well. I was responsible for selecting the proper parts. These orders and kits would be going out in the field to fix broken meters, so they had to be correct. As we’ve learned, more responsibility will equal more money. So, I would walk these 3 aisles with my order slips, pick the parts as the invoice or pick sheet stated, bag them, place the invoice or pick sheets in the plastic bag and then into my tote bin that I carried around. When I had picked all my orders in hand I would take my tote bin over to the roller belt, give it a shove, and off it’d roll to the packing and shipping departments. I’d then grab another stack of orders and a tote bin and start all over again. I loved that job, and I learned a lot. BTW, after working there for about 4 months I was introduced to a counterbalance forklift, was trained on it, and promoted to being a lift driver in about 3 more months. Anyway, so an order picker typically will not be a high productivity position, but one will have a lot of responsibility for accuracy. Another example is cell phones. There are a lot of parts in a cell phone. Parts may be gathered or picked by an order picker. Once all the different components are picked, they will be sent over to the various assembly departments to assemble our cell phones. Another example could be in the auto parts worlds. An order picker may be pulling items to go out to mechanics to fix engines. They must be correct. None of these examples represent a laid-back environment, I do not mean to say that they are easy jobs by no means. But they can be lower volume positions. Accuracy over quantity. Not quite an assembly line of selecting orders.
So, what does an order selector do? We’ll, pretty much the same thing. Only in a much more productivity driven environment. These environments are built for moving high volumes of cube and cases to many different customers or accounts in a predetermined time frame.
When we’re picking orders be them meter parts, phone parts for assembly etc., the end user may be miles away with no deadline as to when the item may be used or purchased.
As an order selector in a larger distribution center productivity can be everything. We could be part of a team selecting 100k cases for 2000k different customers who ordered their products by 5p today and want them out for delivery tomorrow. These facilities will incorporate strong WMS or warehouse management systems that talk to their selection systems which will be communicating with the transportation routing systems to produce batches of orders for us selectors to download to our text to speech headsets or our wrist mounted selection devices that will tell us what slots to go to next. We will then select the item, scan it for accuracy and to deduct it from inventory and document that it has been filled per the order. Then we’ll place in onto one of our pallets, by zone, or in the proper place on the pallet so the delivery driver can locate it by stop. We’ll be using either a double or triple electric rider pallet jack, maybe an end control or center drive unit. The difference being that the center drive will operate more like a personnel carrier. We’ll stand in a compartment behind a drive arm and with the end control we will be standing on the front platform with the control arm out in front of us. I will add a couple of links in today's show notes to show you the different types.
https://www.raymondcorp.com/forklifts/pallet-trucks/8410-pallet-truck
https://www.raymondcorp.com/forklifts/pallet-trucks/8510-center-rider
A few examples of where these types of operations may be used would be in the wholesale restaurant and industrial broadline foodservice distribution centers, or in the pharmaceutical distribution fields, and then we have the produce distributors and specialty distribution centers like convenience store distributors and those distribution centers delivering to schools and nursing homes each day.
These types of distribution centers can have, depending on their size of course, thousands of deliveries a day to make and a 12-hour shift to get everything selected.
In my experience most order picker positions are paid an hourly rate and sometimes can have an incentive component to them.
An order selector position, more often than not, may be a paid by the piece component built into a base figure. Maybe a cases per hour component or an activity-based pay program even.
Whereas an order picker may be placing products on a conveyor belt, as an order selector we’ll probably be handling or fingerprinting every case and placing them on a pallet.
Order pickers usually work within a department, an area within their facility.
An order selector will usually be traveling every aisle within their warehouse. At lease in the area their assigned too.
Both of these positions are great jobs, but I always tell people to have an exit strategy. The pay is great, and we’ll be good at the job, but it is tough. And it's hard on our bodies. Sometimes we can get hypnotized by the income. We're doing an excellent job for our supervisor so he or she is not going to just offer us another position, they need us! All I’m saying is to have a plan and let your management team know that you're interested in being a receiver, forklift operator, maybe a job in inventory control. Just a way out eventually.
Picker vs selection? I don’t have a favorite, they both can lead to great careers. If you love either, well, your happier than 30% of today's workforce.
Our times up for the day, I hope I said something that you can relate to today and that you’ll come back and join us again next week here at warehouse and operations as a career.
Be happy, be growing, and be Safe all day everyday.
This week it was discussed that 64.7 percent of all involuntary terminations in an industry group were due to attendance and tardy problems. That is a huge number, a situation that we, as employees can control! Hi all, I’m Marty and thank you for checking in with our Podcast Warehouse and Operations as a Career again. I feel there's quite a bit that we associates, how do I say this, well, that we do wrong or don’t do right!
I myself know of at least 5 people that were dismissed over attendance. I felt so bad for one young woman. She was in a production environment and had missed like 5 days in 7 weeks. She honestly and whole heartly did not think that was a bad record. Her supervisor had spoken to her, and documented occasion 3, and 4, warning what would have to happen if she called in again over the next 30 days. She wasn't struggling with childcare issues or transportation problems; she just didn't feel like there should be such rules to keeping a job.
Oh, and here is one that I didn't agree with because of how his management team handled it but that’s not my call! So, an individual was called in and let go because of him having 19 tardies in just 45 days. The supervisor didn't speak to the individual until tardy number 17 and then released him after number 18. My two cents were that management had allowed the first 15 of them before they felt it was a problem and then wanted to enforce a rule, a rule that wasn't a problem until that week! The facts here was that either his immediate supervisor wasn't on top of their game or maybe this guy was a friend of his or hers and they thought they were helping a friend. I hope that wasn't the case though, because they would have helped him out of his job! Attendance and tardies is just nothing to lose a job over. If we haven't abused our time off, then when we have that emergency come up or when we really need to take a day off it won’t be as big an issue because that history won't be there to be considered. We kind of terminated ourselves, I guess. We knew the rules and expectations. We just went to work late or not at all too many times!
I had a young man come through one of my PIT classes. You know, a powered industrial truck class. I take them out to our warehouse and observe them on the equipment even though there not working here with me. I want to ensure they can properly operate the equipment before sending them to their facility where myself or another instructor will perform the observation or on-site where they’ll be working. So, this guy cruised through the classroom portion, and we had a good time-sharing experiences. I knew he’d be fine with the equipment. I was very familiar with the facility he’d been hired for so as I was giving him the demonstration of operating the equipment and the showing him what I’d like for him to show me skills wise I explained that this facility was a pretty tight environment, that they would be looking at how focused and in control at all times he could be. After I finished up with my demonstration, I asked him to do the same. I immediately could tell that he was an experienced operator and knew how to be safe and perform the task that would be required of him. But he was overconfident. Well maybe not overconfident, he was good, so I should've said he was just driving too fast. Very safely but too fast for the environment he’d be working in. I spoke to him about it, and he said he understood. He stated that in this environment he just felt that he could operate a little quicker, so he did. I reminded him of the facilities expectations and sent him on his way.
Well, on his first week he was cautioned to slow down when lifting. And once he was caught moving his lift before the forks had been lowered to the ground. His second week there his supervisor called him into the office and again cautioned him on his disregard for the rules. The new associate expressed that he was operating the lift safely and could just outperform, and safely outperform, the other associates. That they shouldn’t be concerned about him having an accident! The supervisor not only expressed his concern regarding those statements but warned him that the next time he was observed not following the rules he would be dismissed. I’m sad to say that he was dismissed that next week. I think it’s important to note here that our employers concern was not his productivity. They just wanted him to, they had instructed him to slow down. From what I heard his skills or abilities to safely perform the task never was a concern. They wanted their rules followed. They were paying for their rules to be followed. Again, I think it’s safe to say that he terminated himself! We have to follow the directions given to us.
Here’s one I heard about just this morning. An employer had noticed a job seeker on one of the job boards. I believe it was a young gentleman and although he did not list a lot of experiences relating to the position the hiring agent gave him a call. The phone interview went well, and a face-to-face interview was set up with the department manager. That went well also. One of the questions ask was how soon could you start should you be selected. The answer given was immediately. With that being said the manager told him that he had 1 more person to interview but that he was on the short list. That he would hear something, either way, by tomorrow afternoon. That was on a Thursday. The next morning the manager, having made his decision went to HR and requested that they send the guy an offer letter, call him and set up a Monday morning orientation for his new team member. Well, the new prospect said he could not accept the position until he ran it by his mentor. Evidently the mentor would not be available until late that afternoon. HR shared that news with the manager and his response was to rescind the offer and offer the position to his second choice. He wanted someone to start Monday. I don’t necessarily agree with the managers expectation of an immediate yes or no answer, however the candidate could had mentioned that he was working with a coach or mentor and would like to discuss any offer with them before accepting any forthcoming offers. I think better planning and being better prepared could have helped us out here.
Towards the end of last week, I heard about a long-time supervisor losing her job. She was performing well, the company had been doing a bit of we’ll say, organizational rearraigning over the last few months. A new President had come aboard from the corporate office and to be honest it appeared was bringing quite a few members of his previous team over with him. This happens, it’s normal, but it does not have to affect us. I’ll expand on that!
From what I hear she was good at her job. Her opportunity was that she was a bit adverse to change. Most things that had been brought up to try was met with a but by her and her department. As you know I’m pretty outspoken. In these situations, I agree it’s better to be a team player and go along with these resets. If asked, certainly share our thoughts. However, it may be better to roll with the flow for a few months. Up our team mentality, we should be that positive teammate the new management team is looking for. It may very well be our best move.
Now sadly to say this advice sometimes will not help us keep our position. When new management comes in they may have an agenda or they may just like their previous team members, they’re comfortable with them. It’s going to be our best shot. Be respectful, professional, and see how things turn out. The alternative is to, well, help them to decide to replace us!
I had jotted down a few don’t's earlier, here’s a couple.
Don’t get too comfortable at work. I see some peoples desk with pictures and knick knacks, posters, plants, I’ve even seen fishbowls on people's desk. It’s not home, your work area should not be all cozy and comfortable. In the office anyway, you should have an ergonomically positioned work area, in my opinion. I don’t feel that we should ever need more than a shoe box to pack up with should we be leaving!
Don’t ever bow up to the boss. As long as the ask is legal and ethical, do it. We can always mention it or go over their heads after we’ve followed the directions given us. Bowing up never ends good for us.
Don’t think our way is the best way. If we are equipment operators, no matter how we’ve done things in the past or at other facilities, do it the way we’re directed. The new processes and procedures are what we’re being paid to do.
Don’t be the attendance and tardy problem! We’ve talked about how much it can cost in time and resources when we forget to punch in or out before. If we can’t be responsible enough to perform the first step in our pay cycle, I can see how some employers will worry about us performing our hired to do task right!
And the most serious don’t. Don’t break or disregard any safety rule, process or procedure. Even if we don’t understand it. It is there for a reason I assure you.
I know I’m going to hear from the grammar police about using all these don’t but I’m just not a do not guy.
I hope we mentioned something that helps you out next week. Oh, I heard from a listener that usually waits until we post the episode on our Facebook page to listen each week! Yes, sometimes we’re behind posting there by a few days. Please subscribe using Apple Podcast, Google Podcast, or whatever app you get your podcast from, you can even subscribe right on our website. That way you’ll receive the show each week first thing Thursday morning!
Until next week, follow the rules, do as instructed. I think we’ll find a lot less stress within our work life if we can be that employee. And as always, think about our families and friends throughout the day, it’ll remind us to be safe in all we do.
As a new lead or supervisor do we know what our jobs are and the task that we’re ultimately responsible for? Talk about being torn is 20 different directions, and then surprised, maybe even disgruntled with our boss when he or she jumps on us for not having something done! Well, that’s what I’d like to talk about today. We may know our job, but do we know anything about the responsibilities?
I’m Marty with Warehouse and Operations as a Career. Last quarter we talked a lot about leadership, time management and procrastination. Three things we start learning about with our first job! In our chosen fields or light industrial work, whither we are entering the manufacturing, production or distribution environments, maybe even the transportation world, we need to learn a little about each of those traits. We all have to take on a little bit of a leadership roll, if a new warehouse utility person is hired, even as a peer in the department, its our responsibility to help make him or her successful. And to do that we’ll be using some time management skills, we may not know that we’re doing it but we are at some point. That’s the only way we’re going to get everything done! And the procrastination, we all do it. Be honest, shoot I still haven't gone to pick up a tire for my jeep, I’m building a creek crosser, and, well, I honestly don’t want to take it off and put a new one on!
So, let's talk about knowing our job. Today I want to speak to the positions of lead or supervision, but you know every position has it’s, what’ll we call it, maybe the back side, or those responsibilities that are there, but just not talked about. I mean, take sanitation. Yes, our job is to keep the floor swept, cardboard, shrink wrap, and wood chips picked up. And of course we’ll have a master sanitation cleaning list to keep up to date for regulatory reasons and probably 50 other things we need to do on each shift. But has anyone ever told us that one of our responsibilities is to stay upbeat, appear happy and support others? As sanitation we work around everyone else, we are in a position it help our forklift operators, order selectors or machine operators, packers, grinders etc. There jobs are rough too, a happy moment, a quick thumbs up in an aisle or positive comment can go a long way!
Ok, back to the topic! As a new lead or supervisor, and I’m going to use those titles as one today and I’ll try and point out the differences as they come up but for all practical purposes today we’ll be talking about the front line management jobs as a whole!
Now, we could have been promoted because we were the best unloader or best packer or an above average case per hour order selector etc., or maybe because we had a conversation early on with our manager and shared that we had a plan and a goal, we wanted to be a leader. Possibly we went and took some courses or training, and our management team was willing to take a chance on us. In any event, at this level, we’ve probably came up through the ranks, so we’ll know how to perform all the tasks associated with our department. And we are probably very comfortable performing them. In our new roles it is important that we can separate ourselves from them though. Of course, our new position can be a working lead or supervisor and we’ll still be performing those tasks, but we cannot use the labor part of our job as a crutch! It is so easy to do what we know, maybe procrastinate regarding our new duties.
Let me give you some examples of what I’m talking about. We’ll use an unloading lead or supervisor task for explaining purposes but most any position can be substituted. So, let's say as a lead or supervisor you have an unloading crew of, oh, we’ll say ten lumpers. You’ll do around 40k cases a day, maybe between 45 and 50 trailers or containers, and will be working with about 15 or 16 dock doors. And we’ll add that our team works on both ambient or dry and cooler docks. Now out team are fairly good at what they do, we’ll say at least average. They all know the process. The drivers check in at the check in window, are assigned a door, we as lumpers will go get the breakdowns sheets and maybe the BOL or Purchase Orders to give to the receiver, depending on what our company's procedure is and we will go start unloading our trailer. Once we get a pallet stacked, we run it out of the trailer and stage it where it goes so the receiver can get it tagged and received and the put away forklift operator or pallet runner hauls it away right? We are that working lead or supervisor so we may unload a truck here and there, maybe a roll off or small breakdown LTL, things like that.
Being that lead or supervisor, we can have other responsibilities as well. We will have other responsibilities as well. And we need to accept them as well.
We may be responsible for sending out a morning email stating the cases for the day, how many crew members we have on the docks, our anticipated pallets for the day and maybe something about our outlook for the day or how we believe it is going to go. We’ll have some sort of regulatory concerns too. Maybe a roster, our startup or safety meeting documentation, checking to confirm that all trailers are chocked and safe for our crew to enter. then we’ll have to confirm that all our associates performed a pre-trip on each piece of equipment they’ll be using today. Oh, and throughout the day we’ll probably have brief meetings with our company's management and our customers team. And our team may be responsible for a little sanitation by the doors and front docks, we could be responsible for documenting that it is clean and ready for the next shift. And in most environments, they’ll be 25 other responsibilities to do!
It is so easy to slide back into a lumper role. We know it, we’re good at it, we’re comfortable with it. But. We have a team to do that. That is their responsibility. Sure, it’s ours to oversee. but we have our job too. When we took the position, we we’re excited about our additional responsibilities. We finally had an opportunity to fix what we had always thought was done wrong and could be done much better! What happened to that us!
Human nature kicked in. We fill like, and it is, our job to get those doors closed for the next shift. We are responsible for the labor expense, pallet expense, productivity and man hours, along with everyone's safety, to get those doors closed. Yes you are, but those are your teams' responsibilities too. If we have accepted our responsibilities as leads and supervisors and have taught the skills needed to our teams while holding them accountable for their jobs, well, we will have the time and assurances and trust that the doors are going to get closed. We can do our job, our real job, the job we were given and accepted which was to oversee our crew, work along beside them, meet all regulatory concerns, build, and create a strong culture of safety while growing our company and achieving all its goals, and ours for that matter.
It is so easy to fold though, use the inbound cases as a crutch and to procrastinate because we do not use our time wisely or plan for our day.
Let's dig in a little deeper. That first day that we don’t send the first email of the day because we’re busy or didn't answer that phone call because we’re busy. Why are we so busy? Maybe an extra truck showed up that we have to take or a crew member called in sick. We’d of course have to jump in and help unload it. And of course that is the correct decision to make. However, how long would it have taken for us to send that morning email. We have the headcount, case count and pallet count right there on our desk or workstation. Maybe 3 minutes, let's say even 10 minutes. would that have changed the outcome of the morning? How long could that call we didn't take have really held us up, if even to say hey I’m busy I’ll call you back. We either procrastinated or we we are rattled and not in control. Both are bad in our position, and both are easily corrected! We just need to stay out in front of our day. A plan if you will!
What if the plant manager or floor supervisor or maybe the receiver had come over to us with a problem or situation? We would have stopped and spent that 3 or 10 minutes with them right?
It is so easy to revert back to old habits, our comfort zone. But we have to accept that growth stops there and then. Even if our management team accepts that that’s all there going to get out of us and we get to keep our jobs, our careers have stopped. It is doubtful we will get that next promotion. We have not been able to fulfill all the requirements of our present position.
So, how do we continue to grow and prosper you may ask. When there is just not enough time to get everything done, what do we do to create more time. Ladies and gentlemen, it’s honestly a lot easier than you think. And once you start doing it correctly, you’ll see it and go dang. But then it’s hard not to revert back to our comfort zones! Its that human nature thing. We are programed to be comfortable. All we have to do is get comfortable with something else!
It’s a little work, but first we’ll need to make sure our team knows what and how to do their job. They need to know that we are there for them, that we respect them, and that we are consistently going to be fair to each and that we are all going to be held accountable for doing our jobs. Having friends is good, having great employees is money in your pocket!
Then schedule your day. No, its not impossible, its easy! So, and I’m making up times and tasks here, so write down that you are going to send that morning email at 6:15 a.m. and put that reminder in your phone. Next, plan out your daily start up meeting or safety meeting. Then make a reminder for 6:45 that you are walking the dock and checking with your receivers. Put your lunch time in there, have a reminder for it. We’re scheduling our day! Then make a reminder to check with your plant manager, just a quick how’s things going, oh, and schedule to do the same with your safety manager. If we approach them around the same time every day, they will know that we are organized and have plans.
You can delegate some of your daily things too. Maybe assign a lumper to check wheel chocks every hour. Give them a piece of paper with times and door numbers across the top and sides, just to place a check mark beside each that have them and a comment line for if he or she had to say something to a driver. Done, one less simple task for us and it didn't cost them more than 5 minutes.
Being a good lead, supervisor, or leader is nothing more than doing what we always wanted our own leaders and bosses to do before we took their jobs. We’ve been taught, we know what we want to accomplish, and I assure you that you can do it. You are the right man or woman for the task. Put all those human nature urges behind you, push through the procrastination, hone your time management skills and go make it happen. You are the best one for the job. Remember if you don’t do it your way by being that leader, then you're going to do it someone else's way because they will be that leader!
Well, apologies for going a little long today but as you know, we here at WAOC feel our careers can rock, not only provide for our families but fill our needs of accomplishment and success as well.
Until next week, march forward, climb over any obstacles and go make it happen. Be safe in all Ya'll do so we can visit again next week!
Hello everyone, Marty T Hawkins here with Warehouse and Operations as a Career. I want to sincerely thank you for checking in with us each week and I hope we mention something that will affect your career in some kind of positive way here today!
I want to share something real quick. I went to the grocery store today, a national chain, it’s close, convenient and frankly just easy for me to get in and out. I’m not a big shopper. I know what I want, I get it and get gone. Today I was the only person in line at lane 5. The cashier was a gentleman that I’d learn in a bit had just turned 20 years old. Now I often will hand out or leave behind a WAOC card or maybe even one of my distribution training center business cards if I’m somewhere local, and today, after paying I handed him a WAOC card and told him if he was ever interested in securing a job in the warehousing or transportation fields to send me an email, that I could probably help him out.
No one else was in line so he took a minute to ask a few questions, and the conversation went something like this:
Could I make more money in a warehouse?
I told him probably and gave him the starting wage for a few entry level G/L positions I am presently working on with Belmar Integrated Logistics in Dallas.
He stated that was a couple of dollars more an hour than he was earning now. I could tell that he was intrigued and wanted more information.
I told him that all those positions would be full time and at least 40 hours a week with a couple of them providing maybe 50 to 55 hours a week. Now I was thinking that would be the icing on the cake right? A full-time position with some over time guaranteed!
Well, he immediately, and I mean without hesitation let me know that he couldn't work more than 25 to 30 hours a week. That he only worked days and preferred something after 10 am. Maybe 5 to 6 hours a day.
I ask why those kinds of hours, was he going to school or maybe taking care of a family member or something. He stated no, he didn't need to make more than that and he needed his time off or what he called my chill time!
Being me, I asked what was his plans for retirement? Didn't he want things? He said he needed to be a kid first. I’m only 20 years old.
I thanked him and went on to my car! Having a WAOC card still in my hand I noticed a young man gathering up empty grocery carts in the parking lot, so I handed him the card and told him if he was ever interested in a warehouse position to give me a shout. He said thanks but no thanks man, my brother works in a warehouse and that is some hard work, I don’t have to work that hard here.
I took my card back and went to the car. I’m still shaking my head a little, but you know what, that may work for them. They may have a better plan figured out. Whither they do or don’t I honestly do wish them the best of luck and an amazing life.
So lets talk some op’s. To all the electric pallet jack operators out there, especially the rider jack operators. Did you check your drive wheel and your load wheels today? I mean really give them a good look over! Both are on your pre-shift equipment report right?
I was cruising YouTube today for a clip of stretch wrap being caught up in our wheels and ran across a short video that was caught by a security camera of a drive wheel literally falling apart while an operator was in forward motion. Needless to say, the machine came to an immediate stop, and he was thrown about 6 feet forward. Luckly he wasn't hurt. It showed him and a fellow worker picking up chunks of the wheel from under the jack.
It made me think, If I am going to be honest here I have to admit that I do not always back way up and check that my drive wheel doesn't have cracks running across or around it everyday. I know, I should but, well, it is not something that happens all the time.
I began to wonder how often it does happen, so I reached out to two different pallet jack mechanics I know for some advice. They said that a catastrophic wheel failure like that hardly ever happens. They both felt like a regular preventive maintenance or PM check may have caught it and had the gentleman backed up, bent over and checked the wheel that he would have seen the cracks. They both felt like the incident was preventable.
I reached out to the video channel, but I haven't heard back from them yet. I wanted to ask him if he ever checked the drive wheel before and if he would be checking it more going forward! Do you check your drive wheels, I mean other than checking for chunks missing by rolling it forward and backward. Honestly, before today, that’s about all I did. but after seeing that film today, I’m going to be checking that wheel out a lot more often! Send us an email to host@warehouseandoperationsasacareer.com and share your thoughts with the group, what are you going to do, will you be adding that point to your daily pre-trip?
Anyway, so the reason I was looking for a video about shrink wrap getting wrapped around our load wheels was that I had a student going over to a place, a facility, that I knew always had, let's say, opportunities with excess wrap being everywhere on the floor. The culture there is if it’s in the way run over it! I was explaining the additional expense wrap spun up in our wheels and mounts cost and the dangers it presents to us as operators if we don’t take proper care of our equipment and I wanted to show him some footage of such. I found some really good ones, a few where the mechanics were showing us how much damage is caused to the bearings and even our hydraulic systems and lifting mechanisms. I think he was quite stunned.
Now our load wheels are easy to check out, I do check them out every day before climbing onto my jack! Do you?
So, I know the maintenance guys at this facility, they’ve been sharing with me for months how many load wheels are replaced, and I got to thinking. Ok, we all know it’s a culture problem. No one brings it up, so the shift just continues to run over the shrink wrap. So, what if a new boot, a new hire eased into it. Brought it up to the supervisor ever so often. Maybe with a little coaching, he could get noticed in a good way. Who know he could bring about some change. Maybe even get recognized as helping to reduce expenses and improving productivity. Imagine how much productivity is being lost with machines not running at full speed or having to be in the shop.
I’ll let everyone know how our plan goes. Either way a gentleman has found a great job and he’s trained and ready to take on the responsibilities of an electric pallet jack operator.
Well, I think that’s enough for this week. Let us know how you handle those drive and load wheels at your facility. I’d appreciate it if you would tell a friend about our little podcast, the more the merrier! And please check out the website at warehouseandoperationsasacareer.com and remember by using that little @whseandops that you can find us on both Facebook and twitter! I forget what our Instagram handle is but you can find it. Until next week, be safe, utilize your pre-trips, take that extra 60 seconds, it could mean that you’ll make it back home after your shift.
Ha, I just noticed this is episode 250, the 250th consecutive Thursday I have uploaded some thoughts about Warehouse and Operations as a Career! I thought today I’d try and get a couple of questions answered and I wanted to mention, how important knowing what we ask for is what we want when it comes to our careers. We will circle back to that in a few minutes though. Let's get a couple of questions answered or at least I can share my opinions on a topic or two!
Ok, here is question #1. So, a listener from up north, that’s her location, just up north, is upset and asking why are companies running everyone through an agency vs hiring them out right?
Alright, so I do believe I’m seeing more organizations utilizing the skills and advantages of sourcing companies or staffing agencies a bit more than I used too. I think it's been a developing trend for, oh, around the last 4 or 5 years now. I’m even seeing facilities with their own HR departments, who will hire all positions except the Operations tasks or warehouse positions, and they hand them over to agencies. Now there's going to be a couple of reasons for that. One of them, maybe the biggest reason is that the operations management teams may want to interview all prospective applicants anyway. I mean they know the skills there needing and looking for. I had a VP of Op’s tell me once that he’d never seen an HR generalist at his company that had ever came up through the warehouse. And by the same token, I had a VP of Human Resources explain that she’d never been able to make a hire that pleased her op’s team before!
Another reason is just simply due to the cost of on boarding an individual in today's world. They could have advertising, background, drug screening cost to consider. Oh and the amount of time a generalist or company recruiter might spend asking the right questions for the interview or having to read a very descriptive job description to an applicant that they do not understand themselves!
Every company is not for every job seeker and nor is every applicant a great fit for a company or job task. By using an agency, well, it may just benefit both parties at a much lower cost. As a new hire to a large Corportation we may have to go to something like three interviews, maybe a day long orientation and then a weeks' worth of corporate training before we actually go perform our hired task only to find out that this is just not the place for me! Same for the company, before they invest so much time in us, just as we just did with them, well, they may realize that its just not going to be a good fit in a particular position and will need to find something else for us. Another quick thought is that if we cannot properly perform the task we stated we could, well, all that liability falls on the agency.
And then, yes, there are those companies out there that are going to mislead us and our staffing agency by saying the position is temp to perm yet only occasionally hire or bring someone on their payroll. It happens, but I hope such outfits are few and far between.
And on the downside you may ask. Well, the hourly rate for most of the light industrial task will be a little less than the companies payrates. Many call this a carrot. Something to look forward to in 60 or 90 days once we’ve fulfilled our contracts with the agency. Our goal is to be that employee that is on time for every scheduled shift, doing a great job so we can be an asset they want on their team permanently.
Don’t let the fact that your targeted company, the place you want to work, only hires through an agency be your deciding factor regarding a job. go apply, accept the position, and get started on your career. It’s a business decision and we’re going to continue to see more and more of it.
So sticking to our WHY type of questions, I recently was asked, and it come up a lot more often than you think it would, but we had a very nice lady ask what is so special about operating a sweeper/scrubber unit? At her facility they have only 2 people authorized to run it, 1 sanitation person and then the supervisor covers for him when the associate is off or calls in. She states that they will train no one else. She says she doesn't care if it's her or another team member, but someone needs to be trained to use it. She is correct of course but her management team may be so strict about it operation because there is a lot of responsibility, and knowhow to running those units.
I was taught on a combo unit myself. A large propane unit. Our dry and cooler area was about 410k square feet. The things you have to watch out for are the brushes and the blades or squeegees. A large unit like that will have a circular brush on the front right side of the unit. It’s roll is to sweep loose debris under our unit so the vacuum in the middle can suck it up and deposit it into the dry holding tank. Then we’ll have a long horizonal brush located under our machine just forward of the vacuum device and it’s job is to pick up any loose debris and apply a little scrubbing pressure should something be stuck to the floor or maybe very granular debris and push it to the vacuum piece.
Those brushes are expensive. We can easily wear them to nothing if not careful. If we do not understand how to apply pressure, at the right time and in the right amounts, well, we’ve spent a lot of money.
The scrubber functions. Now here is where we can really tear things up if we don’t know what we're doing. A squeegee will be attached to a flexible rod, a guide. Lowering it to the ground to soon will damage it. Turning on the solution flow to late will damage it and turning on too early and your squeegee will just spread it around the edges of your unit. This piece is very very expensive to replace or have adjusted.
I hope that our management teams understands our desire to learn more and that we want to take on more responsibilities but its important that we remember they answer to a boss as well. Maybe he or she is just following orders!
She’s done the right thing though. Her manager knows that she wants to be the next sweeper/scrubber operator. I can’t help but think it’ll happen!
Where was I, oh yeah. Earlier I mentioned it was important that we understand what we ask for because we may just receive it. Always have an exit strategy!
When we go to our management team and ask to be taught or moved to another task it’s important we expand on the comment a bit. I know of a young man right now that went to his supervisor about 14 months ago wanting to be an order selector. He was coming from a day will call position but he wanted to go nights as a selector so he could earn the productivity incentives. And he did a great job. After about 6 months he was the top selector, the top earner. Great job right!
Yes but, he now wants to move to become a forklift operator. Had he told his boss 14 months ago something like ”hey boss, I'd like to be an order selector for a while, maybe then become a lift operator, can you hook me up or what can I do to earn that job?” Maybe he’d have a better chance. What he did say 14 months ago was “hey boss, I’ll go nights and be your best order selector”.
Now his boss has a great guy, pulling over 200 cases an hour every night, every hour, and now he’s asking to be transferred again. It's not setting well with his boss. Management feels like they gave him the opportunity that he wanted.
Here is where I can throw in my planning and goals sentence! If we think things through, we will control the outcomes much better!
I hope I mentioned something that helped you out this week. Oh, and we have some guest coming up this month, I’m putting those shows together right now. You won’t want to miss these two!
Until next week, think it through, and be safe in all we do.
Hey hey everyone. Marty T Hawkins with Warehouse and Operations as a Career back with you. I hope everyone has had a prosperous, productive, safe, and awesome first half of the year. Tomorrow, July 2nd is our halfway point for 2021, the first day of the rest of the year! I know all my planning and goal talk is a lot of blah blah blah to some of you, and that’s cool. But some are reaping the benefits of a good solid plan! I’ve been told that I break every year into two pieces. And I do, and its intentional! I kind of use day 182 each year as my benchmark indicator. If I’m not where I want to be, I can adjust. I can speak to my management team if I’m not where I want to be. I always take a moment to check my paystub for week 26. If I double the earnings column and I’m not happy with that amount I have plenty of time to step it up and turn it on! Anyway, I don’t want to go down that rabbit hole today, so we’ll get back to op’s. If you’d like to know anything about some easy side hustles I’ve used and helped others get started with just shoot us an email to host@warehouseandoperationsasacareer.com.
Counterbalance Forklifts or the sit-down lifts. I’ve received several emails recently regarding either training, certifications or why can someone not get hired as a forklift operator so today I wanted to answer one listener's question in particular.
A gentleman wrote something like he had seen several advertisements for forklift operators at a really good payrate so he paid for and took an OSHA Certification Class, he passed and was given his forklift license, and nobody will hire him. He has been on 6 interviews.
OK, if you’re a long-time listener you know that I’m going to have a lot to say about paying for PIT training but let's talk for a minute about the sit-down forklift.
I loved my time on the counterbalance. I operated them for, oh, about 5 years I guess and then the company I was with recalibrated their aisles and brought in the narrow aisle standups so we could have more aisles and slots in the building.
So, the counterbalance lift. I think one of the first things we should learn, and I hope whoever is training us points out that our center of gravity is key when lifting freight. We have to understand how our lifts center of gravity is always changing. Tilting our mast forward, changes our center of gravity. Moving our carriage or forks side to side with the side shift, changes our center of gravity. Even if we have the same weight on a pallet but we distribute that weight differently, say on a longer pallet, our center of gravity changes because we’ve moved more freight forward. Believe it or not you can feel your center of gravity.
Next, I’m sure your trainer will point out that a forklift drives differently than a car. Most of our light industrial lifts, putaway and replenishment types will steer from the back. You can have the standard 4 wheel models but there's 3 wheel models as well. And now there's a couple of models with roller wheels, you can literally 0 turn them.
And a few safety functions. First there will be a seat belt. If it's not there don’t get on the lift! Many units will come with a strobe light. Recently we’re seeing those blue perimeter light kits being installed, warning pedestrians and other operators that a forklift is approaching. You should be taught that a pre-trip must be filled out before using the equipment. Every time. It’s the law. It’ll be important to take your pre-trip seriously, it could very well save your life or your peers life.
When I’m training people I really work on the turn! As mentioned, a bit ago, a lift turns differently. The rear or butt of the lift swings out and wide when turning. We have to remember that and allow room when in tight areas.
And I hope, even when just being trained, that our trainer points out how dangerous entering & exiting trailers are. Dock plates are typically made of steel. Coming off of concrete, onto steel, and then into a trailer, well, it can get squirrely on us. A damp or wet dockplate or trailer can be disastrous for us. Just last month I heard about a lift coming off of a dockplate onto a wet floor in a container and he ended up punching a hole into the side of it. Don’t be that person!
All that sound dangerous right? Well, it’s not if you respect them, learn how to operate them, and stay focused on their use. As with everything else, experience makes us efficient, productive and safe.
Alright, so back to the gentleman that wrote in. So many times, I hear the same story, and it's just not fair. I can understand, we’re seeking employment and we notice all these forklift positions that seem to pay better than the general labor jobs. We may have heard that forklift operators had to have a license or be certified so we go online and find a company that says we can train, and OSHA certify you to operate a forklift. In my part of the country here’s how it works. You pay your money. Then you sit through a 2 to 2.5 hour class, mostly video, and then go out to the equipment. Your instructor will show you how to perform a pre-trip and then demonstrate how to operate the lift. You’ll then, under their supervision, mimic their demonstration, the figure 8 course and maybe lift or place a pallet. You’ll be issued a laminated license and given a sheet of paper containing a list of staffing companies that have forklift openings that week. You are not prepared to hit the job market seeking forklift positions. Oh, and let me add that although you have gone through the classroom portion of the standard or program, remember that it’s a two-step process. After the classroom portion we have to be observed in the warehouse we’ll be working at and on the type of equipment we will be using by a trained trainer before we should be given that license or deemed certified or having completed PIT training!
Let's think about it. A forklift is a huge heavy machine. Our warehouse contains aisles with slots or locations and millions of dollars' worth of merchandise. Can an employer hire us with no experience, pay us that forklift wage and then train us to operate a lift? No. That pay is for an experienced operator. That makes sense, right?
Now the proper way to become an equipment operator is to plan to be one. There are just no short cuts.
First of all, don’t pay for that license or training. Your employer is going to give it to you for free.
Second, you will have to have experience to be successful. Even if you’re a natural you have to gain that knowledge of how the warehouse works, what the equipment is for etc.
And the last important thing I’ll say about it today is that But I’m a fast learner will not cut it for this position.
So how do I learn to operate a forklift and get paid for it you ask?
First let's identify where we want to work. A few warehouses within the distance we’re willing to commute to. Then apply to any position to get our foot in the door. General Labor, Sanitation, Utility positions, anything we have a little experience doing. We’re going to show up on time for every shift and do our best with the task at hand, we’re going to be that employee! Then after oh, let's say 30 to 60 days we’ll let our manager know that our goal is to learn to operate the counterbalance forklift. We’ll probably be trained and promoted within a year, with that raise that we wanted. Experience, there's just no way around it. And for safety's sake we wouldn't want it any other way right!
It's hard. I understand we want it now. And we are very confident in our abilities. But this is our careers, they take time but a job we love is worth the time.
Speaking of being confident, I want to talk about PPE’s for a minute. Simple things like a safety vest, ear plugs, blackbelts, steel toe shoes or boots, the simplest daily protections need to be worn and more importantly we need to understand why we wear them. Ask any safety guy, PPE’s are the last resort. When analyzing a job hazard processes and procedures are written to reduce harm or take it out of the equation. PPE’s may be determined as that piece of additional protection, just in case. There is a reason they are required I assure you. Maybe a vest policy was added because there had been too many near misses on the front dock area. Steel toes could have been added because several instances of toe bruising, maybe around pallets or buggies rolling up on the toes, or product falling out of trailers. There is a reason we’re asked to wear them. I promise you there is not 5 people setting in a room thinking up these policies! There driven by occurrences or concerns. Wear them. I’ve known way too many associates that have been injured or terminated because they were not wearing their required PPE’s.
Ok, I’ve got to quit talking and get some reporting done! I hope I brought you a small piece of knowledge today or at least something for you to think about!
Until next week, be safe, we have people wanting to see us!
Hello all, how is week 25 treating you? Can you believe we are almost halfway thru 2021. I’m reassessing where I am at with my goals so I can start planning and making those adjustments, and I’m realizing that I have some serious adjustments to make! And you know what, that’s ok, there is absolutely nothing wrong with our goals changing. That’s called growing in my book. Seriously though, it is time that we reflect on the first half of the year and get geared up for the last half.
I’m looking at my note sheet here and it’s a little, well, almost blank! I mentioned reassessing the first half of our year so let’s do a bit of that real quick.
Do we feel like we’ve increased our wages over last year at this point? Earlier this year we talked about being that employee. We’ve spoken about setting up our own promotions, and how to make them happen. That’s all-good stuff, and some of it can be done with a short play, but honestly a lot of it is the long play. But these are our careers we’re talking about. A 5% raise is a good increase here in the states right now, and a 20% raise is an even better one right! I’m going to say again, and I believe it, that we ourselves can have a lot of input regarding our increases. By learning a little about every position that touches ours and doing a little self-education here and there. Oh, I just had a thought about that, we’ll circle back to that in a minute!
Several weeks ago, we spoke about how we should never burn bridges when leaving a position or a company. This is a big one. We’ll run into people we’ve worked with or for over the years I guarantee you! Just this week I was introduced to a lady that had worked for me over 10 years ago and now I’m trying to do business with a company where she runs the warehouse. You never know where or who your opportunities are going to take you or who from your past there going to lead you to!
Before we get started talking Op’s today, I have one quick question, or I guess maybe more like a statement. I mentioned that we’re in this for the long haul, developing our careers and finding what we want to do for the rest of our lives. So, we all remember what the finish line is right? After we’ve achieved what we want, whither that be getting married, raising the kids and getting them through school and started with their lives or maybe chasing our career and tending to our own lives. The final end goal is retirement right. Remember, every decision we make right now needs to pertain to that goal. Having the money to live as comfortable as we wish in our later years. Food for thought as we wrap up this first half of 2021!
I almost forgot, let me circle back to learning a little about every position that touches ours and self-education. Last week I had a gentleman share that after attending a PIT class outside his company that he started checking out what the OSHA 1910.178 section L was all about, and he was amazed at how legal the standard was. All the different And the Employer Shall, and the Employer Must, the Employer Will statements really floored him. He took that information back to his management team, shared with them how much he enjoyed learning about it and how important it was, it being a law and all, well, that gave him a raise and he is now PIT training for his company. The gentleman could very well be on his way to a career in safety who knows.
Ok, we need to get back to Op’s today. So, I had jotted down the words near miss programs, safety observations, forklift observations and the word pre-trip on my note page today. Usually, I’ll put bullet points in front of things like that but as I dealt with each one of those subjects this week, I think, and by dealt with them I mean something came up or I heard a story regarding each, as an expense actually, I was a little shocked or dazzled by how someone had handled them.
As employees we all have attended several classes given by our HR departments or maybe our Operations management teams and companies. We know there is to be no horseplay in a place of business and that sexual harassment or discrimination is against the law and will not be tolerated at any company in the nation. Oh, and I’m sure we know that there are zero tolerance policies, no alcohol and strong drug policies in the workplace that must be followed. We’re typically given a handbook that’ll share things like dress codes, organizational charts, job descriptions and all the rules the company needs us to follow right? Do you pay attention during those classes, and take notes? Have you read your company handbook? Are you one that asks questions of your HR or Manager if you do not understand something? If not, could that be the answer why we’ve been coached or corrected more often than we’d like?
Two weeks ago, I received an email from a young gentleman from outside my groups or contacts. He’d reached out to WAOC, kind of looking for vindication, I think. Anyway, he stated that he had lost his job of 2 weeks because he had been written up 3 times and pointed out. His first coaching was on his third day for being tardy and missing the daily start up meeting, he was 11 minutes late. His 2nd coaching came on his 4th day of work. He brought his lunch over to his work area and was seen eating something from it before lunch time. Then his 3rd and final coaching came on his 8th day on the job. He had damaged some product, 3 boxes of a liquid product had fell off his pallet as he turned a corner a bit too fast and a bottle or two had broken, leaking on the floor. He did not report it and just placed the damaged case in another slot and went on about his way.
I asked if, upon hire, he was given the attendance policy, and if anyone had explained where he was to put his lunch or what the food in the warehouse policy was and lastly, I asked if he knew that he should have reported the damages when they happened. His answer to all three were yes BUT. Ladies and gentlemen there are no yes but’s when it comes to a company's rules, policies, procedures or directions! Isn't it our responsibility to know the expectations and rules? And then to follow them.
As you know I do a lot of training, all kinds of training. Weekly I am sharing some knowledge and experiences with different groups, associates at all levels and many different positions. It is so easy to spot those that are engaged, listening and learning and are going to apply something they've learned and those that are attending because they are supposed to or directed to do so by their management teams! And of course, that is perfectly ok as well. Some associates are perfectly content with their positions, they love what they are tasked with doing. You all know that I’m a firm believer that we must love our jobs to do them right! But with all that being said, we are responsible for everything that’s being told to us and shared with us by our companies and our managers.
We all occasionally have to attend some sort of training or meetings at work. Think about all the time and expense it takes to put those programs together. Our company would not invest those expenses for nothing.
Is training interesting to us, no, I’m not going to pretend that its enjoyable. It takes us away from what we really like to do. But is it important and can it help us keep our jobs, even help us earn more? Absolutely. And that’s why I think it's important and a responsibility that we should shoulder and accept.
Shoot, I went down a rabbit hole there for a bit, but you know that’s why I jotted down those words today. Near miss programs, Safety Observations, Observations and Pre-Trips are a part of our jobs and are our responsibility, whither we’re employees or members of management. We we’re trained on those topics. We should be doing them and completing them properly. No but’s! It's our job!
We’ll I’ll step down off my soap box and I apologize for straying off onto training today, it is all the same though. Until next week let's all take our training seriously, and especially any training regarding our safety topics!
Anyone ever felt like they’ve missed an opportunity? Anyone ever realized they did miss an opportunity? I think more often than not we only feel like that or notice it after the fact! Welcome back to Warehouse and Operations as a Career, I’m Marty, lets talk about opportunities for a minute today. Not necessarily missed opportunities, what’d you call it, let’s say recognizing an opportunity, I think. Maybe I’ve been thinking about opportunities all day because I’ve been with Recruiters and candidates all week. I really enjoy the whole recruiting process, and I so enjoy getting to visit with all the applicants, hearing about their work experiences, their goals and how their planning on reaching them, or, in some cases helping them realize they need that plan. Anyway, I wanted to talk about WMS or our warehouse management systems today and while I was putting those thoughts together, I realized a good WMS, or really any management system will provide us with so many opportunities and we’re probably going to miss them. I realized, and I think it just hit me today, that anytime we’re learning something new, something we’ve never done before or performing a task differently than we did in the past, we’re being led right into a new opportunity! What we do with it will depend on how we react to it. This morning when I woke up, I’m one of those really early risers, I got to learn something before I get my day started. So, I was checking Flipboard on the phone, just checking out a few articles and noticed a daily .gif from a news organization that said You must make a Choice to take a Chance or your life will never Change. With me working with so many job seekers this week it got me to thinking about it. Seeking employment, isn’t that what we’re doing, making a choice, taking a chance to change right? So, before I stray to far off subject, lets talk about the opportunities a WMS can bring us. Wither we’re an order selector, fork driver, sanitation or General Labor or Utility person, shoot, any position in the warehouse, a WMS system is going to change something about our job! The old way of doing something was set up by someone else, I guess it worked great because we’ve always done it that way! But now, with other things changing all around us, we can have the opportunity to do it differently or do something else entirely!
I set in on an interview this week, the applicant had applied for a reach lift position with a company about 13 miles from where he stayed. The recruiter felt like, because of the traffic, that might be a little far for him to drive for a job. The gentleman was working for a company like 10 miles from his house, but all the traffic was going the other way. When I’d heard about his experience, and he was really an experienced lift driver, I asked him why he’d left his old position? He replied that the company was installing a WMS system and we all know how they mess everything up! Now, he’d been with his present company for 6 years. I asked him where had he worked before that used a system and what kind was it, directed, inventory, RF driven, how computer driven was it? He replied he’d never worked with one. I asked him why did he think they were a bad thing then, where’d you hear all the negative things about them? The answer was that everything worked fine like it was, it was only going to slow him down, all that scanning and stuff, and I’m paid an incentive by the pallet, I have to keep moving! So, I told them I wasn’t going to do it. Even after I explained that in my experience a good WMS has always increased our productivity and shared how I’ve always found them to be a positive thing, he had no interest in listening. And that’s perfectly fine, for a little longer, until every warehouse is connected and directed. Anyway, I felt like he missed an opportunity there, but he almost missed a second one when he was interviewing. He had a great resume, it listed everything he’d done with this company. He’d started as an unloader on the inbound side, moved to running pallets and the to the reach lift. He’d taken several lift courses and safety courses that’d been offered through the company and he’d done some volunteer work as well as a couple of community college courses. He only listed one other employer, he’d been there for 4 years as a pallet runner and had references for both jobs.
Through our talking about his stable work history and being employed for the last 10 years with only 2 organizations I found out that he also had about 3 years operating a cherry picker or order picker. Wow, how could he have left off any equipment experience! The recruiter had a position 7 miles from his house looking for an experienced cherry picker operator and it paid over a dollar more an hour than the position he had came in for! Normally, listing our last 10 years of employment, in our industry anyway, is enough, especially if we’ve only worked for 2 companies, but we need to list all our accomplishments. Not just any classes or certificates we possess but any computer programs and equipment we have experience with! This one gentleman had, or nearly had, just missed 2 opportunities in the last 24 hours!
I think his first missed opportunity bothered me the most. Ladies and gentlemen, change is going to happen. I don’t think we can ever look at it in a negative way, in our work lives anyway. It’s been decided, it’s happening, wither it works or not, we need to give it our best. If it doesn’t work for whatever reason I assure you that we’re going to go through change again. Our company is going to be successful and we should be a part of that success! As employees, we shouldn’t dig our heels in on an issue. I wish he had done a little research on WMS systems and asked some questions, even if they were questions about how his pay may be affected. Learned a little about it before quitting and throwing away 6 years with a company he seemed to enjoy before they made a few changes! I’m so glad he brought up his other experiences during my talks with him. He got a great new job, closer by where he lived and at a better pay rate. I was glad that didn’t turn into a missed opportunity for him.
Another story I witnessed this week was, and this one really made me sick because the next day the young gentleman wanted to know if he could come back. So, a young man, he had just graduated from high school, I think he’d worked at a fast food place before, anyway he had applied for what was listed as an Unloader/Receiver position. First, I so dislike it when a company creates a position with two separate functions. I think, and of course that doesn’t matter what I think, but I think hiring agents should list advertisements as one position. If we’re going to be doing something else, say 30% of the time it should just be put in our job description. Anyway, the recruiter explained that they were a company from out of state and had just built their 2nd distribution facility in Texas, it wasn’t really open or shipping just yet, but they were in the gearing up process. Now this facility is about 400K sq feet, a well-established organization that’s growing by leaps and bounds. A great get your foot in the door opportunity. So the recruiter explained that right now everyone was kind of doing what ever asked, some days they had several trucks come in and he would be unloading most of the day and the receiving supervisor would be training him on the inventory system while other days there could be only a few inbound loads to work. On those days he may be doing something in production, maybe even sanitation, but once they were up and running his duties would be unloading and receiving the product.
Well, the young man worked for 3 days and he walked out at lunch on the 4th day. When contacted for his exit interview later that afternoon he stated he quit because everything was so disorganized, he’d be moved around to different jobs every day. The recruiter politely reminded him that they had discussed that. The opportunity was being one of the first associates hired and he’d have the chance to know a little about how the warehouse ran as a whole. She shared with him that his supervisor had really liked him and had already expressed that he’d probably be a good leadman as they started hiring more employees. She thanked him, said she was sorry it didn’t work out and wished him the best. He thanked her and said it just wasn’t for him he guessed. After he thought about it that night, I guess he realized maybe it wasn’t so bad and called to say he’d come on back in. Now, this was his first real job, so maybe he was unaware that’s not how things really work. He was informed by HR that he had abandoned his position and was not eligible for rehire right now. I’m not sure why, but this young gentleman was just crushed. I think he honestly thought they would let him come back to work. This one was really a missed Opportunity.
Here at WAOC we talk a lot about our responsibilities as an employee. Of course, throughout our careers we’re going to need the help of others, our bosses or a mentor, and we’ll find people along the way to help us along. But the brunt of the responsibility, as it pertains to our growth, success, advancement and keeping our jobs truly lies with us, its all on our shoulders. We have to hold ourselves responsible for our own job! I think part of those responsibilities are teaching ourselves how to recognize opportunity. We have to slow down, not get upset about something changing, either system wise or a task within our position. If we slow down, think things through, its easy to seek out any answers we need to understand a new system or speak with our boss about all the duties we’re doing. I’m going to say again, no matter what job we have or what industry we work in the one thing we have to be open to and good at is Communication! We did a whole episode on communication last year. It’s one of the few short cuts in the workplace. The better we are at it the farther it’ll take us!
Look for Opportunities, there around us all day every day! Well, there’s a few thoughts for this week, send us a topic you’d like to discuss, shoot us an email to host@warehouseandoperationsasacareer.com, or just bring it up on facebook or twitter using @whseandops and we’ll join in on the discussion! Until next week, capitalize on every opportunity you see, and see every opportunity that presents itself. Have a Safe week and keep your workplace Safe for your Team!
Welcome back, and thank you for checking in with us today! I’m Marty with Warehouse and Operations as a Career and today I’d like to talk a little about choices. This week I’ve witnessed a lot of incidents where people made some great one’s and where individuals went a different direction than I would have. I guess when we think about it we’re making choices every day, really every hour that is going to affect us or that next hour in some way or another. Just this morning going to work I saw driver speed up to go through an amber or yellow traffic light instead of safely applying his breaks to stop. Now I’m talking about him wanting to make it through the light, with more than enough room to safely stop but he made the choice to accelerate and run through the red light. He chose to risk his vehicle and life as well as the other vehicles and the lives of the people that had started proceeding through their green light. Another choice I see a lot here in the Dallas area are people that just lead such busy lives that instead of waiting their turn in the left turn lane they choose to run ahead of everyone that’s waiting their turn and turn from the center lane. They don’t seem to care that everyone’s slowing down now while their inching in front of someone and forcing others to stop. I’m certain their just special people or entitled in some way but they Choose to make that choice, again that’s their choice. We can find ourselves doing the same thing at work can’t we? We’re in a hurry, or think we’re in a hurry and can make a less than desirable outcome choice. I saw a gentleman lifting a pallet from the 4th level, there was about 3 cases hanging from the front right corner, probably dislodged when the pallet us placed there. Anyway, instead of pausing the lift and going to get someone to help scoot the cases back in place he chose to try and pull the pallet out. Although he was being extremely careful and by the way taking a lot of time trying to remove the pallet without dropping the cases, 2 of the three fell the 12 feet to the ground, damaging $212 worth of freight. But it’s all about choices right.
Here’s one that left me scratching my head. I was at a sourcing company and had a Recruiter grab me to visit with a young applicant she was interviewing. She ask me to speak with him about a training class I would be teaching the following Monday. The gentleman had just really entered the workforce, I think he’d said he’d had two jobs before and was presently working as general labor at a lumber yard. He was moving and needed a job in the area. She had told him about the 3 day class and how it included some instruction on the pallet jack and forklifts as well as the basics of warehousing 101. I visited with the gentleman and his father, explained what the class could offer and how it could be advantageous for him to take it. The recruiter had some great jobs that he would qualify for upon graduation but she also had a position he could start tomorrow. I had explained that after graduating the class and being accepted for one of the positions she had spoken with him about that he should see 5 to 10% increases pretty quickly and once he’d gathered a little more experience on the equipment, which they would be willing to spend time training him with, getting a little experience, he’d be looking at substantial increases within 6 to 8 months. His issue with the class was that he’d have to wait a week to start working. Keep in mind now that the class was going to be free, the new employer was refunding its cost. But he couldn’t get past the fact that it’d delay his start by 1 week. Even after I ran the numbers for him, and showed him the difference in just the first month of employment between his choice of taking the position starting in the morning and forgoing the training class. He chose to make $40 a week less so he would not have to wait a week to start? Of course we’re all allowed to make our own choices but that’s not the direction I’d have taken if confronted with the same choices. But of course it was fine that that was his choice, it just worked for him.
I can kind of understand this one here, to a degree maybe. A young man working for a staffing agency quit because no one was going to bring his check out to the facility on Thursday. Ok, a little background on this story. When the gentleman was hired he was asked for a direct deposit number or account, at the time he didn’t have one. So the hiring agent explained that he’d receive his first two checks live and usually on Thursdays but after that, if he didn’t set up some sort of direct deposit that he’d need to come by the staffing office on Fridays to pick it up or they could mail it and people usually received it on Saturdays or Mondays. Well, I guess someone was trying to help him out, anyway he never set up a direct deposit and someone was bringing his checks out to him for like 5 weeks on Thursdays. This particular week no one was available to run it out there and he got really upset. His solution was to quit, of course then he came out to pick up his check. Again, it’s all about choices, he chose not to set up his direct deposit and chose not to accept that responsibility. There’s absolutely nothing wrong with him making those choices, just not the choice to further our careers.
Here at WAOC we’re all about furthering our careers. I believe we as applicants and employees do have to shoulder the weight or responsibility of our jobs though. Today I took a call from a young gentleman I had helped place twice before. His recruiter was little hesitant to employee him again as he had been released from his last three assignments due to attendance issues. Knowing him as well as I do I could speak with him openly so I asked him if he’d resolved all those past issues, had reliable transportation and resolved his past family matters. He told me everything was fixed and he didn’t understand why two different staffing agencies he’d worked with in the past wouldn’t give him another job! I think it’s important for us as applicants to remember our reputation or work history with agencies is as important as our credit scores and our word is! People that hire us entail quite a bit of expense bringing us on board and I think we should respect that. I believe he’s ready to go back to work so I’ll do my best to find him an agency or position that’ll fit his skills and needs. But it’s a choice the hiring agents and recruiters that’s dealt with him in the past will make for themselves and we have to understand that.
Talking about maybe being a responsible job applicant I’d like to mention our Social Media profiles again. It’s so important, our prospective employers are looking at them. Right or wrong they are making choices from them. Let’s at least clean them up while we’re looking for our new job. It really is that important.
When we get that dream job I feel we can keep it? We spoke late last quarter about how our bosses honestly rarely actually terminate our employment, how they don’t fire us we usually fire ourselves. We know the rules, processes and procedures, now we may choose not to always follow them though. And let’s be honest, sometimes life is going to get in our way and we make a choice we wouldn’t normally choose. I’m a big proponent of family first but I think we need to keep in the back of our minds that we need to be able to take care of our family’s too!
In summary, our lives are all about choices, the choices we make. As applicants, employees, shoot members of society, lets carry those responsibilities and acknowledge them as ours. I’m big on growth, not really just in our careers but our personal lives and I’ve always felt if there’s a plan and goals and we strive to follow that plan that we’ll reach those goals! Again, it’s all about choices, our choices, right?
I hope we’ve brought up something that helps you in your careers today, I know I rambled a little but as you know I do believe we’ll all be successful if that’s our goal. I appreciate you listening in today and I’d love to hear from ya, tell us what you think about choices and share some of your greatest ones! Until next week lets all think before we make that choice and always chose to be Safe with everything we do!
Marty T Hawkins back with you and another episode of Warehouse and Operations as a Career. Is everyone having a fabulous week so far? Today let’s talk about a few of the things that we as employees sometimes have to deal with, many times things we possibly bring on ourselves. Throughout my travels each week I hear about lost jobs, NCNS, layoffs, and a lot of reasons why individuals have loss those jobs. This isn’t probably something we like talking about but I guess it is a part of the job cycle or career cycle so let’s look at it for a bit.
Ok, Being a Manager for over 30 years I’ve had the fortune of meeting and hiring many an associate, mainly in the realm of operations only to see them move on to something else voluntarily and non voluntarily. Some found better positions or greener pastures and moved on and some through terminations. I like to believe I’ve never actually ended someone’s job, well I guess I’d have to say I have ended 3, all 3 we’re due to a position actually being done away with due to a loss of cases, through a customer loss or once a particular product line, the selectors job was to pull that one line of product only. In all 3 cases I helped them seek gainful employment at another company or made the effort and offered anyway.
A V.P. of mine, kind of a mentor to me for several years, once told me, that he’d never terminated an associate, that they’d always terminated themselves. He honestly looked at it as the rules, or processes and procedures weren’t being followed and as the associate knew that, that they had terminated themselves. I guess that’s one way to look at it but I subscribe to the belief that I’ve failed in some way or another every time I’ve lost an employee. I always wonder if they we’re given the Orientation properly and received the welcoming they needed, had they received the training they needed, had management supported them in every way? In previous episodes I spoke to the Corrective Action Process, what I prefer to call the coaching process and presented the question to young managers as “Did we give them every chance to succeed, did we discuss any job related deficiencies’ we were experiencing with their performance & offer solutions to help them succeed? Personally I think the Orientation of a new associate is the one thing we as managers have to get right. It’s where we have a chance to express how important they are to the organization, learn a little about them and share the expectations, rules, processes or procedures of the company with them. It’s intimating walking into a new job & managers need to make us feel welcome and allow us to leave that first day wanting to come back early for the second one right?
Ok, I’ll step down off the soap box now you can see how easily I get side tracked. Let’s look at a few of the reasons I’m given by associates and managers each week from a few different industries I deal with, all types of positions and regions as to why a term form ends up being turned into our HR departments.
Let’s start with the simplest, this is one I’ve never been able to get my arms around, the infamous NCNS. I mean we as new hires have filled out the application, went through all the hoops to get the job, the interviews, background checks, maybe drug screens, we’ve filled out all the onboarding paperwork, had the job descriptions explained to us, maybe even met our coworkers and bosses and then don’t show up for our first day on the job, don’t call anyone, just kind of disappear? Don’t get me wrong, things certainly come up sometimes and I don’t want you to think I’m being or going negative today at all but this one I’ve never figured out. If we’ve decided the position just isn’t for us, and it’s going to happen sometimes, maybe something comes up in the job description that we figure woah, this isn’t going to be for me. But why don’t we just speak up right there and then? I guess what I hope we think about is if we’re dealing with a staffing or sourcing company we’ve probably just burnt a bridge and while looking for permanent employment we should never burn any bridges!
And then there’s the NCNS when we’re employed. I hear almost weekly from an associate that says yeah, I got mad, or my boss didn’t treat me right so I decided not to go in. I just don’t see how that’s fixed or hurt anyone, I don’t think we’ve won anything by quitting like that have we? If someone’s made us mad or our boss did us wrong, wouldn’t it have been better to communicate that to someone, maybe their boss or our HR departments? There’s not going to be a check with our name on it next week! Again, I know things happen from time to time, but it’s rare I hear a valid reason from anyone concerning a NCNS. A phone call is just too easy to make. If we’re taking off no matter what our boss says, go ahead and do it, but call. Then on our next interview we can say we’d asked off, had a valid reason but my boss fired me for missing. It’ll go over better than them finding out about us NCNSing. The NCNS we’d have to agree we’ve actually quit or terminated ourselves, right?
I hear this one a lot, every week, Excessive Absentees and missing too much work. Our employers are going to need a certain headcount to hit the needed productivity numbers everyday. The hours and shifts were explained to us when we applied for the job and even if the hours were changed later we were probably told about it and I’d assume we accepted them. We stayed with the company so why are we surprised when our Supervisor counsels us 1, 2 or 3 times and then lets us go? Typically we’re not terminated on our first or second absence in 90 days. Again, I’m not being negative about us quitting our jobs, and I think we all would agree we’ve quit, we just took the long road to doing it, we knew it was coming I think.
Then there’s insubordination, when I hear this one I come close to understanding sometimes. We here at WAOC have talked a few times now about handling ourselves in a professional manner, and boy that’s very difficult at times isn’t it? If we assume we’re liking our job it’s important to remember we have other recourses than saying no to management or something like “that’s not my job”. As long as the request is ethical and legal we need to do it. Many times, we won’t know the reason or the end result but hey, we’re being paid and it’s just a part of it. I was a high rise selector, I’d only been on the job for about 3 months and a supervisor hurriedly came to the back and asked me to go clean the men’s room real quick and disappeared. I was still a new employee, had 2 kids at home that was going to want donuts when I got home that morning. Yep I was pretty upset but I went ahead and cleaned it up and wiped it down. I hadn’t been finished but for like 5 minutes and another sup came by with an auditor from one of our larger accounts and sure enough they walked right on in to the mens room to check it out. I ended up working for that company for 26 more years. As employees we have other resources when we get upset, we have management members and our HR departments we can see. Another time, a couple of years later I had a young supervisor come back to highrise and tell me I needed to pull pallets while I was up in the air instead of bringing them down to the ground first. I respectfully told him I was uncomfortable working around our Safety protocal and suggested we go check with the manager first. He told me to go ahead and do it like I wanted to but get it done. We became good friends after that, I’d actually helped him do what was right in that instance. We need our jobs, there’s nothing to be gained by throwing a fit on the docks. Let’s try and do as requested and voice our opinions to another member of management. By being insubordinate we’re really just quitting again, we’re probably fully aware of the consequences?
And then there’s horseplay, this ones tough. Our shifts are sometimes long, its hard to maintain our focus for 10 hours, keep our heads down and focus on our jobs isn’t it? You know, there’s Safety concerns, quality concerns and we probably know the rules. I hate hearing about a young employee, meaning a new employee, losing his or her job for horseplay. I just always trust us more tenured associates will kind of mentor or advise the new boots to do the right thing. Once again, I hope the consequences to horseplay has been explained to us. With horseplay there may not be any corrective actions applied to us, It’ll depend on what we were doing I’d think. Anyway, we probably knew better, why do we get upset when we’re dismissed, maybe its just a human nature thing.
Several weeks ago I heard about an order selector that’d done something wrong, or at least his supervisor thought he had. Anyway the selector ended up getting in the sups face and threatening to hit him. In today’s world that’s a threat, could even be a terroristic threat since it happened at work. The associate was walked off the property and honestly didn’t understand how the authorities could have been called. He got hot, calmed down and was now out of a job. That’s a good example how not handling ourselves in a professional manner can really cost us dearly.
Here at WAOC we spend a lot of time talking about how to get our jobs, planning for our advancement and reaching our goals but keeping those positions are just as important. Terminations are a part of the work experiences, and being such we should recognize our responsibilities in keeping those jobs. It’s hard, we’re humans and we all have reactions but I think we’d all agree it’s easier to be in charge of ourselves and in many instances, prevent terminations.
Again, I hope I didn’t come across as negative today, I’d like to think I presented us with something to think about and consider. If you’d like to add to our list of terminations or share an example or situation with our group please shoot an email to host@warehouseandoperationsasacareer.com we’d love hearing from you! Check out our Facebook and Twitter feeds too, @whseandops & we’d appreciate a Like and Follow should you find any interest there. If you operate any type of powered Industrial Equipment check out the Facebook group Warehouse Equipment Operators Community group, we’re usually hanging around there through the week! Until next week – Be Safe and lets all take care of our Families and our Positions!
Welcome again to Warehouse and Operations as a Career, I’m Marty and we’re grateful you stopped in for a visit! I have gotten way behind on a couple of questions and I thought we’d try and catch up this week. First off, I’d like to talk about the Receiving Position today. In the distribution world our freight comes in on trailers or containers, usually, if merchandising has their days on hand figured correctly, by appointment and arrives on time to be unloaded. As we’ve discussed in earlier episodes, a driver will check in and either unload his or her freight themselves or hire an unloading service to break the load down and stage it for the Receiver. I mention all of this because all this actually can fall under our responsibility as receivers. In most facilities, especially the larger distribution centers, the receiver is tasked with not only receiving the product but will oversee the entire front dock or front of house responsibilities. I visit several DC’s each week and the receiving process is pretty consistent thru-out the industry. I thought we could just walk through the day in the life of, the receiver.
Of course we’ll be arriving on time for our shift, and our first task will be to punch in on the time clock right. A quick story, I think I’ve mentioned something like this before, but a young gentleman forgot to punch in one morning last week so his time was skewed by almost half a day. His supervisor and payroll missed the correction and he hadn’t mentioned it to anyone. Well on Friday, at like 5pm he noticed his check was a little light. Of course he was upset, and although it was explained it’d be taken care of next week and that, after all, it is his responsibility to punch correctly, and/or at least notify his Supervisor of any corrections needed, his solution was to just not show up for his shift Saturday. The NCNS was recorded and now he’s seeking employment. He however feels he got his point across I guess. Anyway so we’ve punched in and we’re wearing all our required PPE’s. We’ll probably start out stopping by the Inbound Check-in desk and review or pick up our copy of the Load Schedule for the day. We’ll verify all the first wave trucks are in their doors and go pull their PO or Purchase Order sheets. The Purchase Order is what we’ll be verifying the items purchased, the correct quantities, colors, pack sizes etc, that what was shipped is what our merchandising department ordered. When each truck checks in they’ll present us a BOL or Bill of Lading. https://www.freightquote.com/how-to-ship-freight/bill-of-lading They explain that The bill of lading is a required document to move a freight shipment. The bill of lading (BOL) works as a receipt of freight services, a contract between a freight carrier and shipper and a document of title. The bill of lading is a legally binding document providing the driver and the carrier all the details needed to process the freight shipment and invoice it correctly. It’ll include information like:
What’s in a freight bill of lading?
- Names and addresses: The full names and addresses of both the shipper and receiver (consignee) should be legible and easy to locate on the document.
- Purchase orders or special reference numbers: These numbers may be important to your business or a necessary reference in order for freight to be released for pickup or accepted at delivery.
- Special instructions: Here is where you will note instructions for the carrier that are not extra service requests like liftgate or delivery notification.
- Date: This is the pickup day, and it may be needed as a reference to track your freight or when you reconcile shipping invoices.
- Description of items: Shippers should note the number of shipping units, the dimensions and weight, as well as information about the material and its makeup.
- Packaging type: Note whether you are using cartons, crates, pallets and/or drums when shipping.
- NMFC freight class: Freight classes can impact the cost of your shipment. Freight shipments are broken down into 18 classes based on weight, dimensions, density, storage capability, ease of handling, value and liability.
- Department of Transportation hazardous material designation: Hazardous shipments must be clearly cited and special rules and requirements apply when shipping.
Freightquote.com has a really nice sample freight bol for you to look at, again WAOC isn’t affiliated in any way but I did like their information, you ought to check them out!
SO we’ll take that BOL along with our PO and walk the dock checking that the stacked pallets have been configured properly, meaning they are stacked with the right ti and hi, remember what we’ve learned, a ti is how many cases are layered on the pallet and the hi is how many of those layers is on the pallet or how hi it is. A ti/hi of 7/5 would be 7 cases per layer and 5 layers hi. It’s our responsibility to confirm the pallet is of one item or sku or stock keeping unit. Just for information a sku is usually a string of 8 alpha numeric digits that we’ll be using in house, where as a upc or universal product code is typically a string of 12 numeric digits and is always the same for the product. We could do a whole show on sku’s and upc codes and barcoding, there’s so many barcode formats out there. So, anyway We’ve confirmed the items have been segregated correctly, stacked properly and the count matches our P.O. so now we’re ready to attach a barcoded tag to it on the lower right hand side OR scan a barcode which will automatically place it into our wms or warehouse management system. After we’ve checked the entire load, pulling out or notating any damaged cases we’re going to reconcile those counts between the purchase order and the bill of lading. If all the above doesn’t sound like a lot of responsibility we’re now ready to sign the drivers bol which essentially is like writing a check for that entire load. As a receiver, once we release the load, sign the bill of lading and hand it over to the driver we relinquish all disputes or claims with the load. And as a receiver we’re doing that all day long. I once made a $89K mistake on a load of meat, only about half the pallets we’re on the truck, I was in a hurry and just counted the pallets from across the dock. I handed the bol to the driver and went over to tag the pallets and saw immediately I was short. Luckily the driver had stopped off at the restroom and I was able to get the paperwork from him. I marked it short and helped him call the claims department to get it sorted out. I don’t want to think about what would’ve happened it I couldn’t have caught him!
All that brings me to today’s question “How long do I have to work here before I can be a Receiver, they make more money than I do?” Now he doesn’t mention where he’s working, it looks like he’s been a forklift driver for about 3 months though. I don’t know that there’s a timetable for such. I believe it’ll depend on how much responsibility we’ve shown our management team that we can handle. My suggestion was that he visits with his supervisor, let him or her know what his goal is, they may not even know he’d like to make that move? I can tell you though it’ll help to know every item ay your facility. Know how the paperwork flows, and who you can contact for help. We didn’t even speak to the possible regulatory concerns with receiving. Things like country of origin tagging, temperature recording, trailer condition report, os&d reporting or over short & damage claims. As receivers it’s our responsibility from the time it’s taken off the trailer until it’s placed in the rack by the fork driver. And that’s a whole lot of responsibility. As we’ve learned the more responsibility a position has the more money it’ll pay right?
Well there’s a little on the receiver task. I loved receiving, I lost a few nights sleep as a receiver but I really enjoyed the job & I’d encourage everyone not to shy away from it just because of the responsibility! Please send us an email to host@warehouseandoperationsasacareer.com and share your receiving stories with the group. Better yet use @whseandops and post them to our Facebook and Twitter feeds. I’d love a good discussion about Receiving! Let’s all bring up a Safety Topic at tomorrow’s start up meeting and keep someone Safe for the day!
Hello and welcome to the Warehouse and Operations as a Career Podcast, I’m Marty and I’d like to thank you for clicking in with us today! Let’s see, I’ve gotten behind on a few questions that’s been sent in, let me see if I can get a few of them answered really quick!
I liked this one here, a gentleman asked, “how would you recommend I get into warehousing”. I’m not sure what his work experiences are but he goes’ on to state “all the good companies are wanting someone with experience.”
When we’re looking for work and we’re cruising all the job boards and classifieds of course the first thing that catches our eyes is going to be the pay rates. Now this is where human nature will kick in a little, of course we want the job paying the most. If we see two postings for order selecting paying X number of dollars an hour and one right beside it paying $5 more we’re putting on our shoes and heading out the door to fill out that application, right? Almost always, that higher paying position is going to be in a heavy productivity role, it’s paying more because theirs a lot more responsibility & experience required to hit those pieces per hour numbers or quotas.
I feel we can be there within a year though, all we need is to learn how to reach those numbers, it can be done in just a year or 12 month, all we need to do is have a plan. I’m not exaggerating or talking a lot of self help talk here, it really is up to us and all we need is that plan in place. I reached out to the gentleman and he hasn’t gotten back to me yet so let’s make a couple of assumptions and develop a quick plan and set our goal of getting a warehouse job and making at least 5 more dollars an hour in less than 12 months. There’s typically 2080 regular work hours in a year, if we increase our earnings by $5/hr that’s a $10,400.00 increase year over year, and that’s before any overtime. Now if your shaking your head right here I’m pretty sure you’re not going to reach our new goal, you’re probably already setting yourself up and accepting that first rate of pay.
Ok, so how do we get started? We need to first target a warehouse, industry or company that has the position we’d like to learn. Wither its order selecting or forklift driving, maybe inventory control or maybe we’re interested in transportation, delivery driver is another really good job! And don’t forget about all the Production and Manufacturing facilities out there, operating machinery and assembly work are great Career fields too! Let’s look for any open position they have, we’ll need a general labor position or utility task, any entry level position will do or anything that meets our present skill levels. Remember this job is just to get us past HR, we have to be an employee to get started with our plan. Don’t worry about the pay rate. I know that’s a whole lot easier to say than to do. We’ve all got bills and responsibilities and we need to make x number of dollars a week to pay them. If we can let’s think it through though, yes, we’re worth more than what we’ve just been offered but we want even more than what our experience is earning us right now. If we’re out of work, take the job, I really believe we’re going to start getting increases within our first 3 months, if there’s any way possible ride it out, its going to pay off. I was speaking with a young lady last month that said no she couldn’t work for less than x dollars an hour, a dollar more than shed ever earned before. We’re out of work, any income is better than 0, lets take the position and see where it goes, what we can make out of it!
I’ve found Produce companies, Grocery distribution, the Big Box retail distribution centers or maybe the institutional or foodservice broadline facilities to be Great “foot in the door” warehouses. Almost every large Manufacturing company will have utility positions open too.
Once we’re on the inside or and we’re an employee we put our plan into action. Let’s be on-time for every shift, 10 minutes early even. We’re going to speak up at every start up meeting, even if it’s just a yeah or to add a let’s go do this to the conversation. This alone will get us noticed by our boss. We’ll do our job well, observing every position around us, there’s always positions that touches ours. Like if our job is to bale cardboard and shrink wrap, the sanitation positions that cleans up the cardboard probably pays a little more and maybe they utilize the scrubber machine or single pallet jack too, Ah, a piece of equipment! Equipment usage generally will bring us better earnings! So, we wait until we can do our task really well, within a month I bet we can be really good at it, remember, we’ll have to work a little harder than the other balers because we want to make more money than a baler. Let’s go to our boss, I always suggest making it towards the end of the shift when the day’s stresses and pressures are off of them. And we’re not going to ask for a raise, this is important. Rarely can our supervisor or lead grant us a pay increase and even if they like us a lot there’s no incentive for them to go ask their Manager or V.P. for money for anyone. We’re going to say something like hey boss, I’ve been here about a month and I think I’m doing a pretty good job as we’ve never had to talk about anything or had an evaluation of any kind and I’d like to throw my name in the hat for a sanitation position if something comes up, it looks interesting and I want to learn all our positions. We’ve expressed our desire for a raise and kept the conversation within his powers. We’ve possibly even set him or her up for an at a boy from their boss. It’s so much easier for them to go tell their manager that hey so and so has been doing a great job and they’ve expressed an interest in sanitation, I think they’d make a good hand. Money’s never been brought up; our immediate boss has just conveyed to their manager how great they’ve trained us and how their bringing us along. Everyone’s won or at the very least both bosses now know that we’re wanting more, more responsibility and more money! I believe we can expect that first promotion within a month or so, as soon as there’s an opening! We just repeat this part of our plan until we reach our goal position and pay rate. I know that’s a bit simplified, but it can honestly work just that way. My point being, we need a job, and we ought to go into it with a plan, making more money will come if we plan and want more money because we’re willing to do more every step in the chain for it. If you’re in a situation like were talking about and you feel your stuck, send us an email and we’ll talk about how to maybe get around the wall that’s holding you back. We’d be happy to offer up any experiences we can and one of us has probably had to work around the same thing before!
I’d like to go over Equipment operation again real quick too. I received a phone call today from a young lady that wanted to know how much it cost to get her forklift certification. She had called 2 different places and had gotten two prices and 2 different stories about the class. We’ve talked about equipment certifications a couple of times here on the show, but I’d like to remind everyone that experience will get us our licenses and I honestly don’t know of any real short cuts there. Our employer will train us and give us our 29cfr1910.178 training for free. I think those paid courses are great as a safety class or a refresher course but please do a little research on what your getting for your money. Going to class, without any experience on the machine, is going to get you a nice laminated card to carry and they may give you a few addresses to staffing companies but your going to hear that their looking for experienced drivers. Think about it for a minute. We know the equipment can be dangerous and we’re going to be carrying a heavy load with it running around a warehouse full of racking, product and people. Those jobs are just no place to start our warehousing careers. Again, their great career jobs that our employer will work with us, train us and certify us when we’re really ready. Check out OSHA.gov on line if you’d like to see what all is actually in the reg, I think you’ll be amazed with it. Powered Industrial Truck training or 29cfr1910.178, and you can just enter that into your browser too, it’ll pull up the standard, was created to protect us employees and our employers. By following its instruction and training you’ll have a productive, prosperous and Safe Career! And if you know me at all this is where I’ll throw in my to never, never ever get on or even touch a piece of powered equipment or machine that you haven’t been trained on. Just stay away from it.
Well I won’t go on and on today, I hope you found the episode interesting and I said something that’ll help you somehow. Send in any questions you may have about your positions to host@warehouseand operationsasacareer.com and we’ll do anything we can to help you out! Remember we’re on Facebook and Twitter everyday @whseandops & if you’re an equipment operator check out the Facebook group Warehouse Equipment Operators Community, you can get almost any question answered their as well!
Have a Safe and Awesome week out there!!!
Today I thought we’d talk about another Op’s position; it can be a great avenue to the transportation departments and even a reboot to our careers in a way! I’m Marty T Hawkins with Warehouse and Operations as a Career and I appreciate you checking in with us again this week! With the seasons changing I wanted to talk a little on Heat Stress too, I think we’ve covered it a couple of times already but….well, were already approaching those triple digit degrees in a couple of regions I over see so its probably worth mentioning again. Anyway, so I was asked last week if you had to have a CDL or commercial drivers license to be a Spotter. For those of ya’ll that may of never heard that term, it could be a southern thing I guess as I know up north the position is referred to as a yard mule driver or yard jockey, I’ve heard it referred too as a Hostler Driver and yard driver too. There all the same thing. Basically, in the distribution world anyway, a spotter is the person that will spot the trailers, backing them into an assigned dock door so the product or load can be loaded by the warehouse and then pulls it away from the dock once loading is complete and stages it for our transportation departments to assign a driver to the load, which will then go out for delivery. The spotter position carries quite a bit of responsibility with it. He or she will have to make certain the right trailer is docked at the correct door so it’s loaded properly. In the food industry, the trailer may need a refer unit or refrigeration unit on it to aid with keeping the products at the correct temperatures. Or if it’s a large load of equipment they’ll need to make sure the trailer has the proper securing equipment on it, like straps and chains. I can share with you that this jobs not going to be for everyone, a spotter is moving 8 to 10 hours a shift at the larger facilities. Think about all inclement weather days or nights too, rain, sleet, snow, whatever those trailers have to get to the docks! I think the hardest thing or skill that’s required for this position, one that I struggled with, is that you have to be very proficient at backing a trailer. I was ok, and I mean just ok, with backing a 36ft unit, but our job may require us to back 28ft, 36ft, 48ft and 53ft’s, maybe even throughout a single shift if our industry uses all sizes in their fleets. And any driver will tell you, with the turning radius being different with each of them, that you’d better know what your doing or you’ll be there for a while.
To answer the question, typically No, you will not need to possess a CDL to be a Spotter. Most companies I’m familiar with, since you will be working in their trailer yard with no street driving only require a clean driving record, that your drug free and of course have regular operators license in good standing. And of course you’ll need to be able to back a trailer and in a timely manner. Its not uncommon at all that this position is assigned to or filled by the warehouse department. I’ve used loaders and order selectors that had expressed a desire to one day be a driver even. What a great way to farm a new driver right? I’d have a delivery driver work with them out in the wide-open yard. Teach them how to operate and drive the tractor or yard spotter truck and teach them how to hook and unhook as well as the mechanics of backing the trailers. Some facilities may use this position to train new drivers, especially those route delivery positions where backing around cars in parking lots or down alleyways can be required. These are great jobs for a driver that may have pointed out their CDL, maybe had too many tickets or infractions and lost his or her commercial license for a while. I know several organizations that prefer an ex-driver if you will. They bring the experience factor with them. Personally, I always liked offering the training to individuals that aspires towards transportation, let them get some experience and test drive the challenges a bit. Now you have to be careful here, I mean all this equipment is expensive. In many instances, like regularly, you’ll only have 4 feet or less on both sides of your dock lane to stab that unit between trailers. It can be taught, but a little natural skill helps too.
I’d suggest that you go mention it to your management team, they’ll share any requirements with you, maybe even help you get your license one day. With there being such a driver shortage here in the states right now it could even turn into a fast track for ya to that new career!
I mentioned the environments and weather we’ll be working in as a spotter and I need to add the heat as well. As a spotter we’ll need to stay hydrated too. Climbing in and out of tractors and trailers, chocking our trailer wheels and cranking up and down their landing gear is wearing on us. I hear about 3 or 4 cases of heat stress out in the yards every year. Here’s a good place to Segway into the other topic I wanted to touch on today!
Heat Stress, a very real danger in our industry ladies and gentlemen. We’ve mentioned it several times in other episodes, so I won’t harp on it today but lets try and hit the high points real quick.
NIOSH or the national institute for occupational safety and health tells us that workers that are exposed to extreme heat or work in hot environments may be at rick of heat stress. Heat stress can result in heat stroke, heat exhaustion, heat cramps or heat rashes. They go on to tell us how heat can also increase the risk of injuries in workers as it may result in sweaty palms, fogged up safety glasses, and dizziness. I found that at a https://www.cdc.gov/niosh/topics/heatstress/default.html site and I’ll add their link in todays show notes on our website, https://warehouseandoperationsasacareer.com/ It’s pretty neat and they have several links with safety posters and information! One of them is the NIOSH Fast Facts Sheet, https://www.cdc.gov/niosh/docs/2010-114/pdfs/2010-114.pdf it covers maybe the 4 most important things us as employees may need to know about heat stress. If we’re supervisors or managers we should make sure all our associates are well versed in them as well!
Heat Stroke – A condition that occurs when our body becomes unable to control its temperature. This is really dangerous and can cause death or permanent disability. I know of several facilities that offer employees a cooling scarf for the summer months. They provide a cooler with ice water for their employees to keep them moist with through-out the shift. I think something like that really helps. Some of the symptoms for us to watch for are:
- High body temperature
- Confusion
- Loss of coordination
- Hot, dry skin or profuse sweating
- Throbbing headache
- Seizures and coma
If we notice any of these symptoms, we need to call for immediate medical assistance, move the worker to a cool, shaded area and remove excess clothing and apply cool water to their body.
Heat Exhaustion is the body’s response to an excessive loss of water and salt, usually through sweating. The symptoms to look for are:
- A rapid heart beat.
- Heavy Sweating
- Extreme weakness or fatigue
- Dizziness
- Nausea and vomiting
- They may be very irritable.
- Fast, shallow breathing
- A Slightly elevated body temperature
If we notice even one of these symptoms we need to get to a cool area and rest for a bit.
And then Heat Cramps, heat cramps can affect workers who sweat a lot during strenuous activity. Sweating depletes the body’s salt and moisture levels. Those symptoms can include muscle cramps, pain or spasms in our abdomen, arms or legs. If we feel anything like those indicators we need to:
- Stop all activity, and sit in a cool place for a while
- We should drink some clear juice or a sport beverage, or maybe some water with a snack of some kind.
- I’ve never been a big supporter of salt tablets and this safety poster adds to avoid salt tablets.
- Its important that we don’t return to strenuous work for a few hours after our cramps subside
- And we need to seek medical attention if you have the following: heart problems, are on a low-sodium diet or if the cramps do not subside within one hour.
It goes on to explain some of the things we can do to protect ourselves like take more breaks when doing heavier work, and in high heat and humidity. Taking our breaks in a cool area. Drinking water frequently, drink enough water that you never become thirsty. It lists some great ideas, check out the included link to it, you’ll enjoy giving it a read!
These tips are so important for us and our peers or as managers for our employees. Especially in some of the environments we may work with, like if we’re normally a freezer or cooler order selector we’ll need to be careful if we switch over to the dry area. Our bodies will need to acclimate to the new environment. Production facilities can get downright hot, we need to watch for symptoms with ourselves and keep an eye on our team mates as well! I hope we answered the question regarding the Spotter position today, if a part of your planning is to end up in the transportation world I think it’s a great first step, it’ll give you a little experience and help open doors for you down the road. With the summer months quickly approaching, remember that Heat Stress is something to take seriously. If you’d like more information on what it is and how to protect yourself please google it or send us an email to host@warehouseandoperationsasacareer.com and we’ll send you some great links! Until next week, please stay cool and keep yourself and your teammates Safe!
Warehouse and Operations as a Career swung by the Belmar Integrated Logistics Garland office this morning for a quick visit and I caught Sharon and Ivan with a few minutes to sit down with me, so of course I grabbed the mic’s and took advantage of the situation for a bit. I’m Marty and today we’ll do a little follow-up on a few of the questions you’ve sent in over the last several weeks! I’ve got the people with us today that can supply us a few of those answers! I’m a member of several Job Boards in Dallas, Chicago, Oklahoma, Pennsylvania, Colorado and Illinois. I see so many individuals, who I’m sure are talented within their tasks struggling with getting hired. So since I’ve got two recruiters cornered lets maybe learn what we can do a little better!
Good Afternoon Sharon, welcome back to WAOC, we appreciate you sitting down with us at your offices today. How’ve you been since our last visit?
Sharon –
And we’ve met Ivan today, How are you doing today Sir?
Ivan –
Now I hear you’re kind of new to recruiting or sourcing, it feels nice helping to put us to work doesn’t it?
Ivan –
So Sharon, Everyone needs to work, we’re working to pay our bills and take care of our families. I know your main task is sourcing long term permanent positions. I don’t get to do as much recruiting as I’d like too but I do keep one foot in the arena, hence why I’m a member of so many Facebook Job Boards. Something that I see all too often is someone answering an ad with something like Info, or DM me or ask that you message them. With as busy as a agent is looking over 100’s of resumes, should we be doing something differently?
Sharon –
I’ve been talking about the importance of the Resume recently, Is it all that important? I think us applicants, at least in the Warehousing or Operations world feel listing our work history is sufficient. Pro’s/Con’s? Ivan let’s start with you, any opinions on our resume’s?
IVAN –
Sharon, are our resumes as important to you?
Sharon –
What do we need to know about a phone interview? That’s our first chance at a first impression right?
I’ve talked a lot about how we need to present ourselves on the phone and during that face to face interview on other episodes. I think we should to be confident and positive. Am I off the mark here Ivan?
Ivan –
Sharon, Lets say I’ve just lost my job, I was laid off an hour ago and I need a job. What should I do now? List out the step’s for me, I’ve got to work!
Sharon –
Ivan, do you have any parting words of advice for our groups listeners Sir?
I want to thank you both for setting down with WAOC today, as always I’ve learned so much from you both! WAOC is all about educating ourselves and developing us a plan to reach our goals, which is that long term Career. By our guest sharing their experiences with us we can just get there that much quicker! I appreciate your time immensely. Now you both know I’m going to be reaching out with more questions right?
And I of course want to thank each of our listeners for checking in this week. I hope you found some value in todays show and I look forward to you visiting next week as well! Please email host@warehouseandoperationsasacareer.com with any comments or questions, I love getting mail! And maybe Like and Follow us on Facebook and Twitter where we can be found @whseandops Don’t forget to hit that Subscribe button on your favorite Podcatcher App or iTunes or Google Play Music so you never miss an episode! Until next week, be Confident, Positive and Safe in all that we do!
Marty here with Warehouse and Operations as a Career! I hope you enjoy our show each week and we’re offering up something you can take away from it and it helps you in your career some how or way. We have a lot of fun sharing our experiences and really enjoy getting to throw in an opinion or two every once and a while! Don’t forget about our Facebook & Twitter page’s where you can find us @whseandops, oh and the warehouse equipment operators community group on Facebook, it’s a great place for everyone to share their day and thoughts with a likeminded set of individuals. Well as they say, on with the show I guess so let’s talk about some of the little things that happen to us as warehousemen and transportation employees on literally a daily basis and why its important we always stay focused on our jobs and our positions.
I was speaking with someone who had just received a corrective action for a minor incident with a piece of equipment. He was placing a pallet, with a counterbalance forklift and as he was reversing from the pallet the back of his forklift hit a fire extinguisher that was hanging on an end cap adjacent from the wall slot he was working at. The butt of his lift raked the extinguisher from its hook and it fell to the ground. There wasn’t any real damage, it did discharge however making quite a mess and broke the handle off of it. Now he did the right thing and reported it immediately to his supervisor, as we’ve learned we need to always report any incident no manner how small it is immediately. Anyway she understood and even helped him sweep up all the powder from the floor. I think that’s why he was so surprised about an hour later she called him into the office and counseled him with a written warning. After leaving her office he was really upset and using his words “confused”. Remember, guys and gals a written warning is not a bad thing and there’s no reason to get upset over one. None of us likes to hear that we’ve done anything wrong but I’ve always tried, successfully most of the time, to think of it as a learning experience. If it’s something worth writing down on paper it’s probably something important. In my experience most corrective actions are rooted or based on something we as the employee did, he did hit the fire extinguisher causing it to discharge. After speaking with him he agreed and understood, he said he was actually singing while he was backing up and just not paying attention, he kind of laughed that it happened because he works around that bay 20 times a day. I’ve heard he’s turned in 4 or 5 Near Miss thoughts recently, so in his case that little talk accomplished what it was intended too. The employee is working on staying focused and actually noticing things that could rear up as a problem in the future for himself or others!
That story reminds me of another Associate, he was a pallet sorter, his task is separating the good wood from the broken pallets, responsible for neatly stacking good pallets up in nice stacks for the receivers and the selectors and loading all the broken pallets or bad wood onto a trailer to be sent out for repair. He showed up on a Friday to work his shift but had forgotten his steel toe shoes and his supervisor wouldn’t let him go to work. Well, that upset him quite a bit but he lived pretty close, so he went home and got them and came back to work. After lunch he went over to his Sup, and their pretty good friends anyway, but he apologized to his boss telling him that a few minutes earlier while he was reaching up to drag a pallet off of some bad wood that it’d slid down and landed right on the toes of his boots! If he’d of had his tennis shoes on it’d of smashed his toes big time. Needless to say he wasn’t upset with his boss anymore, at least for the rest of that day!
You know, here at WAOC we talk a lot about rules and why we have them in our industry. I think that’s a good example of a valuable rule. 99% of the time nothings going to happen until it does.
Another quick story, a selector was pulling a case of Bal-sam-ic Vinegar, 4 – 1 gallons, what it was has nothing to do with the story unless you’ve smelled bal-sam-ic vinegar before, anyway she broke one of the glass bottles dropping the case on her pallet and it cracked or broke. She grabbed it pretty quick and got it over to the side at the end cap to a trash can so it didn’t leak the whole gallon onto the floor. She didn’t stop to clean it up and meant to tell the sanitation guy but she got busy and just didn’t do it. Well, on her next batch, driving through the same aisle her pallet jack slid as she was trying to stop and she ended up hitting an upright and breaking a case of another item! Once again, as an employee, she was really upset when she was written up on a warning report for not reporting the original spill and received 2 points on her safety record for hitting the racking and damaging another case with her jack.
Rules, boy I tell you rules seem to be that one thing that us as humans constantly have issues with or regard as unfair, of course there only unfair when we’re the ones that didn’t follow them. I had a buddy that just got a ticket for riding in the HOV lane as a single passenger. An HOV lane which stands for high occupancy vehicle is a lane that you can drive in if you have 2 or more people in your vehicle and of course he’s really upset with the cost of that ticket! Now he knew what the lane was, what it was for and the cost for breaking that particular law or rule yet he’s guilty of ignoring it!
On a heavier note I know an order selector that was creeping his jack, meaning he was walking along side it, just reaching over and rolling the throttle forward as he walked it down the aisle because he had several slots in a row to select from. Sure enough another selector turned into the aisle and bumped the back pallet on his load moving his jack forward and pinning his ankle in between the rack and his standing platform. If he’d been standing on the platform, riding the jack properly or following the preferred work methods that he’d been taught he would of saved himself a lot of pain and the 6 days of lost wages!
I don’t know what it is about rules and why us as humans struggle with them so often. We know they’ve been written to avoid something from happening or to ease our lives in some way but the human nature in us wins out sometimes. Again 99% of the time theirs no cop there when we make that left hand turn from the center lane to avoid waiting our turn, or we can jump in the HOV lane when we’re in a hurry or run that red light so we don’t have to wait 2 more minutes on the next one. 99% of the time nothing happens, but that 1 out of a hundred can be expensive or bad, life altering or even life ending. Same holds true in our work lives. I don’t know why we get upset when we’re clearly, most of the time admittedly doing something the wrong way and someone calls us out on it or we receive a corrective action.
I hope we always receive the proper training for our jobs and that the rules, policies and procedures have been explained to us, and that if we don’t understand something or have questions that we raise our hands and speak up. I feel that’s as much our responsibility as our management teams to make sure we know what to do. That being said though means that we accept the responsibility to follow those very rules, policies and procedures right? I assure you we’ll be safer, advance more quickly in our careers and be a much happier employee ourselves!
I have the opportunity to visit several companies each week and meet new employees and visit with different management teams and another little thing, or what we as employees perceive as a little thing is those pesky time clocks. It’s another one of those tasks that are really our responsibility but, well, human nature kicks in every once and a while and here we go again. It’s so easy to get distracted when we’re arriving to work or on our way to lunch, and its super easy to forget to punch out at the end of our shifts. A very minor issue to us employees but it’s honestly a big deal for our employers. First there’s laws and regulations that they have to follow and there responsible for recording. You would not believe how long it could take at some companies to get our forgotten punch corrected. In many organizations only a few people can even make adjustments to our times and really I guess we’d want it that way. We punch correctly, and we get paid correctly, it's honestly as simple as that. I’ve seen people get upset and quit their job because they we’re missing a few hours or a days pay while admitting they had forgot to make that punch. I couldn’t blame’ em for being upset but the company was trying to get him the money as quickly as possible but it couldn’t happen that Friday! I felt for him but hey, it starts with us punching in and out. Its going to happen, we’re all human. I tell associates to see their supervisor as soon as they realize a punch’s been missed so they can start the process to get it corrected. One thing we don’t think about sometimes is our weekly payroll has to go in or be processed by Tuesday each week for us to get our checks on Friday’s. If our supervisor turns our time in on Monday morning it’s gone and sent within the next 24 hours. Just another little thing to us, but wow what an impact that little rule can have on us as employees, our companies and, in some instances our families.
Well enough of the little things, I’m sure we all have a hundred examples or stories we could share, I know I’ve had all these things happen to me before and I’ve had my feelings hurt because I was counseled about it, but in the end I’d like to think that I realized I was the responsible party and that I learned from it!
Thanks for checking in with us here at WAOC today, shoot us an email to host@warehouseandoperationsasacareer.com if you’d like to comment or suggest a topic for us to look into. Until next week, please think Safe and lets all take responsibility for the Rules!
Ever operated a sweeper or scrubber? You know, one of those big machines with the big round sweeper brushes on it, there is usually a little round one sticking out on the right-hand side. On a combination unit it’ll have a long squeegee bowed around the back of it. Hi all, I’m Marty with Warehouse and Operations as a Career and that is just one subject that amazed me this week.
So, I’m going to try and shorten a long story here, I have a lot of other things I wanted to talk about today but, well, this one came up and I thought it was worth noting. It all started when I received a phone call regarding a question about PIT. Did a person have to be certified and go through a PIT class to operate a Sweeper/Scrubber unit. Oh my gosh, when I answered No not actually, but they did have to be trained and observed on it. Well, before I could even finish my thought the young lady started going into a long, and might I say very loud, conversation or situation she had had with her boss, supervisor or somebody that had told her she could not operate it because she was not certified to drive it. Ok, it took me a minute to get her calmed down. Once I had accomplished that I wanted to clarify my answer to her. I told her that although the sweeper or scrubber did not necessarily fall under OSHA’s 29cfr1910.178 standard, as with any type of equipment or machine, a person should not, and I’ll go ahead and say cannot, operate anything in the workplace unless they have been trained and instructed to do so. Period.
A quick story, all of our warehouse tools are dangerous if not properly used. I’m preparing a class on how to properly use a hand truck, or 2-wheel dolly, for the driver helper position. As I was gathering a few testimonials from the pros, things like how did you learn and what do you wish someone had told you before you took the job? One of the funniest stories was a gentleman said when he took the job, he figured using a hand truck was simple. Stack product on it, tilt it back, and push it forward. He had moved his own refrigerator with a moving dolly once, simple. He shared that his first week he was just stacking his drivers dollies for him and doing it as the driver had instructed him. He felt like he’d learned quite a bit and wanted to help his driver by stacking and running a load down the ramp and into the customer for him. Well, things did not go quite as he had planned. He stated his stacking was great. He broke the load over; it was much heavier than he had imagined it would be. Anyway, he pushed it forward. As he was about to enter the ramp, he thought about how careful he needed to be as there was only about 1.5 inches to play with on either side from his dolly wheels and the upraised sides of the ramp. Well, about a quarter of the way down the ramp, sure enough, his right wheel touched the side, of course it locked up or stopped, causing his estimated 250lb load to pull him forward and to the right. Forcing all the freight and himself to fall from the side, about 6 ft to the ground. Now he was extremely fortunate, and he didn't get hurt and not too much product was damaged, but his driver was not impressed by his motivation and enthusiasm.
His driver expressed how dangerous a hand truck can be. It looks simply but he could have broken his femur bone with that fall. The driver explained that he had seen 2 people do the same thing with much worse of an outcome.
I jumped of subject, but I wanted to show how even the simplest piece of equipment can hurt us.
Where was I, oh yeah? So, this young lady’s supervisor had told her that she could not operate their sweeper/scrubber unit because she was not certified to drive it. Her point was that she did not need to be certified to drive it. Once again that certify word is being misused. I cannot stress enough the importance of training.
I walked her through it, explained the high points to her and she went back to her boss, and they worked it out. She has since been trained and is an operator now. She did state after her training that she had no idea how much responsibility the position had and how much damage an inexperienced operator could do or the cost of damaging the brushes or squeegee.
Next up, I wanted to talk about Eye Wash Stations. I think everyone would agree our eyes are important to us. Hense why all facilities are required to provide their employees with an eyewash station. Now these can be piped in units where we push a lever and water is shot up and into our eyes, or even gravity fed units where we pull down a base with two eyelet dispensers that are being gravity fed a water solution from an onboard reservoir or even a few bottles with squirt tops that we can use to flush out our eyes within the event of an emergency. And these bottles are what brought up today's topic.
Yes, it is important, and required that we have an eyewash station identified at our facility. But we are also required to keep them sanitary and available for use. This week I heard about an orientation tour given to a new member of member of management. The supervisor was really proud of his crew and their facility, and they always do a great job. The tour was going great, until they reached the eyewash station. There were 3 bottles, which was fine as the station was built as a 3-bottle station but the dust and dirt that were on the bottles! From what I heard; they could not have been used without running water over them to clean them up a little. Now of course they were immediately cleaned up and placed back in their rack but ladies and gentlemen, I’m sure someone had walked by them before and seen that they needed attention, right? Could we associate a failure with training here as well? Had the front-line crew not been trained regarding the eyewash stations!
And now a small pet peeve of mine. I was talking with an associate about how a picture is worth a thousand words when it comes to an audit at our facilities. I visited a warehouse and every piece of equipment had paint knocked off of it. The equipment was a bit aged but had been well maintenance. The bollard post throughout the building needed painting and had been knicked up pretty bad. Now this was an older facility, well ran and I knew their safety culture was very strong. Especially where equipment and equipment usage were concerned. I noticed a new hire being shown around and he was checking out the equipment. It just looked bad. The Op’s guy here, well, he just doesn't believe that time and the expense of paint is needed. He doesn't see any benefit to it.
I’d like to state that he is wrong. They do work safe there, and they do provide a safe work environment for their employees, but the equipment and the building should, no, must be realized as an important part of that work environment, a motivator, a point of pride for the associates. Just as it's so much easier to work in a clean and organized work area so is that feeling of pride in one's equipment and facility.
I worked with a gentleman for about 17 years, the most professional forklift operator I’ve ever met. He purchased his own Raymond Corporation paint, to touch up his lift every week. He took pride in it. At that same facility, every once and a while the front-line management team would take a Friday afternoon and go out and touch up all the corners, bollard post and rack ends. They all took pride in their facility. And that facility was the corporation's number one operations and organization.
Strayed again but that Op’s guy is wrong. Pride, in my opinion, is motivation. Could that be a training opportunity?
If we look around us, and we’re honest with ourselves, I believe we can all recognize training opportunities daily. Not that a course need developing for everything. But we should go ahead and step over to a teammate when we see them doing something that could be done safer or more efficiently and talk with them about it. Train them!
Training doesn't have to be all formal. Sometimes helping is training right!
Well, I hope I’ve given you something to think about and maybe act on. Were all in this together!
Until next week, ask a friend to subscribe to the podcast, visit our Facebook and Twitter feeds and by all means be safe in all that you do.
Have you ever heard that you only get one chance to make a first impression? I’m Marty T Hawkins and I’d like to thank you for checking in with us here at Warehouse and Operations as a Career! Whither you are a Supervisor or a lead, an Employee, Recruiter or an HR Generalist, maybe you’re in Benefits, we’re all some of the first people our new and existing associates see. We greet them, walk them through the on-boarding process and sell them on how great our company is and how happy we are that they chose to work with us! Us as a Warehouse Supervisor, lead or Trainer are going to greet them and its our responsibility to walk them thru our Facility, give them a great orientation to all the rules, safety procedures and processes and cover any regulatory concerns with them, right? As a recruiter or hiring agent it is our job to kind of size them up. Do they possess the skills and have the experience to do the task they’ve applied for? Your probably going to watch our body language, how confidently we speak about our work experiences, then you may even check our references and look us up on social media, and your going to put all that together and decide if we would be a great fit for the position! Ever wonder what that applicant is thinking about you and the experience there having? I spoke with several new hires last week, kind of being a welcoming wagon for them. This gave me the opportunity to observe and set in on several interviews. I also got to follow some of those new hires on through the on-boarding process and all the way to their facility orientation and welcome to the team speeches. I had a blast, I love being around young, new talent and it excites me to see their enthusiasm about getting a new job and earning for their families! As great as everything went, I did have a few thoughts though and today I wanted to talk about, are we as employers and us as employees really doing all we can for each other? Let me give you a couple of examples. OK, a recruiter was interviewing an individual for a skilled warehouse position, I was asked to follow up with the applicant as this was a bit of a unique situation and task. Anyway, the recruiter had interviewed them, told them I would be right in, and went next door to start interviewing another applicant. The recruiter finished up there and came to get me to speak with the first one while telling the other one I’d be with them next. Now, I don’t think the recruiter did particularly anything wrong, but I got to wondering if the applicants maybe felt they we’re part of a conveyor system? As you can imagine, my interviews can take a bit. Especially if I’m trying to ascertain one’s actual skills and work history. You all know how easily I can get of subject and run down an entirely off subject rabbit hole. I mean, isn’t the applicant probability gathering an impression of us and the company too? That’s kind of the first opportunity the prospect has met us, face to face anyway. They may have checked out our website, learned a little about the company, maybe even reached out to a friend that may have had an experience with us, but this is the first time their seeing our building, meeting us and seeing a little interaction around our offices. Do you think we always make a great and grand first impression? If we appear to be hurrying through an interview and trying to get to the next person in the room next door, or maybe have a little bit of a long delay waiting on the second interviewer to come visit with them, even if its just their perception, did we give them the first impression we deserve? We’re good people, we care about them & helping them find work. But could they tell that, do we always make them feel that way as hiring agents, Human Resource and Benefits departments?
I went out to several facilities while the new hires were being walked in and passed on to their new leads, Supervisors or trainers. Now we all know how busy these men and women are, attending to a new hire is quite disruptive to their shifts. One facility did an outstanding job here. The trainer was introduced to her new hires, greeted each new associate, set them down and told them she would be right back. She had her radio with her, she’d been carrying a clipboard, and what looked like some batches she’d pulled out to distribute to trainees she’d been working with. Anyway she showed back up in like 5 minutes, her hands were empty, and she got on her radio announcing to everyone on the other end that shed be walking a group of new hires around and that she’d get back to them in about 30 minutes. And then she turned off her radio! I think that was the most in depth facility orientation and new hire tour I’d ever been through. She spent about 40 minutes with us, as she would explain something to us she’d ask if we had any questions, really selling the supervisors and the company on us. She dropped off the new hires with their assigned supervisors and told each of them that she’d be checking in with them throughout the shift. I almost wanted to go to work with her at that point! Now all the other facilities did good too, but I couldn’t help but wonder if they could’ve done better. During their walkthrough they were constantly interrupted. I couldn’t help but notice the others definitely picked up on the fact that the supervisor was very very busy. He hustled us to the safety stations, eyewashes, evacuation routes, etc all the while explaining the job descriptions, processes and procedures to us. He dropped one guy off with a loader and one guy off with a sanitation person and told them both to follow their teammates instructions and that he’d be back to check on them. Now these were experienced warehousemen. I’m certain that their feelings weren’t hurt at all and that they did fine with the welcoming and their orientation, but I couldn’t help wondering what kind of first impression their new supervisor had left them with?
Well then of course, me being me, I observed what kind of first impression we employees were leaving with the trainer and the supervisors. Oddly, the associates walking with the trainer were very engaged, asking questions, talking about their experience and showing genuine excitement about their new positions! On the other hand, the employees walking with the supervisors that were conducting business during their walk and honestly kind of rushing through it asked not one question. I’m sure those supervisors hated that I was along for the walk. They were perfectly polite to us and did a great job of answering all my questions. I feel or felt like the employees could have changed the whole tempo of these orientations by talking up more. It wasn’t that the Supervisors weren’t willing to take the time to explain more and answer any questions presented, I think the new associates simply fed off that perception of busy and just fell in line with that thought process. So then I got to wondering what kind of first impression we employees had left with the trainer and the supervisors. I’m probably over thinking the whole first impression thing right? But what if I’m not? I think we’d all agree, both employers and employees, we should be working at leaving a better impression of ourselves with others, slow down, and make sure others know how excited and appreciative we are of our new relationships!
Talking about all these behaviors I wanted to share a couple of other things real quick. You know, being a supervisor means, yep I get to look up another definition. https://en.wikipedia.org/wiki/Supervisor Wikipedia tells us a supervisor gives instructions to subordinates. Be held responsible for the work and actions of other employees. No where does it state that our subordinates should be afraid of us, or that we can single out people to pick on or pick at. You know write ups should be used as coaching tools, not big 2×4’s. We as young supervisors need to be taught that, yes we are responsible for our employees actions, but by ensuring there doing their jobs we’re able to perform our jobs right. I have the pleasure of working with a couple of your sup’s right now. It’s a hard job, one of the hardest jobs I know of, but it can be much easier when we accept it as a job. There’s a title but it’s really just a job and now its our job. I’m sure there was a time when we thought, man, when I have that position things are going to be different. Lets watch our behavior, pay attention to the impression we’re leaving with others! Yes, we have to be stern at times, but we’ll make a better impression on others if we’re always fair and consistent with our decisions, right?
And us as employees, I witnessed some behavior this week that left great impressions on me and some definitely not so great impressions as well. Ladies and gentlemen, this is just a job, a career opportunity. What kind of of an impression are we leaving if we’re always complaining, using profanity all the time and not acting like a team player? Now we should certainly speak up if were not being treated right or an injustice has been placed on us but let’s remember to be professional about it. Again, this is a job, nothing larger than that. As an employee have you ever wondered what kind of first impression you made with a new hire or new teammate?
There’s a few of my thoughts on behaviors and first impressions. Please send me an email to host@warehouseandoperationsasacareer.com and share some of your thoughts on the subject or tell me how far off the page I am. If you enjoy our episodes each week, I’d appreciate a quick share to a friend and maybe a like and a follow on our Facebook and Twitter feeds! I hope you enjoyed todays episode, until next week please be responsible, be safe and make a great safety impression on a teammate!
It’s been another great week hasn’t it! I’m Marty and I’d like to thank you for joining us again here at Warehouse and Operations as a Career. This week let’s spend a few minutes on controlling expenses. I had a conversation last week with a V.P. of Op’s about a facility that had had over 1000 short on truck cases the previous week. That’s a huge error ratio and creates a very real expense to the company, not to mention the disservice to their accounts. I tell you what, we’ll get into all that in a moment, but let’s start with how we handle wasted expense when it’s our own. I’m certain we’ve all, probably on a daily basis, talked or commented to our kids about leaving the lights on in an empty room, or leaving the A/C running way to cool when no one’s home, or how about running the bath for like 15 minutes before their ready to get in it. All that can be a drain, an actual waste of our hard earned money. By managing those expenses or that waste we’re able to have more and do more right? The same holds true in our work lives, our companies can have more, maybe newer equipment or supplies and share or afford more, those monies we as associates don’t help manage could end up in better wages or incentives for our positions!
About two weeks ago I was speaking with a building maintenance supervisor, I’ve know him for about 15 years, hadn’t seen him for like 4 years now though, he’s now working in a new industry. I’d known him from the distribution arena and I’d asked him how he was liking the new job. One of the things that he mentioned was how he didn’t miss all the pallet jacks and forklift maintenance he use to deal with. His biggest complaint was always the shrink wrap and cardboard being ran over by the equipment and all the load wheels he’d have to replace and the cost it incurred for his department each month! We can all realize those wheels aren’t cheap, those bearings we burn up each month not only cost a pretty penny but think how much time our equipment’s down while there being repaired. Oh and speaking of cardboard and shrink wrap, these days a lot of companies recycle them, I’m sure we could all pitch in and save a few more bucks by saving as much as we can and getting it to the proper staging area! One of my old pet peeves was the waste of things like tape and rolls of labels. How many partially used rolls of strapping tape or rolls of labels that get changed out too early because we didn’t want to run out during a batch so we just put in a fresh roll! Our one roll doesn’t hurt anything, but multiply that by 60 of us times 6 days and we could have saved the cost of a whole box. It’s hard, I mean we have a task to perform, thinking about expenses and saving or not wasting that money. But I’m sure we can all agree it’d be a win win if we could do a better job at it!
So shorts or not on trucks. The facility I spoke to earlier typically ships around 400k cases a week, with over a thousand shorts or not on trucks that’d be an error ratio of 1 in 400! That’s 1 case out of every 400 didn’t get delivered to the customer. Think about that cost, there’s an expense to get it ordered again, send a selector out to get it again, get it loaded and then driven back out to the account, times 1000 times. I know that’s an exaggeration but wow. A typical error ratio I work with is at a minimum 1 in 3000 and I know accounts that are hitting 1 in 20,000. Those numbers include misships as well. Short on truck and misships are a huge expense, and we can’t forget the impact to the customer. If we take the family out for a nice dinner and the kids want spaghetti but a selector mispulled stewed okra in the can for spaghetti, well that’s not going to be a good thing.
Ok, so how can those expenses happen, what causes a short on truck and how can we prevent it. And a mispull, how do we grab the wrong thing. If you can answer those questions and eliminate them from the industry you can be a wealthy individual, every corporation would pay you just short of a king’s ransom. Take shorts, we’re selecting our batch and we pull up to an empty slot. The inventory may be off so the machines sold a case that we just don’t have. If we don’t turn that label in as a empty where it can be removed from the invoice, bam, it becomes a short on truck. Its quantity is still on the invoice yet the driver does not have it on his trailer and the customer can’t sell it! Another scenario could be our forklift driver hasn’t yet replenished the empty slot, so when we get there it’s empty. Again, if we’re busy and fail to get that label turned in, bam again, it’s a short! So much has to happen when we’re dealing with an exception, or something happens to take us out of our normal pace or process and it’s then hard to get it done. But we need too, I think we’ll all agree there. And of course I’m sure theirs that one peer that, it may even be one of us, that just isn’t caring at that particular moment and thinks, heck I’m not going to mess with this, and bam bam, it becomes a short on truck again! Human nature takes over, we need to fight against it, and we’ll be better employees if we do, but I’m sure it happens.
And a misship, I’ve always struggled with a misship. Our label or pick ticket will give us the description, the item or sku number or supc number, the pack quantity, color or size etc. We’ll be directed to a slot and we have the opportunity to verify all that, yet the misship is a real thing, happens every shift, and cost our companies and customers. They happen, I’ve made more than my share over the years. Again, if we could solve this problem we wouldn’t have to work for a living anymore.
Errors are costly in every profession and industry. I guess we as associates can help by realizing those cost and helping where we can, maybe paying a little more attention when we can. Again, it’s hard. We have production numbers to hit, we’re making our money. If we can improve with these two areas I’m certain we could see some more incentives. Maybe that’s an idea you could bring to your management team, if you could present them with a way to measure our improvements they very well may just share those savings through an incentive or bonus program. When I was selecting if our names weren’t on the short or misship sheet we’d get a $5 petty cash slip each night. Back then that was quite an incentive, I’d come in every night, check that sheet and go count inventory, talk to the driver and loader, I was always pretty persistent that I hadn’t errored! Sometimes I found it or proved my innocence and sometimes I just had to accept it. There’s no perfect system or WMS or warehouse maintenance system that can eliminate errors, yet anyway, but I’m sure we’ll all agree we could probably try a little harder!
I almost forgot about damages, that’s another expense we can help attack. I’m sure we all see that staging area where we place damages at the end of the shift. Again, it’s just that we’re working, maybe we take a corner too tight and graze the upright or stacking, I was probably the world’s worst stacker, anyway, if we’ve stacked a bit loose and have a tower stack fall over and damage a couple of cases, bam again, expense we maybe could have avoided. And let’s not get into the cost of rack or building damages. Those overhead doors aren’t cheap either!
I was thinking a few minutes ago, when we were talking about running over shrink wrap and cardboard. I wanted to point out the safety aspect of it. If you’ve never had a set of bearings lock up on you when you’re in motion, be thankful. I hate to admit it but once the load wheels were so wrapped up in plastic it locked up and nearly threw me off my machine, and I’ve seen the same thing happen to a forklift a couple of times! Not a safe situation at all! And things like that are incidents too, could even be near misses and could count as a Safety incident. We may expose ourselves to retraining or be hit with a couple of Safety points as well. I know we will if there’s ever any rack damage or one of those overhead doors are involved.
A bit of preaching today, but I’m sure we all understand the opportunities. If you have any ideals or could share what your facility does to combat shorts and errors or damages please email us, host@warehouseandoperationsasacareer.com so we can share them with the group. Talk about getting noticed by your management team, if you can help reduce those types of expenses you’ll get more than a handshake! And please join in with our discussions on Facebook and Twitter, you can find us @whseandops on both, and we’d love it if you could like our Warehouse Equipment Operators Group on Facebook as well.
We hope you stop by again next week, and until them let’s all gather up that cardboard and shrink wrap, maybe pick up those pieces of pallets on the floor and be Safe on our Equipment!
Hello all, what a busy week! I hope everything is going your way for you. I just finished up a training session in the Atlanta Georgia area. I mean literally like 15 minutes ago. It’s late but I wanted to talk for just a few minutes about the Supply Chain. I’m Marty with Warehouse and Operations as a Career. Last year I learned that our nations supply chain was a bit more vulnerable than I ever realized! When so many manufacturing and production plants shut down due to the pandemic, remember those early weeks when we didn't know what was going to happen! Here in the states, we started noticing, much quicker than I thought we would, that we were running out of imported goods. That 3-month lag in goods hitting the seas would end up taking us months to reboot. We did though, and I for one feel we’re much stronger for it! Let's not jump subjects I guess, but I did want to take just a few minutes and share a thought or two about that supply chain again.
So, we all know how important containers and trailers are to our economy. Without those tractors and all the women and men willing to move all our goods across the states we wouldn't have everything we want. Much less everything that we need. I for one appreciate them, as I’m sure you do as well. Many drivers took a beating for those few months with the delivery lanes and ports all messed up. I hope that we never experience something like that again.
With that being said, we dodged a bullet this week, or I feel that things could have been much worse and I’m thankful to report that all is right in the world of ships heading to ports again!
This is going to be a brief episode, life got in the way the last couple of days, vehicle troubles, doctor visits and friends needing a hand! Anyway, lets talk about the near disaster of the Ever Given container ship that blocked the Suez Canal this week. https://en.wikipedia.org/wiki/Ever_Given Does anyone know how big of a vessel we’re talking here! This thing is huge. Wikipedia tells us that it is owned by a large Japanese ship building company. It was launched in May of 2018. Its tonnage is written as 220,940. And its length is 1312 ft. It got stuck or ran aground in the Suez Canal last Tuesday. The ensuing back up started immediately!
As of this Monday there were 367 vessels waiting their turn to take the short cut thru the canal. Although the Ever Given is afloat and under power now, it’ll still days if not a couple of weeks for everyone to get back underway.
As a little side note, the Suez Canal handles about 12% of our global trade. I learned a few things while looking up these facts tonight. A couple of things were a bit alarming to me. Maybe our global supply chain is showing signs of distress and we’ve just been ignoring it. We all know that more than 75% of our goods are moved by sea. Any little burp like a large storm, an area taken over by pirates or a large port fire even, something simple like all those examples can disrupt a good thing.
I’m thinking, as more and more people have returned to the workforce that our demand of consumer goods are going to outpace the flow of goods. Maybe an opinion for another time!
So back to the ever given! I read one estimate that said over 8 billion dollars of goods were being held up each day. The rescuers were using every tool they could think of. Tugboats, digging sand, I think they tried everything but calling two Texans with four-wheel drive trucks to pull from the bow and the stern. Seriously thinks we’re starting to look bleak for a few days. Can you imagine the delay if they had to unload all those containers to float it again? She was carrying just under 18K containers! Another article stated that, I think it came from a Lloyds list, anyway, it said that estimates were as high as 400 million dollars an hour was being lost. That’s a lot of money my friends!
But like I said, all’s good now. Or is it? The canal is open again and the Ever Given is back on course. But I think we’ll fell the impact of the last 6 days for much longer. I mean, things have been delayed for a week. I wonder if the ports had laid anyone off since the ships weren't arriving? Can they call them back quick enough? And what about the many ships that chose to take the long way around and not wait for the canal to be cleared. They may have added a week to their travels. That could mean much more fuel and dangers at sea. I don’t know but as you can probably tell, my interest has been peaked! I’m pretty sure we’ll be having an upcoming discussion regarding the health of our national or global supply chain!
There is a ton, get the pun. There is a ton of articles on-line about the events of this week. Check them out, I think you’ll find the situation interesting.
Will your facility be affected by the delays? Are you experiencing any changes in your business or inventory due to the supply chain? Share any concerns you may have with the group please. Send us an email to host@warehouseandoperationsasacareer.com and I’ll present them to the group. Maybe someone could start a discussion on the warehouse and equipment operator's community Facebook page.
Life, I love it but man it can get busy! Well, those are a few thoughts I’ve had. Now I’m ready to wrap up the week. Until next Thursday, be safe, share a safety thought with a friend, and remember there waiting on our safe return at home!
And here we are, week 12 of 2021. Some of my peers are in awe that the year is moving this fast while others think it’s creeping along. I’m feeling like time is moving at an incredible pace. Maybe it’s just that I’m trying to get so much done in a week!
Well, enough of all that, I guess. So, I had a question, more of a comment really, a comment that, well, maybe many of us would have spouted out when placed in the same position. Shoot, I forgot the introductions! I’m Marty with Warehouse and Operations as a Career with you here tonight. I’m in Texas, the Dallas area actually, and we’re having some of those famous Texas storms here. I hope the audio is alright and I’m able to get it recorded! Now I’ve lost my bullet points! Ok, so back to that question that was more like a comment! Here’s the short story.
An associate, an order selector actually. An hourly order selector, in his position or at his facility everyone wears a couple of different hats. He is one of about 7 order selectors, or order pickers. Anyway, his company is getting ready for an audit, one of those industry guidelines audits, so there are a lot of procedures and processes being written or improved upon. Now this facility is kept really clean to begin with. I’ve always been impressed with how neat and orderly they keep the truck yard. It's probably around 250,000 square feet. And they're really good about keeping all the bollard post, the parking light guards, and the doorways painted and looking sharp! Back to the comment I received, that’s kind of the whole point of the story!
Anyway, this order selector was asked to grab the touch up paint cans and paint or cover up any scratches on all the equipment. His comment was, and you may have already guessed where I’m heading now, his comment was that that’s not my job. Well, I’m not his boss, and I don’t work with him, but you can probably guess how I feel about that statement.
I’ve always felt like I work for the company. Our checks, or usually, our checks doesn't say, order selector, or painter, or sweeper, or trash compactor cleaner on them. But I’ve been all those guys before. I was being paid by the hour and I always looked at it as my job was to do what was asked for that hour.
Now yes, there are generally exceptions. The request needs to be legal of course and not go against any of my training. And if I was on a pay incentive program or paid by the case program, I’d bring up my pay upon hearing the request. But if I’m hourly, it’s really my job, right?
Another painting story really quick. So a pedestrian walkway needed to be re-painted in a warehouse. It didn't need to be laid out, the old lines were already there, easily seen and perfectly fine to be traced over. The Supervisor even stated, just do the best you can. I don’t want to remove the old or sandpaper them away, just clean it up and spray over them and next year we’ll restripe them properly. The associate that was asked to perform the task was a long-term employee. He quit; he was very angry that his boss had asked him to do it instead of one of the new boots.
I spoke with his supervisor about it and asked if he had shared why, he had been the chosen one. He said no that he didn't speak to the employee. He had another person direct him to do it and that he of course was going to reach out to him later that day. I get to use that communication word again today. Another good warehouseperson resigned or lost their job because, we as employees, sometimes jump before thinking things through!
Here’s one I’ll never understand. So, a gentleman gave truck driving a try. Worked hard, earned his CDL or commercial license and went out on the road. As we’ve discussed here at WAOC a few times, those local delivery or route positions can be hard to come by until we’ve acquired a few years of experience. He went out on the road for almost a year. It just wasn't really for him. It wasn’t working out for his family. But this story, at least up to this point has a good ending. Upon coming off the road he landed a good job as a lead for an unloading or lumper company. He loved the physical aspect of unloading and being a lead. He already had his eyes on a supervisor position.
Well, his boss knew he had some driving and backing experience. One night their spotter called in sick. He was asked to go help out for the shift. Now, he’d been asked 3 or 4 times before to help fill in or to go out and catch them up, so he knew the ropes. His answer tonight was no. He stated that he did not want to go out and help, grabbed his lunch and walked away.
How about operating a sweeper/ scrubber unit? If any of you are trained on that machine, I’m sure you, I’ll say, dislike having to operate it right. It's not hard, or complicated, but it takes time to do it right. As you know, first we have to drive it across all the docks, down the aisles, being sure to get up against the pallet line, sweeping up all the dirt and dust. And heaven forbit our team mates failed to pick up the larger pallet pieces or empty cardboard boxes and slip sheets because then we’ve got to get off the machine and move the obstacle out of the way!
Then the scrubbing, man, that has to be done super slow, and squeegeeing up our water trails! Not my favorite task.
So, an order selector had spilt some gallon cases of vinegar, I think it was 6 cases of 4/1 gallon at the end of the night. The sanitation crew had already entered the aisles working the slots. Theye'd already swept and scrubbed the endcap area where the spill had occurred. His supervisor asked that he go get on the unit and scrub up his mess. He was trained and certified to operate it. I think he was formally a backup operator now that I’m thinking about it. Anyway, about 20 minutes later when everyone went looking for him, he was gone. Punched out and left! His supervisor had to go scrub it up. It took him 24 minutes. This gentleman quit his job of 3 years over a 24-minute task. By the way, he was an hourly employee with production pay. There we’re no more cases to pull so everything would have been over time I was told.
We named this episode this that and the other because that is our jobs. I was asked by a sales associate at one of our customers this week what my job was. She said I see you out here with people in the office, walking around in the warehouse and visiting with safety and dispatch all the time. I told her It's my job to make her job easier! I visit with a few of your departments to help expediate your inbound and outbound and make sure our people are helping in a safe and productive manner! She grinned, thanked me and went on!
But isent that what our jobs are. Distribution is inbound, storage and shipping. Manufacturing is the inbound of raw goods, turning them into other products and shipping them to Production facilities to make something out of them! I know, I simplified things a bit there but, that’s it right?
I know we each have our own task to perform or to get done. But, if we are that employee that wants to do more, go further and earn more money then we understand that our job is to do this that and the other.
I’ve been asked to do something on goals. Let me know how you’d like that to be presented. I’d be happy to put something together and post it on our website for a free download, oh, or maybe a free recorded webinar? Email us at host@warehouseandoperationsasacareer.com and let me know if you’d like it through the podcast or something free on the website!
I hope I at least made a point today. I know I was just kind of rambling but, gosh, our jobs are a job. We’re paid to be there, yes of course we’re hired to our skill but, our jobs are that and this and the other!
Until next week, keep an open mind, be that person willing to do that and this, and above everything else, be safe. See ya next week!
Hi all. Have you ever had an opportunity with procrastination? Or the action of delaying or postponing something? What causes it? I don’t think it's because were lazy, and I don’t necessarily believe were avoiding a particular task either. I believe, and this may sound strange, but I think it's our frame of mind at the time. If that decision had been presented to us 2 hours earlier, we may have just accepted it, performed it, and moved on. But something happened, and we thought differently for a moment. I’m Marty with Warehouse and Operations as a Career. Lets talk about what can throw us off course.
Now, of course, there's a lot of science, a lot of opinions and, quite frankly, a lot of non-sense about why people procrastinate. We’ll talk about a few of those things here in a few minutes but first I’d like to share a few of my thoughts and experiences with procrastination.
So, last week a safety manager had asked a crew manager, and he happened to be in another state, anyway, he’d asked him for some information. I think it was an SOP or standard operation procedure for a task. The manager was going to get it to him before the close of business that day. Well, 3 days later the safety manager inquired about that SOP. The crew manager of course apologized and said he’d send it over shortly. A hand written sheet was emailed about 30 minutes later.
Now I know this crew manager really well. He’s a great guy, committed, and he knows his stuff, his job, inside out. He’s not necessarily comfortable using Microsoft office products though. I believe, and this is just my opinion, that a case of human nature sunk in. I think he did not want to format a word or excel document so his mind just dropped the subject. And when it was brought up again, a simple handwritten procedure was sent over. Under the guise of it needing to be sent over immediately.
Absolutely no laziness there. Like I said, he knows the procedure, more than anybody else he knows the process. But his mind said no, not right now!
Another quick example. I had an associate come to me, asking a few questions about a project they were asked to help with. No deadline was brought up but it needed to get done. The person that had explained it hadn't been 100% clear when communicating what they wanted. And the associate didn't ask any questions or try and clarify what was needed. So, what happened, the mind pushed it to the end of the stack of projects. Now this one has a happy ending. I knew a little about the project, could point them in the right direction and it was finished up in like an hour.
Here’s one more. A receiver had 3 loads left to get tagged and received for the day. One was a 16-pallet load, another had 22 pallets and the third was a breakdown load that would end up being 67 pallets, both small and large wood. 47 different items were on it. All three trailers were being unloaded at the same time. All three had missed their scheduled appointments and would cause the shift to run over for the day, probably by like 2 hours. The receiver had gone to the check in office and retrieved the purchase orders and tags for all three loads and was diligently working the two smaller loads. Something in his mind, and not just anger, kept him from just accepting the fact that the late load had been accepted. He knew he was going to do it, he had to do it, but it was going to be the absolute last thing he did for the day and it was going to take him longer to complete it. Human nature, it's not anything to mess around with. We can't let it suck us into its clutches!
I know myself; I stay pretty busy. I’ve caught myself shying away from a much easier task than the one I choose to do at the time. I don’t know why. It’s not laziness, I, being my mind or soul, just doesn't want to deal with it at that moment!
I’ve learned to ignore some of those thoughts. I guess you could say I’ve learned to fight procrastination! In our chosen fields, there's little room for putting things off. And I must admit that, although I feel like I’m doing better fighting procrastinating in my professional life, I am still struggling far too much with it in my personal life!
So how do we fight it?
- Prioritize opportunities. If something isn't important to you, you'll probably spend very little time trying to achieve it. That reality is the basis of your priority list. The achievements that really matter most belong at the top. Everything else can fall whenever. And that might even mean falling off the list!
Focus on the things that give you the most inner joy and happiness. Never mind what popular opinion thinks. If something gives you butterflies every time you think about it, that's what you want to work towards.
Once your list is in place, start at the very top. The most important thing deserves the most attention. You're guaranteed ultimate satisfaction once you achieve it!
-
Break down tasks into achievable bits. It's easy to put things off because they seem too overwhelming. Your natural instinct may be to shy away from things
-
Renew your commitment each day. In order to stay on track, it's important to maintain commitment to the goal. That can be easily achieved by renewing your commitment each day.
When you wake up, remind yourself of your purpose. Take a look at what you're motivated to achieve. The feeling of excitement about achieving a desired goal is constantly alive. You just need to reengage it regularly.
This exercise also helps you to maintain focus on what's important to you.
In fact, you may even find that the spark of a goal fades. This can happen when you realize something you thought was important really isn't.
Daily renewal helps you to zone in on what means the most to you.
- Reward yourself for each achievement. It's important to keep yourself engaged and focused on the goal. A great way to do this is to reward yourself. As you achieve each small task, celebrate the progress you've made.
Make a significant effort to celebrate your achievement. A half-hearted effort isn't really enough. To maintain commitment, you have to reward yourself well every step of the way.
Treat yourself to something you've always wanted. Maybe in the past, you avoided spending on it because it "wasn't worth it." But now you have every reason to go get it!
Being kind to yourself is the best way to motivate continued focus on goals. When you know there's a reward at the end, you'll likely commit every ounce of effort necessary.
There are more than enough reasons for you to go after meaningful goals. If you're honest with yourself, you can easily list them all on a piece of paper. Focus on doing something to move toward you goal today. Leave tomorrow for celebration of today's success!
I’ve found a couple of good articles about procrastination this week. Once I’ve digested them, I’ll put them up on the website, feel free to download whatever you’d like. It’s still a work in progress, but it’s coming together. If you haven't checked it out lately it may be worth a look.
We’ll, I’ve got to quit procrastinating today and finish up this workbook I’m doing for a company.
Until next week, plan your week out, and watch the human nature thingy. Be productive and Safe.
Welcome to Warehouse and Operations as a Career, I’m Marty, everyone having a prosperous and productive week? We’ve been discussing how there’s so many ways to break into the operations fields, all the different get our foot in the door positions and how we can target our employers or the companies we’d like to work with, capitalizing on our career goals. Something that came up this week was those gig apps out there. Something relatively new but you’ve probably heard someone talking about them. Basically, you download an app that employers post job assignments on. Usually for fill in or special assignment tasks that they need someone to work a day or two, maybe on something where little to no training is involved. They just have some things that need to get done. We’re seeing them branch out into general labor assignments now too. I think the warehousing industry is starting to recognize them, I know of a couple of facilities experimenting with them for Unloaders, pallet runners and even order selectors! Of course, as with anything new, it’ll take a while to collect enough data to see how efficient the program is going to work out, but it sounds like a good idea right? Last week we talked about the importance of part time positions, how they fit a lot of us, the employees needs and how profitable they can be for our employers as well. Maybe these gig assignments can carry those efficiencies to the next step?
While out and about, just checking in on different operations, I asked around a bit, just bringing the subject up in conversation with front line supervisors and leads. I did the same with the next level of management, managers, directors and vice presidents and surprisingly I received two different opinions on them. The front-line teams really saw no interest in them, at all, at first. Now it's important we remember these are the guys and gals that are responsible for getting things done, the doors closed every day and all the training that goes along with a new boot on the floor. The first things I heard were concerns with productivity, errors and safety. Their question was how we are supposed to spent time on an orientation, going over all the safety procedures and company rules with an employee that is brought in knowing they are not looking for full time employment and may only be with us for a day or two. Valid points, but we’ll come back to that in a moment!
Now the managers, directors and vice presidents all found interest with the idea and wanted to know a little more about the different programs out there. And think about it, on the surface there’s quite a few pros with the idea. Something like this may be great for when an associate calls in sick, simply post to the app that you need someone for the day, a prescreened and qualified, task experienced person clicks accept and is at your facility within the hour! Or say you have a special assignment, something like moving some racking around or recalibrating the available cube with a lot of slots and just need someone to raise or lower a lot of cross bars. Post the job on the app and someone that has done that type of work before clicks accept and shows up for the shift the next day. Both scenarios we just mentioned are temporary needs. Wouldn’t the app be a great tool to have, and be more efficient than using a temp agency? And I heard quite a bit from them regarding cost, every one of them wanted to know more about how the billing worked, rates and wages, those kinds of things.
And what about us as employees? Well, we all need to work. Like we discussed last week we could have other responsibilities that prevent us from working a full-time job. Or sometimes we just need a little part time position to fill in too many off hours. Maybe we can only work on the weekends. These new gig jobs or app jobs may be perfect to fill those needs. Regarding the two examples we just talked about, let’s say the gentleman that called in sick with in the sanitation department. The ad is posted to the app and I have 5 years’ experience in warehouse sanitation and am only working 3 days a week at my regular job. I’m off today so I click accept, show up, perform the task and the day's pay shows up in my account the following day. Or I’m between jobs right now and I see that you're looking for someone to help unbolt, move and replace cross bars for a few days. I’ve done that before, so I hit accept on my phone and work for you until the task is complete! Sure, sounds like a win for us employees too to me.
So, like I said, this discussion came up last week and I wanted to learn a little more about it. I spoke a company utilizing the gigs in 4 different states and 6 cities. Some locations have seen great success while others do struggle a little bit. From what I gathered, and it makes perfect sense, is the region and location can really come into play when looking for experienced and available talent. If I’m posting for an experienced electric rider pallet jack operator to be a pallet runner in a town that only has 2 industrial facilities, there may not be a person with that experience that’s not working right now. Hence, they’ll be no one to accept my post!
I wanted to know how to apply so I asked a few questions. Pretty simple actually. All I’d have to do is build a profile in one of the many app’s out there, list my past work experiences, any equipment I’ve used before along with giving myself a grade on how proficient I was on it and give them a direct deposit routing number to an account to deposit my earnings into. I liked how I could even give them numbers to any non-conventional banking apps as well. It’s really like just filling out an application. Now someone is going to give us a call, an interview I guess you could say, really just to verify we can perform the task’s that we listed on our app. The kicker here is that our assignments will be rating us on how well we performed the tasks assigned to us. Which is great because if an employer is looking for someone through a post, I’m certain they’d choose a pallet runner with 5 stars using the equipment over someone with only 2 stars! Lesson 1 would be to be successful with the gigs we’ll need to be honest on the application. I spoke with 7 people that’s working the gigs and all of them have loved the experience. Everyone brought up the being paid the next day is a huge plus. A couple of them did get in a little over their heads, maybe exaggerating a little on their profile and immediately went back and fixed it. They all felt like you needed to do everything you can to keep at least a 4-star rating to get picked for assignments.
So, let’s go back to those concerns, very valid concerns, that our front-line leads, and supervisors had. One of their biggest concerns was training and safety, taking even half a shift training a gig employee on how to do the job. I mentioned how at first, they had no interest hearing about the programs. After pointing out how you wouldn’t necessarily post for all the positions in your facility, but how something like this may be the perfect fit for others most of them opened up a little bit. We need to remember these individuals aren’t actually new boots to warehousing. They know all the Safety regulations and how to perform the tasks in general. We will need to cover any company specific rules with them and yes, we need to give them an orientation to our building like evacuation routes, gathering areas, where the eye wash stations are and such but not necessarily a full-blown orientation to our company! We’ll be working beside them for a few days though and I feel we do have to make them feel welcomed. We brought them in because we needed them, and we should treat them with the same respect we do everyone else.
After speaking with companies utilizing these services and the employees using them for employment, I’m feeling pretty good about them, and I believe we’re going to see more and more of them pop up. Another great thing about them is we can give a prospective employer a test run, see how their organization is ran, maybe learn if we’d like to work for them on a permanent basis. I learned that 7 of the gig workers did receive full time offers and have taken positions with companies that had used them a few times. So, we’ll need to add these job service apps or gig work programs to our list of get our foot in the door positions!
Well, there’s a little on what I learned last week; you may know someone that should check them out. And if any of Ya'll have worked through a service app before please send us an email to host@warehouseandoperationsasacareer.com and let us know how it worked out for you! If you’d like a little more info on gig work, start a feed on our Facebook or twitter pages where you can find us using @whseandops.
Thanks for stopping in, and please ask a friend to subscribe to us on apple podcast, google podcast or any of their favorite pod catchers.
Until next week, be prosperous, productive and please be Safe in all you do!
Hi everyone, Marty T Hawkins with you here at Warehouse and Operations as a Career! Where are we at this week? Looks like Week 9, the first week of March, which is the last month of the first quarter! Everyone keeping to their plan? We each have a plan right! I won’t jump off on one of my planning and goals rants today, but I did want to talk about a few things that came up this week out in the field.
First, I was asked by a new supervisor, why every new employee that HR was sending him seemed so anxious, or, edgy. He wanted to talk to his generalist and help them better understand what he wanted the new boots to know! I hear this often. Usually from the newly promoted leads and Supervisors. I suggested we go sit down and grab a cup of coffee, that I did have a few thoughts on the subject.
This supervisor had been working at this facility for about 6 years. He had started out in the sanitation department. He’d moved on to be an order selector for 2 of those years, then he was a forklift operator for about a year and then an inbound receiver before being promoted to supervision. He’s doing a great job and his boss has been quite impressed with his progress so far. I can see that he’s feeling a little bit of the pressure, well, really, I guess he’s recognizing the responsibilities. Handling it, but feeling it!
So, we went to the break room and I asked him to think back to his first day that he walked into the building. Of course, he laughed and said that was almost 7 years ago, I don’t know how I felt! I asked him to think about who his boss was and did he remember meeting him maybe. It was so funny because then the memories started flooding back! He said his boss literally scared him so much, he remembered all the noise, all the equipment seemed to stick with him. I said you just answered your own question Sir. It is not that HR is sending the wrong people, or needs to be telling them something else. It's you, you need to be helping them more. You have to take that additional 15 minutes with your new associate and help set them at ease. I can't remember the last time I saw someone so excited to get back to the floor and start working with his people again!
And as a new employee. I think we can help ourselves in this area as well. I mean, if we have asked questions during the hiring process, questions about anything we didn't understand and made sure we knew what our position, job description, and what expectations my new employer had regarding my success, I think I’d feel better about my first day? Whenever I can I try and walk a new candidate out to the docks, show them the aisles, let them see the pace and the movement. As a new associate we should ask to see the place. Couldn't hurt! It's our new job, we bare some of the responsibility regarding how we feel on that first day. Ask those questions as an employee and be that helpful team member is we’re given a new teammate!
Next, I wanted to ask, do we know how to ask for a raise? Is there even a good way to ask for a raise? Do we know why we’re asking for a raise? I think knowing the answer to that last question, in many instances, will determine the outcome of that meeting. You know, unless we’ve had a mentor, or a close friend share their experiences with us we maybe should approach the raise subject cautiously! I strongly urge you not to just approach your boss and say I deserve a pay increase. Their first question is going to be why! Do you know how you're going to answer that? I mean, if you go down the I’m so productive path do you have those numbers and metrics in your hand or is that your opinion? If you say I’ve been here over a year. Well, so what. A company is not required to give us an annual raise. I had one associate last year receive 2, I guess you’d call them promotion raises. She was in a production department, doing a great job, and changed positions twice, both times with pay increases. On her anniversary date she went to HR and stated that she had not received an increase at her 1-year mark.
Some organizations have yearly reviews, sometimes with merit increases and sometimes with objectives or other incentives to earn increases. Sometimes our companies will give an across-the-board cost of living increase. And some companies, well, they may not have any type of structured or planned increase schedule. Working for one of these companies my put us in the position where we’ll need to make that walk down the hall and ask for that raise!
Ok, let's talk about that for a minute. Why are you wanting a raise? I had a CFO ask me, do people ask for a raise because they want more money or because their doing an above average job, exceeding expectations, through their efficiencies and productivity, saving the company expenses. If we’re just wanting more money, we probably won't have those metrics and figures to show as backup for our request. But, if we’re wanting a raise because we value our job and how we are performing it, well, I bet you we’ll have that kind of back up.
Here at WAOC we’re always talking about being that employee. That is the employee we’re always referring too.
When you know your value, and present it to your management team, along with your reasoning, that is documented, odds are you’ll see that increase if its available or at their desecration. I have to throw in the word Planning here. Shoot, I’m just going to go ahead and say it, planning and goals people! No really. If we are that person, have planned out our progress and done our jobs, odds are, we’re not going to have to set that meeting. Our management teams will come to us with the good news, right?
And then one last thing. Do we know how to quit a job? We did an episode back in November of 2019 on burning bridges and how we never want to do that! In this industry I assure you, I can promise you, we will continue to run into teammates, front line management and even directors and VP’s throughout our careers. We love what we do and so does everyone else. Don’t burn those bridges!
All employers would like 2 weeks' notice of course. They need to get us replaced. With that being said, our new employer needs the help now. That’s why they’ve hired us. In our industry a week notice is ok. But, show up all 5 days. Thinking, on that Friday that, well, it's my last day, I’m going to not go in. It’s just not right.
And some companies will go ahead and dismiss us when we turn in our resignation. It may be their policy. Maybe they’ve been burned by an associate before. Don’t let it upset you, just prepare the best you can for it. I always suggest that we share that possibility with our new employer. They’ll probably let us start earlier should our ex-employer lets us go.
Above all, never, and I know it's hard sometimes, but never just walk away at break or lunch. We were given a job; I’ve always felt like the least I could do is to go up to my manager and tell them I’ve made a mistake. This just is not for me, it's not going to work out.
Same thing about ghosting or no call no showing. Don’t go down that road. It's our responsibility to let our manager know we’ve quit. I’ve always felt like I wanted to share why I’m leaving. Was there a bad supervisor, or was I mislead about the position. We’re all adults, I think we can communicate as such!
If we’ve done our research, planned, see how I threw that in. If we picked and targeted our employer correctly, then none of these scenarios are ever going to happen correct?
So, the first quarter wraps up in about 3 weeks. Do you want 3 more quarters just like this one? Are you happy with what you’ve earned, happy with your employer, pleased with your new job? If your answers are yes, then I’m proud of your planning and goal efforts! If you had to say no to one of those questions it is not the end of the world! I’d just step back, devise a plan, a new goal, and go get it!
The truth is ladies and gentlemen. Our jobs, our careers, are in our hands. Ours alone. With planning and knowing what we want, well, that’s all it takes to succeed.
I hope you could relate to something we talked about tonight! I know so many people that have struggled with all three before. Having a job is hard, it’s a responsibility. But so rewarding at the same time!
Until next week, I hope the coming week is great for you. Let's all help a teammate through a struggle. Share a productivity hack, or just lend an ear. And tell them why safety is so important to you.
So, during every PIT or powered industrial truck training class your instructor will mention, and I hope he or she will review, the Operators Manual with us. This week, I had an individual ask why this was important, he stated that nobody reads those manuals. I understand the statement. Did you know that when we purchase a new vehicle or car, we, as a new owner are supposed to read the owner's manual? Ever seen how many warning stickers that are in the vehicle, come on, you’ve seen them. Maybe up on the passenger visor? I had one gentleman comment that all he looked at was how to work his new car radio! I’m always hearing how thick they are, or how long it would take to read through the entire thing. When you do open an operator manual, you’ll find that it pretty much covers the sessions covered during your PIT class. And a lot of times, when that book looks so big, is that it may be in two or three different languages, making them appear much thicker.
Just remember that it is your responsibility, as an operator, to know each type of equipment that you will be operating. And it’s your responsibility to know how to get to that operator's manual. If your facility does not have them mounted on the equipment, ask your supervisor. He or she will be able to get one to you. Also, in todays world, with the help of Google, or any browser, and our smartphones, we have the manuals in our hands and can get questions answered immediately! Know your equipment and know how to find the operators manual. It is your responsibility!
Ok, what's next, I made some notes for today. Oh shoot, I forgot to welcome you and thank you for visiting with us today. I’m Marty and you’ve honored us here at Warehouse and Operations as a Career and I appreciate your time! Ok, so what I wanted to share was that our reach lift over at the Distribution Training Center started dropping hydraulic oil on the floor Tuesday. It turns out that the oil filter had worked itself loose and was allowing oil to run out the overflow hose and down the lift and then to the floor. Not a lot mind you, but as we all know a little hydraulic oil is a mess! Our preventive maintenance service came by, checked it out and noticed that the oil filter was loose, and leaking oil! He felt like, possibly during the cold snap that froze Texas last week, that the O-Ring may have gotten cold and backed off a little.
I had mentioned to a co-worker earlier that I bet it was leaking from the filter or the oil reservoir. He asked why didn't you just check it and tightened it. Maybe you could have saved a hundred dollars!
As we all learn during our PIT training, we are not allowed to turn a wrench on a piece of powered industrial equipment, and that is a good thing. Think about it, you wouldn't want anyone except a licensed and certified mechanic working on your equipment. You want it to be correct. And it’s important to remember that if anyone does any type of mechanic work on our equipment and it is still in warranty or under a service contract, which almost all of your equipment will be, we could void that warranty or contract. And that could be a very expensive hit to our company.
So that’s why I did not check the filter and the reservoir myself!
Sticking to our PIT theme today. Last week I was told about an incident where an individual was on an electric rider jack and had hurt his heal. He required medical attention. But the Supervisor said he was doing everything right, or was correctly operating the piece of equipment. I had initially heard that he was in an aisle on an electric rider pallet jack, a platform rider, end control and he had a pallet stuck on the forks. It was said that he had crunched his heal between the platform and a warehouse post. Now, of course my first thought was that he had to be standing on the floor or maybe had his foot hanging off of or dangling from the jack. His supervisor was adamant that his associate had done nothing wrong!
Well, safety handled the report. I know an investigation was underway and pictures and statements had been gathered. I think everything was being put together as all accident investigations are developed!
Anyway, so this week I was doing another PIT observation and as the student was coming out of an aisle, setting up his turn I saw how his feet was positioned and his stance on the platform. The light bulb went off! I asked the student to freeze, and asked him not to move.
He had his left foot, the toe of his boot placed firmly up against the housing of the pallet jack. The heal of his boot was hanging off about an inch and a half from the end of the platform. Lining up with the warehouse post as he would have been coming out of the aisle. If he had been stopped, trying to come out of a pallet, he could have backed into the post with his heal. Our contention had been, if this scenario was what had happened was that when the heal had made contact with the post, it would have just scooted his foot or boot forward. I had just seen how it could have happened.
I don’t believe I have ever witnessed an operator jamming their toe area into the hood or cover of the jack. That could have explained how the accident happened. Well, I immediately called the facility manager and the safety dept to explain what I had just seen. It made sense to everyone and now I know of at least 4 instructors that have one additional thing we teach too!
Here’s another good one to talk about. Yesterday I heard about a Near Miss report that had been sent into the company's safety department. This particular safety manager has been working with like 2 or 3 young supervisors on how to develop a strong safety culture. They all have great crewmembers, very experienced associates at their jobs. And as we all know sometimes along with all that experience comes bad habits! Anyway, so the near miss report stated that this individual was operating a stand up lift, up on the front dock area, and the associate, while bringing the equipment to a stop, stepped off the back of it and the machine rolled another foot or so.
Now this is a smaller warehouse, I think they have 4 unloaders there, including the supervisor. So, in the supervisor's mind, he scolded the associate, pointed out how dangerous that is and that it went against every bit of training he had been receiving lately and that he did not want to see it ever happen again. Well, the safety manager explained it was not a near miss. There had actually been not just a procedure ignored but a rule, a law, broken. After speaking with the young supervisor, they came to the conclusion that the associate should receive a written coaching or warning for the act and a 1-day suspension without pay.
I’d like to chime in here. To a 4 man crew, when 1 is missing, that is 25% of your shift. I get it. No one wants to voluntarily give up 8-man hours. I can relate to the supervisors' concerns. He has to get tomorrows trucks unloaded, that’s his responsibility.
This is where us as frontline management have to step up in our thinking. Yes, he is responsible for getting the doors closed. However, and more importantly, he is responsible for the safety of all his employees and with providing them with a safe work environment.
I feel that it is our responsibility to make sure that culture is instilled within our shifts. If it is, then we won’t have these types of negligent horseplay occur in our house so, well, we won’t have to suspend a great employee!
As an employee it is our responsibility to be professional at all times. And as a front-line manager is our responsibility to teach our associates how to be, and the importance of being, a professional. The best of the best!
Well, there's a little about my last few days. Can you relate to any of that! Send me a couple of things that’s happened to you this week. Shoot me an email to host@warehouseandoperationsasacareer.com , I’d love to hear from you. I’ll start a thread on the Warehouse Equipment Operators Community Face Book Group too, feel free to share there!
Until next week, and I do hope you’ll check back with us next week, lets all check our responsibility meters and stay safe at 100%.
Good cold day from Texas everyone, Marty here with Warehouse and Operations as a Career. I hope everyone’s warm and safe. I was asked this afternoon why forklift drivers thought they were all that. I replied because they are! At least in their own mind. Have you ever noticed how Jeep drivers nod or discretely wave to each other when meeting in opposite directions? Or may be how motorcycle drivers offer up a straight left are and maybe a little finger wave when they meet on opposite lanes? There part of a unique club. It’s the same thing with forklift operators.
The person that had brought it up had ran across a few forklift operator social sites and was taken back by how much merchandise, shirts, mugs, jackets and such that could be bought. They could not believe how many sites there were for starters and then honestly shocked by how many members those groups had. And then they got started on the memes, they couldn’t believe there were forklift groups for just posting forklift memes.
Most forklift operators do have years of experience under there belt, but, for the most part. I find them to be a great bunch of guys and gals that are willing to share that knowledge and help us new boots out. When we ask properly and are wanting to do a good job!
You’re always hearing me talk about teamwork and taking care of our peers. I think all warehouse men and women think there all that, and they should! If we learned nothing else over the last 12 months or so is that warehousing, and transportation are two of the real essential jobs and talents. There is so many more to. Our healthcare professionals, first responders, restaurant and retail task. I’m proud that all these groups have finally been recognized for what they do. I think a little bit of were all that is due us right!
I know were joking around a little bit but think about it. We all are striving to be the best of the best. Doesn’t a little swagger go along with being that best? I know people in every position throughout the warehouse. I love hearing the utility guy talking about his or her day, and the sanitation department talking about what all everyone messed up for them today. They both have such passion for their jobs and they don’t mind telling you how good they are at it! Then of course you have the unloaders and loaders, the pallet runners, receivers, putaway and replenishment fork operators, those productivity groups have no problem pointing out who’s on top for the week! And lets not forget about the truck drivers. Definitely a breed of their own, and rightfully so. Of course your typical over the road driver is the daily decision maker, the CEO of his or her load. And the route or delivery driver, well, he or she is the president of the company when on their routes. At least in the customers eyes! They are asked and sometimes held accountable for everything. Misships, short on trucks, pricing, even a salesman error, things like missing credits or pack size problems. A driver hears it all, and the good ones are quick to have an answer. Even if that answer is something like, I am not sure about that, let me check it out and have someone get back with you. Presidential right!
We are all that good, and I say lets let everyone know it. There’s nothing wrong with that, as long as we remember that WE are a team and there is no I in our team!
After asking a few questions as to why she had been looking at all the forklift social groups come to find out she was about to be promoted to a stocker at her facility. She’d be hauling product from the front docks and storing it, or putting it away, into the reserve system. She was super excited. She’d been working at the company for about 2 years and they had been training and working with her for about 6 months on a counterbalance sit down lift. She’d been told she was doing great and the promotion was hers!
Now, hearing all that I had to point out, look at you. The first thing you did was go to find forklift operator groups on social media. And that’s fine, you want to be a part of that group and you’ve earned it. I’ve always felt like a little competition and friendly sarcasm is healthy in the workplace. Again, as long as we remember WE are part of a much bigger team.
Ok, enough of all that, I think we answered the thought. Since we are talking about the sitdown, I have another quick story to share.
Now, if you’ve driven a counterbalance lift you know it’s a bit different that the standup models. The way you sit a pallet down in the rack and how the mast tilts with the forks vs the forks tilting with the pallet. I think the hardest thing for me to teach through is the difference in turning. The counterbalance is just that much different than the way we operate a standup reach. Our setup, approach, and planning for the placement requires us to have entirely different focus points. I enjoy operating all forklifts but the sitdown, at least the light industrial versions, I feel the most one with!
Anyway, I brought all that up because I was interviewing an individual last week for a position that he would be using a sit-down lift, oh say about, 30 percent of the time. His resume and work history showed he was very much qualified on the reach lift and rider electric pallet jack but I hadn’t seen anything regarding experience with the sit-down. The recruiters shared he had mentioned that he had operated one but it’d been a long time ago. I sat down with the gentlemen, ran through his experiences, and I was quite impressed with how he interviewed, until I brought up his history, or lack of history I should say, with the counterbalance! I was glad he came clean and shared that he had exaggerated to the recruiter earlier, that actually he’d never operated one but he was sure he could pick it up quick, that he was a fast learner.
Those are famous last words. I am a fast learner. And you know, I think their great words if we throw them out there at the beginning of our interview. Think of it this way. If I had not been interviewing for this position, and the recruiter had taken him at his word and hired him. Look at all the wasted time, his time, and the money both parties would have wasted once he was placed on the sit-down lift during his PIT observation. It had already been explained that at least 30% of this job required operating a sit-down lift. Even if we as applicants get through the screening and hiring process, where powered industrial equipment is involved, we are going to be observed by out PIT trainer.
And just to throw in another two cents worth of an opinion! There is no quickly catching on to operating a counterbalance forklift. Practice and experience makes perfect!
I understand that we all have to be given the chance to get that experience. And its out there. But we have to be up front about it. The gentlemen was hired and they can work with him, teaching him how to safely operate it. I’m excited for his new position and he has assured his new employer he understands, in this profession, there is no place for I’m a quick learner!
Well, we’ll wrap this week up with those thoughts. Its been a hard week across the country weather wise, we here at WAOC hope your all warm and your families are safe!
It’s that time of the week already? I think Thursdays are my favorite day of the week. Not because we get to drop another episode of WAOC, well, partially because of that, but mainly because it’s the day before Friday. I know a lot of people can’t wait until Friday comes along. Myself, I look forward to Thursday, it's my day to wrap up the week, finish up any planning I need to do for Friday. I, like many of you probably, typically need to work a few hours on Saturday. Anyway, it’s a Thursday and I’m excited about it!
So, one of my go to Safety guys sent out an invite to a group meeting and I was fortunate enough to be on the list. He deals with about 20 something leads and supervisors. And there's probably a few managers and facility managers thrown in that mix and there scattered across 5 states. Anyway, I guess none of that has anything to do with the story, but what I wanted to say was, his invite was to a virtual meeting called The Little Things. I texted and told him that the little things sounded like a great podcast episode, what was his meeting about! He shared that it was going to cover a group of near misses he had received. He was going to talk about how 9 out of 10 of them are minor things of either lack of training, or failure to follow established job procedures which reflects on the culture as a whole. other words how all the little things add up to amount for that. Chris has been working with these young management members on developing a strong safety culture in each of their houses. I’ll reach out to him and see if I can get him to stop in and visit with us in the near future. I think you’ll enjoy his forward thinking and progressive thoughts on light industrial safety.
Ok, so let's talk about my week. It’s been a busy one and I’m finally getting my head above water again. I’m always talking about planning our days, and I do, but I just had too many projects running at the same time! On my drive home today, I called an operations manager I had had a group conference call with a few hours earlier. During the call he had sounded all stressed out, very short, not sounding busy really but preoccupied. It was really not like him, so I called him after work hours! It was really kind of funny. He stated that his week has been full of wrapping up projects. He’d just completed moving some aisles and he’s looking forward to next week. He’d finally be able to hit the reset button. The little things, right?
I did a few exit interviews today, you’ll like this one, a little thing! So, I called a gentleman that had started his new assignment yesterday. After about an hour, his new supervisor couldn't find him. He’d disappeared. So today I called and asked what had happened yesterday? He stated that he had started feeling ill and had gotten sick in the bathroom, so he went home to stretch out to feel better. I asked if he had told anyone he was leaving, his trainer or receiver? He said no but he almost called his facility manager that had given him his number. Then he explained that he was going to come in this morning, but he just had a lot to do. I explained that we couldn't just pick and choose when we came to work, and he quickly agreed and said he understood that but that was what happened. I thanked him for giving me the interview and suggested that going forward to communicate with his employer. They will help him, getting sick is going to happen but we as employees have to communicate. He agreed, thanked me for calling him and hung up. I tried conducting 3 other exit interviews but no one else picked up or returned my calls. Oh, and an associate of mine called a woman that had quit coming in, I think she had no called no showed two days in a row. Anyway, she picked up the phone, he introduced himself and who he was with and she hung up on him. Feeling certain they had just gotten disconnected he called right back and was sent to voicemail. Another little thing right!
Here’s a great little thing, I have an account that sent in something like 20 equipment pre-trip reports. 80% of them we’re filled out incorrectly! Some didn't record their equipment number; others didn't check off the pertinent information and more than one of them checked items like fall protection. They we’re all for pallet jacks! We had two that didn't have the operators name on them.
Now this was a crew that had been together for quite a while. Of course they have that 10 to 20% of the shift that seems to be new every week, but they work great together and do an outstanding job. They had just got to pencil whipping their equipment reports. It’s the same sheet of paper every morning, sometimes twice a day, if they have to operate something else. No one meant to anything wrong. The leads and supervisors quit looking at them every day or even weekly, and they were put on the back burner of everyone's mind.
I felt a little bad for the manager, he was quite embarrassed, and yes, it was a bad thing. Fortunately, the error wasn't caught by an audit team or during a safety audit. The associates had all the right answers, and if something had been wrong or not functioning properly, I’m certain that they would have filled the pre-trip report out correctly and seen that it made its way to the maintenance department. Just one of those little things, right?
I get it, we have a lot on our plates. It doesn't matter what our jobs are, we are all busy. That’s why we’re getting paid for doing it all!
I was training with a new lead this week. He had attended a couple of recorded training sessions and webinars and stated that he’d really enjoyed them and got a lot of information from them. We were doing a little bit of roll playing, well, really more like discussing a few different scenarios. Things like how to handle different situations. We were talking about one that he had just reviewed on one of the webinars that day and his solution was exactly opposite what had just been taught.
So I just had to ask. Do you remember that this situation was in that last training session you attended? He stated yes but he had disagreed with how it was handled during the session! I explained, in depth, why it had been taught that way and I could see the light bulb go click on. He said, well I hadn't thought of that. I remined him how he had been taught to ask questions and explained again that that’s how we all learn! A little thing right.
Its been that kind of week for me, I could probably give you ten more examples of little things that I ran across since Sunday.
My point is stuff happens. We can plan our shifts; we can go in each day and want to do a great job. And we can. But we have to watch the little things. Anybody ever cook out on the grill or have a sticky greasy pan we used making dinner and left it till the next day? Thinking, oh, I’ll go out tomorrow and scrape the grill. Or oh, I’ll scrub that pan tomorrow. We’re letting something slide that we know to do now. It's human nature!
But in our work lives, when we let the little things slide. Not cleaning out our mop bucket, or not wiping down our equipment, or properly filling out a report or sharing information with our peers. We’ll, the little things start adding up and bad habits can be formed.
As associates, on a path to advancement or to be the best of the best. Don’t fall into the little things trap. Let's all strive to be that employee, the one that is the best of the best!
Well, that’s a wrap for this week. I hope you got something from my ranting! Be productive, be a peer to your teammates and be safe in everything you do.
So, we’re wrapping up week 5! Is it still feeling like the beginning of the year to you? To me, it feels like it's moving much faster than that! I don’t want to rush it, but dang, I don’t want to get left behind either! I’m Marty and you’ve found Warehouse and Operations as a Career again.
Earlier this week, we had some technical opportunities with our website, and I couldn't post the episode to our many different social media groups. I was shocked at how many people were listening through those links, and they did not hesitate to let me know that I hadn't posted them! The best way to avoid the occasional glitch is to Subscribe to the show. However, you listen to your favorite podcasts we’ll be there. Apple Podcast, Google Podcast, iHeart or TuneIn Radio or any of the pod catchers out there. And in a pinch, shoot me an email to host@warehouseandoperationsasacareer.com and I’ll get a link to you!
Ok, looking at my notes here, oh, let me answer this question real quick. My apologizes to this listener, she has written in twice regarding what everyone thought about a driving position. I told her we’d try and talk a little to the subject today so let's- take a minute and put ourselves behind the wheel.
Transportation is without a doubt a popping field right now, and it has been for the last 10 years, and it’s going to be for the next 20 years. Drivers are and will be in demand. There is a lot of money to be made. If your cut out for it.
On our February 23rd 2017 show, our 22nd episode titled Driving, Transportation and Logistics Opportunities we spoke with an over the road driver about how she got into the field, what she liked about it and why she felt like it was her new career. I loved visiting with her. That’d be a great episode to revisit.
You’ve heard me say before to look around the room you're in right now. Almost everything has been in a warehouse and on a truck at one point. If a friend or relative didn't make it, it was produced with manufactured products and distributed through a warehouse and delivered by ship, air, rail or on a truck. Yes, drivers are needed and needed badly.
So, let's talk about becoming a driver. You’re going to need to know how to operate a tractor first right?
Your top 3 choices could be to 1, pay for a driving school. A great short cut, you’ll get some great instruction, time behind the wheel, and, well, probably a job offer could come along with your graduation. Let's talk about that here in a minute. #2, there are several good transportation companies that offer paid training. You sign on as an employee or an independent driver and they train you to operate the big rigs! A job comes along with it, a win win, kind of. Let's talk about that job in a few minutes. And then #3. If you’re a long-time listener, you know how I feel about experiences. Many companies have driver training programs for their employees. I’ve known many warehousemen that have transitioned over to their transportation departments and became local route drivers for their employers.
OK, so let's go back to option number 1 and 2 and those jobs that I spoke of. They are probably going to be over the road offers. They are willing to train you, help you get your license, and you’ll sign on to drive for them for a contracted time frame. Now these aren't bad deals. #1 is great if you have the money to pay for the training, and upon graduation it’s a pretty good bet that they can help you find an outfit to drive for. Same for number 2, they’ll teach you to become an operator, give you plenty of on-the-job training, and put you on the road hauling freight for them. Both are great opportunities and you’ll be a big rig operator!
The downside, well, it’s not for everybody. Very few new drivers are local drivers. And even fewer are delivery or route drivers for distribution companies.
Being an over the road driver, in my book, is definitely one of the top 3 essential jobs in the world! Everything is delivered by trucks. There is a huge shortage of drivers. And there is a lot of money to be made as a driver. But it's rough too. Picture being home maybe 1 week a month. Or even less. It's great for that individual that loves driving, enjoys being alone, and doesn't have any family ties that want him or her to be home more!
So, let's talk about the 3rd option for a minute. It's not that it's my favorite, well, it is my favorite, but only because of the way we learn to be an operator. As I mentioned, many distribution centers will have driver training programs. These are for those employees that may be working in another department and they want to be drivers. I have actually helped people that knew they wanted to be drivers but had no intention of going out over the road become delivery drivers! A few I suggested they accept sanitation positions, or warehouse general labor jobs, even positions as order selectors with a targeted employer, one that offered excellent driver training programs. Do a great job in their task for oh, say, 6 months and then start talking about their desire and goal to become a driver. Every company needs drivers.
Yes, that kind of a long play. But think about it. I’m talking about staying in your position, that you're getting paid for, for 6 months and then start talking about your plans with your management teams. Usually, 12 to 18 months later you can be a local delivery driver and be home every night.
With option 1 and 2, you're going to have to put in at least 24 to 36 months and a lot of miles under the belt before any DC is going to put you behind their $150,000 rig and let you carry 25 of their customers freight and merchandise around the city streets, alleys and crowded parking lots. Experience is where that trust comes from my friends.
Driving is a great job, and all 3 of the options we just talked about offer fantastic opportunities. Each is right for some of us. I only suggest knowing what we want to get into and then know what we're getting into!
Check out YouTube, there are thousands of drivers that have channels, and they share their trips and adventures openly. You can get an honest representation of the job from any number of them. I’d list a few of my favorites but then I’d hear from those that I left off! So, I’ll just encourage you to go pull some up!
Alright, I spent more time on that than I meant too but I want to throw out an important tidbit about our industry that I have been reminded about several times already this year. I ran across a gentleman that was my leadman back in 1990, he now runs a national outfit that I want to do business with. A week later I ran across my old EVP who now is President at another company, again that I’m doing business with. And just this Tuesday I heard from one of my old selectors, gosh, I guess he worked for me back in 2009 or 2010. Now he is running the transportation division for another business I’m wanting to work with!
Throughout your career within this industry, you will keep running into people you have worked with. We did an episode on Burning Bridges back in 2019 on Nov 28th. I don’t know what episode that was, but you should check it out. This year I have already ran across like 5 or 6 individuals that have been able to help me out and I feel like I’ve been able to help out 2 or 3 more.
We all have plans and goals, and we’re journaling right? Let's all remember, what goes around comes around in this profession. It's so important to be respectful and professional in all that we do. It's hard at times! But ladies and gentlemen, we’re in this for the long haul. Let's always be the best we can be!
Well, thanks for checking in with us this week and I hope to see you again next Thursday! Until then, pat a peer on the back and thank them for being on your team. Share a safety thought with them. Let them know that you want them around for a long time!
A job is a job is a job, nope it’s not. I don’t buy into that train of thought. Oh, I guess if were 16 and talking about the fast-food industry or maybe a retail or restaurant position, I’d let someone say it’s just a job. I’m Marty with Warehouse and Operations as a Career and I’m of the opinion that even our first job should be planned. We should enjoy it. It should serve us with a purpose. Oh, it’s ok if that purpose is just a paycheck, as long as we know that is its purpose. I’m not going to hash out planning and goals today but I do want to brush up against them a bit. I wanted to share some conversations I had since last Thursday regarding working, why people are working, and what they hope to get out of their jobs. I picked this subject because I had to scratch my head more than once this week after sitting down and digesting what I just heard! Don’t get me wrong, there is absolutely nothing wrong with working a job with no plan at all. It is fine to change jobs every 3 months. If you’re only looking for a check on Friday and are content with it, it fulfills all your needs and commitments, it’ll work for you. Until it doesn't!
You’ve heard me express my feelings about how I believe we should enjoy what we’re doing, enjoy our task, do something that makes us happy. I’m going to go out on a limb and say one can’t sustain a job if they are not happy or enjoying going to work every day. There is no way that path is going to turn into a career. Enough about careers, let me share a couple of conversations with you I had this week.
What I’ll call number 1 is a statement I hear too often to believe. I can do anything, I’m a fast learner. What I hear when someone says that is “I have no idea what the job is, but I’ll give it a shot for a few weeks.” That few weeks usually turns into a couple of hours. For one individual it was 30 minutes! This is a good example of wasted money and time. So, this individual took the time to be interviewed over the phone for a general labor position, unloading trailers. An hourly position. A pretty good job, no real productivity demands. Anyway, so he completed the phone interview and came to the office for a face-to-face meeting with the hiring agent. He went through the on-boarding process, had an orientation and watched a few videos. Probably had at least 3 hours of his own time invested, plus fuel to drive to the interview and his 1st day to his new job. Now, the company probably had already invested, what, probably something like $300 or so in him, counting the on-boarding, the recruiters time and the 30 minutes of training! He did not want that job when he accepted it!
Oh, here’s another one I liked. A person applied for a pallet runner position. The recruiter went over the candidates resume and felt like they had enough general warehouse experience to perform the task. She asked about their experience on an electric rider jack, even pulled out a picture of it and was told, oh yeah, I have over a year experience driving that. I’ll make a long story short by saying when they arrived for their PIT training and realized they we’re about to be put on the pallet jack the truth bubbled to the surface! This person had already wasted like 2 hours and was about to sit through a 3-hour class only to be told at the end that they did not have the experience required to perform the task!
I get it, these people are needing a job, a paycheck, they need to be earning some money. But they needed a plan.
I was interviewing for a Warehouse Supervisor position this week. I had a gentleman on the phone. I like to start off by reviewing the position I’ll be talking about. The hours, reviewing the job description, the salary range and a bit about our company before we dive into their resume. I figure it’s best not to waste my time or there's if the position is not going to interest them at all right? So, I want over my whole spiel, he liked what he heard so we decided to talk about his experiences. My first question was, and now remember I was looking at his resume. He knew I had it in front of me. So, I asked if he could walk me through his duties at his last employer. His answer was I did everything. There was a long pause, and I asked, could you be a bit more specific, maybe walk me through a typical day, from beginning to end. In a bit of a negative tone, and without the specifics, he went on to state that he would do whatever his boss had laid out for him that day. Well, I continued with the interview and skipped on down to the skills area. He had noted that he could operate the standup reach lift and all electric rider jacks. When I brought those up, wow, it was like fireworks going off. The passion just exploded. He loved being an order selector and had worked as a put away fork driver for like 4 year before his old boss promoted him to supervision. I helped him get placed somewhere else as an equipment operator. He had already failed at supervision because he hated it. But he felt like that’s what he wanted to do. It wasn't!
OK, as an employee, a prospective associate, an applicant. We have some responsibility to ourselves here. Have any of us ever took a job and then not go in on our first day? Any of us knew when we filled out our W4’s that we weren't going in, we knew that we had no intention of going to work in the morning? How about walking out at lunch without telling anyone? Oh, here’s a good one for you. How about asking your new boss if you could go out to your car and get a different jacket? And then not coming back. I heard about that one this week.
There is nothing to be ashamed about with a job just not being for us. Maybe the work is harder than we thought it’d be. Or the environment is just more than we can handle. I was in Georgia 2 weeks ago and had a gentleman I had just hired the day before coming up to me and share that the cold dock was just more than he could handle. Although I had gone over the different temperatures, it was just too cold. He offered to finish up the day but stated he wouldn't be back tomorrow. You’ve got to respect that. I thanked him for the heads-up and told him it was ok if he would rather leave now, he could certainly stay and earn a little more but that I was fine and would understand if he’d like to go. He left, no harm no foul.
As employees, no let me start over. As people we have to be happy. A job is great for a paycheck but we should put in the time to research our positions and the companies we want to work for, no, I’ll say that we want to work with! I feel like we should be interviewing them while they're interviewing us. Honestly ladies and gentlemen. The sooner we can identify a career or profession we love the more money we’re going to earn and the quicker we’re going to advance within that industry.
And remember it is perfectly fine to change our careers. You may change yours many times. But enjoy everything your tasked to do. Otherwise, you're just going to feel like you are wasting your time. That leads to frustration and poor performance. You cannot be the best of the best if you are not enjoying what you're doing!
Ok, I’m jumping off the soap box now.
I wanted to remind everyone or to present to everyone that it’s our responsibility to seek out employment. Sometimes our situation may dictate that we just grab a job, and that’s ok. I feel though that we need to target a company that will afford us the positions, equipment skills and growth opportunities that will make us wake up for every shift and look forward to going in. Maybe even dance all the way there!
I didn't end up talking about what I wanted to today, but I did get to share some thoughts right! Give us a holler at host@warehouseandoperationsasacareer.com Share some of your experiences on the subject!
Until next week, be upfront with ourselves, maybe even others and be safe at home and work. We have people waiting on us to return.
Marty T Hawkins here with Warehouse and Operations as a Career. I’m back in Texas, it’s cold and wet, but I’m glad to be back home. Let’s see, what am I going to talk about today. I had some bullet points laid out, can’t seem to find them now, oh, here we are. So, while I was out traveling the last couple of weeks, I got to thinking about the narrow aisles we’re seeing more and more frequently. Which of course lead me to thinking about forklifts and the price of real estate or the value of an individual location, so I started doing a little research. I want to talk a little about how we’re all coaches, in a way, at least too, but let's start off with a little self-education on Forklifts. What better place to start than something on the history of the forklift!
https://packagingrevolution.net/history-of-the-fork-truck/ This article was by Rick LeBlanc back on March 9th 2019. I found it interesting, I’ll add the link in today's show notes so you can check it out easily.
This article from The Palletizer, a U.S. Naval magazine for suppliers during the Second World War, reviews the history of the fork truck, up to the mid-1940s. The Palletizer was a key communication medium of the Navy to share materials handling best practices with its suppliers.I’m going to check out some of the archives, I bet these would be really interesting to read!
Anyway, the article goes on to say, and a lot of this we’ve already learned together but I love hearing it explained in so many different ways. So, over 100 years ago, the first contribution towards scientific materials handling equipment appears to have been the two-wheel hand truck. Can you imagine something made by local manufacturers using wrought iron axles and cast-iron wheels!
Back in the last century every railway station of any size had its version of a hand operated four-wheel wagon or platform truck cart. Although everything had to be loaded by hand, they could carry much heavier loads than the little two-wheel hand trucks.
Then along came 1906 and an official of the Pennsylvania Railroad in Altoona, Pa added storage battery power to a baggage wagon, producing what was possibly the first powered platform truck. If you remember back in 2018 we did an episode once when WAOC was on the road visiting Greensburg and Altoona. I wish I’d of know about this then, I bet there's a museum or something out there! The article states that the controls were placed out in front, so the operator worked it from up there. I’m sure it didn't take long before word spread, and every yard had a powered platform truck!
Another little fun fact from the article is that the first portable elevator on record in the patent office was built of wood in 1867, with uprights, cantilever platform, and a hoist. Oddly, it took over 40 years for the idea to catch on.
Over the years things like ball bearings were added to wheels, axles were improved and made lighter and in 1913 a truck appeared with electric power to the combined vertical and horizonal handling ability for the new lifting trucks.
And the article goes on to mention the first skids being used. Since we could now pick up flat objects, skids would be a game changer.
Theres a lot more information with the article. It's called History of the Forklift. The link is in the show notes, it’s well worth your time to read it but I’ve got a little more ground to cover so I’ll just encourage you to check it out!
I’ve added a link https://gearflow.com/blog/renting-or-buying-the-right-types-of-forklifts/ , the article sounds a little odd, but the information really made me think about all the different types of equipment at our facilities today. It’s titled Renting or Buying the Right Types of Forklifts.
The blog or article does a great job of helping you break down the different types of forklifts used in our industries.
I liked how it helps describe several different types. The counterbalance of course, the work horse in a warehouse. Sometimes we refer to these as sit-down forklifts. And as we’ve learned before there’s many different attachments that are designed for these lifts as well!
Then they mention the side loaders. These are really handy for long loads like piping and lumber. Some of these versions had multi-directional wheels and can turn 90 degrees in any direction. There useful and pretty cool.
Next, they talk about the order Picker Forklifts. Maybe you’ve heard them referred to as Cherry Pickers. Unique and great when a pallet full of product is not needed, say only 1 or 2 cases of something on the 5 level. An order picker is perfect for the task.
Have you ever heard of a Telehandler Forklift? These are heavy duty trucks. Because of their extending telescopic boom, not a mask but a boom, these types of lifts are sometimes mistaken for a crane. These things can reach inside a trailer to retrieve a pallet, transport it then lift the load to its desired height. Pretty slick!
Our industry, or at least I’ve never gotten to operate a rough terrain forklift, but there out there. I’m sure you’ve seen them. I pass a roofing company every day on my way to the training center and they have one. I think it stays outside all the time. Sometimes it looks like they’ve taken it mudding. It is a pure work horse!
The blog goes on to talk about Reach Forklifts too. They talk about several different kinds and there uses! I think I read that entire section! We all know how versatile a reach lift can be.
And of course, what would a great article be if it didn't mention the pallet jack. Anybody dare to take a guess how many different models of the pallet jack there are? If you have a guess send it to us at host@warehouseandoperationsasacareer.com because I do not have a clue!
And then it covers a quick review of the classes.
Class 1 Electric Motor Ride Truck. Electric and for indoor settings where exhaust may be a concern.
Class 2 Electric Motor Narrow Aisle Truck, again battery, for moving inventory in narrow or tight spaces.
Class 3 Electric Motor Hand Truck, Battery, quickly unloading or loading delivery trucks and hauling short distances.
Class 4 Internal Combustion Engine with cushion tires, Gas, Diesel and maybe propane. Low clearance situations
Class 5 I/C engine truck with pneumatic tires. Again gas, diesel or propane. Typically, Indoor and outdoor but where surfaces are rough!
Class 6 Electric and I/C engine tractors. Really for the serious stuff!
A great article, and they list a few more. I really urge you to check out these posts. I guarantee you’ll learn something that you didn't know.
Changing gears really quick now. I’ve mentioned thesafetypropodcast.com a couple of times. Blaine Hoffmann does a great job explaining safety to us in a way that makes it interesting! Anyway, I ran across his episode 59, 8 Critical Tips for Effective Safety Coaching and, gosh, I be I listened to it like 3 times and read the blog post maybe 10 times. Of course, his approach was regarding safety. The more I thought about it though, one could use it as a coaching tool, well, to turn towards us as associates and leads or supervisors. I really encourage you to check out his episode 59 and read his post.
Let's take a few minutes and look at just a few of his 8 points so you can see my train of thought when you're checking it out!
OK, 1). Don’t assume leaders know how to coach. I know I was thrown into those kinds of rolls before. Let's all make sure we teach our coaches.
2) Make sure it’s a two-way conversation. Remember how we’ve talked about the importance of listening before. Always practice our listening skills when having a conversation.
3) Provide just enough structure. When we’re coaching, we have to have a plan. I’m talking a lot about coaching. This isent meant for just management, we as employees, operators and admins coach others daily. Think about it. You do, right?
4) Avoid punishment. I want to say negativity here.
I won't go through all 8, go check it out though. It will make you think!
We’ll I’ve got to move on. I hope you got something out of today's episode, I know I learned a lot putting it together. Until next week, self-educate, plan your days and practice all you’ve learned about Safety. Both at work and at home.
Welcome back and welcome to week two of the new year. I’ve been mentioning goals and planning for the last 4 or 5 weeks. I hope all of y’all are doing better with yours than I’ve been. I wrote everything down and I have the best of intentions! Like I’ve said though. Sometimes life and business gets in our way, and that is perfectly fine. We have to stay fluid, duck and dodge as needed! Last week I spent a few days in Nevada and this week I needed to go out to Georgia to do some hiring & onboarding. The fun part was that I was able to help out with several PIT classes for those hires. Of course, you all know how much I like meeting new people and getting to do a little training!
So, and we’ll probably be a little brief today as we’re on the road and all, and apologizes if you hear a lot of construction in the background. They appear to be fixing a pipe or something here in the atrium of the hotel.
Anyway, I was thinking about how as a supervisor or manager, well, just how fluid our planning needs to be. As an example. This Tuesday I had a virtual presentation with about 32 supervisors and leads across the nation scheduled. But last Friday I learned I would need to be in Georgia Monday morning! I had 3 Supervisor interviews scheduled in the office Monday and Tuesday too. I of course had to cancel the in office interviews but with the Tuesday meeting with all the frontline management teams being virtual I could just plan on taking 30 minutes out of my recruiting and give the presentation. It’s operations, we just make it work right!
So, I had put together a few thoughts on planning for another project, a few affirmations we could all use from time to time and I wanted to hit some of the highlights!
These will be available on the website by next week it you’d like to download too.
So, the first one states:
I am productive because I commit to planning. There are times when our workload seems overwhelming, but I avoid letting it get the better of me. Our tasks can be accomplished with ease when we stick to the allotted time for working on them.
Working on multiple projects simultaneously is exciting. I like having the variety, so I schedule the tasks in an interesting way to keep my days interesting.
We can’t always do that though due to deadlines, getting the doors open or closed, or working with associates, things like training.
Allotting set timeslots is an efficient way to ensure we stay on top of our responsibilities though. I do it whenever possible.
When I focus on achieving goals and keeping caught up on everything, it is easy to commit to a schedule. I feel accomplished when I meet my deadlines and achieve targets.
Having a day filled with achievements makes it easy to look forward to the next day with excitement. I avoid falling behind by setting realistic goals for myself each day.
Like this week, I’ve set aside times for interviewing, on-boarding and then PIT Training. I’ve enjoyed all three days so far!
Although I enjoy working, going without the occasional break leads to disinterest in my assigned projects. I avoid burnout and stress by committing to my personal life with as much passion that I give to my work life. And I change scenery every 2 hours. In our industry, even when I’m in the office I can get up and go look at or do something else for a minute!
I make time for my family and friends. I include this time in my planner just as I do my work commitments. Balancing work with my personal life is important for my peace of mind. Take the podcast I’m doing right now or all the information and thoughts we have up on our website at warehouseandoperationsasacareer.com
This week, what I am able to produce is a result of my commitment to a predefined schedule. I spend the time today planning for tomorrow, so I am able to feel successful and satisfied at the end of the day.
Self-Reflection Questions:
- What tools do I need to plan my days? It’s as simple as a $1 legal pad
- How do unforeseen changes impact my ability to remain productive? Like my week this week. It had to be done, we just move what we have to and rearraigned what we can to make it all work! It’s Operations, right?
- What time management techniques do I use to help me stay on schedule? Here we need to be realistic and remember to plan short breaks. One of my most used tools is my smartphone. I set reminders throughout the day and use my outlook and google calendars, with alerts turned on, to keep me moving from assignment, to meetings and yes, even my scheduled breaks and lunchs!
One other affirmation reflection I wanted to go over real quick is called
I free myself from fear by planning ahead.
I don’t generally have fears of the day because I have a plan for my day. A thorough plan is my antidote to worry and frustration. Knowing where I am headed helps me travel there with confidence. Of course like I’m always saying, things will change, expect it. By knowing and accepting that it can happen we’re kind of planning on it right! So no fear.
I am calm when I know the direction in which my life is going. When I have a plan, I can enjoy peace because I know that I am prepared to face the day. I can enjoy calm because I have thought about things in advance.
I take pleasure in thinking about the future with intense anticipation, yet I plan ahead to keep myself at an advantage over uncertainty. Planning ahead helps me cultivate great ideas that may not come to me when I am placed in the spotlight.
Plans are the roadmaps to my life's adventures. My plan is not binding; rather it is a helpful guide that helps to direct me. Points me in the right direction.
When I review my plans, I am able to identify areas that need improvement and I work on those areas before they become a problem. I am a better manager because I take the time to prepare myself in advance.
I know that my plans and goals may not always work out, but they set me on a clear path toward bigger and better ideas. My plans are simply well thought out ideas of the direction I'd like to go.
Today, I choose to be free from fear by creating a realistic plan for tomorrow.
Self-Reflection Questions:
- What plans do I have for today? I look at my calendars every morning after coffee.
- How can I better prepare myself for tomorrow? Each night, like an hour before bedtime I check out my calendars. You’ll be surprised how affective this quick review can be. When I know how my day is starting, I sleep better. There are not going to be any unknowns, at least to start off with!
- How can I adjust my plans for the future in order to feel more confident? If I messed something up, I will have sideboards in place, so I don’t do it again. I build a lot of sideboards every day!
Well, there's a couple of thoughts for the week. My apologizes for the short episode today but, hey, life and business had needs too.
Until next week, plan your time, be confident in all that you do and Be Safe at work and home!
You made it back to Warehouse and Operations as a Career. I’m Marty and I’d like to thank you for listening in to us again today! I’ve been in Nevada all week, just got back home this evening. I had plans to record this week's episode from there and have a special guest sit in but, well, best laid plans, right? Things got busy and to be honest we just never had time to connect.
When you're traveling for work you always think I’m going to do this or do that and there never seems to be enough time to even accomplish the objectives you’ve set out to get done.
We had planned on speaking about front line management and a few of those positions, or, and I guess along with some of the challenges of being a new manager. Him and I are going to schedule some time in the next few weeks and get that episode done but as I sat down tonight to produce something for the week, I thought of 3 recent incidents I had heard about and I wanted to share. Although they were presented to me as safety opportunities, I’d like to talk about them, but from a front-line management perspective. A bit about the responsibility end and where those responsibilities land. I’ve written down about 6 bullet points, lets breeze through them real quick.
So, the first one, and we’ve probably all seen something like this happen. Think back to what you did or was done about it in a moment. So, a floor supervisor witnessed an associate skating across the dock on a manual pallet jack. It’s fun, maybe we’ve all done it at one time or another. Come on, be honest! So, unbeknownst to him, his manager had witnessed the whole thing as well.
The supervisor had stopped the skater and, well, I guess you could say counseled him. There wasn't anything formal, no written warning, he’d just verbally talked to him.
At the end of the day his manager called him into the office. He told him he had witnessed the event and was disappointed that the gentleman was still working with him or at the very least a corrective action had not been created with a few suspension days given to the employee. Well, the supervisor expressed that he felt any of that would be a bit harsh. The gentleman that was caught skating had been with the company for 5 + years, very productive and, honestly was one of his best employees. He had spoken with him, told him not to do it anymore, explained it was dangerous, and that he felt like that would be enough.
The manager asked the supervisor, did the employee know that skating was against the rules. The supervisor answered yes, of course, it’s probably talked about 5 times a year. Then the manager asked if the supervisor knew how much a broken arm, or wrist, with loss time and productivity cost. Or how bad the employee's family would be hurt due to the reduced income he’d be receiving if something had happened? And then his manager explained something that really stuck with the supervisor. He pointed out that yes, this gentleman was a great employee, loyal and productive. But if he shows disregard for the safety rules and his companies' policies, what kind of associate is he really. And how will others, especially new hires feel about all the culture of safety things you teach every day out there.
Kind of makes sense doesn't it. Yes, he broke a rule, it was more serious than the supervisor treated it.
The supervisor, after rethinking it, and learning from his manager realized what he had overlooked. The big picture. The responsibility part of his job, and his responsibility for his employee. The following morning, he called his employee in, discussed how dangerous what he had done was and how it could have ended very bad for him. And they talked about how others would look at him as well. How the new hires looked up to him and did he feel what he had done was the light that he wanted to shine on others. The employee understood, and from what I heard felt a bit bad after they had talked through it. And he definitely did not understand the 3-day suspension and written warning he’d received along with a warning that any other safety violation would be grounds for immediate termination. But hey, safety is important, the most important part of our task each day. Being a supervisor, it is our responsibility to see and think about the big picture, the long play when it comes to safety.
This one is so obvious that I don’t know how it happens. Notice I said happens and not happened. I wanted to point out that we all could have been guilty of it and something like this happens every day.
So, an employee was unloading a railcar using a in place dockplate. A dockplate that has a lip that stays on the dock and a lip that extends inside the rail car and you can drive a forklift or palletjack across to load or unload it. This story involves a palletjack operator. This particular dockplate had a bent fin, or the part on the bottom that sits between the dock and railcar to keep it from sliding too far into or away from the railcar or dock. But by it being bent a little, the edge of the plate could raise up a bit. Just enough in this instance to stop the associates palletjack as he was entering the railcar. And I mean immediately stop the jack, throwing him to the ground and bruising his shoulder pretty bad.
Well, the investigation showed that 4 or 5 others knew that that fin was bent. They all had been using it that way for a while. And that 1 of those four or five had been the supervisor himself.
Now of course the supervisor felt pretty bad after safety pointed out that it was his, I shouldn’t have said pointed out, I mean that he felt pretty bad after safety reminded him that it was his responsibility to make sure he supplied his crew with the proper tools to do their jobs with. As front-line management we have to take on the responsibility of doing our jobs well and protecting our teams. We have to look and think ahead. We have to incorporate safety into every move we make.
One more really quick. A reach forklift operator was entering a freezer vault, his right outrigger clipped an empty pallet that had been left on the floor which slid into another empty pallet which then pushed a pallet that an associate was standing on. Yes, you heard me right, an associate was standing on an empty pallet. Now luckily the employee wasn't hurt at all. but that could have ended much differently.
A manager was notified and of course started an investigation. Turns out that the supervisor on the floor had seen a lot of empty pallets being left on the floor and was going to talk to the crew about it after their next break. You know, when he could gather everyone up easily. By waiting it had almost cost his company and one of his team members a lot of anguish and time. As a supervisor we have to act. Waiting on any thought will only get us in trouble and cost our company money or time. If our thought has anything to do with safety, we have to act on it in the now. We cannot wait till the then. Safety has to come first.
All this is hard. We have our agenda too. We have to get the doors open or closed, the product in or out. It's hard to, I mean we all know safety is our priority one, but sometimes it’s hard to stop our operation and make a point or present an example or cover an incident with our teams, we have a job to get done. But I have to ask you. Can we afford not too? Think about it!
Over the next few weeks I’d like to look a bit deeper into the roles of front line management, so if you have any stories to share or questions that you’d like us to get an answer too just shoot me an email to host@warehouseandoperationsasacareer.com and we’ll get an answer or expand on a thought!
I appreciate you checking in again this week and I hope to see ya again next week! Until then Think, Act and Be safe at work and at home!
Looks like we made it, 2020 is behind us and 2021 is going to be the better year! I’m Marty with Warehouse and Operations as a Career. I, like everyone else was blindsided last March. I had, shoot I think our industry had, gotten a bit comfortable in our lives. We had access to everything we wanted. If we didn't like our boss, even if we just got mad at the company for a day, not a problem. We’d go get another job. I think a lot of us thought our finances were in order. We may have figured we were doing good by having a rainy-day fund with 2 weeks' worth of expenses in it. We had savings! We could go out anytime we wanted too, see a movie, go to dinner, catch up with old friends. And it all stopped. For most of us light industrial workers it stopped for at least 2 weeks. Many of us had to deal with reduced hours and maybe even pay cuts. If we didn't have a plan in place, and who really would, did you ever think a virus would show up and shut us down! I forgot where I was going with that, but really, could we of even had a plan for such a thing. I guess we could have had more money saved or cash on hand but, I don’t know what else!
We’ll I for one do have plans for 2021. Of course, financially I’m going to plan a little better, and I think we all should, but don’t limit yourself to just thinking about money. Or saving money I should say. Our plans should consist of how to make more money too. In today's world investing has been made simple. Well, simple to make a stock trade. But of course, you do have to put in the work to know what and how. And crypto currency! I have several friends that play around there, not just buying and selling but mining their own too. But and this is a big but. It needs to be understood all that is risky and there's absolutely no guarantees that you will not lose your entire investment! Oh, and, anything you see about investing on social media, or someone telling you to invest with me and you only pay me something when we make something. Run away. Social media is not the avenue to seek investing help. There is a lot of help out there though. We here at WAOC aren't financial specialist though so I’ll quit talking about investing! If you do have interest in such, send us an email to host@warehouseandoperationsasacareer.com and we’ll point you in the direction of google for companies that may be able to help you!
But we do know a bit about targeting employers and getting those interviews, even keeping our light industrial positions once we’ve landed them! And here in 2021 we’ll be speaking with others, the professionals, regarding getting hired, keeping our jobs and advancing those careers.
2021 is going to be a year chopped full of Op’s, the positions, more on front line management, and all the advancement and earning potential our light industrial fields can offer us.
So, moving forward. Let me find my bullet points here, ok, goals. Everybody got’em? What about our plan, have you written it down, is it somewhere that we’ll see it every day or where we can pull it out and look at it as often as we need to? If it’s not, or you haven't done anything with your goals or plans yet I guess you're saying you are alright earning the same amount of money, or maybe a bit less, next year! Yeah, I didn't think so.
Oh, that reminds me. We had a listener ask about a savings strategy we talked about in December 2017. It’s called the 52-week money challenge. This is a great way, with just a little discipline, that you can save $1378.00. It's simple, move $1 to our savings week 1 of the year, then $2 on week 2, then $3 dollars on week 3. All were doing is adding a dollar each week of the year all the way to 52 dollars on week 52. That’s $1378.00. Now what some people do is start out with the $52 on week 1, $51 dollars on week 2, all the way down to week 52, it’d be $1. Going backwards might make the holidays a bit easier! either way, it you do not touch it, it’s a fun and challenging way to save some money. Some people like to just pick an amount to throw towards savings each week. Generally, I hear something like $25 a week. That’d give us $1300 at the end of the year. $30 a week is a nice round number and that’d give us $1560! I know one guy that for, gosh, probably 10 years he has set aside $80 dollars a week. He had gotten a pretty nice raise when he went from a forklift driver to a receiver and decided to put all his raise in savings at the time. We talk about it every once and a while and still laugh about his situation way back then. Know of course he has taken advantage of his companies 401k plan and I’m sure he has a few other investments but just that one savings plan, $80 a week would be $4160 a year, and let's say it has been 10 years, that’d be $41,600. Not a bad savings plan right? He socked away just 1 of his raises. He feels like he never missed that cash because he had it go straight to savings!
I strayed again. So, I was talking about having a goal, a financial goal for this year. Last year WAOC threw out a challenge to all of us to earn $5000.00 more dollars than we did in 2019. For any new listener's, our goal was to increase our hourly wage by $2.40 cents. Now of course, working any o/t or extra shifts could have helped us out too. The goal was to earn 5k more on our w2’s. Well. It was a tough year for a lot of us, some had to kick that goal on into this year and that’s perfectly fine. Remember, just as we decide what our goals are, we get to set the rules as well! The important thing is to write it down again and give it a go!
So, goals. I had a supervisor tell me last week she had set down to write out her plans for 2021 and she got stuck after make sure my children learn right from wrong. Quite a hefty goal there, I can see how she got stuck! No, seriously. Our children learn first from us and then from the ones we put them in front of, right? If we talk, see how I slid in the word communicate there! If we talk with our children, our significant others, our peers and our managers. Well, we’ll all know the difference from right and wrong!
A goal or goals, there not hard to come up with once we determine what we want! I like to do something like this. Draw a line down the middle of a piece of paper. Now draw a line across the middle of the page. We now have 4 sections. In the top left box write Want & Have. In the top right box write Don’t want & Have. Now in the bottom left square write Want and Don’t Have. The finish up by writing Don’t want and don’t have in the bottom right square. I’m always surprised when I complete this exercise. I try and do it about once a quarter. I’m shocked every time. So, take some time in a quiet place. Think about it.
Our Wants and Haves are pretty easy. I tend to list more personal stuff here, and that’s ok. Of course, we’re working on our careers so let's list a few of them as well. They’ll be like our blessings and achievements! Now move on over to the top right. We’ll want to list our Don’t want and Haves. Now, this list is going to surprise you. You’ll learn that we accumulate things and that our wants will change from time to time. Now let's go down to the bottom left square and list our Want and Don’t Haves. Some consider this our true goal box. I’ve found, once I write about half of my wants but don’t haves, I’ve changed my mind regarding about half of them. I mean, we’re going to write about things we may have wanted for a long time. But when we write them, and start thinking about achieving them, or I at least, realize, I’ve changed. And may not want to put in the time to see them to come to life now! This brings us to our last square, the don’t want and don’t have square at the bottom right of our page. Some call this the keeping up with the jones box. I myself always fill this box up. When I’m looking at my other 3 squares, well this becomes my trash can!
Know we have a better idea of what we want our goals to be.
I have another quick sheet I like to apply against my goals. I’ll get both of these sheets put up on our website at warehouseandoperationsasacareer.com as quick as I can so you can look at them and down load’em for free too. Anyway, so SMART GOALS are: Specific, Measurable, Achievable, Realistic and Time Framed. Ha, see smart! So, you’d say my goal:
\_\_\_\_\_\_\_\_\_\_\_Specific: Is my goal specific enough? Does it specify in what way? How? How much? Where? With who? I include all the details.
Measurable: Is my goal measurable? How will I know when I’ve achieved it? For example, if I want to improve my productivity by 30%, what would that number be? Or if I wanted to earn $5k more this year what would that hourly rate be? Things like that.
Achievable: Is my goal achievable the way I have it phrased now? Literally, COULD I achieve this goal? For example, is it possible to reach my new productivity rate safely?
Realistic: Considering my current capabilities, is my goal realistic? Am I doing what needs to be done? Do I have the tools? Do I know how to take the steps necessary to reach the goal? Do I have the grit or resolve?
Time Framed: How long do I believe this goal will take? Is there a deadline? What are my sub goals and what deadlines do I need to set for those?
We need to answer these questions, write them down. This piece of paper is our commitment to ourselves. Our achievements. I find these exercises more fruitful when I include an accountability partner! Some one that pushes me along and I push them along too. We can encourage each other each week! And there's absolutely nothing wrong with keeping our plans and goals to ourselves either. I do believe we’ll have better success if we share them but do what makes you comfortable. And don’t get too hung up on them, we reserve the right to make adjustments along the way. Life can hit us head on sometimes. A bad week doesn't mean a flawed plan!
Let's all welcome in 2021. We’re going to rock it! Remember WAOC is just an email away if we can help you with any goal planning! Next week is Week 1. We get to reset everything! Good luck this year, may it be prosperous, productive and safe for all of us!
Today's Christmas Eve here at Warehouse and Operations as a Career. I’m Marty, and I love this time of year. It’s different, the weathers different, our outlooks are different. Everyone's open to change. I feel like our spirits are up and we’re ready to plan out our next year! Have you all written out your goals for 2021, at least the first quarter? I was just reviewing my 2020 accomplishments, and to be honest, I was quite surprised how well I had done. With the pandemic and all, I thought I’d had a year with less wins than I’ve had. I have had to punt a few of my, oh, well say, dream goals down the road a bit but I believe I was able to reach, or at least, nearly reach all my financial ones. Once again solidifying, in my opinion anyway, that the manufacturing, production and distribution fields are the chosen careers! Although manufacturing and production slowed a bit for a couple of months, they are both up and running again across most industries. And well, distribution. Distribution is running behind like always. Nationally we could always use more truck drivers and equipment operators in the distribution world! I don’t believe that will ever change or get caught up! Anyway, it’s time, past time really, that we’re thinking about what we want, our goals and planning for next year. How much more money is you going to make in 2021? If you don’t pick a number, it’s probably not going to increase over this year! Just saying!
OK, so I was presented with the question “What is with everyone being so comfortable with their positions right now?” Well, I’m no phycologist, or counselor but I think it’s been a rough year on all of us. If we were fortunate enough to not lose any income over the last 9 months, I’m sure we knew someone that did. Today there are 12.2 million Americans out of work. The Nov unemployment rate, non-farm rate was 6.7 percent. https://www.bls.gov/news.release/pdf/empsit.pdf Things are improving but I’m not sure how we as human beings are dealing with it.
I answered the question with a question. I said I’m wondering the same thing. I’m seeing people, several associates gluing or mounting pictures of their families and children to their forklifts. I saw a pallet jack about 3 weeks ago with a picture of a beautiful German Shephard puppy attached to it. I am noticing office doors that used to be open all the time being closed now. People that work in cubicle areas are hanging cloth partitions up. They look good, but there closing themselves off. Do you believe it is to social distance OR are we becoming closed off socially and individually and is that what you meant by comfortable? He said exactly. He is responsible for a staff of about 80 associates. He is seeing, or believes he’s witnessing people needing to be wrapped in security. Not particularly job security, that may very well be a thing of the past for a little while, but a need for the familiar. He shared that there are no more domino games at break time. People are not congregating at lunch tables; everyone seems to be watching movies or playing games on their phones. Not being rude or even unhappy, just alone.
I asked a few more questions of him. I wanted to know if he was noticing this shift in culture just in particular areas or departments or was it across the board. He first stated that it was noticeable everywhere. Then, as we discussed a little further, he felt like it was much more noticeable in the loner positions. I had to ask what a loner position was! He laughed and said those people we supervisors never see! The order selectors, replenishment fork operators and inventory control employees! I told him know I had a new term for what I used to call the independent workers!
Now I was really scratching me head. For I too had witnessed this over the last several weeks and just did not associate it with a new norm.
So, I hit the phones and scheduled a few walkthroughs with a handful of supervisors I knew I could get into to see. I wanted to ask them a couple of questions on the subject. I have to say, and quite unexpectedly, wither I was speaking with them on the phone or walking the floor with them they had a lot to say! Now, your all op’s people so you know it's hard to grab time from a warehouse supervisor or manager, and yet, well, I guess I’d found, or was given, a topic they felt compelled to discuss.
So, question one was “Are your employees asking more questions, like in start-up or safety meetings than they used too?”
The consensus was that they we’re probably getting less questions. And not that they ever got a lot of group questions. But that the one-on-one questions had doubled. Most said that they were now being approached by almost every associate at least once during the week. Maybe the encounter would have nothing to do with work but that the employee was stopping by. A few said now that we’re talking about it, they were feeling bad for not taking a couple of extra minutes to just shoot the breeze with them. A couple of them asked me why did I think people were doing that? I didn't have an answer!
The 2nd question was “Have you seen more interest in internal movement or upward mobility in your departments. Now this was good. Every Supervisor had noticed a willingness of associates to learn other tasks. Like the task that directly precedes or follows theirs. But the managers said that their Supervisors and admin’s or clerks seemed to be presenting much better follow through and energy. And each mentioned that those same employees seemed to be seeking out mentors and enjoying brainstorming with the management teams more. I again was asked what had gotten into everyone.
So, another question, I think the one that bothered me the most was “Are you seeing a change in your gathering areas. Breakrooms, smoking area or lunchrooms. Now this was split about half and half. But the split seemed to be by positions. I found that odd. Again, forklift operators, sanitation and utility workers, order selectors, the kind of positions I had learned earlier to call loaner tasks seemed to even shy away more from social interaction with others at break and they seemed to all be working harder, more focused. Whereas unloaders, loaders, receivers, drivers, people that have a lot of human contact in their positions appeared to be much closer now. At least since we we’re talking about it.
Now at the end of each conversation, and remember that these we’re all one-on-one talks, I asked again. “Now are you really seeing and experiencing something different or is us talking about it just bringing up some thoughts or opinions. Unequivocally each member of management said, No, my floors culture has changed. At least to some degree.
My next question was “So the change has been good or bad?” Here’s a laugh, no one had an answer to that one. I think it’s because they have changed a bit themselves.
During the Thanksgiving Holidays I shared with a few friends that I noticed something, an emptiness for lack of a better word. Now I am that guy that likes the first hour of a family get together and then I’m out. Or I don’t even mind hosting the event at my house because I can schedule it for 2 hours and then everyone has to leave. But this year even I felt differently. I had two relatives come by, and it was different. It made me wonder if an old man like me, that literally did not care about getting together in the first place had felt different, well, what is happening to our grandkids, children and the young adults right now? As adults, with a lot on our minds right now. Are they picking up on all that? Are they noticing how different things appear now? And are our jobs being affected by these additional worries?
So, the original question used the word comfortable. And although no one I spoke with used that word in our discussions I think it describes what everyone said. Others are reaching out to us leaders in their own way. This particular supervisor felt like his associates were just much more comfortable coming forward and talking with him.
I was speaking with a CFO today, my go to financial guru from the podcast unlocking the secret to living rich about this subject and she used the word nesting. I like nesting, I think it projects what all us op’s men and women are trying to understand.
Now with all that being said I have a thought or two. You knew I’d have an opinion, right?
As an employee I think everything is going to be alright. It’s going to be different for a bit longer but it’s going to be alright. One thing I’m feeling good about is that I think it’s bringing us closer together in the workplace. I feel like we’re, I don’t know, maybe, we’re showing a little more compassion towards our colleagues? I encourage everyone to go visit with their bosses more often. I know our boss, well, most of our bosses aren't counselors or phycologist but hey, it doesn't hurt to go talk with them more!
And for us as Management and front-line management. We need to do what we’re supposed to do which is lead our associates.
Again, we’re fortunate to be in an industry that is growing and ramping up. We need to cheer on the team when we can. We can’t make promises regarding what is going to happen next, but we can help our teams prepare for whatever comes across our paths.
I know one company that is planning a little light industrial finance 101 class for their associates. And another that is randomly offering drawings for things like gift cards, a day's pay and t.v.’s for attendance awards.
It is our jobs, a leader's job, to be honest with our associates and lead them towards success. Encourage them. And it's our responsibility to see that they do grow, both professionally and personally.
It’s ok that we’re all a little needy right now. That nesting feeling is alright. It is going to be ok my friends because it is. And should you ever feel it’s not and you need help just shoot us an email to host@warehouseandoperationsasacareer.com and we will find us some help! Theres recruiters across the nation and numbers we can share with you! We’re a team, right?
We’ll this time next week we’ll be ushering in a new year. Seriously, let's get to work on our 2021 plans. We are going to earn more money next year than we did this year. Period. To not do so is just not an option. Again, if you need help figuring out how or what you should be doing to reach that goal send us an email. We’ll share what little we know with you regarding planning and goal achievement!
Merry Christmas, or Happy Holidays to you, please respect your beliefs and the beliefs of others, we’re all first and foremost Op’s people right, Teamwaoc! Be safe and help keep others safe!
Hi all, I’m Marty with Warehouse and Operations as a Career and I am excited to be here with you today. I always say today, it’s nighttime when I have a moment to record the show each week, I’m kind of a today soul, I guess. I say the word tomorrow a lot, and today last 24 hours for me but I don’t use the word yesterday much at all. I mean, of course I have to refer to past events, last week, a couple of days ago, and I’m good with saying this or that happened but I don’t blame anything on yesterday. It’s in the past to me. So, let's get started on episode 221, on the 51st week of 2020 tonight!
This week I gave a couple of different classes, some leadership, safety, and I had the rare opportunity to instruct a PIT class for a few pallet runners operating an electric rider pallet jack, actually a double jack and that was a lot of fun. I hardly ever get to teach that class anymore, it’s one I really enjoy too. Mixed in throughout the week I had a few meetings with several front-line supervisors and leads. I always like visiting with those making things happen. Anyway, it’s that time of year for stories. Things slow down a bit, everyone relaxes, we’re all in a good mood. People like to talk this time of year.
So, I was thinking earlier today about all the stories and accounts I heard this week about missed opportunities. I personally witnessed three major ones this year, all three really bothered me. I’m always talking about advancement and opportunities. It’s a shame, or I feel it’s a shame when someone hears a knock at the door and just doesn't answer it!
So I have 6 bullet points, or stories I thought we’d talk about tonight. A couple of them you may even can relate too!
OK, the first one, and I’m going to talk about two on the same subject but their kind of different! Anyway, so a company offered a free OSHA 10-hour class to their associates. 13 people were excited, 13 registered, the V.P. called them to thank them for signing up and shared a little about the class with them, everyone was looking so forward to it! 3 people showed up. The class is of course 10 hours, so it was 8 hours Saturday, a 30min lunch and a couple of breaks, and then 3 hours Sunday to wrap up. Everyone knew the schedule. When asked why they didn't show up most of the responses were that well, it was on the weekend and something came up. It was a free OSHA 10-hour class and the company was paying the card fee as well. Totally free.
We all know what those cards are worth career wise. They show an employer our commitment to our profession. Usually, as employees, we have to purchase that class. Some larger corporations will send their supervisors and managers through a course but as an employee, outside of management, we typically have to foot that bill ourselves. Oh, and they’ve had 4 of those 13 ask when the next class is going to be!
Here’s the second part I spoke about or the 2nd incident of a missed OSHA 10 hour opportunity. I guess it’s more of a missed pay opportunity too. So, a company was bringing back a few supervisors after being laid off for several months. They wanted to run all 4 of them through an OSHA 10-hour class before ramping everything up. It was suggested that the company could offer the class on a Saturday and a Sunday, and pay them for their time, instead of doing it during the week and pulling them away from their task. Their management decided the employees would like the class to be instructed during the week, so they didn't have to work, yes, they used the word work, for 7 days straight. Simple math tells us they lost 10 hours of overtime pay right? I don’t know, I think I’d look at that as paid education, or paid training. My OSHA 10-hour card is good for the rest of my life, it can help me get another position, and it can help me earn more money. I’m all about self-education and taking advantage of every opportunity, I guess!
This one I hear, oh, probably 10 times a year but this guy I really felt sorry for.
So, a gentleman came to a staffing agency, he’d been out of work for quite a while. His experience was mostly construction, but he’d had a little warehouse early in his career. The agency had a great general labor position that was close to where the candidate lived, the pay rate was right, everything looked good. He sailed through the screening procedures and was being set up for the job. He was so excited. The recruiter completed the on-boarding process, gave him his safety vest and time clock number and told him to report to work at the appropriate time with his vest, steel toe footwear and a can-do attitude the next day!
Well, the associate showed up 15 minutes early, however he was not wearing the proper footwear. He was sent away by the customer, his new employer. When asked why he didn't have on his steel toes he stated he didn't have any, he thought it’d be ok till he got his first paycheck. It wasn't.
This one is so bad because this particular agency had a shoe program, they may have been able to help him. I understand it may be embarrassing but we have to be honest when it comes to our jobs. 9 times out of 10 this wouldn't work. But this one instance he could have been helped. As applicants we need to be honest, in most instances we can get some help. We all need a little help every now and then.
So here’s another steel toe story. An agency hires a lady as a reach lift operator. A stroke of luck for the agency and for the candidate. Their customer needed an operator to start Monday morning, it was Thursday when the order was received, and the lady happened to apply that very morning. She came in, completed her on-boarding and was set up for her PIT class the next day, Friday. She was given the address sheet, which had some instructions such as to be at least 15 minutes early, wear steel toe shoes or boots, where to park etc. She showed up early, took her seat and was ready to learn. The instructor introduced himself, asked everyone to introduce themselves, and proceeded to check the footwear as they we’re ready to get started. Well, she had on regular shoes. She said no one told her about wearing steel toes to the PIT class. The instructor asked if she was shown the orientation video, she said yes. He asked did she see the part about the upcoming PIT class and that proper footwear was discussed? She said she may not have seen that part. He asked if she was given an instruction sheet to find the class. She said yep and pulled it out of her pocket. He asked if she’d read it to him. She saw the part about the footwear and said why would she had read that anyway. He had to send her away. The job had to start Monday. The recruiter had to fill it with somebody else. Here at WAOC we talk a lot about responsibilities and how our positions are our responsibility right.
This one, well, I’m not sure I’ll ever understand this one. And it ends even worse than it starts. Alright, so a guy is promoted to a manager on a traveling team. He’s been a great employee for like 5 or 6 years, a very accomplished unloader. His managers, customers and crew really like him. His company promoted him and included him for 4 weeks of planning, arranging travel, helping him secure his supervisors and trainers. He worked closely with the recruiters for hiring local talent. He was super excited to lead his first team.
Two weeks out he heard from his brother that lived out of state. They hadn't seen each other in over 5 years. He was going to be coming through the state on business and would be in town over the weekend. He wanted them to get together with all the local family and have a party. Well, the new manager went to his boss and explained that he just couldn't pass up this chance to party with his brother and family. That he would not be able to lead this team this time. Of course, his boss explained that he had to go. A lot of planning and expense had happened. He was the manager and needed to make a decision. The associate quit, he truly felt like seeing the family was more important. Now, I don’t know his situation at all. I may have thought well, I’ll miss him this weekend but I can fly out and visit some other time. I don’t know. Here’s where it really turns bad. So he’s quit his job. He receives a call from his brother that Thursday that his job has changed his plans and he won’t be laying over. He won’t be coming through town. I don’t guess his brother put as much emphasis on the party as he did! Talk about a missed opportunity!
I think we have time for one more. Well, maybe not, I guess.
Anyway, I feel that we always have to be ready to answer those knocks. With all the examples we talked about here tonight, see, I didn't say today, with all these examples, someone didn't plan, they did not take on the responsibility, their responsibility, to succeed at their position. Some call it living in the minute. Others call it being lazy. Some say its someone else's fault. It’s our fault, we control our success. If you don’t believe me send me an email to host@warehouseandoperationsasacareer and I’ll let you change my mind!
Be ready to answer that door! And be Safe in all that you do until we talk again next week!
It’s week 50, is anyone freaking out yet? Maybe because we haven't achieved a piece of our goals for the year or maybe even that now we need to be planning out our 2021! I’m not sure I’m concerned with either really, I’m just ready for 2020 to go away. I’m Marty with Warehouse and Operations as a Career Podcast here with you, and I’m really really ready to close the door on 2020. If you’re a long-time listener you’ll know that we here at WAOC don’t like looking in the rearview mirror, our past is the past and we focus on the future. How well we’re doing our jobs today, how much better we’re going to be at them tomorrow and where and what we’re going to be doing between now and our retirement right?
Well, it is the end of the year. I was going through, looking at some numbers or losses I was involved in one way or another over the last 12 months and I thought I’d like to share a few thoughts with our team here. I hadn't planned on talking about losses today, I’ll be working off of just bullet points and figures so bear with me a bit!
So does, lets see, 27,684.00 sound like a lot of money to you? Well, it does to me. Especially when I think about how when there's 27,684.00 in just product, equipment, or building damages I feel like someone's been cheated out of better pay or benefits or heck a pizza party and cupcakes! That’s a lot of money to me. So as companies are closing the year, I ran across a few instances and I want to talk about them for a few minutes. I think you’ll find a couple of them, well, odd maybe. Some you may shake your head like yep, been there, seen that.
So, let's talk about warehouse equipment parked on a dock plate. As we’ve learned here at WAOC, there is never a good reason for a person to be on a piece of equipment or park a piece of equipment on a dock plate. If a truck is not in the door, we should just not drive our pallet jacks or forklifts on to a dock plate. Period. Even personnel carriers, no piece of powered industrial equipment. Oh, and why would we ever leave an empty pallet, or even a stacked pallet on a dock plate? Let's check out a few notes I’ve made on loses I’ve been told about regarding dock plates over the last 12 months.
Bottom panels and mid panels. I’ve heard about 6 of them having to be purchased and replaced. Check this out, 3 of them at the same facility. I think once the bottom panel was just fixed but 3 times the same thing happened. The door straps or ropes we’re being closed up inside the trailers. Hadent happened in like 4 years. 3 doors, well, panels actually, were damaged over 4 months, and now nothing! Unloaders had closed the trailer doors, with the door strap inside the trailer, and when the truck pulled away, it racked the bottom panels right out of the tracks and out towards the yards!
Twice I heard about pallet jack drivers, attempting to pick up an empty pallet off of a dock plate with the door closed. Upon trying to enter the pallet, it scooted, right into the bottom panel, bending the panel.
When asked why did you not get off your jack and pick up the pallet or move it over to the side of the door, both reports read that the operator thought they could get under it enough to pull it away from the door?
Have you ever thought you could do that? Come on, you’ve tried, I’ve tried more times than I want to admit, and I was successful most of the time, but I almost hit the door more often than not. Knock on wood that I never tore one up!
And then this one. And this could have been bad, dangerous, and very expensive. A gentleman got on a dock stocker to move it off of the dock plate. Only thing was he’d never operated one before. He was a truck driver I think, wanting to pop the dock plate and start unloading his truck. He turned it on, didn't know how to steer it or stop it, ran it forward, sticking the forks through the bottom panel and through his trailer door as well.
6 door panels, all preventable. All because someone was saving 6 or 7 seconds.
Have you ever had a peer hit a fire doorway with their forks or mast because they forgot to lower the forks before moving that first inch? A stand up forklift. The operator had just placed a pallet on the 6th level, backed out of a corner aisle, turned to drive through an equipment doorway into the dry side of the building and never thought about lowering his forks. Have you ever done it or almost done it? Come on, your grinning right? Again, I’m going to be honest and say I’ve caught myself before something happened, and yes more than once!
He hit it driving backwards, upon impact it threw him off the lift and stuck itself in the doorway. He was thankfully not hurt at all, just scared. The lift though had to be disassembled a bit to clear the doorway and fixing all the warped parts was a bit expensive!
Oh, here’s a good one. Happened twice, at two different produce companies. Sit down forklifts, unloading pallets, going a little too fast, loses traction, gets a little sideways and tears a hole into the trailer wall. Both operators said the wet floor caused it. The wet floor wasn't the root cause of those incidents.
How about those electronic door controls that we use to lock trailers to the dock with and raise and lower the dock plates with? Ever seen one of those crushed by a stack of pallets or product that was being staged where it shouldn’t be? Ever seen it happy twice? We all know better than to position anything in front of those things. How’d it happen?
And this one, things like this happens every day. So why do us replenishment forklift operators try and save that extra product lift by trying to grab the top pallet of a 2 or 3 stack that’s been placed on the top level by the put away guy? There is rarely enough room to clear it. Bring down the 2 or 3 pallets, take ours and set it to the side, and re-lift the other 1 or 2 to the top again. One place lost 2 partial pallets of berries and in another incident a pallet of sour cream 1-gallon buckets were dropped. That was more than a mess. I know because I had to clean it up. I didn't do it, my boss did, but I did have to clean it up!
And pulling a battery charger off the wall? How many times have you done that? OK, how many times have you almost done that? I did actually do that once! Got in a lot of trouble with that one! I did learn to check those cables though from then on!
Scrubber brushes. I didn't realize the cost of scrubber brushes. One of the first thing we learn while being taught to drive the sweeper or scrubber is to never run over wood or shrink wrap. The cost of those brushes is why!
And what about leaving product on a trailer? Either mis-receiving it or just not unloading it all. And if its frozen or perishable it's an even worst mistake. We could have the added cost of disposal added on.
Let's go back to that $27, almost $28k expense figure I spoke about. Notice how I have not used the word accident tonight. Not one of those incidents I mentioned earlier could be classified as an accident. Rules, that each operator knew, were broken. Every one of those expenses could have been avoided.
We are professional warehouse men and women. How do these things happen to us! We all know. We lose focus for a minute. We get in a hurry. We get frustrated that someone has made our job harder than it has to be! We all get it. How about we each make a promise to ourselves to be better in 2021?
How’d you like that, I turned the conversation right back around to planning, goals, and 2021!
Seriously though. We have one of those little incidents. A door panel may cost like 450 to get fixed. We know that’s a lot of money and I’m certain that we all take it seriously. But imagine if we drove off with our equipment. It becomes a lot more serious at that point.
Think about what could happen. Not to mention what our companies could do with those savings. Maybe more equipment or newer equipment, bonuses or raises even!
I don’t know. I was just thinking of all these kinds of things I heard about this year, and what could have happened, I guess. I wanted to share those thoughts with you.
Ok, so until next week, please think about what we’ve been trained to do, how we’re supposed to act. We have friends, family and those most important to us waiting on us to get home each shift. Let's all be safe and go home to them!
Welcome back to Warehouse and Operations as a Career, I’m Marty, and today I’ll have a few opinions, as well as a couple of answers to questions we’ve received over the last three weeks to share with you!
Can you believe we’re at 4 weeks to wrapping up 2020? I think we, as humans, kind of reflect on our accomplishments and hurdles each year about this time. I generally see more people going and speaking with their management teams about transfers, changing departments, maybe accepting more responsibilities etc...and this may be the time of year that our managers approach us regarding an offer to accept a lead or supervisor position too. Over the last couple of weeks, I’ve been asked about how to best bring up the conversation about a pay increase or raises to my boss, gosh, I bet 10 different times. Theres more wrong ways to do that than there are good ones! We’ll talk about that here in a few minutes.
So, I asked 17 individuals why they we’re wanting to change departments or move from a packer position into a puncher task or wanting to be a department lead or what made you think about becoming a supervisor. I was a bit shocked at the initial answers I was given. Every one of the 17 men and women I asked the word Why to what they had told me replied with something like, I need more of a challenge, or I’m ready for more responsibility, or I need to be doing it so it’ll be right! Not one single person initially brought up pay. I have to say I was impressed. By each of them. They were talking like professionals. Wanting to be their best.
Now of course the subject of money came up a bit later, but to be honest, money was not their motivation to step up. I got the impression that it was the responsibility and the challenge. Each was wanting more.
So, let's talk about promotions for just a minute. Here at WAOC we’ve talked a lot about some of the struggles of now being the boss of our friends, how our family life may change due to new schedules and a lot of the challenges we’ll face. Today I’d like to talk about a few promotion tips, or thoughts that could help us realize those steps quicker.
So let's say that you’ve been working in the same position for over a year and no one has said anything to you about a promotion or increase in pay. There could be many reasons for a company not giving you a promotion or a raise and some of them are valid, such as a downturn in the profits of the company or even your own job performance.
However, not all companies are suffering downturns. If your company is thriving but you still haven’t gotten a raise, there are many things you can do to get noticed - in a good way - by your company superiors and move the promotion process along.
These strategies can help you to move up the ladder:
Be vocal. Discussing your concerns with your boss is important and they will value your word, just as they value your work.
Offer realistic and effective solutions to your concerns.
Discuss your thoughts on things that you can do to bring value to the company.
Be on time. Being late could lead your boss to believe that you’re a slacker who doesn’t value your job, even if you have a valid excuse. Show up a bit early, instead, and use this time to get to know your coworkers better and prepare for the day’s tasks.
Be a team player. Employees are more likely to move up faster in a company if a supervisor can see that they work well as a team. If you’re an isolated worker, ensure that your boss sees that you are making an effort to communicate and work effectively with others.
Do your part for team projects to help make them successful. Offer to lend a hand to a coworker who may be struggling.
Be willing to share the victories with others. Helping the team look good also helps you to look good.
Continue learning. Employers value higher education. Sometimes you might deserve a raise, but your current level of education doesn’t assure the company that you are worth more pay. Continue your education with online learning or night school and show your company that you are willing to be worth the raise.
Along with additional knowledge, you can learn many new skills as well as hone the skills you already have.
Picking up additional degrees or certificates for skills that can help your company will impress your bosses and could be a turning point for your career.
Have a meeting with your boss to discuss your job performance. Find out where your boss thinks you can improve and make a concrete plan to ensure that it happens. Openly discuss the prospect of a raise.
Following these tips will help you to move forward - not only in your bank account - but also in your career. They will increase your worth as an employee and make you a valuable asset to your company.
Confident people tend to be more successful at work, are happier, and are not afraid to go for a promotion or face new challenges.
Would it not be helpful if you were able to boost your confidence in your skills and workplace abilities?
Cut out negative self-talk. A positive mentality will help you learn more easily and ultimately help boost your confidence. When you find yourself speaking negatively or criticizing yourself, immediately switch it to something positive, instead.
For example, instead of criticizing your lack of knowledge about something, tell yourself: It’s great that I can learn what I need quickly and easily so that tasks like these become a cinch to do!
Instead of saying, “I can’t,” ask yourself, “How can I?” This takes your focus off of the negative and puts it in the realm of the positive. In this mode, you may come up with the solution you need to enable you to do the thing that you thought you couldn’t.
Increase your knowledge. When you take the time to learn a new skill or piece of knowledge, you can be certain that what you’re doing is correct.
You may want to look at online courses, or perhaps attend a seminar, designed to enhance your skills.
Watch what others in your workplace do successfully and try to copy them.
Practice makes perfect. When you practice at a certain task, you will get better at it in time as you are able to correct any mistakes that you make.
Each time you complete a task, ask yourself whether there is anything you could do differently to improve the process the next time you do it.
Work on your strengths. A proven way to boost confidence in the workplace is by focusing your attention on excelling at the skills you are already good at.
Doing something excellently, rather than just adequately, can do wonders for your confidence!
Ask questions. Don’t be afraid to ask questions if there is something you don’t know or understand. After all, the knowledge you seek could be the information you need to finish your task quickly and accurately.
Focus on your past successes. An easy way to boost your confidence is to think about past projects that you’ve completed successfully. Did you complete a task within the deadline? Perhaps received praise from your boss?
Focus on the positives rather than the negatives.
Act confidently. If you’re approaching a new task, or perhaps an entirely new job, then chances are you won’t know exactly what needs to be done. In these situations, it’s completely normal to feel under-confident. However, if you act confidently and put on a positive frame of mind, you may surprise yourself.
Not only will you gain the trust of your work colleagues, but your own self-confidence will increase too, with the knowledge that you are capable at your job with valuable skills to offer.
Have fun. Taking yourself too seriously in the workplace will leave your self-esteem in tatters when you encounter setbacks. Of course, you want to be good at your job, but this does not mean that you need to be serious 100% of the time.
You are allowed to have fun and doing so will allow you to laugh at yourself and any mistakes you make.
Take any criticism directed at you with good humor and you won't suffer any knocks to your confidence.
A little extra confidence can go a long way toward helping you reach your career goals. Think of these tips the next time you’re feeling doubtful about your skills or abilities and you’ll be able to bring your confidence back up again in short order.
Well, that's got to be a wrap for this week! I hope these thoughts and idea’s maybe lit a spark for you regarding what you’d like to do in 2021. Plan, Goal and Achieve. Be Safe everyone and I hope to see you again next week!
Happy Thanksgiving to everyone in the states, and well happy next holiday to everyone everywhere. We all love holidays I think and it's nice to take the opportunity to be around family and friends every chance we get. Well, I guess this year is quite a bit different, I do wish everyone well though and please keep and stay safe out there. Shoot, I forgot to introduce myself today, I’m Marty here with Warehouse and Operations as a Career! I was on a phone call earlier this week and an op’s guy said out loud what many of us I think mumble to ourselves around the holidays. In our industry, especially in the distribution fields, man, a holiday can reek havoc with our schedules. Inbound we have one less day to get that product in and well, on the transportation side, in a route delivery world, we have 5 or 6 days' worth of stops now crammed into 4 or 5. I spent most of my career in the foodservice distribution environments. I got used to only having Thanksgiving, Christmas, and New Year's Day off for so many years! Like I mentioned. A day off in our industry just means that we’re going to be working much harder the day before and probably 2 days after the holiday.
Ok, so we have 5 more weeks until we can put 2020 behind us. I am so ready for that. I think all of us was affected in one way or another with COVID –19 and the virus. But, we’ve had to deal with it, and accept what we’ve had too. So I’m moving on to 2021. Mentally at least. If I start signing things 2021 I’m going to mess up a lot more than I do normally. But I assure you I’m already doing 2021!
I’m always talking about planning and our goals, and I know those are hard subjects. There hard to understand and even harder to document or put them to paper! As I’m working on mine right now, I know the frustrations and how easy it’d be to just blow it off. But I also want to earn more money next year than I did this year. Planning and knowing my goal is the only way to do that. Oh, I wish someone would just give me more money each week, but in my 46 years of working, either for others or with my own business, it’s been up to me to increase my earning potential. I planned to move to being a selector from a loader. I moved from selecting to the warehouse side of inventory control. From there into a forklift operator and then on to a selection lead. And I kept making plans and setting goals. It's hard, well, not hard, it’s challenging for us. I’ve studied creating goals and how to plan for our futures. How to achieve those goals! I tell you what. If anyone is stuck or just can't get started charting out their 2021 goals email me at host@warehouseandoperationsasacareer.com and I’ll send you a few outlines and worksheets that may make it a little easier for you. And if you frequently visit our website, now thru the end of December you can find a few free download pages on Goals and Leadership that you may find useful or interesting.
I mentioned earning more money earlier. Last month I was messaging with a long time listener. She brought up an episode from back in December or 2017, titled 4th quarter 2017 – Preparing for a Richer 2018. I’d forgotten about several of the points and I thought I’d reshare a couple of the quotes I dug up way back then!
So, we were talking about how it was time to start planning for the next year and, like usual, I was talking about wanting to make more money than I did that year.
It’s a little early for my planning rah rah earning speech just yet, but for the heck of it, lets talk about it for just a couple of minutes!
Ok, lets say I want to earn 5 grand more next year than I did this year that’s only $2.40 an hour I’d need to make at regular time this year, and we can somewhat control our wages so it’s guaranteed we can. Sounds strange doesn’t it, but I believe its factual, it’s up to me, myself and I. Some of my favorite quotes:
https://www.ziglar.com/category/quotes/
Zig Ziglar, one of my favorites said “If you are not willing to learn, no one can help you. If you are determined to learn, no one can stop you.”
I saw this recently on Facebook, I think it came from The Vibrant Mind “When a flower doesn’t bloom you fix the environment in which it grows, not the flower.” I know if I interject myself close to successful people It helps me make better decisions.
https://livelifehappy.com/life-quotes/when-a-flower-doesnt-bloom-you-fix-the-environment/
One that helps me almost daily is Don’t ruin a good today by thinking about a bad yesterday. Let it go. I think I found that a long time ago on lifeadvancer.com
I went back and checked out the episode she brought up in the archives section of the website and found where I said - One thing I worked hard on this year and is probably my strongest accomplishment is just keeping my mouth shut more often. I get in a lot of trouble by thinking something and it just rolling out of my mouth! That paragraph still holds true today as well. Theres a Goal I can work on for 2020!
Oh and how can we talk about quotes and not mention a few from my favorite motivational thinker, Vince Lombardy:
http://www.vincelombardi.com/quotes.html
“Winning is not a sometime thing, it is an all the time thing. You don’t do things right once in a while…you do them right all the time.”
“Unless a man believes in himself and makes a total commitment to his career and puts everything he has into it – his mind, his body, his heart – what’s life worth to him?”
“The quality of a person’s life is in direct proportion to their commitment to excellence, regardless of their chosen field of endeavor.”
I’ll put links to todays quotes in the show notes at warehouseandoperationsasacareer.com in case you’d like to look at others as well, I like looking them up, its fun and interesting to me.
I wouldn’t want to be the person to tell Vince Lombardy that I couldn’t make and additional $2.40 an hour next year, I don’t feel he had much patience for the word can’t or couldn’t.
Henry Ford left us with “Whether you think you can, or you think you can’t—you’re right.” I myself tried to quit using the word can’t a long time ago.
https://www.goodreads.com/author/quotes/203714.Henry_Ford
Well, I went down one of my rabbit holes and got off subject a bit. Anyway, I wanted to talk about Are you thinking about advancements or promotions about this time of year? Do you think you’d like to change tasks or departments, maybe feeling like you’ve mastered the position you're in now and that you're ready to move on to that next steppingstone? It is nerve racking; change is difficult right?
If you’ve planned it out, and you know a little about what to expect. It may still be a little difficult, but you're going to ace it and be successful at it. I guarantee it.
Well, thanks for checking in with us here at WAOC, and we wish you a productive, prosperous and Safe week ahead!
Hello everyone, so next week is Thanksgiving! Welcome back to Warehouse and Operations as a Career. I’m Marty and I appreciate you stopping by again this week! Quick question, are you already seeing or maybe even experiencing those holiday frustrations? Every year about this time I notice how the mood changes out on the docks. And this year I’m senescing new or added worries regarding family gatherings or lack thereof, being on people's minds. I always try and coach my associates to be a little more understanding of our work partners this time of year. I believe like it's important to remember we could have it a little better than some. Take our over the road driver friends. They are out on the road dealing with weather issues and think what it's like driving in town with all the people on the roads, maybe shopping or getting together or basically just causing unnecessary traffic with his or her routes! And then add in that the dispatcher may have, we’ll say, mislead the driver to believe they have a 6 a.m. appointment when their appointment is actually at noon, meaning they’ll be out of hours and have to reset somewhere before they can head back towards home for the holidays. Or even worse, there's an issue with our systems, maybe we’re out of slots, the building is full and we’re having to may replenishments before we can run their labels. Come on, you're experiencing that about now, right? Things happen. I heard of one facility running out of pallets this week so they were sending everyone down the aisles to grab anything that was empty just so they could get in as many loads as they could.
This time of year, people can be emotional, maybe more like stressed! I guess maybe both and even more! My point being we need to recognize this time of year and help each other in this business. I don’t want to push someone into losing their job and I certainly don’t want to let my quick temper or false feelings of justice to cost me my job either!
I mentioned drivers. I can't even imagine the patience they have to demonstrate this time of year. Sometimes we take that driving job for granted. Yeah, all of us, I know I’ve done more than one driver wrong in my career!
I was at a production facility last week and was watching a driver get her door, she got docked and came up the walk ramp to the little caged area where all the drivers have to sign in, answer a few health questions and get their temperature checked. You know what I’m talking about, the times we’re living in for now.
Well, after all that was done, she was left alone. Standing in a large cage area. She could see her door, with the load that she needed to be unloading and nobody was helping her get to it. Now, this wasn't my facility but even I was embarrassed for them. There were 2 supervisors, a lead person, 4 receivers on the dock, well, only 2 really was on that end of the dock, and like 3 forklift drivers and at least 3 of the company's unloaders working within 20 yards of that gate.
I admired her patience so much. A lesser person may have already gone off! I was able to flag down the lead and he went to help her. I guess she was watching me trying to help her from afar and she thanked me with a little fist bump as she was being led to her trailer.
On my drive back to my building I saw a big rig pulled over to the side with a blow out on his or her inside rear tire. I’m not sure why they had to pull over, maybe something else was wrong as well but I thought to myself, I hope this doesn't coast them a load or a ride back towards the house this weekend.
One of the agencies I work with has experienced a huge issue with ghosting over the last two weeks. Applicants make appointments for interviews and don’t show up, or even worse, they accept a position and don’t bother calling or coming in on their first day. I was speaking with the recruiter about it, he mentioned it's like this every year around the holidays. He felt like it’s a hard time to start a job. Family may be coming in, the children are getting excited, it’s the holidays and he believes it's just hard for an out of work individual to start this month or the next. I just don’t see it that way. Side note, I started my career with the company I retired from on November 11th.
I was wondering what the supervisors we’re seeing out there so I took a little phone poll. I spoke with 7 Supervisors or leads; over the last two weeks they had experienced 7 voluntary resignations and 16 unvoluntary releases. All in I was told that 5 people had been released because they would not consistently wear their required PPE’s, 7 associates had what was described as habitual attendance opportunities, 2 people that couldn't get to work on time and 3 for performance or productivity issues.
Now I guess all 16 could have corrected their actions, everyone released was given their companies corrective action or written warning programs or the steps needed to help the associate fix their performance but really. So many not wearing their PPE’s and then all those with time clock issues? That accounted for 14 of the 16 people that lost their jobs. Let's let that sink in for just a minute.
Oh, I’ll add this really quick, since we’re talking about being on time and showing up for our shift. I know of this one company that has offered an attendance bonus before that worked off of a case and pallet formula. Basically, as long as you were punched in, at least within 8 minutes of your 4 a.m. start time, and came to work all 5 days, Monday thru Friday, you were eligible for and awarded the bonus. With the average case and pallet counts each day you could earn between like $60 to $80 dollars a week. That’s $1.50 to $2.00 an hour or $3120.00 to $4160.00 a year. For going to work on-time. The program consistently had under 25% participation.
OK, so back to the time of year, the holidays.
For some of us our business may be dropping off around this time of year. For others it could be our busiest two or three months. Either way it can be stressful right.
I had a boss once, he was actually a great coach and counselor, mentor I guess that I really looked up to tell me during an encounter one day just before thanksgiving that I’d be wise to stay out of his sight until after budget time. That was in January, and I don’t think he saw me more than like 10 times for those 2 months! Where my jobs concerned, I don’t have to told twice!
What I’m saying, sounds kind of corny when I’m thinking it but I do think we should help each other out over the next two months. We have a lot going on here in the states right now. An unsettled election, a pandemic many of us are being affected over, a drop in business or worst, maybe we’re worried about layoffs or we’re out of work right now. We all have a full plate outside of work. And we may be stressed about work!
I assure you it is going to be ok. It is going to be what it is. We will go over any wall we need too and if we can't go over it, we’ll go around it or maybe even through it! It's not going to hurt us to carry a friend of teammate with us.
If we’re helpful, positive and productive others can be too!
Ok Team WAOC, we’re wrapping up week 47. We have 6 weeks left in 2020. Have we reconciled with our accomplishments this year or our 4th quarter goals? I’ve accepted the ones I missed this year. And that’s ok, some of the things that came up were honestly out of my control. The ones that weren't, well, I learned from the failures! I’m feeling good with the outcome.
I’ve started working on my 2021 plans and I can tell you that I’m being pretty aggressive with them. I am going to own the 1st and 2nd quarters right out of the gate. I’m going to pick a dollar figure that I’m going to earn next year and I am going to achieve it!
Start your plan and get those goals set because we’re all going to increase our W2 earnings next year, right?
I think we're off to a great start with our planning. Let's all help our teammates over the next 6 weeks, cross that finish line together & prepare to own the new 1st and 2nd quarter of 2021!
Until next week, stay calm, focus on the objective, stay healthy and above all be Safe out there.
Unloading, Loading, Sanitation positions and the recoup, salvage areas, oh, and the returns or valet clerks. All these positions are sometimes listed and advertised as G/L or general labor positions and I’m not sure why? I was speaking with a few people on-line, they seemed to be shying away from a loader job that was listed on one of the larger boards. It wasn't one of mine, but I joined in any way! I thought it might be because it was a 2nd shift job, the start time was 7 p.m. The pay was listed, and it seemed like a fair and market rate for the area. The advertisement was for a full-time position with a national distribution center. The social media post was receiving quite mixed replies. Not about the hours or the money, but people kept calling it just a general labor job? Now, and, I’ve been doing this for a while, but what is just a general labor job? I assure you that none of the 6 positions I just mentioned are general labor jobs!
Hi everyone, and welcome back to Warehouse and Operations as a Career. I’m Marty and we’re not going to talk about G/L tasks today! I would like to speak to a couple of those jobs, some people equate to being general labor tasks. Maybe I can explain why I don’t think of them as general labor jobs at all.
So lets start with the job of Loading since that was the position the job board had listed. A few of the comments were: I’m not a general laborer. Now I want to point out that nowhere in the ad was the words general labor used. Another person stated that she had been a general laborer 5 years ago and she wasn't going backwards? Now that one really stumped me. I’m assuming, probably shouldn’t assume anything when it come to a post on social media, but I’d think if I’m not working, accepting any job is forward movement! And I really liked this one: Not for me, loading trucks is hard work. You have to admire the honesty, right? Not sure why they had to comment but we all have opinions, I guess. See what I mean? The comments weren't about the hours or the pay or the company, they all mentioned the position. And a few threw in the words general labor.
Now in defense of all the replies, being a loader back, oh, maybe 10 years ago, the position was a g/l task. But I doubt, or from the few profiles I looked at, I didn't see anyone that would have known that!
Being a loader, a while back was as simple as unloading your freight from buggies or carts that had been selected by order selectors and hand stacking them on the floor of a trailer. Building your load as you went. Trailers and containers would be stacked from floor to ceiling and from side to side. Your company didn't make any money hauling air. I had a supervisor once get on me because he could see a few spaces between my stacks or along the side of the trailer I was loading. He explained that a good load was one that a mouse placed at the end of the dock plate couldn't find a way to enter the trailer! I would literally work an 8 to 10 hours shift, sometimes more, without ever looking at a load sheet, mapping diagram, loading manifest or an unloading schematic. And I’d do all that without ever scanning a barcode or verifying a batch number for the driver to know where to find a specific product in an exact zone or spot on a particular pallet!
I was considered a general laborer at the time. But today, well things are more than a little different. Everything I just mentioned can be a part of their jobs and more!
Technology now touches the loading jobs. I consider loading to be a skilled position. Learning to read a load map and knowing how to place the pallets onto the trailer so the driver can identify each stop is a skill, shoot, it’s a science in today's world. Very rarely, at least in the delivery or route world will we be loading a trailer on the floor anymore. And even then, most of the time now, we’ll be scanning a batch of boxes or every box confirming that we’ve loaded them on the trailer or in a container.
Even in the bulk world, or where we’re loading pallets by using a forklift, we’ll have responsibilities. I want to mention really quick, it is our responsibility as a loader that we make sure the wheels are chocked and a jack stand is in place up front if the trailer is not connected to a tractor. Even when loading with the aid of equipment we'll probably be scanning, confirming where and that we placed or loaded the pallets. I heard someone call a pallet a skid today, we’ll talk about that on another episode. Call them pallets!
OK, let's all agree, a loader is not a general labor job. I’ll give in a little and call it an entry level position. And I’ll only do that because there are so many places one can move on to from there. A loader is familiar with every item our company stocks and ships. They work closely with the Auditors, the selectors, inventory control, and don’t forget about the transportation side. We’ll meet the drivers and maybe the people from the fleet yard. The loader position is a skilled position, any type of loading position is going to be a skilled position. I heard a guy say that he works with the nation's largest parcel package carrier and his job is just to load boxes in the trailer, no order, no scanning, no paperwork. He said it’s a g/l position when he was describing it to a person beside us. I asked him how hard it was to get all the cases loaded as they kept coming down the roller conveyers. He said every box had been measured and he had to make everything fit, that it was like a jig saw puzzle. I asked could just anyone do it and how long did it take him to learn to load that way by himself. He grinned and said ok, you made your point! Loading today is a skilled position.
Unloading, Loading, Sanitation positions and the recoup, salvage areas, along with the returns or valet clerks are not g/l positions.
Try training for a warehouse sanitation job today. It’ll take weeks before we’re turned loose by ourselves. We’re using chemicals, lucky, today, a lot of our cleaning compounds lean more towards the natural side, but we have to know how to use them. An unloading, well, that’s a whole show on its own. With the importance of the breakdown sheets and the help they give the receivers now. It's far from a general labor job!
I wanted to know why everyone had a problem with the term general labor. Nobody would or could give me a reason. I’m still not sure why the position was being looked down upon. I feel a job is a job and there's a job for everyone. I don't mean we should take a job we don’t like. As you know if you’re a long-time listener, we here at WAOC believe you have to love what you're doing, our jobs and careers are a long-term commitment. Better like’em right?
Speaking of long term, we’re in week 46, where are we all at with our goals? I’m having to make a few adjustments, and that’s ok. I’ve done much better than I thought I would, everything being considered. I’m starting to think about my 2021 plans. I am ready for 2020 to end. We’ll be talking more about planning and goals in a couple of weeks. Let's all start thinking about them though.
Well, until next week, please remember that no matter what our job is, skilled or unskilled, that we understand our first priority is Safety, safety of ourselves and our peers. Safety at work and at home!
Hey everyone, Warehouse and Operations as a Career here, I’m Marty, everyone having a great week, I hope? I thought we talk a little bit about the Electric Rider jack today.
I was in a class last week where the subject of operating platform rider pallet jacks came up and I have to say I was a little shocked at a few of the comments I was hearing. The conversation was more between recruiters, and a few applicants. A couple had a little experience on a rider jack while most in the room did not. Now I gathered that they did not have experience because I was listening to their answers being given as the hiring agent was asking them questions! Oh, and the couple of people that had experience, well, I didn't feel like they were going to be taking their positions very seriously. At least not the safety aspects of the job!
So, Let's talk just a little bit about electric jacks for a minute. I don’t know, maybe what they are, why we use them and what we can use them for. Really, rider pallet jacks, although there great for running freight into the aisles from the front docks, when I think of rider jacks I’m thinking or order selecting. Not order picking or just being a order selector. I always got to the high productivity positions in my mind. Not that there's anything wrong with the others, but I think of a high productivity environment where we’re moving a lot of freight. Maybe even on the double or even the triple pallet jacks!
I don’t know, let's see where we end up in about 10 minutes!
Since I mentioned Selector! I want to start by defining the word order selector.
Glassdoor will tell us that:
An order selector is responsible for selecting customer orders and fulfilling them as quickly and accurately as possible. Tasks include the selecting, staging, packaging and loading of customer orders to be delivered without damage or error. Warehouse equipment is also used to help achieve this goal.
6-river . Com tells us:
Warehouse picking refers to the process where individual items are picked from a fulfillment facility to satisfy customers' orders. It's an essential aspect of order fulfillment and is considered one of the most expensive and labor-intensive activities for warehouses.
Wikipedia, my go to kinda truthful resource has a lot to say.
So wikipedia gives us a list of terms they call:
Picking Strategies
There are several different strategies for order picking, including:
- piece picking or picker to part method: the order picker(s) move(s) to collect the products necessary for one order. This is commonly seen in distribution centers for retail chains whereby a shop will require a great many replenishment goods. A picker may pick all or part of the replenishment for one shop.
- zone picking method: each order picker is assigned to one specific zone and will only realize order picking within this zone.
- batch picking method: order pickers move to collect the products necessary for several separate orders at one time through the most efficient route in the warehouse.
- wave picking method: is the combination of zone and batch picking, where batches of orders are passed from picker to picker through separate zones.
- sorting systems method: no movement of the order picker(s), the products are brought to her or him by an automatic system.
-
pick to box method: same strategy as piece picking above, but when product is picked, it is placed directly into a mailing-ready container, removing the need for any interim repackaging for mailing / transit purposes.
An order selector is responsible for safely, efficiently, and in a timely manner selecting, picking and retrieving an item from its storage area which a customer has purchased, or another department needs. This can be for retail, wholesale, delivery. Or while in the manufacturing and/or production environments, retrieving an item or product for the next department to use.
Much simpler right? An order selector is called many things, but they all perform the same task really. Of course, there's different techniques for selecting a component for the next nuclear fueled medical device and what and how we’d be pulling for say a part at a pencil factory. But we’re going to get something from storage and giving it to another dept like transportation for delivery or another department to use in somethings creation! And we’ll be using different kinds of equipment to accomplish each of them.
We’re seeing more and more picking stations being utilized today than we have in the past. I believe it's because todays workforce is laced with a touch of automation. And this automation is’ent a bad thing. It has helped reduce injury's like soft muscle abuse, bumping our heads entering or exiting racking or slots, even cutting ourselves on cross bars and uprights. But let's talk about picking for a second.
As we just mentioned, picking usually will not require the use of powered industrial equipment per say. In a picking environment we may have employees staged in the aisle, walking a section, picking items from the bins and slots and placing them on the roller boards, or rolling conveyers. It looks like maybe they are placing small parts in a box, maybe building an order per box even.
Things like this makes me think of small phone parts, maybe computer parts or meter parts.
My first picker job was for a gas and propane meter production plant. I’d pull things as small as little bitty o rings for values and as large as like 1 cube housings for meters. I’d walk, gosh, I don’t know how many miles a day. It was rough getting used to it but I really ended up liking that job. I’m straying again aren't I!
Then in a case pick environment an associate may be manually selecting a product and places it on the running conveyer to take it to the loading area where it will be consolidated as an order and loaded out.
Anyway. Picker positions sometimes advertised as hand picker positions can be great get our foot in the door positions in the manufacturing and production arenas.
Let's talk about another type of picking for a minute. While we were going over definitions a bit ago, we talked about pallet picking.
In your larger wholesale centers, you’ll see a lot of bulk pulling or pallet pulling. This is where forklift operators will receive their batches and go retrieve their orders, which are pallet quantities generally and take them to the loading docks to be tagged along with any other items a customer has ordered and loaded out for delivery.
Now with starting to talk about equipment, we’ll need to understand that OSHA standard. I won’t go to deep here but it’s very important that we understand it. It’s a rule, actually it’s the law. We will need to go through a 29CFR1910.178 class before operating any type of powered industrial equipment. This class may be referred to as your PIT training which stands for Powered Industrial Truck training. It’ll come in two parts. 1st, you'll have some very interesting classroom time where your instructor will share some experiences, present several videos with open discussions with his or her class. To complete the certification process there is an observation component where your instructor will observe you operating the assigned equipment on your facility’s docks or in your work environments. One of the most important things you’ll learn is to perform your Daily Pre-shift Equipment Report or your Pre-Trip report form.
I want to add one thing here really quick. As a warehouseman or warehousewoman, any type of warehouse associate that’s performing any type of warehouse function DO NOT, under any circumstances, and no manner who is instructing you to do so, NEVER get on or attempt to move or operate any type of powered industrial equipment, elect pallet jack, forklift, whatever, that you have not been trained and certified to do so. And I’d like to extend that to any type of machinery as well. Our equipment is safe when we know what we’re doing, and our training and best practices will ensure that!
So we’ve talked a little about order picking, picking or pulling, terms that are used mainly for smallware's, parts etc, mainly in the production and manufacturing worlds. I think these are great kind of get your foot in the door positions in these environments.
Now lets talk about those high productivity uses I mentioned. The Distribution Industry. An Order Selector within the distribution centers will typically fall under 2 different categories. Those would-be Productivity and Non-productivity. Along with that we could be looking at several different pay or earning programs.
Earlier we talked about the Picking, Pulling and order pickers, all of which fall under the heading of Order Selector. Our earlier job descriptions entailed conveyers, walking aisles, carousels and bin or tote type work. Maybe delicate type parts and smallware's. Oh, and we learned a little about Bulk Pulling, or Forklift Selection.
Now, with Order Selection we will be utilizing a few other types of equipment.
We’ll start with the Electric Walkie Pallet Jack. No platform to stand on. Just as the name implies, you walk along with it, in front of it or beside it.
You’ll encounter this type of equipment more often in a non-productivity environment. I’ve seen it used where like glass bottles of liquids, like syrups are selected. Things like supplies and specialty items I guess is what I’m trying to say. Your smaller centers with shorter aisles. A very useful machine, but with some limitations of efficiencies in your larger facilities.
Now let's speak to the Electric Rider Jack, a Single rider jack.
Now, the typical types are the End Control and the Center Control. They both have an accelerator at the end of the handle. Either a roll bar throttle or a thumb flap roll bar to turn forward for forward motion or roll back for reverse movement. You’ll raise or lower the handle to stop, and that’ll be an immediate stop. Or you’ll just reverse direction with your accelerator, that’s called braking or plugging. That’s how you stop and slow your equipment. And of course, we’ll have an up and down button for our forks, and they’ll lift, oh, about 4 to 6 inches, to allow us to carry our pallet across the docks. Some models will have a “rabbit” switch on the grab bar. This is used for extra speed, not extra torque, and is only used when on an open dock and you can drive a little faster. It’s thrown off many a good associate. Don’t use it unless you know what it’s going to do!
Oh, and I forgot to mention the most important part! EVERY piece of Powered Industrial Trucks and equipment will have a horn on it. And as we’ll learn here in a bit it has to be in working order to operate said piece of equipment!
And then you’ll have the Double Pallet Jack, meaning you’ll be selecting with two pallets behind you. Selecting twice as much freight every time you make a pass through the warehouse. Imagine. If we select oh, say, 60 cube a pallet on our single jack, now we’ll be able to select 120 cube on each batch! And it gets even better!
And then the Triple Pallet Jack. A true workhorse in every sense of the word! At 60 cube a pallet now we’re at 180 cube per batch or pull. You’ll see these in pretty much only your larger DC’s, it takes a little more room to turn and operate these, but you can move massive amounts of freight with them. A great Productivity machines.
And that’s a few thoughts on the pallet jack and I guess a bit on order selecting!
Well, I didn't stay on topic tonight at all but I had a lot of fun with it! I hope I answered something you may have been wondering or at least gave you something to think about!
Until next week, be safe in all that you do and let’s all help a teammate with something this week!
So, have you ever called an employee in to give them a corrective action, counseling or maybe even to end their employment and received a genuinely blank stare, like they did not understand what was happening? Or have you ever been that employee before? It happens all too often and it’s our own fault. Yes, whither we’re the employer or the employee, it's our fault. Confused yet? I’m Marty and your back with Warehouse and Operations as a Career. We’ve been talking about Leadership the last two weeks and I’ve enjoyed all the questions and comments. It’s exciting to see so many young associates interested in all the front-line management positions and being so open to those new responsibilities.
So this week I wanted to talk about Carousels and mezzanines, I toured a production and distribution facility and found their small parts departments interesting, so I wanted to throw some ideas out there to the group. However, earlier this week I had a warehouse manager come to me wanting to suspend an associate for being tardy 7 times this month. Last week I had heard from a supervisor that was upset with an associate because he had taken off 3 times on a Friday to fly back home and have a 3 day weekend. He said it’s becoming a monthly thing. And then today I had a manager share with me that he was upset at a manager under him that he felt like had failed to direct his employees sufficiently for a project to be successful. My question to the first two was, “When did you sit the employee down and explain his or her behavior was hurting the productivity and you wouldn't be able to accommodate those behaviors going forward? They both said something like come on, common sense tells you that you have to be at work when scheduled and be on time! I agreed with them but pointed out that they had allowed the behavior. 7 tardies was excessive. But I explained he had allowed it for 7 times, why was this time different? In the employee's eyes, and yes, they knew they were wrong, but in their defense, you can't just jump to suspension after allowing it. And the supervisor had never spoken to the frequent flier at all. I asked him what was he upset about? He’s approved all three days off!
And the manager who was upset that the project wasn't going as planned? I asked him if he had gone and set in on any of the planning meetings or overseen any of the new programs being put in place. Was he up to speed on his managers struggles or all his new duties? The answer was, well, no.
And the employees? They all knew they were doing wrong. You’ve heard me talk about human nature before. I think this is a prime example of Human Nature at work. As a human, if we get away with something enough, it’ll become accepted to us. Now it may only be accepted by us, but we will accept it as our new norm!
Why do we get upset when we clearly have not done our jobs as leaders? And as an employee, why do we get upset when we’re corrected for something, we know is wrong? I think it's easier to accept a perceived failure with others than it is a true failure on our part. Whither we are an employer or an employee!
So, let's talk about being an effective leader today, I think this is a great way to wrap up our leadership thoughts for a while!
I think as a leader we have to Communicate clearly at all times. In order to present your expectations to your team in a way that they can understand, you must communicate clearly, both in written and verbal forms. Listening to your team members is also a crucial aspect of good communication. We talk about communication so often here at WAOC because it’s hard. It's difficult to take time to communicate, but it’s an important medium in the warehouse. It is our job as a leader and as an associate.
As a leader we will need to possess or develop strong organizational skills.
We’ll need to plan objectives and strategies to ensure that our team is working towards set goals in an effective manner. We need to understand our team's achievements.
We talked about confidence last week, are you confident in your abilities and decisions? Our teams will pick up on any doubts we have, in our selves or in others. It’s so important that we are confident in our teammates. We trained them, right? Believe in them and they will believe in you.
Next, I want to say Be Respectful. Respect for your team is important. Encourage them to offer ideas of their own. Listen closely to what they have to say and use their input whenever possible. It means a lot to them. And this goes for us as leaders and us as associates. We’re professionals.
And I think it's important that we train ourselves to be fair and kind. As an associate this is hard because we’re working, sometimes competing for those cases or positions and as leaders it's hard to separate our opinions and remember that giving so and so all the hard tasks just because they always come through for us is wrong and not fair at all. Treat all of our team fairly. Recognize and reward them when they have performed well. And we have to be consistent when reprimanding team members. Avoid showing favoritism.
Ever heard of the word integrity? Leaders that excel are honest and open with the other members of their team. Gaining their trust is incredibly important and this tactic will encourage them to be open and honest with you as well. And being an associate, being recognized as an employee with integrity is a great way to impress your management team as well!
Are you comfortable with making decisions? When you make effective decisions and can communicate this to your team, you’ll gain their confidence. This will help ensure that your team is equipped to meet the goals that have been set by the company.
Lets see, what else have I written down, oh, hares a good one. Delegate. You are only one person, so from time to time, you will have to delegate important tasks to other team members - essentially giving them the opportunity to lead their own small teams. If you have gained the trust of your team and are confident in their ability, then this should not be too hard. We talked two weeks ago about how we must become skilled in the art of delegation. We have to develop our teammates. I mean they have the best teacher there is!
I think a great leader has to be a strong facilitator. Your team must be able to understand what it is that they are being asked to do. That is your job as their team leader. Be able to organize an action plan to ensure that each one of your team members understands the objectives and is able to meet the goals efficiently. I think this is something the manager we spoke about earlier could work on maybe. Its so easy to think others see our visions. There only in our heads unless we’ve written them down and communicated them to others clearly.
Do you consider yourself a negotiator? Well I think to be a good leader we’ll need to pick up a few of the skills. As a team leader, you will need to be an expert at helping to resolve workplace conflict. Learn to negotiate with your colleagues to achieve the best outcomes for everyone involved. Would it have helped the young manager and supervisor we spoke about earlier if they had better communicate with their associates and worked to find a common ground regarding tardies and days off?
Leadership skills are important in the workplace, especially if you want to further your career. Whither you’re a member of management or an associate, learning these skills will benefit our careers.
Well, this will wrap up Leadership for a bit, I’m excited to get a few questions answered and share some thoughts about manufacturing and production facilities. And can you believe we’re in week 44? We need to start working on our 2021 plan pretty soon!
Until next week, let's all work on one of our weaknesses, come on, we’ve all got at least one. Let's pick something and work at improving that skillset! And it should go without saying it, let's all be safe out there!
Hello all, Marty here with Warehouse and Operations as a Career. Thanks for joining us this week, and I appreciate you sharing our podcast with all your peers. We continue to grow each week, which is pretty cool. I know I’m learning something new every show and I hope we’re bringing you something that interest and helps you with your careers!
Last week we touched again on Leadership. I want to thank everyone that sent in a question or had a thought on the topics. If you’d like to comment on anything we discuss here, please shoot me an email to host@warehouseandoperationsasacareer.com and of course, hit us up on twitter or Facebook using that @whseandops, we’re hanging around there for a bit each day!
So, we had a few questions come in that I had kind of answered with a worksheet I’m doing for another project. I thought we’d use it for bullet points this week, maybe it’ll answer some of your questions as well!
So, to get started I’ll ask this question: Do you consider yourself a leader? Or wish you were a leader?
Leaders have to inspire those around them while remaining strong. Uncertainty and difficult situations can’t stop or pause us as leaders from taking charge.
And I think, as leaders, we must develop or understand a couple of different play books. You all know how much weight I place on our experiences. But we have to develop those experiences, or live through those situations to gain our experiences, right? We’re going to make mistakes. But if we’re following all the rules, the procedures and processes we’ve been taught and learned then most of the other things we’ll mess up can be fixed! I make 10 bad calls a day. A great leader will raise our hands, say boss, that’s my bad, I’ll do things differently next time. Own it and learn from it!
Let's talk about a few points I always return too when I’m wanting to rethink or grow. Which is around the first of every month! I’m always wanting grow and do better the next month!
Here are a few techniques that may aid you in your endeavor to be a great leader:
Focus on the company’s goal. If you focus on the goal of your business, then it will be easier to lead others and show them how to achieve it. Even if you have worked for the same facility for years, revisit, if only in our own mind, our company's goals. It’ll help us see our own goals more clearly!
Follow through on your promises. A real leader keeps the promises made. We get busy. But if we’ve told an associate we’ll look into something or developed a plan for our team, it is imperative we follow through on our part or get back with everyone and let them know why we won’t be doing it.
Quick example, I was part of a team that was going to hold a monthly meeting with a group of associates. I think we had one or two. Dropping the monthly meeting wasn't a bad thing, but we did not go back and share that with the team. Now, I know for myself, I feel like the next time I bring up something like that I’m going to previse it by saying no really this time! I’m kidding and being a bit over dramatic but as an employee I could very well feel that way, right?
Now, this one is a big one! You may want to jot this down. Avoid micromanaging. Micromanaging can have a negative impact on the group you’re trying to lead. As we’ll learn trust is invaluable.
Respect the opinions of others. Allow them to share their ideas. I cannot stress enough how important this is. You are the boss, you will have the final decision, but we as bosses don’t know everything, I can assure you. And the relationship you will build with your teammate, just by listening to what they have to say. Well, it’s worth our time to listen to them. And then of course, should we decide to go another direction, share a quick why with them. It will pay off every time.
And now that we know we should respect other opinions; I’d like to throw in there to listen the needs of others. If you listen carefully, you will discover more about what motivates your team members. I have always wanted to know that I can structure my action plans much better.
Avoid procrastinating. It can, no, let me say it will destroy your leadership goals. We don't want our associates being lazy or putting things off. We’re holding them to productivity and metrics, right? We need to hold ourselves to those same standards!
Stay determined. Once you make a decision, stay with it. Anyone that knows me personally will tell you that I may carry this discipling a bit too far! I’ve rolled out several hundred new programs. I’ve always believed if you roll something back just because you hit a roadblock that you’ll have to try twice as hard next time. And yes, I’ve had to raise my hand a couple of times and say My Bad Boss. But I feel strongly, once we’ve made that decision, it's important to lead our teams to the goal. And adjusting is not a bad thing or a failure. Just make sure our plan needs adjusting and that it's not just a pothole in front of us!
Allow others to see your emotions. Your leadership will benefit from showing a human side. I’m talking about a little empathy and understanding here. Not our frustrations or anger, never ever our disappointments. Maybe I’m trying to say be human to our associates and of course respect our teammates at all times.
Spend time with your coworkers. Leaders need to know and understand the people around them. And I’m talking about at work not in a social setting. Being a teammate is a road to disaster. I mean visiting with everyone at their workstations and in the breakroom. Walking by for a quick little tailgate session at their work area. Maybe help pack a box or chunk a pallet. A quick visit daily will help that bond.
Show your expertise. If you know the answers, don’t let others struggle to find them. I call this lead and learn. Your employees are looking to you not just for knowledge, but they need to feel that you have their backs too. Making them look knowledgeable will accomplish that
Let your coworkers make suggestions. I link this one to the respecting and listening points I spoke about earlier. As a leader, you can make better progress if the entire team is able to make recommendations and be a part of the planning and goals.
Give your coworkers room to grow. They need to be able to make progress and set their own goals. I’d like to add here that, I feel, that it is our job to help them develop and set their own goals!
Avoid intimidating others. Fear can prevent positive interactions.
Use your coworkers to brainstorm. Your coworkers can help find solutions and feel
like they’re part of the process to resolve issues. That’s a big one! Let me skip down a little bit. I have like 25 bullet points here!
Admit mistakes. Pretending that a mistake didn’t happen will make your coworkers lose respect for you quicker than anything I know.
Look for answers outside of the norm. The ability to think differently is a crucial leadership skill. One of my stronger opinions! I’m always thinking there's a more productive, more efficient or a safer way to do something!
Stay flexible. A real leader can be flexible while still being in charge. So important.
Keep everything transparent. Transparency can help you avoid rumors and gossip. A polite way to say don’t lie to your employees. It will never end well. Remember how we talked about trust earlier?
Keep an open-door policy. Let your team members know that you’re willing to listen to them at any time. We’ve kind of already touched on that one.
OK, here’s another big one. Be willing to become a mentor. A real leader is willing to help the next generation. We have too. Operations leaders are not just born. Order Selectors, forklift drivers, all of our positions, we had to learn, we had to be taught. Leading others is teaching others.
Well, there's a few of my go to ways to lead. Like I said earlier, I review most of these monthly, looking at them helps me stay on track. Professionally and in my personal life as well!
Like I said, I’ve written down about 25 such thoughts for a project I’m doing, and I’m going to try and get it published up on the website next week. Feel free to download it if you’d like. We’re adding articles and worksheets weekly, be sure to check it out, you may find something useful there.
I appreciate you stopping in and until next week, stay prosperous, productive and most importantly stay Safe out there!
Where are we at, let's see, wow, week 42. So, we only have 11 more weeks before we can put 2020 behind us! Remember, this year we have 53 weeks, of all years, right?
Anyway, so as we start to wind down the year and use this 4th quarter to gather our thoughts and get everything checked off our goal list for the year, it seems that several of us are thinking more about leadership roles and maybe taking that next step? Over the last 5 episodes I’ve heard from a couple of people from Texas, and several ladies and gentlemen out in the Chicago area and a young man up in Pennsylvania, all are wanting more and aggressively working to express their wishes to their management teams! They all have asked about leadership. Not about particular positions or what all they entail but about how do they know if they can do it.
I’ve answered them all the same way. You can do it. I ask if they can commit to doing it though. As we’ve learned, yes, it is more than just a job. Being a leader, you’ll have others depending on you, the company depending on you. And well, you’ll depend on your judgements and decisions as well. Oh, shoot, I haven't introduced the show yet! I’m Marty here with Warehouse and Operations as a Career
I thought today we’d talk a little bit about what traits I believe are needed to be a strong op’s leader, or what qualities and habits will help a young leader!
Well, I could keep going on and on about leadership. It’s one of my favorite topics. We’re putting together a leadership course right now, check out the website in a few weeks and you can download it for free.
Until next week, keep growing, move forward and Lead, all the while keeping ourselves and our teams Safe.
Warehouse and Operations as a Career here and I’m Marty, everyone having a fantastic week, I hope? I had a good Q & A show planned for today, I’m getting so far behind answering some questions, and I’ve researched quite a few answers for them too!
Anyway, just before I sat down to record, I received a phone call about a gentleman that had been counseled about a disturbance he’d caused out on the floor earlier. I made a few phone calls to get the scoop. Not really an investigation but I knew the HR person and wanted to be ready with input if asked about it!
I feel like all this could have been avoided, well, it should have been avoided, and the gentleman was both wrong and right at the same time! I’ll need to define that, but the bottom line is everything about this was wrong. Are you confused yet!
Let me clarify a couple of things. So, the employee was upset about an item being moved or re-slotted in the warehouse by the first shift today. I’m not sure what the product was, but it was, what they called medium cube, so we’ll say a case of it was like 5 cube. Evidently, it weighed a bit or was a little heavy, and the warehouseman took issue with where it was moved. Too the end of a pick path I presume, or at least he felt like it was going to be a crush hazard or stacking hazard. Anyway he started yelling, cursing, and well, pretty much making a scene about how nobody knew how to slot and that he wanted to know who had decided to move it and that he wanted to speak with the individual that came up with that idea. I’m hearing his supervisor tried to deescalate the situation, but the employee was just done listening to anyone. The supervisor had no recourse but to suspend him and send him home for the rest of the shift.
OK, part one of today's episode we’ll be talking about What would it take to justify losing our calm and cool, professional workplace disposition? You may have detected a little sarcasm there but seriously!
If our job or task is safe, and if our work environment is clean and sanitary, and we have the occasional opportunity to see a supervisor or manager, even any member of the management team sometime during our shift to voice a concern or even an opinion over something, how, or I guess why do associates lose it sometimes? Now I know we get frustrated on the floor. And yes, we have to work harder than would be required if a mistake has been made but there are ways to get it corrected. And this type of mistake would have been corrected shortly, without a doubt!
I want to go back to that we’re being paid sentence. We have a defined task or set of responsibilities, pretty much anyway. I know anything can be added at any given time but over all we’re paid to perform our job. If someone else hasn't done theirs, is it really any of our business? This is business, not high school, there's nothing wrong with pointing out the situation. There may or may not be justification to point out who did it wrong. The important thing is to get it rectified, made safe again or made efficient again right? Think back, have you ever seen things end well for, what’ll we call it, have you ever seen things end well for the disruptor?
We all get frustrated from time to time. But if the situation or opportunity doesn't fall under our responsibility, don’t worry about it. Again, its business, or job, and we’re being paid. If it’s a safe situation, and not our responsibility, go on about our business. It will be corrected. Let’s not lose time or our position over such.
So, to sum it up. The gentleman was wrong. And the item was in the wrong place. Inventory control corrected it and come to find out had already been made aware of it and it would have been moved the next shift anyway!
So, I’m sure we’ve all thought, if only to ourselves before, that why in the world is this item slotted here?
The slotting of the warehouse is actually a very throughout and calculated endeavor. Companies pay 100’s of thousands of dollars to companies that lay out our warehouses. And if we’re talking new construction, well, our available cube is planned out to the last inch. We’ll get to that in a minute. So, a few areas slotting will touch can be all our storage areas. Our Putaway functions, Order Selecting of course, Replenishments and The Inventory Control department.
Have you ever used or does your facility use a device like a cubitron or cubiscan, there's several different brands. Some with more bells and whistles, some with just bare bones functionality. Their cool though and, as much as I hated having to measure every new item that came into the warehouse, they do make our lives easier when it comes to slotting a warehouse.
Vendors may call them. That means they give us the dimensions of our case. Length, width, and height so we know the cube of the case.
With the cube measurement we now know how many can fit on a pallet, in a slot, on a selection batch, and on a truck for delivery. So, as you can tell the measurement is very important to the warehouse.
But what determines how many cases goes on a pallet or what size, or cube, slot does the item go to you may ask! And that’s a very good question. So, let's talk about the price of real-estate for a minute.
The cost of a warehouse is immense. We have to utilize every square foot. Our offices need to be laid out efficiently and our warehouses have to be set up for productivity of course. But then we have to make sure every possible inch of storage space is used as well. If we set our slot sizes based on how product come into our facility from the vendor, we may be able to avoid breaking down the inbound pallets. But if that pallet sits in a high cube slot for 2 months, taking up warehouse cube or space, well, maybe it’d of been better to break it down and put 1 smaller pallet in the pick location with 3 smaller pallets up in the reserves and out of the way?
So, we know warehouse space is expensive.
So, let's talk about Cube utilization, anyone heard that term before?
Basically, it means 4 things to me:
- Size/Cube of an Item or its case
- Slot configuration – 10 cube, 32 cube, 48 cube 64 cube etc.
- Available Cube – or how much cube is in an area. We just spoke about some different pallet or rack configurations. Here we could be talking about things like bins or totes, or maybe carton flow racking or slots or maybe even a multi-level small wood area for the smaller 32X36 or 30x32 inch pallets
- Velocity or Movement of an Item – or how often does a case of this ship or how often do we get an order for this item.
There are a lot of articles on-line about cube utilization, there actually pretty interesting to read. Check them out, bring something you read to your supervisor. I assure you he or she is drilled by their boss or the merchandising department about the available cube in their warehouse!
And as we all know our facility may actually be changing out rack or slot configurations every quarter or so. As business changes so does our storage requirements.
In our training facility for example we have several different types of bays:
- 96” Bay –
- 144” Bay
- 40” x 48”
- 32” x 36”
- Bin Slots
- Carton Flow Racking
- Pallet Flow Racking
- Mezzanine
- Carousel
All those can create different slotting opportunities for all kinds of storage.
And then we have several different kinds of labeling systems or configurations too. And I mean several, I’ve probably seen a couple of hundred types over the years.
One thing I mention to new boots is that in today's worlds a slot location tag is really just for our human minds. They give us a focus point and describes where our selection device is trying to direct us!
Your very basic type can be as simple as DA1001, meaning something like section or area D, aisle A the first 1 meaning the first level and the slot would be 001. The second level would read DA2001, the 2 meaning the second level.
Another typical configuration is called alpha bay.
DA-01-01 meaning area D, aisle A, 01 tells us it’s the first bay and then slot 01. A bay could hold one, two, three or even 4 pallets depending on the distance between the uprights. DA – 02-01 would be the area D, A aisle, the second bay of the aisle and slot 01 there.
And its important to note, usually anyway, our odd numbered slots will be on the left side and the even numbered slots will be on the right side.
And of course, we all know not to go down an aisle, backwards right? Warehouse movement paths, especially our selection paths will snake through the warehouse. Right turn into an aisle and then left turn from an aisle usually.
I kind of jumped ship there talking about rack labeling, but, it’s a part of the conversation, right?
So where was I, ok, is getting upset over a relatively complicated and usually computer driven determined slot, going to do us any good?
I mentioned a earlier. Our fancier models will be able to link to our procurement systems too. meaning it’ll know what our buying multiples are, how often a case sells etc. It’ll recommend a pallet configuration, a proper ti and hi along with a slot or cube location to optimize our available cube. Now these systems can be smart too. Let's say every time we select a blue cup item number 3232 we also always have an order for a case of blue plates 3636. It very well could slot those two items next to each other, so we have no wasted drive time. What are we always talking about here at WAOC, working smarter and not harder!
Well I could go on and on about slotting and us acting right on the docks, but I think we’ve all got it now!
I wanted to talk about our 4th quarter goals today, we’ll try and get to that next week.
Until then please be safe, stay calm, it's just life, enjoy it, be a professional and keep those around us safe as well!
Hey Hey, Marty and Warehouse and Operations as a Career here. And welcome to the 4th Quarter of 2020. I’m thinking we’d all be perfectly fine with this year coming to an end, right? I think, if we learned nothing else, we’ve learned a lot about employment, careers, what is an essential position and what industries may be a little more stable or secure than others this year. Now all industries are needed, I’m not saying a forklift driver is any more important than a restaurant back of the house worker. I nearly starved the couple of weeks that restaurants weren't serving earlier this year! I considered them much more essential than myself! But I am thankful and glad that I was in an industry though that needed to be open, even with the added risk, products and goods had to keep moving. I think we learned the supply chain is a massive beast and the nation relies on it heavily.
So this last quarter we learned a lot about our industries. Manufacturing, Production, and Distribution. And we talked about safety, and we learned about how dangerous the simple things can be. Even how golf carts in the warehouse can become life threatening if no training program is being used. It’s been exciting to see and hear from so many people that have entered the fields and are learning about the opportunities the different warehouse and transportation positions have to offer us.
I’ve mentioned the classes we’ve been putting together the last couple of weeks, and we’ll have about 9 more weeks of them to give, right up to the holidays. The participation has been great and the questions, we’ve had some great questions from all the groups.
This week’s class we mentioned the different types of forklifts and what material handling is, and in two weeks we’ll be talking about Slotting a warehouse and order selecting. Both of those topics have came up here at WAOC over the last month, so I thought I’d look back in our archives and see what we’ve talked about here before!
I found some good stuff in the show notes, mixed those thoughts in with the new questions sent in recently and well, let's talk about those today! How to get started and learn the new tasks!
Now, I’m pretty passionate about both of these positions. They typically pay well & can offer us a good solid career, really long-term employment in many instances if that’s what we’re seeking.
In the Distribution world, an Order Selector will probably be operating an Electric Pallet Jack or a Forklift, maybe even a Tugger or some type of Powered Industrial Equipment. We haven’t spoken a lot about the Tugger, and its referred to by many different names but is really just a piece of equipment you can stand on, usually within a driver compartment that buggies or carts can be connected too and you pull them through the warehouse aisles selecting your orders of product, placing them on the carts or pallets on the buggies. As we’ve mentioned several times, yep I’m going to talk about Powered Industrial Equipment training again, here in the states the regulation is 29CFR1910.178 which put simply means that if we operate any type of powered equipment we must be trained in the safe operation of that equipment. Please check out OSHA.gov for the complete reading, it’s honestly more interesting than you’d think! Anyway, and I know I talked about it often, but please don’t get on or operate any equipment, or even any type of machinery, don’t even attempt to move it or run it if you’ve not been trained to do so, just stay away from it, it could be dangerous and its actually the law!
We talked a bit about what employers or recruiters are looking for in an order selector too. Episode, let’s see, that was Episode 12 titled Order Selection and we went a little deeper I think with Episode 33 called A Few Thoughts on Order Selecting with James, where we spoke with James a Top Gun and really accomplished selector, check those two shows out, I think you’ll find them really interesting. Oh, and we did a program with a Warehouse Trainer, let’s see, that was Episode 19 titled Warehouse Training Techniques & Advice from a professional where Anthony does a great job sharing his thoughts on training with us, we talked about Order Selecting and different training techniques there also. There I go straying off subject again but those are good episodes to check out since we’re talking about order selecting!
We’ve spoken several times that our Warehouse education is like going to school or college, well kind of anyway, and we have been paid while investing the time to attend! The courses in warehousing aren’t that long, there not measured in semesters or years of completion. We can easily determine how long each course takes by paying attention to the instructor or trainer, following the directions given to us, being on time for our shifts, every scheduled shift and letting our management team know that we want another position with more responsibility and better pay. I honestly know individuals, and I mean many individuals that has gone from a lower paying general labor position to Order Selecting or a forklift position in less than a year! That’s not a big investment of our time. I know it’s hard to accept a position for a couple of dollars less than what we want, but if the company we’re looking at offers that opportunity to us and they have the equipment and skilled positions we’re after I feel it should be a done deal, let’s take a g/l position, get our foot in the door, and learn all the jobs between us and that order selecting position or forklift position. The whole time letting our managers know what we want and where we’re heading! I think that’s the only way, and the short cut to getting the experience and that order selecting and forklift position we’re wanting!
I mentioned Responsibility and better pay. Both positions, forklift operator and Order selecting pays more because it carries with it more responsibility. You will work hard, it’s hard work, it’s typically a productivity position. You’ll have Loaders or Drivers waiting, standing by to load those orders. And believe me, a front dock can get backed up in a hurry when orders or batches aren’t coming out of the aisles in a timely manner and in the proper order. In a large Distribution facility, it must happen like clockwork or every task happening after us is going to be affected. And it’s our sole responsibility to make sure the customer or account receives the right item and the correct quantity. Selection Systems or computer driven scanners or audio units may be giving us the slot number or location to select from but it is still our duty to verify the correct item is in the slot and we know what we’re pulling. I’ve yet to hear of a system where our supervisor or manager doesn’t explain during our training to read the screen or label & check the product information on the box. A Receiver could have tagged the wrong item or a fork driver may have placed it in the wrong location. It’s still our responsibility to see that the customer gets what he or she has ordered!
It’s a tough job, we need to go into it realizing its productivity based. We’re going to get frustrated sometimes, especially if we’re selecting with 30 other selectors all waiting for a slot or location to be replenished with product. Time is our enemy in the production environments. As an order selector, our travel time or drive time is not counting in our cases per hour number or our percentage level so we have to think ahead, plan our routes through the warehouse so we drive the absolute least we can. If we don’t have a pull or a box to grab in an aisle don’t drive down it. Those kinds of things we’ll learn with experience!
I just mentioned Fork Life Driver, it’s another position we’ll probably be told we’re looking for people with experience. More often than not I see people moving to the forklift from another piece of equipment. Maybe in smaller environments we could be trained to operate forklifts early on in our employment but if in the larger production or distribution environments where productivity is stressed it will actually help us to come from other tasks and positions. Think about it, if we know every item by sight and know how the receiving or inbound department works and the shipping or outbound side of things happen, we’ll be much more proficient at our tasks! The two basic positions involving forklift jobs are called Putaway, meaning we are in the Receiving side of things and Replenishment or the Shipping of goods. If our job is a Putaway Driver we may be responsible for hauling pallets of product off the dock once it has been received and placing it in its Pick Location, where the Selectors will be looking for it OR placing it in a reserve location where it will be stored until it's needed for selection. This brings us to the Replenishment Driver task. Its will be our responsibility to replenish or replace the pick slot once the product has been removed or the pallet has been emptied by the Selectors, retrieving another pallet of product from the reserve system and replenishing the slot or location. Again, we will find it is our responsibility to confirm we have retrieved the correct items when pulling them from the reserves and again before or as we place it into the pick location for the Selectors. Imagine for a moment, the wrong pallet is placed in the pick slot and we have 100 cases on it, 30 selectors stop there and select 1 case for their order and does not catch that it is the wrong product. Potentially 100 customers could receive something they cannot use and did not order! That’s not a good thing. Something like that is called a misship or misspull and it can count against us, even cost us money in the productivity world. Another not so great error is called a Short or Not on Order or Not on Truck. That’s where we as Forklift drivers or Order Selectors did not pull the item or correct quantity, or it could have fallen off our pallets as we turned a corner or maybe we just placed in in the wrong zone or part of the pallet and it was buried within the load and overlooked by the driver.
And let’s not forget the heaviest responsibility we’ll be carrying with either of these jobs is that of Safety. We’re operating Powered Equipment to perform our jobs; we’re driving it in close proximity to people and other equipment operators. As we would have been trained in its operation it is our duty to operate it safely.
As you can tell I think both Order Selecting and the positions of Forklift Driver are great and rewarding job’s and both can be strong Careers or excellent steppingstones to other positions. If you have any specific questions or thoughts, please just shoot us an email to host@warehouseandoperationsasacareer.com and we’ll contact you and get them answered, I’ll put you in contact with someone that knows the position like the back of their hand and help you in any way they can. Don’t let the stress or frustration or the lack of experience hold you back from either position, there both worth the investment or the time to learn. You can get that needed experience, you just have to get your foot in the door and communicate with your management, let them know what your goal is and what you want to do!
If your enjoying our programs, finding any value in our discussions please remember to check out our Facebook and Twitter feeds, we can be found on both @WhseandOps. We share job board information quite a bit on Twitter and pose the occasional question with our Facebook page. A quick Like or Follow would be greatly appreciated!
Until next week, please practice Safety at work and home both, it’s so important to our family members and co-workers as well as ourselves!
Welcome to all, Marty here with Warehouse and Operations as a Career, everyone having a productive and prosperous week, I hope! This week I was giving a class on Forklifts and Material Handling to a group of ladies and gentlemen that had never been in the warehouse before. That sounded strange, the class was about career possibilities and the forklift was just the first position and where we could go from there was what we’d be learning about. One of the things everyone noticed was the recurring theme of safety and focus, and how the word responsibility seemed to be in every other paragraph!
If we’ve worked in a mall or retail environments or maybe the restaurant industry, I could see how many things our industry considers an employees responsibility could be thought of as picky and almost harassment if they we’re brought up.
One such thing that comes to mind is attendance and being tardy. I hear about someone who forgot to punch in or out and receiving a short check almost every week. The associate is downright upset and mad. But it was there fault! I’ve had people tell me it’s payrolls job to check their times before they pay them. Its not! Luckily, sometimes they do catch it, but how can we be mad at them if they don’t. Oh, and how about calling in on a busy day! In a retail or restaurant environment there are people to call if we don’t show up. I mean there may be 10 of us working 20 hours a week instead of 5 people working 40 hours. And those schedules work for many of us and it works for that industry. In our world, we being equipment operators or trained to run a machine or how a particular truck is to be loaded, we’re not quite as replaceable for our shift!
Think back to when you were a new boot! What all did you wish someone had told you about what we do, or about your position now! I know I have a lot of advice I’d give the younger Marty today!
So, one of the things I got the sense no one was understanding, or grasping was the responsibilities parts. I understand that there’s a lot of dangers in the warehouse, and I think those responsibilities were understood. When I started talking about pre-trip reporting, post trip sheets, signing out for powered industrial trucks, our start-up meetings, etc I felt like I had lost them.
Now this was a very engaged group, everyone participated, asking questions and genuinely cared about learning something new.
After the class I thought I’d go over to some social media sites and pose a couple of questions, see what some other equipment operators and warehousemen thought would be a good core group of thoughts to share with people entering the industry. I thought I’d share a few things they shared with me today! And if you have any things you wish you’d of known before jumping into the industry, send me an email to host@warehouseandoperationsasacareer.com , I bet a lot of us had some of the same ideas!
One of the top 3 things brought up was people wished they had known more about General Maintenance Practices or GMP's of warehousing and a few SOP’s or Standard Operating Procedures that every warehouse should be using in its day to day operations. Here’s a couple of things off the top of my head, and a few comments a few others had on the subjects. I looked back into the WAOC archives and found a few thoughts as well!
Simply put GMP’s are practices required in order to conform to the guidelines recommended by agencies that control or oversee the sale of food products, drug products and work environments as well as several other regulated industries. Many companies get very detailed here and you’ll find they may be much more organized, clean & proficient than the ones that only write down and document the bare minimums. Some of the replies came from within the Foodservice Distribution arena so let's speak to a few used in that industry. The FDA & USDA will be the two primary agencies you’ll hear about, along with your Local City & State agencies. Your facility may utilize third party companies such as AIB or BRC to come in once or twice a year to perform a mock audit, this is a good thing as it prepares you for or identifies any deficiencies that may be present before the scheduled or surprise visit by another agency. There being paid to train you and give you a grade, so you know how you’re doing as an organization. Don’t be afraid of any of these regulatory agencies but do respect them, they will be very informational and fair with you. They are there to ensure our food and drug products are safe and wholesome & they work hard to hold us to high standards. If you’re not part of the responsible teams involved with Audits or preparing for audits get with you management team and let them know you’re interested in helping out, it’s all about learning and getting noticed right! Let’s talk about some pretty standard GMP’s that should be in place and documented at every warehousing facility. I say documented as that’s 90% of what GMP’s are, it’s the stated policy and then documented that it's been explained to you and documented that those rules are being followed.
Your company should have covered a few general things with you and probably had you sign a sheet of paper listing the do’s and don’ts if you will such as:
No gum chewing or using mints or candy in the warehouse
No glass containers outside of the breakroom
No soda’s or sugary drinks on the warehouse floor
No civilian or personal jackets outside the locker room
No lunch containers outside the lunchroom
Clean up spills of any kind immediately
Do not place boxes on the floor always utilize pallets
Cover any cuts and scrapes with a bandage
Smoking in designated areas only
No spitting in the warehouse, including in the trash cans
Segregate damages in the specified areas
You kind of get the ideal, I’m sure these are among the list at your facility and they can include many others depending on the regulatory needs of your facility. If you have not been presented with this kind of documentation again its good knowledge to share with your management as GMP’s are important to ensure a well ran facility.
SOP’s or Standard Operating Procedures are a great tool to aid in productivity & Safety. Simply put it is an outline of how to perform the job, they can be very general or quite in-depth and detailed. Again, in the Foodservice Distribution arena you may have been presented an SOP sheet as an order selector to sign with something like:
Arrive to work on time and dressed for work wearing all required PPE’s or personal protective equipment, PPE’s will make another good episode later!
Proceed to the equipment charging area, retrieving your assigned jack and performing your Pre-trip inspection of the equipment
Sign into your selection equipment and pull your first batch down
Proceed to the first slot and complete your batch
Stage and wrap pallets at the assigned door
Proceed to the empty pallet area and retrieve pallets
Pull down your second batch and proceed to completion
Of course, that’s a quick example but you get the idea. The procedure should be written and reviewed with each employee for each task and documented. Many SOP’s may state how Damages will be handled, how equipment will be signed out or how particular incidents are recorded. Again, it's all about documentation.
Properly having and documenting all Safety procedures are very important as well, from general safety rules to exactly describing the procedures for cleaning spills, properly lifting product and procedures for stacking pallets and controlling walkways. Pre and post trip inspections of equipment and a good Lock out Tag out program are good examples as well.
If your facility is lacking any strong GMP’s or SOP’s bring your ideas to your management team, they’ll recognize and appreciate your interest! After all that’s what you're after right, being noticed and making that next step to reach your goals!
I seem to always end up talking about getting noticed! I think that’s the plan though. I mean even if we like our present job and we plan on retiring from it, don’t we still want to get noticed by our boss as the subject matter expert? Get noticed, in a good way, it’s what we need to do!
You know one thing that no body brought up, and it surprised me, and was one of the training topics that this week's students seemed most interest in was OSHA. As experienced warehousemen I guess we’ve grown up with OSHA standards and as new boots we’re a little in awe of it. One of the takes always from the class regarding OSHA was how the standard had thought of everything and everything was spelled out and documented. OSHA held everyone's attention. Which is a good thing right!
Well, there's a few thoughts. I hope it brought back some of your great memories of getting started in the biz. What would you do differently next time? Head over to our Facebook and Twitter feeds @whseandops and share those answers with the group! I bet that’ll be interesting!
Until next week Be Safe and lets all mentor a new Boot this week!
Hello again, and welcome to warehouse and operations as a career. I’m Marty and I’m excited to be hosting this week's episode. This week we’re presenting our 208th weekly podcast, four years to the week. I had planned on producing 50 shows, I just wanted to share how exciting the industry can be and talk about all the opportunities Operations, Warehousing and Transportation could bring to us and our families. I wanted it to be a discussion about the positions and a day in the life of kind of thing. We wanted to steer away from all the corporate terminology and principals and try to convey the messages using our own words, hearing from those actually doing the tasks and living their dreams. The word sharing and experiences kept coming up when I was putting it together!
Well, thanks to all the participation from each of you, our listeners, and all the questions and topics you’ve ask us to research or speak to for you, here we are, at episode 208. And I appreciate each of you, I love putting them together each week and vow to keep them honest and commercial free for as long as we’re doing them, which will be as long as we keep getting input from the group!
So, 3 weeks ago I had this conversation with a young candidate. It went something like this! Which is better, Inbound Jobs or Outbound Jobs. I am wanting to start a new career. I was laid off from my service job and I’ve been looking at warehouse work. There seems to be a lot of different types of warehouses though and what position is best. Well as you can imagine we ended up having about a 90-minute interview or discussion. Even for me, I must confess, I went a little overboard. I climbed up on my soap box and started preaching my passion!
I was thinking what better week to do a brief overview of warehousing or review of some of the positions, and the opportunities for advancement, and talk a little about our industry. If you have any friends or family out of work right now, maybe there looking at starting over career wise, I appreciate you sharing the podcast with them, maybe ask them to subscribe. It’s all about everyone being successful right!
Ok, yes, warehousing is a pretty broad statement. We’ve talked about the three types or divisions of the supply chain several times. In simple terms you have Manufacturing, where raw materials are turned into something by man and machine. Then the production facilities put things together or produces the end products that the consumer will use. Then we have the Distribution Center. here we receive the produced goods or product, store them, and the distribute them to the end users, or us the consumers.
Although each of these industries or facilities are very different, they are still a warehouse! Of course, they each will have some specialized positions or tasks but just speaking to the Inbound and Outbound aspects of each, they all perform these tasks and have most of the positions to move freight through and across the docks. With all that being said let's review’em
We’ll start with the Inbound side of things. Let's remember that generally speaking, our manufacturing and production facilities may run inbound and outbound on the same shift. Think more in bulk terms. Although they may run 1, 2 or even 3 shifts, things won't be quite as separated as the distribution fields. Even some distribution facilities can manage the outbound working a long side the inbound freight. But the larger the facility or the cases moved through the building becomes the more difficult that’ll become. So, as we’re talking about the positions today it is possible to think of them as just that. Inbound job tasks that you’ll find at most all warehouse facilities.
Let’s start where it all starts. The Unloader. Whither you are an unloader at a Manufacturing, Production or distribution center our products or goods have to be brought into the building. Trucks, containers or rail cars will be staged at the door and it is our job to make sure that the freight is unloaded, separated by item number, properly stacked on good pallets in the proper configuration or ti and hi for the receiver to get them added to the inventory. We may be responsible to shrink wrap our pallets and have some regulatory processes to follow such as trailer condition reports, temperature recordings, HACCP guidelines to follow and any internal reports our company requires. This position will usually introduce us to equipment usage also. It’s a perfect position to get a little experience operating an electric pallet jack and even manual units. Of course, we will never operate any type of machinery or warehouse equipment until we have been trained and certified to do so right? Our employer should offer us our PIT or powered industrial truck training and certify us to their dock. This is a great position to step into the industry with. From here one of our next moves may be the pallet runner or maybe even inventory control.
Now that our freight is unloaded and staged in the assigned area on the dock our Receiver will match everything up to the purchase order, verify everything on the bill of laden from the carrier and sign acceptance for the freight. Yep, he or she is literally writing a check and paying for the load. This position carries a lot of responsibility. Any overages, shortages or damages that are not notated and claimed on the BOL will be paid for. It is his or her job to communicate any issues with their merchandising departments and any claims agents assigned to them. The receiver works closely with inventory control, the merchandisers and warehouse management teams. Our next step from being a receiver can be into any one of those areas. This is a perfect task for that detailed and process driven individual. The receiver is typically promoted from within too, from a fork driver or order selector. The receiver must be familiar with all the freight in the building. I always enjoyed receiving.
We spoke about the pallet runner a bit ago. After the receiver has received the inventory, checked that it is properly stacked and secure and on good wood he or she will tag it and it is ready for us to haul it into the aisles for the putaway drivers to get it into the racks. A pallet runner must be proficient at operating the electric rider pallet jack or the dock stocker forklift. And we will need to be a focused and safety driven individual. We’ll be picking up received pallets from the front of the docks and running them to every corner of the warehouse and down every aisle all day long. We’ll be working closely with the forklift drivers. It's our job to properly stage the pallets where they are assessable to the fork operators yet in a manner that they can maneuver around them. Our next steps can be into selection or even being a forklift operator.
As we follow a case through the warehouse the next position, we’d see is the putaway forklift operator. As a putaway fork driver we will be lifting, staging and or placing pallets in the pick locations or up in the reserves racking. This being another skilled position of responsibility will usually be hired from within. I enjoyed my time on the lift. It is a great career position and a team building position. Whither our product is brought into the aisles for us or we will be running out to the docks to retrieve it we’ll need to be focused on our task at all times. The front docks are busy, and safety is our priority one. If our facility uses a strong directed WMS we’ll probably scan the pallet tag, it’ll tell us the location to take it to, we’ll place it between the cross bars securely, while checking the condition of the pallet. When we have successfully racked the pallet, we’ll scan the slot barcode or the level indicator to confirm its placement. Then we’ll go get another one! Another one of my favorite jobs, I enjoyed my stint as a putaway driver.
Next, we’ll switch over to the outbound side of things!
First up would be the order selector position. This seems to be the goal for a new boot. I get asked every week “how do I get to be an order selector”! Usually candidates see advertisement for the pay rate and that's the job they want!
It is an attractive position. It pays well. And it is some of the hardest work you will ever do! If you are a high energy, fast paced and motivated individual that likes sticking to themselves and making money this is the position for you! On the other hand, if you like gossiping and talking, like the hourly pay base systems, well, you may not be a successful order selector. In the high productivity distribution settings, an order selector may be on an activity-based pay system or a base plus cases per hour incentive pay rate. They move, working smarter and not harder. I know I keep liking every job task, but I thoroughly enjoyed being an order selector. Challenging and rewarding at the same time!
Next would be the replenishment forklift driver. This position will be directed to go to the reserves and bring down the pallet of goods to replace or replenish the pick location so the selectors can complete their orders. Now, this is a great position to learn the forklift with. I know it sounds crazy as the outbound shift is usually the more congested shift, more people and more equipment. But that’s what makes it the perfect learning ground. I mean, things are moving slow. Theres no long stretches of travel. We’re very focused because we’re in just a few aisles for the whole shift. It gives us plenty of time to improve our skills and get experience. Our next step may be into the putaway task or maybe a frontline management role.
A few more roles we’ll see in the warehouse are Sanitation, Inventory Control and the Utility or building maintenance positions. Their all-important and necessary positions. I have many friends that have made a career within the sanitation department. With all the regulatory concerns you learn about and the ability to follow procedures and processes regarding chemical usage and the daily Maintenance list, there are a host of advancements in the field.
And Inventory control, if you love numbers and enjoy being the detective, this jobs for you! We’ve done a couple of different episodes on Inventory control, check them out. And yes, I spent about 2 years on the warehouse side of IC, absolutely loved it!
I wanted to mention the Utility or building Maintenace task really quick. if you are mechanically inclined these positions are easy to get into as a general labor hand. Once were in the door; all we need to do is prove ourselves and advance ourselves into whatever position we’ve planned on and set our goal to be!
I’ve said it before, and I’ll say it again! Operations is where it's at. The warehouse and transportation fields have so much to offer us and our families. The career positions are there, and the advancement opportunities are available for anyone that wants them.
Well, that’ll wrap us another week for us here at WAOC. Thanks again for listening and share the podcast with a friend, ask them to subscribe too and we’ll do this another 4 years! Until next week, be safe and share a safety thought with a peer!
Golf Carts and what they're calling Personnel Carriers are loose in the warehouse. Are you seeing them in your facility? As facilities are growing bigger, I mean a million square feet is becoming the norm as for your large or jumbo D/C’s are concerned, people gotta get around somehow. My old facility was just over 500 sq ft and we had one, a 6 seater golf cart! Kind of a 6 seater, it had 4 seats and two little fold down seats on the rear of it with grab bars! It was only driven by a member of the warehouse management team. Period. No merchandisers, no salespeople, no auditors and no out of town guests, meaning corporate management. Golf carts have been around in the warehouse for quite a while of course but I’m seeing a lot of new units as I’m doing site visits now. I’m Marty and I thank you for visiting with us again this week here at warehouse and operations as a career! Have you seen those big 3 wheel tricycles? I’ve seen a few with baskets even! And crown has some pretty nice one’s out there, I believe their distributing Cushmam’s and Raymond has the Taylor-Dunn units. I think anything those two distributors sell are top of the line in my book. Columbia ParCar is another manufacturer. Looking them up for todays show I wasn't surprised to find that there are 100’s, and I mean several hundred's, and different types of personnel carriers out there today. I’ve probably seen 30 different types over the last 10 years. Some really small one’s, really just a platform to stand on, to the 9 rider golf carts. Oh, and those tricycles. Those trikes can fly through a warehouse!
Anyway, what do you think about all this equipment being driven around? I’d never really thought about it, but we had a listener report how they’ed been written up and retrained for hitting one that had been what we’ll call mis-parked. He stated that a salesperson had driven it into the aisle and left it there. He hit it and was disciplined for it.
The next morning, I was at a facility and saw, whom I believe was a merchandiser, jump in a golf cart that was parked over by the office doors and take off through the warehouse. This person never looked around in any direction, They we’re driving in a pedestrian lane and did not honk the horn as they hung a left to go down an aisle. In the wrong direction.
A couple of days later I was visiting a facility that utilized the tricycles to get around the building. I didn't observe anyone riding them, but it appeared to be the practice as I saw at least 5 of them around the building.
I feel anyone that will be operating a personnel carrier should sit through a PIT class, or at least a short tutorial on how the unit operates, accelerates, turns and most importantly brakes! I know they are not moving any freight but having a little knowledge about what is going on around you is not going to be a bad thing. HR, merchandisers, salespeople, and an array of others probably do need access to the warehouse occasionally, but I believe they also carry the responsibility to do it safely too.
So, the employee we mentioned earlier. He felt like his corrective action was unjust. I have to agree that the cart should not have been left there. But he did hit it, luckily not bad, my understanding was that there was no damage to either piece of equipment, his forklift or the golf cart. I explained that my only concern was the cart could have been a person or someone on a pallet jack or even another forklift operator. As an equipment operator we have to be aware of our surroundings at all times. He eventually agreed, he felt like it sucked, but he accepted the write up and moved on.
I once was on a center drive triple pallet jack and ran over or into a mop bucket in the aisle. You know, those big yellow squeeze mop buckets our sanitation department uses. The sanitation guy had been cleaning up a spill and walked away from it for just a few minutes. I was coming around an end cap, entering the aisle, drove about 25 feet into the aisle and boom. I hit it head on, dirty water went everywhere. I’d made quite the mess. Now to this day that incident bothers me. As an order selector I was used to watching for equipment in my way. I think I was used to noticing people in the aisles too. But a mop bucket, I don’t think my brain ever knew to look for them. I mean, when we’re in the zone, pulling on auto pilot, I believe our minds can start thinking for us sometimes. And that’s a bad thing.
Think about driving to work yesterday, do you remember making every turn, using your turn signal to change lanes? Our mind knows what to do and just does it. Or the new autonomous cars. There computers have to be programed to recognize every obstacle they may incur. I hope they planned for big yellow mop buckets in the road, because it can happen!
Well, I veered off the road with that admission. So getting back on subject, lets see, oh, so I made a phone call to a facility I deal with quite a bit that I knew used a couple of golf carts and asked their HR department how they trained a new salesperson, merchandiser or associate that may occasionally grab the cart and run out into the warehouse. The answer I received was that there was no formal training but that another associate showed them how it works. Well, I think that could be considered training. So I then asked if there was anything written stating that one needed to watch out for Electric pallet jacks, forklifts and pedestrians, or anything like that. I was told no but that tomorrow they would probably have such a piece of paper. It’d just never came up before!
You know, us in the warehouse will find those answers hard to believe. But that’s because safety, and equipment operation is drilled into us the first time we walk onto the floor. We know how dangerous things can be and how quickly bad things can happen. To a salesman, a merchandiser, it’s just a quick trip to the warehouse to check something out. It’s our job to make sure everyone stays safe. We have to be looking for those gold carts or those yellow mop buckets. Oh, I creamed one of those big grey push carts, those huge ones that sanitation uses to carry trash to the compactor or dumpster area once too. A story for another time though!
So, I made 2 more calls to different facilities using personnel carriers and only 1 of them had a training procedure for the office associates, and even that one was going to be looked at again. So, this week there’s 3 facilities changing up, modifying, or developing a training program for the safe operation of their personnel carriers.
If your facility’s salespeople, or office employees are using these carts you should bring up a training program to your supervisor. If they don’t presently have one that’d be a great way to get noticed and you could very well be saving someone from getting hurt on down the line.
And I just had another thought along the same lines. I was speaking to a driver helper, he’d only worked 3 routes, a new boot. He asked if I had ever worked with a hand truck, particularly one with a hand brake. If you’ve ever been rolling a full dolly or hand truck with a brake on it, and have never used it before, then you know where this story is going. Luckly this gentleman hadn't been going down a truck ramp but rather a curb ramp. He got to the end of the ramp, said he just barely squeezed the brake handle and the whole load flew forward almost catapulting him over the hand truck. I asked him if his driver had given him any instructions on its dangers and he laughed a bit, said it might had been his fault because he told everyone he’d used one before. Please people, don’t do that. You could injure yourself, seriously injure yourself. And for what? Running a dolly or hand truck is quite a skill but it’s easy to learn. The weight on the unit will control everything. Center it and focus, shift your position to turn and you’ve got it. Let someone show you once and in a couple of weeks you’ll have it down. At least good enough that you don’t knock door jams loose or knock over the metro shelving! There a couple of different kinds of brake units. The one I’ve seen the most and used the most are the handbrake mounted on the post bar at the top of the trucks handle. The secret for me was to learn to apply a little pressure from the very beginning. Never releasing the pressure fully but regulating it ever so lightly going down the ramp. That way the rubber or metal paddle stops on the wheels can never just grab.
And for all us experienced boots, please, even when a new associate tells us, oh yeah, I’ve done this forever, watch them for a minute. Theres something in us called human nature. For whatever reason we quit thinking sometimes. We figure, this is simple, I’ll watch you for a minute and I got it!
Be that coach, help us new ladies and gents out. Don’t laugh, just give us a hand!
On that note we’ll wrap it up for the day. If you have any chariot or personnel carrier stories you’d like to share please email us. Host@warehouseandoperationsasacareer.com.
And seriously, lets help out our peers, be them merchandisers, salespeople or our team members working beside us. The objective is to keep each other safe, my every shift goal is everybody goes home today!
Hello all, Marty here with Warehouse and operations as a career. I’m out on the East Coast of the U. S. this week. I’m enjoying the cooler weather, well, it’s a little cooler anyway. It's been a hot summer across the nation this year.
So, I wanted to start off talking about
Production today. Wikipedia tells us that
production is a process of combining various
material inputs and immaterial inputs (plans
, know-how) in order to make something for
consumption (output). It is the act of creating
an output, a good or service which has value
and contributes to the utility of individuals.
Meriam Webster https://www.merriam-webster.com/dictionary/production states it as
a: the act or process of producing
b: the creation of utility especially the making of goods available for use
3: total output especially of a commodity or an industry
And if we check out Dictionary.com https://www.dictionary.com/browse/production reads the act of producing; creation; manufacture.
something that is produced, a product.
Economics. the creation of value; the producing of articles having exchange value.
In our world production and manufacturing are sometimes used as interchangeable and I don’t feel they should be. Anybody surprised that I have an opinion! Here’s a few thoughts and a couple of resources to help explain why I feel there different.
https://efinancemanagement.com/costing-terms/production-vs-manufacturing Manufacturing involves making a good by using labor, machine, raw materials and other resources. Production, on the other hand, means using resources to make anything useful for consumption.
And simply put - Manufacturing process must involve the use of men and machine. For production, the compulsory resource is men.
I like that statement. And a facility can house both Manfacturing and production. Take a facility that uses raw materials like plastics, small little beads and pellets and uses them to produce containers of all sorts. Raw materials, with people using machines to produce a value and then on to the production department where people take that produced item and print on it, mold it, and pack it for us the end user.
I’ve seen this one production operation where they order shelving and post products from all over. They stock like a bazillion different kinds of bars, inserts, colors etc. They then assemble them, in many different, I guess you’d say custom configurations, for their different accounts nationally. At any given time, they could have 40 assemblers, 5 unloaders, 2 receivers and maybe 6 or 7 forklift operators or order picker operators running around the warehouse. This facility has 6 to 8 trucks or containers coming and going on any given day.
Another production facility that comes to mind would be our smart phones. Some consider that as assembly, and yes, parts of the construction of the phone is on an assembly line, that is only one small department of the production process though. Think about the individual pieces being put together in other departments, the processors, plastics, wiring, and batteries being constructed. Then you’ll have the receiving department, putaway, replenishment, pickers, all these positions are internal. Unlike a distribution facility, these positions are serving the production departments. The customers or us end users come into play much later. One interesting aspect of a facility like this one could be that the distribution will probability take place at another facility all together. Whereas my first example incorporated their distribution, by means of a shipping department, underneath the same roof along with production!
The reason I had production facilities on my mind today was due to some bad advice I heard an individual receive from someone she looked up to, I feel the advice should have been explained a little better! Like I said, I’m traveling today and had a few bullet points put together on another topic but...well, I don’t like people being influenced without all the facts in hand. So, what happened was a young lady, with about 2 years of general utility work in a small warehouse environment. Think consignment shipping, something really small with some shipping and receiving duties. Anyway, she had been looking at job boards and advertisements and asked a gentleman, a friend I guess, if production or distribution positions were better! I feel that’s like asking if blue or green is the better color. Bad choice of colors, I know some of us are saying of course green is because it’s the color of money! It’s a preference, a passion, and although the two facilities are so different, many of the positions are quite similar.
A production warehouse will have a receiving or inbound department, receivers and they’ll be operating forklifts. Maybe not a defined putaway and replenishment system but the pallets will have to get moved and stored. Typically, a production facility will use pickers instead of order selectors and all that means in our industry is that it is an internal process. What is picked will be used in house to add to or produce something there. Electric pallet jacks will be utilized but will tend to be smaller, maybe only singles as less freight may have to be hauled greater distances. Sanitation department are just as important, sometimes more so due to clean rooms and clean environments.
I like the production industry. When I’m discussing manufacturing, production and distribution with a job seeker I try and give them not only a good descriptive orientation of each, but I want to discuss the different advancement opportunities with each as well.
Think about production for a minute. Typically, there are going to be several different specialized departments that could offer us challenges to learn. Of course, we’ll have most of the normal receiving and shipping positions along with the equipment operator jobs but think about the assembly areas. The engineering aspects of production. Becoming a machine operator, some of those extruder machines that’s used in production plants are massive. One thing I tend to notice about production is the shifts, or times worked. Not to say there is not overtime, sometimes even required or strongly suggested, but as a rule your shifts may be pretty much set. 8 to 5, 11 to 8 or 2 to 11, whatever, oh and sometimes the shifts are flexible, maybe Sun thru Thursday, or Tue thru Saturday or Wed to Sun. That’s hard to do in distribution because their hours are based on how many orders they have or how many customers ordered that day. Our production environments can set production goals based on the month maybe, we know what needs to be produced by the week.
The young lady reached out to me, I’ve known her for a while, and I shared my thoughts with her.
Here at WAOC we’ve talked so much about how you have to enjoy what you're making a living at. We’re human, we will not struggle through life doing something that we hate doing or going to every day.
I really admired the approach to finding a new job, she was on a mission and a path. She had a plan!
She had identified 7 different companies in her target area. 3 distribution facilities and 4 production. She had gotten with her friends and relatives and found people that worked at 4 of them! All three of the DC’s and 1 of the production facilities. She felt like that had given her some great incite regarding her targets. She was able to discard one of the distribution facilities, too unorganized she said. She felt like she had asked the friend his opinion, and mine I guess, because she had only found information on 1 of the production operations. I suggested she check out reviews from employees on the major job boards, in my experience, people talk about bad situations online. Bad a lot more than good! She did just that and has applied at 3 of the 7 different companies.
She had a goal and made a plan.
I hope we enlightened each other today, maybe we know a little bit more about production than we did. Go to your browser and type in production vs manufacturing, you’ll pull up 100’s of great articles to read about. I’ve included several and the one’s I spoke of today in the show notes at warehouseandoperationsasacareer.com and please send us any ideas for topics through email at host@warehouseandoperationsasacareer.com .
Until next week, give great advice, make a plan and be safe at work and at home!
Warehouse and operations as a career, I’m Marty and We all here at WAOC appreciate you stopping in with us again. If you haven't subscribed just yet or maybe left a kind review of the show, we’d appreciate that as well. And I’m sure your friends would love to know where your getting all these thoughts and opinions from, feel free to send them over our way.
I’d like to start off today talking about waste. The subject of waste came up twice this week. Once from a young supervisor that’d just gotten out of a budget meeting where his CFO had used the word waste on several different occasions, while glaring at him, as he put it. Then the next day I had an order selector and one of his buddies who operated a reach lift approach me, asking about waste. They had heard the term applied to their productivity measurements and wanted to know what that meant. So waste is a good place to start today maybe!
Waste is an overused term in the distribution industry. I’ll share a few situations where I’ve had waste thrown out at me and where I’ve tossed it on to others.
As an outbound lead or supervisor, we may be in charge of or responsible for all the shrink wrap, nylon strapping tape, and label rolls, right? How many times have you seen, and order selectors are notorious for all three of these, an 80% used roll of shrink wrap tossed over to the side because an order selector of course did not want to run out while wrapping a pallet so he or she tosses it aside and runs off with a new roll? And nylon tape, on one shift I have seen literally 100 partially used rolls laying around everywhere. There small, lightweight, and an item we always have to have with us. And have you ever been walking your dock and see those pallets where a bored selector or loader has used like 3 rolls of tape instead of shrink wrap? And I’ll deny ever saying this, and I hope the statute of limitations has expired, but I was once a party to shrink wrapping and taping an inventory control guy to a bollard post.
If your facility uses the belt label printers, you know those small thermal labels. They come on a cardboard roll. The ones I used to buy were 500 to a roll. Our average batch or pull was about 180 to 200 cases. My selectors hated to run out of labels during a pull, having to stop in an aisle and reload their machine and then reset it to where they were in their batch. We’d find many, many, 80% rolls everywhere. I understood it, but the cost of and expense to our departments for these three items is immense.
And how about pallets? A wooden, GMA oak pallet can run anywhere from $8 to $18 a piece depending on its grade and age. As a supervisor how many times have you cringed or lost it when you hear that cracking sound a pallet jack load riser makes as it’s separating the slats and runners on a pallet. If the operator keeps going and doesn't stop you know you’ve just spent that cost. I had an employee tell me one time, it’s ok, you can send it out for repair! I informed him we paid for the repaired pallet when we bought it back!
Ever had your power go down during a selection shift? One of our rules was that during a power outage everyone had to grab a broom or a rag and start sweeping or dusting the racking. It was considered a waste of labor if we weren't doing something. Mind you it was too dark to select , however we could sweep and dust. Actually, the no selecting rule was a good one, it was too dark to safely be operating the equipment but still!
As a supervisor we’ll probably be responsible for the man hours we use each shift. Now although this number is relatively easy to determine, I mean all we need to know is the case count divided by our hourly selection rate or average and we’ll know how many man hours we’ll need right? However, what about all those variables. People calling in sick, calling in with transportation issues or just not coming in? Yep, your still responsible. And if you are over staffed, you guessed it, your boss is going to say you're creating a waste with labor!
And for us employees or order selectors. Waste can take on a whole other meaning. It can affect our income, our positions even and promotions on down the road. We do not want to be that employee that is always tossing those almost empty rolls of shrink wrap to the side, or the one over wrapping our pallets and wasting the shrink wrap. I’ve actually seen selectors doing this, just to take them a few more minutes so they could pick up another batch, a more prosperous batch, that they knew was coming up. And all those partial nylon tape rolls. One night I had the inventory control guys gather up all the rolls they ran across and place them in a box. I locked up all the unopened cases. We had to use up all the partial rolls before we could get into the new ones. I’m sure some of them were just thrown away but we worked two shifts without using any new rolls. That saved about 1 case and a half! And the crew did a much better job with them for quite a while!
And labels, those labels cost a lot of money. I stayed on the carpet about labels. It got so bad at one point that a selector had to turn in an empty cardboard roll to get another one. Again, after a while, people got much more responsible with them.
I kind of got off the employees' role didn't I, we’ll I guess not really.
Anyway, so as an order selector we may be working by the case, or on an incentive program, or some type of an activity based compensation plan. With these pay platforms we do not want to produce any wasted movements. Excess drive time is a waste. Taking that extra restroom break becomes a waste. Leaving to lunch a minute early or returning a minute late is a waste to us. Waste to an order selector is lost money. A successful order selector learns that early.
But what about planning out retrieving our pallets for the next batch? Or pre planning where we’ll stage our pallets once we get them back up on the front docks? Maybe having a system for downloading or picking up our next batch? All these movements are just as important as our drive times and are wasted motions if we do not plan for them.
Using the logic, we just learned about company's waste and our waste did we pick up on the fact that waste is expense, it is money. And I don’t know about you but I’m just not big on losing money.
With all that said, think of all the other ways we create waste in our industry.
Damages, short on truck, misships, salvage, returns, and we’ve mentioned breaking pallets but what about all the pallets we shipped off instead of restacking when loading them out or maybe leaving the wrong count on the trailer. Oh, speaking of leaving things on trailers, on the inbound side, and we haven't even talked about wrong counts being received, and wrong items being received. I could go on and on but I think you get the idea.
So yes, the word waste is used a lot, but is it overused? Maybe not! As professionals I hope we do understand and take responsibility for that word. It is our responsibility as an employee.
I mentioned last week , lets see what week was it, week, week 34, so were in week 35 this week. So, we’re closing in on the end of the 3rd quarter. How are we coming along with our planning and goals? Many of us had a rough 2nd and maybe even a 3rd quarter this year. But it’ll be ok. Things are moving right along. I’m thinking the 4th quarter, that distribution, Manfacturing, and production rush is going to be a bit different this year but then It’ll all start over, much stronger at the end of the 4th.
I feel now is the time to make those final adjustments to our goals for 2020. What we can’t or didn't achieve on time this year, kick on down the road, that’s fine, it's called adjusting. I’m doing quite a bit of adjusting myself!
I had a long-time listener reach out and ask why I hadn't done an episode about how to journal, plan and create goals. He’d taken one of my other classes on-line and thought it’d be a great episode for our listeners. I’d certainly be happy to put such together, if you’d like to see something like that, especially if you’re a new supervisor or lead, or maybe an order selector, lift operator, sanitation or transportation associate, shoot any type of warehouse employee let me know, we’ll put something together, or even another type of topic. Send us an email to host@warehouseandoperationsasacareer.com. I love talking Op’s, your topics or mine!
Until next week, watch waste, especially our waste, that’s our money. And be always be safe, as not being safe is the biggest waste we’ll encounter!
I just looked and we’re in week 34 of 2020 already! That puts WAOC at episode 204, almost 4 years of podcasting, what is that, like just 4 weeks shy of 4 years! I hope you’re enjoying our few minutes together each week as much as we do! I had planned on doing a quick flashback Thursday today, I had to have a bit more dental work last weekend but I ran across something I felt like we should get out there and talk about this week so I’m giving it a shot! I hope you're ok with my speech!
So, I produce short questionnaires, prescreening questions, for several warehouse positions. Recruiters and hiring agents use them to ascertain our, as applicants, true experience levels for positions we’ve applied for. Really simple scenarios or a vocabulary word or questions about equipment. Simple questions that an individual should be able to answer is he or she has worked that task before.
I was asked to interview 2 different gentlemen when I stopped over at the office earlier this week. The recruiters were backed up, I think they’d double booked like our doctors and dentist do! shouldn’t have said that I’m sure. But I was given each person's resume and the questionnaire they had completed on-line. Looking over the resume I was reading about equipment usage, high productivity experience, both resumes looked great! The questionnaires however, well, they had tanked almost every answer. I created the sheets, I was wondering if I had missed something, or had gotten something wrong regarding these two positions? As an example, the questionnaire for the unloader asked:
Do you have at least 1-year experience on an electric platform rider jack? (any make or model) And I have a picture on one along with the question.
I ask – Briefly explain what a breakdown sheet or ti hi sheet is?
One question asks – a ti hi of 7X5 is telling me a, I need 7 pallets with 5 cases on each pallet, b I need 5 pallets with 7 cases on each or c I need 1 pallet with 35 cases on it.
Another question is a Ti means, a column stack, b, alternate each layer by pattern, c I need another pallet.
Oh, and I had pictures of a dock stacker, a clamp attachment and a slip sheet unit on there and asked the applicant to pick each that they had operated before.
And the order selector questionnaire has things like of course the equipment they have operated, again just click on the pictures, and it states any model is fine too.
There was a question that states What is Plugging?
Do you prefer Hourly rate pay, Incentive plus base pay, pay by the case and pallets selected or activity-based compensation pay programs?
I asked with your last selector position was productivity measured by cases per hour or percentage?
Just questions like that. Questions that anyone with the experience level the job posting was requiring could answer without any problem at all.
We ‘ve experienced great success using different questionnaires, I feel they help recruiters place people in positions they’ll enjoy and ones that they can succeed in.
Anyway, so the resumes I had in hand did not match the questionnaires I had received. I started with the unloader. I asked about his previous jobs, the equipment he’d operated, how long or what was his experience level with the electric rider jack, and he had about 2 years' experience running a little dock stocker too. I talked to him about this position, I went through the job description, and I hit on the expectations we had for him. Productivity, attendance, the importance of cleaning up as we go through out the shift. And I sat with him and explained a short orientation video, kind of the do’s and don’ts of this facility. He answered every question I gave him and had a great and honest come back for every statement I made about doing the job. Well, after I had decided to hire him, I brought out his questionnaire and asked him about some of his answers.
I asked him what a ti hi of 7x5 meant. He said 35 cases on the pallet without hesitation. He has chosen B on the questionnaire, that he needed 5 pallets with 7 cases on each.
I asked him what a breakdown sheet was, he answered a sheet of what all is on the trailer, the item numbers, how many was ordered and how to separate it, like what the ti and hi was for each pallet. He had left that question blank on the questionnaire?
He said, Oh, that was texted to me after I had the phone interview. I just cruised through it really quick.
Moving on to the order selector, I went through the complete interview process with him as well. Job by job, we talked about his experience, the different pieces of equipment he had operated, the different industries he’d selected in and why he was interested in this position. I walked him through the job description and the facilities expectations, his schedule and their attendance policy. We discussed the importance of his productivity numbers; his error ratio and how costly damages can be. I stressed the importance of working safe at all times. I reviewed the orientation video and packet with him and again brough out his questionnaire! The only question he had answered was his name!
Both men told me they didn't take time to even read through the questions. They already had a telephone interview and was asked to come in and speak with someone, so they thought they already had the job. The unloader said after he came into the office and saw all the other applicants in the lobby, he did think back to the questionnaire though.
The order selector seemed frustrated with himself for not answering the questions, like he had let himself down. I mean him and I were both looking at a blank page!
I explained to both gentlemen that had the recruiters not been busy, and had I not came by and offered to take these two interviews I was doubting either would had been offered positions today.
They both were honestly shocked at that statement. I was excited for them; they both were hired and ready to get to work and I think they’ll both be great additions to their teams.
We’ve talked a lot about our responsibilities as applicants in previous episodes. Recruiters have 100’s of people responding to every job positing, many of those people are not qualified, from an experience point of view. Our experiences are our selling point. Both gentlemen sold themselves on the phone interview, they earned that face to face like they wanted. But it is dangerous to not take everything HR or our recruiter explains or needs from us. The questionnaires would have taken less than 2 minutes to complete properly. Think how easily it would have been for a hiring agent to glance at our response to the questionnaire and decide to pass on us.
Properly filling out our applications and our work histories, even creating a simple resume is so important. Putting in applications is tedious, and it’s frustrating, and I know we all hate it. It is important to each company though. We’re going to have to do it and I cannot stress the importance of doing it correctly.
In today's world, with some corporation's I’m hearing it can take as long as 6 weeks to get on-boarded and receive our start date from them after we’re hired. In many instances that’s because we’re getting calls to fill in any blanks we’ve skipped over.
And as for us hiring agents, recruiters and op’s supervisors, I think it's important that we do our diligence when interviewing prospects. Yes, as applicants we should shoulder the responsibility to correctly complete our paperwork. But as supervisors and managers are, we willing to miss out on an experienced and skilled operator or person because they did not honor that responsibility?
Lol, I guess I’m saying we all should be doing our jobs!
I hope you could understand me, and I’m ready for all this oral surgery stuff to come to an end. If you’ve had a recent experience regarding todays topics, whither from an applicant's perspective or from an agent's point of view, send us an email to host@warehouseandoperationsasacareer.com, lets all help each other by sharing our experiences. And that’s so easy through our Facebook and Twitter feeds where you can find us using that @whseandops.
Until next week, let's all say it together – Be Safe out there!
This week the theme seemed to be Sanitation. What was and what was not my job was the battle cry. Oddly, I noticed the supervisors either appeared indifferent to the situation or did not know how to handle it. I think I can clear this up with just a few comments. I’m Marty with you here at warehouse and operations as a career. If we are paid hourly, sanitation is a part of our task. Usually, or what works best for me is cleaning, or keeping things tidy as I go. Sanitation is a duty of our lives, we do it everywhere, home, work, our cars the garage, and at work it can become a safety issue. If we’re paid by the case, the pallet, a percentage number, other words any type of activity-based compensation or piece pay. Again, sanitation will be a part of our task. It will be figured in, it’ll be in writing, and besides all that, it’s just the right thing to do.
I was walking a dock this week, it may have very well been the cleanest, most organized large warehouse I’ve ever toured. About ever 5th dock door they had a cleaning cart. It had a corn broom, a dustpan, what looked like a spray bottle of disinfectant, maybe it was cleaner. I didn't go over there to look at it. There was a dust mop and what looked like a spill kit and some absorbent on it to. Hanging on the side was a clipboard, for documenting what was used and when, and some nylon tape and stretch wrap, and a large 55-gallon trash can attach to it. A pretty slick set up. Just while I was out on the front dock, I witnessed 3 people cleaning as they worked. The unloader would cut the stretch wrap off the inbound pallet and take it immediately to the trash can. The receiver, was checking the pallets for dust and debris as they crossed the dock, and the forklift operators and Order Pickers, they were using a lot of cherry pickers to haul off the dock, they all were checking that the pallets were properly stacked and true, and that the shrink wrap has adhered well and was not going to hang loose once it was placed in the rack. All this took just seconds. It was just a part of their jobs and to them it was no big deal or inconvenience at all. I’m going to say it was just their culture, the company has a culture of clean.
So what I was hearing was that some over the road drivers and 3rd party vendors we’re bad about wanting to wait until the load or task was finished and then clean up the area, at least when they even took the time to clean their work area! We discussed how to remedy those issues. It’s a work in progress, signage, floor markings, things like that are being considered, I’ll let you know how that all comes along.
Another dock I visited, was on the entire other end of the spectrum. That sounded bad, I don’t mean it was fifty, I mean the culture there was more like we’ll get to it later. At the end of the shift everyone would grab brooms and trash cans and get it cleaned up and it’d look nice for the next shift coming in.
Is there a right way and a wrong way? I think so. I visited with several supervisors and managers and we discussed their experiences when it comes to sanitation.
I think we can all recognize some of the benefits of keeping our work areas clean like our first example. Less to do at the end of the day. We’re always ready for a new customer to tour or an auditor or inspector to stop in for a visit. We don’t have to hire individuals to tend to aisles, or the trash compactors. With everybody taking their 55-gallon container over to the compactor area and dumping it, there's not that huge pile of trash to be dumped all at once. One of the things I loved about their system was that everyone got to drive the sweepers and scrubber. If you’ve never learned to operator a scrubber, well, get with your management team and learn. I like’em anyway! Where was I, oh, and another benefit is everyone gets off when their finished, we don’t have another 30 minutes of cleaning to dread!
Now by waiting until the end of the shift, we’ll experience more trash up front. We’ll have to assign aisles and dock doors to be cleaned, and typically have to run down the individuals to make sure they do their part. How many of you have seen a half a day’s trash stacked up over by the compactor? We typically have to hire a sanitation guy just to be operating the compactor between shifts. An added expense. And in my experience's O/T will increase once we start asking our employees to be responsible for cleaning a destinated area.
As a department lead or supervisor it’s our job to determine how our departments are going to look throughout the day and what our teams' culture is going to be.
I was speaking with a young supervisor that came from a facility like our first example, a clean as you go program, and is now working at a facility that although they have a strong sanitation program, they do not clean as they go. They have a few sanitation people that tries to keep things picked up during the shift and then everyone addresses their assigned aisles and areas at the end of shift. That’s his company's policy. He is a supervisor working with roughly 11 order selectors. Their area has 9 aisles to it. There are 3 other supervisors, each have about the same number of associates and about the same size areas. His selectors carry trash bags on the sides of their palletjacks. Each person has a box that sits on top of their battery for broken boards or balled up shrink wrap, just general trash. He has them pulling by layers, so the pallets are always looking flat and true. At the end of the shift there's very little to do individually. They take their trash bags to the compactor and throw their shrink wrap in the bailer compactor. His crew works about 3 hours less a week than the other groups. They're paid on an activity system. By not working that additional 3o minutes or so each day they are increasing their hourly rate!
One of the hardest things to learn as a young member of management or about being on the front line is these kinds of responsibilities. Of course, we have to follow our company's guidelines and procedures. But we need to take advantage of the little things when we can. The example I just gave you is a great look at how, while not ignoring the company's policy, he showed efficiencies and how they could be recognized.
I spoke with his manager, asked her how he was coming along. She stated he was a young up and comer. She had to rein him in occasionally, but she’d rather have to rein in a young manager than have to keep pushing them to get something done!
If what he did was so great you may ask why aren't the other supervisors doing the same thing? Well, it’s change. Even his crew did not like the idea of cleaning as they went. They had always done it the other way. It wasn't fair they we’re having to do it and the others weren't. Any of you leads or supervisors heard that before?
He worked with them, spoke to them intelligently and honestly. He asked that they give it a try and explained that he’d switch it right back if it didn't help them. Slowly, they started getting out earlier and earlier. It became the norm for his crew. They love it. The other supervisors, or maybe it's their crews, just don’t want to try or do something new. Its change. Change is hard. But change is good. It's going to happen, constantly. The Manager I spoke with is expecting everyone to be cleaning as they go within the next 6 months. Be open to change!
Have you had a recent experience with change? Send us an email to host@warehouseandoperationsasacareer.com and share your struggles with the group. Any of our listeners new to the front-line management roles? We’d love to hear from you, I’ve been there, I know there's some good stories and experiences there!
Until next week, let's all be open minded, be accepting to change, shoot let's all implement a change of some kind next week. And of course, be safe doing it!
Everyone doing well? I certainly hope so! And I appreciate you checking in with us here at Warehouse and Operations as a Career. I’m Marty and I’m happy to report I’m well as well! I want to dive right in today with a quick story. 2 weeks ago, I sat in on a PIT class or powered industrial truck class. A gentleman was in attendance, very knowledgeable, turned out to be very experienced with operating an electric platform rider jack, he’d been a high productivity order selector for a number of years. He of course sailed through the classroom part of the standard. We all went out to the equipment, it wasn't a big class, I think there were 5 others, and everybody lined up. It was hot! We’re in Texas, in August, it’s just hot. I was standing over by him and we struck up a conversation while the instructors were giving the others their observations 1 at a time. He was not happy about having to wait his turn. He told me that he did not understand why he was forced to take this class and that waiting to jump on a pallet jack just to be observed was, well, he didn't say silly but I got the just of it. He felt like his recruiter had verified his references and knew what he could do on a jack. I told him I was certain he’d been certified or licensed before right. He said no, that he’d never sat through any class like he’d just sat through. I asked him if he’d ever heard of OSHA? He said of course. I asked him what it meant to him. He just shrugged his shoulders. I pointed out that he’d just sat through a class that referenced 29cfr1910.178, Powered Industrial Trucks like 10 times. He said yea, and I took notes, I wanted to go check it out. The class did teach me a lot about the center of gravity, weight management on the lifts and especially about going up and down ramps. I’ve been doing it wrong about half the time. Well, it was his turn on the palletjack, so our conversation was over, and, by the way, he was as good, confident and as safe an operator as he’d professed to be! I never expected to hear from him again but to my amazement. I’m getting way ahead of myself here, I’ll circle back around with running into him again in a minute.
Let’s talk about the OSHA standard 29CFR for a bit. CFR stands for Code of Federal Regulations, there's 50 of them. I’m adding the OSHA.gov link in the show notes. My hope is that after today you’ll just have to go check them out for yourself! https://www.osha.gov/laws-regs/regulations/standardnumber/1910/1910.178
I found a simple to understand Title or Code chart on Wikipedia, I’ll add it here too. https://en.wikipedia.org/wiki/Code_of_Federal_Regulations It shows us that title 29 is Labor.
Maybe we should back up a little bit. In 1970, President Richard Nixon, along with the Congress of course, created the Occupational Safety and Health Organization. An agency dedicated to the idea that us workers should never have to choose between our lives and a safe work environment. By the way this was a bipartisan effort, everyone did use to get along! That was probably wrong to say right?
Anyway, so now let's look at 1910, kind of the meat of the standard for me! 1910 is the part number - titled occupational safety and health standards. Now 1910 starts out with 1910 Sub Part A, and it runs all the way to Subpart Z and then starts picking up Appendixes and classifications, stuff way above my head so check it out yourself. I wanted to talk about just one or two real quick. 1910.a .1 is purpose and scope. 1910.a.5 Applicability of standards. 1910 subpart D is walking-working surfaces. 1910 subpart H .111 is storing and handling anhydrous ammonia. And then we’ll jump all the way down to subpart N .178 - Powered Industrial Trucks.
So, we’re at Title 29 of the Code of Federal Regulations part number 1910 part number title occupational safety and health standards, subpart N Materials Handling and Storage, and at standards number 1910.178 title powered industrial trucks better known as 29cfr1910.178!
Lets look at a few of them:
1910.178(a)
General requirements.
1910.178(a)(1)
This section contains safety requirements relating to fire protection, design, maintenance, and use of fork trucks, tractors, platform lift trucks, motorized hand trucks, and other specialized industrial trucks powered by electric motors or internal combustion engines. This section does not apply to compressed air or nonflammable compressed gas-operated industrial trucks, nor to farm vehicles, nor to vehicles intended primarily for earth moving or over-the-road hauling.
1910.178(a)(2)
All new powered industrial trucks acquired and used by an employer shall meet the design and construction requirements for powered industrial trucks established in the "American National Standard for Powered Industrial Trucks, Part II, ANSI B56.1-1969", which is incorporated by reference as specified in §1910.6, except for vehicles intended primarily for earth moving or over-the-road hauling.
1910.178(a)(6)
The user shall see that all nameplates and markings are in place and are maintained in a legible condition.
1910.178(b)
Designations. For the purpose of this standard there are eleven different designations of industrial trucks or tractors as follows: D, DS, DY, E, ES, EE, EX, G, GS, LP, and LPS.
1910.178(e)
Safety guards.
1910.178(e)(1)
High Lift Rider trucks shall be fitted with an overhead guard manufactured in accordance with paragraph (a)(2) of this section, unless operating conditions do not permit.
1910.178(g)
Changing and charging storage batteries.
1910.178(g)(1)
Battery charging installations shall be located in areas designated for that purpose.
1910.178(g)(2)
Facilities shall be provided for flushing and neutralizing spilled electrolyte, for fire protection, for protecting charging apparatus from damage by trucks, and for adequate ventilation for dispersal of fumes from gassing batteries.
1910.178(g)(3)
[Reserved]
1910.178(g)(4)
A conveyor, overhead hoist, or equivalent material handling equipment shall be provided for handling batteries.
1910.178(g)(5)
Reinstalled batteries shall be properly positioned and secured in the truck.
Lighting for operating areas.
1910.178(h)(1)
[Reserved]
1910.178(h)(2)
Where general lighting is less than 2 lumens per square foot, auxiliary directional lighting shall be provided on the truck.
1910.178(i)
Control of noxious gases and fumes.
1910.178(j)
Dockboards (bridge plates). See subpart D of this part.
1910.178(k)
Trucks and railroad cars.
1910.178(k)(1)
The brakes of highway trucks shall be set and wheel chocks placed under the rear wheels to prevent the trucks from rolling while they are boarded with powered industrial trucks.
1910.178(k)(2)
Wheel stops or other recognized positive protection shall be provided to prevent railroad cars from moving during loading or unloading operations.
1910.178(k)(3)
Fixed jacks may be necessary to support a semitrailer and prevent upending during the loading or unloading when the trailer is not coupled to a tractor.
1910.178(k)(4)
Positive protection shall be provided to prevent railroad cars from being moved while dockboards or bridge plates are in position.
1910.178(l)
Operator training.
1910.178(l)(1)
Safe operation.
1910.178(l)(1)(i)
The employer shall ensure that each powered industrial truck operator is competent to operate a powered industrial truck safely, as demonstrated by the successful completion of the training and evaluation specified in this paragraph (l).
1910.178(l)(1)(ii)
Prior to permitting an employee to operate a powered industrial truck (except for training purposes), the employer shall ensure that each operator has successfully completed the training required by this paragraph (l), except as permitted by paragraph (l)(5).
1910.178(l)(2)
Training program implementation.
1910.178(l)(2)(i)
Trainees may operate a powered industrial truck only:
1910.178(l)(2)(i)(A)
Under the direct supervision of persons who have the knowledge, training, and experience to train operators and evaluate their competence; and
1910.178(l)(2)(i)(B)
Where such operation does not endanger the trainee or other employees.
1910.178(l)(2)(ii)
Training shall consist of a combination of formal instruction (e.g., lecture, discussion, interactive computer learning, video tape, written material), practical training (demonstrations performed by the trainer and practical exercises performed by the trainee), and evaluation of the operator's performance in the workplace.
1910.178(l)(2)(iii)
All operator training and evaluation shall be conducted by persons who have the knowledge, training, and experience to train powered industrial truck operators and evaluate their competence.
1910.178(l)(3)
Training program content. Powered industrial truck operators shall receive initial training in the following topics, except in topics which the employer can demonstrate are not applicable to safe operation of the truck in the employer's workplace.
1910.178(l)(3)(i)
Truck-related topics:
1910.178(l)(3)(i)(A)
Operating instructions, warnings, and precautions for the types of truck the operator will be authorized to operate;
1910.178(l)(3)(i)(B)
Differences between the truck and the automobile;
1910.178(l)(3)(i)(C)
Truck controls and instrumentation: where they are located, what they do, and how they work;
1910.178(l)(3)(i)(D)
Engine or motor operation;
1910.178(l)(3)(i)(E)
Steering and maneuvering;
1910.178(l)(3)(i)(F)
Visibility (including restrictions due to loading);
1910.178(l)(3)(i)(G)
Fork and attachment adaptation, operation, and use limitations;
1910.178(l)(3)(i)(H)
Vehicle capacity;
1910.178(l)(3)(i)(I)
Vehicle stability;
1910.178(l)(3)(i)(J)
Any vehicle inspection and maintenance that the operator will be required to perform;
1910.178(l)(3)(i)(K)
Refueling and/or charging and recharging of batteries;
1910.178(l)(3)(i)(L)
Operating limitations;
1910.178(l)(3)(i)(M)
Any other operating instructions, warnings, or precautions listed in the operator's manual for the types of vehicle that the employee is being trained to operate.
1910.178(l)(3)(ii)
Workplace-related topics:
1910.178(l)(3)(ii)(A)
Surface conditions where the vehicle will be operated;
1910.178(l)(3)(ii)(B)
Composition of loads to be carried and load stability;
1910.178(l)(3)(ii)(C)
Load manipulation, stacking, and unstacking;
1910.178(l)(3)(ii)(D)
Pedestrian traffic in areas where the vehicle will be operated;
1910.178(l)(3)(ii)(E)
Narrow aisles and other restricted places where the vehicle will be operated;
1910.178(l)(3)(ii)(F)
Hazardous (classified) locations where the vehicle will be operated;
1910.178(l)(3)(ii)(G)
Ramps and other sloped surfaces that could affect the vehicle's stability;
1910.178(l)(3)(ii)(H)
Closed environments and other areas where insufficient ventilation or poor vehicle maintenance could cause a buildup of carbon monoxide or diesel exhaust;
1910.178(l)(3)(ii)(I)
Other unique or potentially hazardous environmental conditions in the workplace that could affect safe operation.
1910.178(l)(3)(iii)
The requirements of this section.
1910.178(l)(4)
Refresher training and evaluation.
1910.178(l)(4)(i)
Refresher training, including an evaluation of the effectiveness of that training, shall be conducted as required by paragraph (l)(4)(ii) to ensure that the operator has the knowledge and skills needed to operate the powered industrial truck safely.
1910.178(l)(4)(ii)
Refresher training in relevant topics shall be provided to the operator when:
1910.178(l)(4)(ii)(A)
The operator has been observed to operate the vehicle in an unsafe manner;
1910.178(l)(4)(ii)(B)
The operator has been involved in an accident or near-miss incident;
1910.178(l)(4)(ii)(C)
The operator has received an evaluation that reveals that the operator is not operating the truck safely;
1910.178(l)(4)(ii)(D)
The operator is assigned to drive a different type of truck; or
1910.178(l)(4)(ii)(E)
A condition in the workplace changes in a manner that could affect safe operation of the truck.
1910.178(l)(4)(iii)
An evaluation of each powered industrial truck operator's performance shall be conducted at least once every three years.
1910.178(l)(5)
Avoidance of duplicative training. If an operator has previously received training in a topic specified in paragraph (l)(3) of this section, and such training is appropriate to the truck and working conditions encountered, additional training in that topic is not required if the operator has been evaluated and found competent to operate the truck safely.
1910.178(l)(6)
Certification. The employer shall certify that each operator has been trained and evaluated as required by this paragraph (l). The certification shall include the name of the operator, the date of the training, the date of the evaluation, and the identity of the person(s) performing the training or evaluation.
I may have went a little long there. But this is really interesting when you start reading through it. Of course it is not necessary to know the entire standard word for word. As equipment operators we’re going to learn a lot of it, but I bet we’ll be a much better employee if we practice a bit more of it.
I hope you’ll at least pull it up and check it out. I’ve added the OSHA website page mark right here in the show notes. Go to warehouseandoperationsasacareer.com and click the link. Easy peasy. I’ll reach out and get us a bona fide safety person on the show to really explain it all to us but here’s the little bit I know. I like it anyway!
So, I told you I saw that student again. To my amazement he stopped back buy to see us the following week. He wanted to let me know he had gotten the job and was loving it. He said I had sparked his interest in the whole 29CFR1910.178 thing and he wanted me to know that he had read the entire thing. He fists bumped me ( a covid 19 thing) and left.
Until next week, please be Safe, check out our safety standards. Our family needs us to know them!
As young Leads and Supervisors, do you look at yourself as a Teacher or a Trainer? Do we know the difference? That’s one of the questions I’d like to explore here today. I’m Marty with Warehouse and Operations as a Career and I’m wondering if we don’t confuse the two way too often!
One of the things I loved about elementary school was lunch. Those squares of pizza and the squares of Fish we’re my favorites. I don’t remember a lot about the day to day activities, but I can remember that I liked recess, dodge ball out in the courtyard seems to have made quite the impression on me. Ever smell that red rubber latex smell when you see that type of a ball? How many times did you take a direct hit to the nose, or how many times did you deliver one to an opponent!
Anyway, in school our teachers taught us. They did not train us right. We Teach to Learn. Train TO Experience. I was venting to a CFO this week and she threw out that bit of wisdom. I was venting because I felt like, how do I say, I believed some trainers, especially very tenured or people that felt tenured were taking on the role of physiatrist and teacher even.
I teach a warehousing class. It is a classroom setting. I start by getting to know a little about everyone, what they’ve done and why there here, what are some short term and long-term goals. I want to know what their expectations are for the class, what do they want to get out of it!
I teach this class. We clean up our social media first, a step that is overlooked by so many job seekers. I explain what needs to be on our resume, we actually help the students build a resume, I share how to handle the phone interview and of course the key words needed to get that job!
Then we go into each position. I talk about what an Unloader is and does, what the Receiver position is responsible for, and how the pallet runner then runs the tagged or received pallets from the front docks to the aisles for his or her forklifts. We then break down what a Putaway forklift operator does and how the next step in the chain switches us from the Inbound duties into the outbound world. Order selecting, probably the most coveted warehouse position, I love talking about the order selectors job and responsibilities and why it can pay so well. And then we move on into the Replenishment Forklift duties, and the loader s job. I also discuss the Sanitation and Inventory Control positions. It’s a great class and helps explain the many positions of warehousing. When giving this class I Teach what these positions are. I explain why each position exists and how it connects to the next.
Let's check out Merriam webster real quick. https://www.merriam-webster.com/dictionary/teach
To cause to know something
To impart the knowledge of
To accustom to some action or attitude
Interesting right?
The second part of the same class, I say second part, it actually stands alone as well, anyway, we then go out into the warehouse where we train to each of the positions mentioned above. Hands on, we train how to stack an inbound pallet using the proper ti and hi, using a breakdown sheet to segregate items and pallet configurations. Then we receive those pallets, checking counts and verifying products, entering them into the system and completing the bill of laden. We train to how a pallet jack works, all it’s controls, what each one does and how to operate it. We send each candidate through their PIT training and explain the importance of understanding safety at all times. Then we train to the put away task, how to place pallets into the reserves, the hazards and cautions relating to the task. And then order selecting and how to properly stack our product on our pallets, how to ti freight together and not column stack it. I love training to this position because we get to experience productivity and competition with one another. Yep, then we train how do do a replenishment, pull the existing empty pallet, move it out of the way or stage it with our other stack, bring the new or full pallet down from the reserves and properly and securely place it in the pick or selection slot. I love training how a forklift works and how to operate it. And then we do the same with Loading, inventory control and all the sanitation positions. Hands on, doing the positions. let's check out https://www.dictionary.com/browse/train
To develop or form habits, or behavior by discipline and instruction
To make proficient by instruction and practice
What was it we learned a little earlier? Teach to Learn and Train TO Experience
I tell clients every week that I can teach you or an associate how to be safe on equipment and in the warehouse, and all they What’s, How’s and Why’s and train the same to how to perform the position or operate the machine or equipment but it’s the experience that will complete their training, proficiency and performance!
OK, I strayed a little, but I think those are some examples we can understand and as young leads and supervisors it’s important that we know the difference. Where I wanted to go with all this is that yes, training and being a trainer, willing to work with others. Yes, teach and train them is a part of our positions. But I feel we have to know the difference. Are we teaching them with documented facts and accepted practices and are we training them the proper way, following all our companies stand operating procedures or are we training them to how we do the job? There is a difference, and that’s not a good thing. Leaving our opinions and thoughts out of it or keeping them to ourselves is the hardest part of teaching or training? Would anyone disagree with that? But it is imperative that we can or do. If you can’t commit to that, well, front line management may not be for us!
I was speaking with a trainer I work with, Chris, he’s actually an OSHA outreach instructor as well, I’ll try and get him on the show sometime. He had a great sentence too. •Teaching presents new knowledge while training is the application of knowledge to develop the skillset using various techniques and experience.
We talked about how our bad habits as leads and Sup’s, if we trach or train to them, can and most likely will lead to issues, accidents and injuries! I mean if we bend the rules a bit, just to get done a little earlier or a little easier, haven't we really just failed out team?
Over the last several weeks we’ve talked about being a trainer, wither in title or just a responsibility we all bear working in a warehouse. One of our objectives here at WAOC is Safety of course, and Advancement and Opportunities.
So back to the point I wanted to make 10 minutes ago. I feel and I’m seeing businesses hiring again. I’ve seen 48 different positions filled this week. It's exciting, and I for one can't wait for thins to get back to some form of normal. That being said though, we, leads and supervisors are going to be doing a lot more training. We need to teach what needs to be taught and train to what needs to be trained. Leave our opinions, and our own ways of doing things out of the classroom and off the floor. I could see how as members of front-line management we could have gotten a little lax over the last couple of months. Things have been slower than usual, maybe we’ve had fewer team members or personalities to manage. Shoot maybe we’ve been performing a lot of the task's others used to do. In any event it’s our responsibility to do things right. Teach others to be Safe and train them how to do that.
Oh, and I have one more quick question for today. As I was thinking about teaching and training this week, I found myself reflecting on strengths and weaknesses. How do you feel about yourself? What are your strengths and weaknesses? I try and evaluate mine about every 6 months or so. I’ve learned to live with a few weaknesses I’m just not going to be able to change, been trying for 30 years, but recognizing them is a, plus right? And for strengths, well, I feel they help me grow as an individual. I try each week to move a couple of weaknesses over to the strength column. A little reflection, some self-education and listening to others helps me accomplish that every week.
Until next week, please reflect for a bit, and teach and train your new boots with documentation and preferred work methods, not with opinions and bad practices. Remember Teach to Learn. Train to Experience.
Have a prosperous, productive and Safe week Ladies and Gentlemen!
Warehouse and operations as a career here and I’m Marty, we appreciate you listening in with us again today. Today is our 200th weekly episode, almost 4 years now. I’ve enjoyed every show, and I hope you’ve liked one or two! Keep asking those questions and listening to our thoughts and opinions and we’ll keep talking and sharing our experiences!
SO today I wanted to talk about training. Why are we so adverse to training? This week I’ve been working with experienced order selectors. I generally look at order selecting as two distinct groups. Productivity & Non-productivity. A lot of people may call what I consider non-productivity a Picker. I think of productivity as required case counts, paid by the case or on activity-based pay programs.
Productivity selectors tend to be a little quieter individual, they hustle, that’s how they make their money. That work is hard, I’m gonna say stressful even. Every movement counts against their time which is their pay. I’ve heard the word arrogant used to describe the top 10% of this group. I’d call them accomplished. They are focused, their working smarter instead of harder. I fault them for doing it their way instead of following the rules, procedures and processes, but more on that in a few minutes.
Anyway, so I was working with some experienced productivity order selectors this week. They were starting a new job within their industry. I explained how their new employer wanted thing done. It was a little different than they were used to doing. One of the points I was having trouble getting across was that although they were using a WMS coupled with a speak to select system this company wanted you to go to a control desk after each pull or batch and pick up your next one. You’d be handed a batch of label's, scan your batch code from it and then go pull your product. Everyone took issue with that system. Another point was the way pallets were retrieved. They would have a pallet guy lay out the pallets for the selectors to drive under and go with. There were times we’d have to wait a minute, kind of get in line to get our pallets. That wasn't going over really well. And then I broke the news to them that this particular employer wanted everyone to drive every aisle, the pick path was to be driven even when you did not have a slot to pick from on an aisle. That cross aisles could not be utilized by selectors at all. That’s different than any of us, I don’t guess I should say any of us, I’ll say that’s different than most of us have been taught! As productivity order selectors we’re used to selecting the most efficient and safest way possible and cutting out any non-needed travel time. That’s not how this facility worked. There was a reason of course, there's always a reason to detour from an excepted practice, but hey, we are getting paid to do it their way.
That’s hard to remember sometimes. We’re professionals, we may be used to being a top selector, and we’ve achieved that by learning how to control our cross aisles and travel time. And then I informed them that their speak to system would not allow to preview our picks or slots. We’d be expected to make our picks in the order that the machine gave them to us. This is huge to us as an order selector. I know, I get it, it's different. But it is the process at our new job.
Now, the reason this employer is selecting in this manner is that they focus on the efficiencies at the loading and transportation departments. Here, their batches have to show up in the exact order as they are to be loaded. We’ll be dropping off our completed pallets at a wrapping station, they’ll be wrapped, and loaded onto the trailer immediately. It’s actually a pretty slick system, different, but does bring efficiencies along with it.
Let's come back to this in a second, I want to talk about slotting for a minute. So, during this same class another attendee, a young lady, had a very strong opinion about slotting. She had worked at 2 different productivity places, or I should say he’d mentioned 2 places, and she thought the warehouses were slotted wrong. She stated that no one had ever thought of where an item should go or where it should be placed. Immediately 2 or 3 others join in. I asked if anyone had ever asked a member of management why an item was slotted in a particular location? No answer. So, I asked if anyone had ever suggested to a member of management that an item be changed or moved? One gentleman spoke up and said it wouldn't have mattered. Taking into account that I was there to train a group of new hires, people that were not presently employed, I let that remark slide. If you know me that was hard for me. Anyway, I explained that our systems, our employers, spend a lot of time and money regarding the slotting of their building. They are slotted based on Cube utilization, slot configurations, product density and movement and velocity. And ergonomics, ease of body motion comes into play. Not necessarily ease of selection. I was pulling once and we had our 50# onion bags, a special onion, we hardly ever pulled at the end of my pick path because that was the temperature it needed to be stored at. It was a pain to restack that pallet so I wouldn't crush my other product, but I only had to do it like once a week. Yes, I complained, and yes, I did go ask management, that’s how I knew the answer about the temperature zone!
So, and I know we’re all human, and lord knows we have our own opinions and experiences but what is it that, when it comes to a job, we sometimes, or some of us, believe it's our way or the highway. That our experiences or the way we learned is the best way to perform the task! I get that we’re the best at our jobs. Remember how I said a productivity order selector is sometimes thought of as arrogant! I think a lot of them are class A personalities, my trusty Wikipedia https://en.wikipedia.org/wiki/Type_A_and_Type_B_personality_theory search tells us they could be more competitive, ambitious, impatient, time managers and maybe even a little aggressive, maybe that’s why we are so good at what we do right?
But we’ve asked for a job. At our old place of employment we may have been in the top 1% productivity wise, all we need to do is go into this job with an open mind and be the best we can. We’ll be all that again. Work with the systems. Today, it is more important that we work as a team in many instances. That’s going to be hard for a lot of us. But we’re being paid to do it, paid for our talents and willingness to work, to be that productive associate.
I was explaining to people all week that, things are picking back up, slowly, but that from what I’m seeing, things are going to be different for a while. There's a lot of skilled warehouse and transportation labor out of work right now. When we get that call for an interview or that job offer, well, I think we need to consider it. We may not like it at first, but it’ll be a job, and who knows, we may find that picking within our pick paths or the slotting or the way onions are slotted is workable.
It’s been a great week, a bit challenging, but isent that what we enjoy in Operations! On the serious side for a minute. Things are challenging right now, it’s already getting better, and it's going to even get better than it was. I think I said that same thing last week! But it is. We need to focus on our task, be that employee, take pride in our positions, and be open to new beginnings. We are professionals, right?
So where are we all at on our plans? I’ve had to do some readjusting, both personally and professionally but for the most part I’m set to achieve my business goals. I’m going to have to buckle down on the personal ones but... well, I just have to buckle down.
Even if we’re out of work right now we don’t have to scrap any goals. It is perfectly fine to just add a couple more to our timeline. That’s the great things about planning, we can turn the page and not miss a beat.
Thanks for all the listens, and for making these last 200 weeks so much fun, if your enjoying each Thursday as much as we are, we’ll have another 200 weeks ahead of us!
Until next week, please be focused, approach each day with an opened mind and be Safe in all we do!
Oh my good gracious, another week’s gone by. I’m back in Texas and it’s hot! Has your management team mentioned anything about heat stress or hear stroke? If not bring it up and your start up meeting, help everyone remember to stay hydrated. That doesn't mean adult beverages and energy drinks, even too much Gatorade isent as good for us as good old-fashioned water. Drink it, we need it!
I saw a short video making its way around Facebook and Instagram this week about an order selector that, well, I think he was coasting and messing with his labels, but the caption was that he fell asleep. Anyway, his palletjack cruised into a crossbar right at the upright and that hit caused the entire aisle, and a couple of others, to come down. Just watching something like that makes me sick. Luckily, I’ve never been around or been involved in anything like that happening. It happens every day, we know how dangerous what we do can be. But I don’t think we realize how little of an incident can have such catastrophic results! We’ve seen so many videos, even during our training we watch as the unthinkable happens. But then, we’ll cut a end cap too short and hit the upright. Or we’ll scoot way over, right up against the cross bars, trying to save those 4 seconds and clip a Kant post or upright footing, sheering the bolts off. It’s hard to stay focused for our full shift. But that’s what separates us, the professionals from the new boots, right. And it’s our jobs as the pros to help educate and teach our new guys and gals, right? Why do we get stuck on that last part? Someone taught us, how do you say it, oh, what do you say, oh, pass it forward! We should all pass it forward!
Our racking is called structural steel. It is holding 10’s of thousands of tons of product in our warehouses. Our uprights are bolted to the floor. Generally, our flumes or back bays are bolted to the adjacent cross bars too. Our end caps may have guard boots bolted around them; those things can take a licking! We know not to hit them, not to crash into them, to be careful around them as order selectors and yet, look at how scratched up those boot guards are, the ballard post are, shoot, we may have knocked off most of the orange on the 2nd level cross bars with our freight guards on our double and triple jacks, just trying to squeeze by, right up against the aisle rack! We’ve touched stuff. Why else would all that paint be missing from our jacks! And us forklift drivers. We learn and know to respect the heights we work with. We have to make sure we’ve placed that pallet on the 6th level properly, and then come out of it without pressure on the bottom bar so as that we don’t pull the rack, and all that weight forward with us! Has anybody ever caught their freight guard on the inside of a cross bar? That’s a scary feeling. I’m ashamed to say I’ve done it, more than once, working in a high cube bin slot. But and I guess it's just experience, luckily, I felt it through the controls and stopped every time. But yep, I threw some paint!
It’s going to happen; I think it’s going to happen to all of us. The little scrapes and paint chips, if they damage our egos and our pride will be few. If we respect our jobs. I think I’ve mentioned a great friend of mine named Francisco. He just retired after 33 years on a sit-down and then the reach lift. He, on his own, purchased some Raymond Orange and Black paint and always touched up his equipment every Friday. I bet he never used up a whole can, he was a very careful driver, but he was prepared for the little things.
The moral to the thought is, we know, we’ve been taught, and for the most part we’re all, always careful. But we all need to up our game. Please be responsible, and be professional, and help a new boot. We know the dangers of the rack we work around. Let's all respect them. Haha, as you can tell, that video reminded me to respect our profession!
Ok, Last week when I ran into Phillip, I got sidetracked on a topic I wanted to touch on. A few weeks ago, I was developing a training program for an unloader trainer. This was a very detailed program for a lumping company that utilized trainers to help train new unloaders to our industry. I was speaking with a couple of different crews. One had been together, for the most part, for 9 years! That’s a long time for a crew to stay together, talk about professionals. Anyway, they balked at the idea of a trainer on their shift. They all felt like training others was just a part of their job. They figured who else could be better to teach them how they all worked together then themselves. They had absolutely no interest in a trainer on their shift. They told me to give them the observations sheets, the check off procedure reports, and anything else document wise and they could get it turned in and any new boots trained.
Then on the other hand, a younger crew, a very stable shift, but the guys had been working together for less than 2 years. They did not hesitate to tell me, shoot explaining to me, what all a trainer needed to be doing. They did not want a new boot in the trailer with them, and they did not feel like it was their responsibility to train them. I heard more than once that I’m not getting paid for that. And now in many instances that could be true. In certain pay by the case scenarios there could be an additional pay component, but it may not really cover all the time we invest. Even with the new boot not affecting their pay or their time in any way we’re they interested in training! I of course brought up that someone taught them, and asked if they had a dedicated trainer working with them? The answer was no, they all had worked with the buddy or mentor program. But not a one of them had the interest in helping a new guy now. Puzzling right?
I was speaking with a new hire, a sanitation lady about two weeks ago. She had started, and stated that she was trained, but felt like, as she put it, she had been a burden to her peers and even the lead person that had trained her. She loved her job though and was committed to making it work and to do a great job.
What do ya’ll think? Do us as employees hold any responsibility in training the new hires? What do you do at your facility? Share your thoughts with us at host@warehouseandoperationsasacareer.com. Maybe we can bring on a director or v.p. and get an idea of where the industry is heading regarding training!
One other thing, just really quick. Across the states that I deal with I’m seeing things pick back up. Even with some states slowing regarding opening up, our industries, manufacturing, production and distribution are steadily bringing people back. I heard from one good friend; he’d been laid off for 2 months and got called back but was very unhappy that his overtime, which used to just be a part of the job, had gone away. It may never come back. I think we all need to take those jobs when we get the call or if we come across a place hiring. Things are going to get better; things are going to even be better than before! Or I think so anyway. But there not right now. As things pick up people are going to take those jobs. Be out front of the pack. Be one that is working. I think, I know that’s going to be better in the long run.
I was asked this week if our resumes should be updated to reflect, we’d been laid off the last 2 or 3 months. I check with several different recruiters and the general consciences was, absolutely, put it on there. One of the things they all mentioned was to be sure and share with your hiring agent if you’d be willing to learn a new task or industry. They all fell like movement within the industries is going to be the next big think. The more task or trades we know the better positioned we’ll all be.
Check out some of the conversations on our feeds using that little @whseandops or the Facebook warehouse equipment operator community too. I’m excited about all the opportunities we’re about to see. I think our personal and professional goals are going to be reached for 2020. Yes, we’ve had to readjust a couple of times, but not only is the economy going to boom, so is our lives. And I mean boom in a great way!
Until next week, be Safe, and help out a peer or a new boot. If nothing else I think Karma will recognize it!
Welcome to episode 198 of Warehouse and Operations as a Career, I’m Marty and WAOC is back on the road this week. It’s been a while, with everything going on, lets see, theirs been very little traveling since late February, at our company, we’ll really I think for most companies. Kind of necessity only. I’m glad to see it getting a little easier, people here, or those I’m around, or well, people I’m running into on my daily travels were or are on the verge of cabin fever or worse!
I wanted to talk a minute about a few of the new rules and procedures we may have to deal with at our facilities and how, well, some of us just aren’t dealing with them. I had two young up and coming warehouse associates quit last week over a mandate that they wear a mask or face coverings of any sort while working. My home state has issued orders that one must wear a mask or cover our faces when we are going into any store, restaurant or when we can’t maintain a social distance of 6 feet apart. I’m not going to go all political here today, I have my opinion, but I’ll keep it to myself. And when out in public or going to the store I tend to follow my own beliefs. However, at work, at my job, I do as requested. The job site is not a place to make a statement. More times than not we may not be aware of why a process or directive is put in place. But it is our job to follow it. I heard about a customer of a sourcing facility requesting that an automatic hand sanitizer stand be purchased and used for all the guest entering their building.
I’m used to wearing a mask, every facility I’ve visited over the last two months require it. I was a little shocked when I arrived at the airport earlier this week, with signs pasted everywhere, I mean on every door, oh, and when I checked in for my flight I had to state that I would wear a mask while inside the airport and on my flight, anyway, I was shocked at how many people were not wearing one. An act of defiance, maybe a belief they have, I don’t know. You’ve heard me talk about the red light runners, the amber light racers, and the HOV lane thieves. I’m praying we’ll all keep the ME mentality out of the work place. There, we need rules, procedures, brotherhood as a people to keep us all productive and safe!
OK, on with this weeks show! Like I said I’m out in Denver this week. I’m visiting with 5 of our accounts out here and more importantly catching up with a lot of our unloaders, order selectors and G/L folks. I’m excited to be bringing a lot of new training ideas and sharing some new orientation techniques with the employees and frontline managers. And I have a special treat for us this week. While sitting in the lobby getting a little planning done I heard a familiar voice! If you’re a long time listener you’ll recognize Phillip as well.
Phillip, what are you doing in Denver this week? I think the last time you were on the show we were in your Chicago office?
PHILLIP -
As you know Sir, I do a lot with the training, Safety and sourcing new talent for our light industrial world. It’s been slow. A lot of our industries are considered an essential workforce so it’s been creeping along but as the economy is rebooting I’m seeing it pick back up! Your mainstay is distribution, what are you seeing out there?
PHILLIP -
I’m hearing from a lot of generalist and HR managers, even hiring agents talking about the influx of unexperienced applicants. I think a lot of young men and women that used to love retail or service positions like restaurants, hotels, or entertainment have recognized our industry kept working during the slow down and are interested in those jobs! Have you seen anything like that being sent to you from your recruiters?
PHILLIP –
I know only about 50% of the applicants I see have the experience they claim to have, and you know I’m really ok with the lack of experience, a lot of times I can still place them. They don’t have any bad habits to break! What are you seeing out there?
PHILLIP –
SO to change the subject, and not to put you on the spot, but I was honored to get to set in on a management meeting you hosted today. My observations are that I’m seeing a reversal of the old can do attitudes that use to be taught to a new member of management. Earlier I was ranting about the all me please observations I’m seeing out in life. Are we starting to see that type of finger pointing and, I don’t want to use the word, excuses, but, well, I’ll say accepting less responsibilities seems to be the norm. Explain how I’m wrong Phillip, and I do want to be wrong!
PHILLIP –
We could talk all day Phillip, it was great running into you and I want to thank you for taking a few minutes with our WAOC group Sir!
PHILLIP -
And I want to thank each of you for checking in today. I didn’t get to a couple of topics I’d written down buy hey, it was nice visiting with our old friend Phillip! Until next week, be safe, think of others, and remember our Priority 1 at work!
And it’s another week, a very productive week, and I hope a Safe week for all of us! Marty here again with warehouse and operations as a career, and today I’d like to talk about a piece of equipment, well, in my experience, us warehouse folks will either love or grow to despise. I may have been a little overly dramatic there, but I’ve known some people that, well, just couldn't or wouldn't make it work. My experience has been with what is called a mini load. I think the official name, or what it really is would be a ASRS or an Automated Storage and Retrieval System. Now these can include, and I imagine that they can be stand-alone components, anyway, things like Pallet Shuttles, even mobile racking systems, and they can be huge! And then you have pallet conveyer systems, and of course box or tote conveyers. Like I mentioned, I’ve played with the Mini Load myself. I was one that liked it. I won’t say I loved it; however, I was willing to give it a try, and I learned to like it. No seriously, it did the job and did it well, I think I was afraid of it breaking down, and it did, but not nearly as often as my nightmares of it stopping. I’ll give you a little history and concerns I had with them and then we’ll speak to what they are and maybe where there going or what we can expect in the near future! Today's topic us actually brought up by a long-time listener, a supervisor from California. Dave and I tried getting our schedules in sync this week so he could bring some experience working with the larger ASRS systems to the show but, well, we’re both in Op’s and time wasn't on our side! Maybe we’ll be able to bring him aboard in the next few weeks and he can get us caught up!
So, once upon a time, I was involved in the building of a couple of new facilities, it was pretty cool, we had a chance to build a building like we Op’s people would want it. The corporate engineers and planners really did a great job with them. I got lost again, So, what is a mini load? Mini Load is a designation given for the tote or small boxes ASRS system. You’ll have a stacker crane in between 2 aisles, and these aisles can be pretty narrow. A stacker crane is a Traveling, Lifting and Reaching mechanism that will run the length and height of our storage aisle and can place or retrieve our product or storage totes. And they can do this with speed, cruising the aisle at something like 600 feet per minute and a lifting speed of like 350 feet per minute. The theory behind one is simple. It’ll be connected to your WMS, we’ll place the product on the carriage, probably scan it into the system. The bar code will have the quantity, product number, manufacture date, maybe expiration date, country of origin etc, really anything our merchandising department would like to know about it encoded there! Then we’ll push a button and off it goes, storing it in a slot, one of possibly thousands of bins within its system. Anyway, this particular facility was debating the merits of installing a mini load ASRS or a configuration or mixture of pallet flow and carton flow racking. Flow racking is cool on its own. Typically, you're looking at slanted roller racking that will be fed or replenished from the back, either cartons or pallets meaning you’ll have a replenishment only aisle feeding the product to the slots. From a selector's perspective, and when our WMS and replenishment person is working properly, we’ll never arrive to an empty slot. The thought process at the time was, and remember this was 15 years ago, when both systems were being developed into what you're seeing now, was how to develop the most efficient and ergonomic selection environment for the associates. Remember travel time is a bad thing in our business. Both for inbound and outbound shifts. Putaways and Replenishments require travel time. These systems help with both sides concerns!
So Working the mini load is cool. One of the things I learned quickly was you have to stay organized. I mean our work area has to be organized. In my world at the time, product would come in, it’d be unloaded, broken down and separated according to the purchase order. Now a mini load typically is going to be slotted with our smaller, slower moving items, at least back then anyway. With our warehouse set up for freight movement we were having one case or 2 or 3 cases of an item placed on a pallet which was brought over to the mini load area and we’d grab the case, scan the receiving tag and either place the case in a tote or place it directly on the roller carriage, depending on the size, shape and weight of the product. Then push a button and either it’d be whisked away by the stacker crane or it’d be placed in the que to be grabbed on a subsequent trip. And this was neat, you could work way ahead of the machine. You wouldn't beat it, but you could keep it busy. The problem was all those pallets. You’d have 40 of them, not even a layer of freight on each, and then you’d have to stack them up and move them out of your way. If you weren't feeding the machine you were getting behind. Well, it didn't take long until we painted off a little area and instructed the forklifts and pallet runners to place the boxes or cases in the staging area and taught them not to leave the pallets. Now everybody that’s listening is freaking out that we were putting the product on the floor. Yes, we did, but the floor was painted, and it was designated as a staging area. Our plan described how no product would be left in the area more that 2 hours and the entire area would be cleaned at the end of each shift. It worked and we were able to keep up with the workload.
That’s just a mini load, smaller cases, manageable items. Picture an ASRS handling pallets or parts, even large parts! Maybe you’ve seen those Car vending machines or vending storage garages for our boats. You know, you drive it onto a sled or slip component and it raises it up and racks it or retrieves it with a ticket or code we’d enter through a keypad. Those are Automated Storage and Retrieval Systems.
I urge you to check out ASRS in your favorite browser. You'll find some interesting reading, and I think we’re going to be amazed at their growth over the next couple of years. I made a couple of calls today to friends in the industry, one of them being a building maintenance manager. I asked him what was the first word that popped into his mind if I said ASRS. He said breakdowns. He works at a facility that uses a large carousel system, another type of ASRS that uses miles of conveyor belts and roller junctions. He loves his job, but he’ll admit his team gets stressed when something goes down. Everything stops, and they must get it running again. He explained there are redundant systems, backup’s and most of their parts are universal, all that helps but the bottom line is it must stay up and running.
Luckily, he says they run at a 99.1 percent up time and his selection side is rarely interrupted. Check’em out, I think you’ll enjoy about learning about them.
I briefly mentioned carton flow and pallet flow earlier. A lot of places utilize the function. You may be familiar with what is called push back? Our push back carton flow is great for storing smaller low velocity items but that’s exactly what it is. It's just storage, we must load it from the front meaning during the selection process someone will need to get in our way to replenish the slot when we’ve picked through it. A true carton flow or pallet flow system will be fed through the other aisle. How can I describe this? We’d be picking on aisle A, then we’d have a replenishment only aisle and then we’d have B aisle to drive down. Only forklifts and stockers would be in our replenishment aisles, feeding product and pallets to us order selectors. They should never run dry! Now these slots are usually high-volume movers, our most popular and most selected items. There’s another perfect subject for you to look up! There are some great YouTube videos out there on carton and pallet flow systems, you’ll be amazed where it's going.
The efficiencies such systems can bring to us in op’s are tremendous. I know, you’ll hear how they're going to replace us, the workers. There not, they're going to make our work easier. Yes, we may not need to grab the case from the slot but we’re going to have to move the freight. People will be imputing the data, making it move throughout the facility. Change yes, a good thing, absolutely.
We’ll I hope you’ll take a minute and check out these two topics online. If you’d like to share an experience or comment on either, shoot us an email to host@warehouseandoperationsasacareer.com and maybe I can get with Dave, we’ll have another episode on the topics. Until next week, wash our hands, maintain social distance and please remember our first priority is Safety, our loved ones deserve it!
Welcome one and all, it’s my birthday week! Where are we at this week, it’s the 26th week of 2020. It has been a wild year for all of us to say the least. How many of you get the day off for your birthday? It used to be a paid holiday for us at my old company. I know they don’t do it there anymore, I’m not sure I’d take off for my birthday anymore anyway. It seems every day we’re off work we just get farther behind doesn't it! Who am I kidding, of course I’d take today off if I could!
So week 26, the last full week of the 2nd quarter. I hope everyone's on track with their plans and goals. This week marks the halfway mark for our year. Well, kind of, this year we have 53 weeks in the year. There's you something to go look up, a little self-education, you may find it pretty interesting, if you go back far enough lol.
This week I didn't really have anything booked to discuss so I thought I’d get caught up on a few questions we’d received!
First up, and I liked this one, but I’m not sure why it was asked, was - I see that you’re all over the job boards so I guess you’re a recruiter? And then there's a follow-up question right behind it that said – And everything says national? Well, I do a lot in the recruiting arena. I am a member of 7 Facebook recruiter groups, and actually admin 1 of my own. I am a member of 61 job boards across the nation, I am a mentor and coach for a few of them and help monitor several. I work with a large sourcing company with sites in several states and the distribution training center where we help educate to the opportunities within our industry. So yes, it is quite possible you’ll run across my name or the WAOC branding through job boards by means of mentoring groups, webinars and being associated with skilled labor postings. I help put together a lot of training programs and work closely with several organizations, I guess you could say, trying to put people to work and helping them find a career they can commit to! I genuinely love what I get to do. Wither it’s paid or on a volunteer basis. I hope that helps with why you may see my name under a few different categories.
So about Op’s now, I thought this was a good one. I’m in sanitation. I have worked for XX company for 26 months. I have asked my supervisor why do we have to do dock plates on Mondays, and then wiping down customer pick up racks on Tuesdays, and then sweep under pallets on aisles a-2 to D –7 or E –2 to H-7 every other day. Why is everything just so so. She’s nice but just say’s that’s the law? Is it a law?
Well, maybe not a law, but probably does have a little regulatory weight behind it. She is probably working off of a Master Sanitation Schedule. She’ll have daily task, weekly tasks, monthly task, quarterly task and then annual cleaning task listed on it and she’s responsible for documenting that the task is performed as listed and those files have to be kept. I’m not sure what industry you working with but a few of the agencies that will ask for that documentation could be a city inspector, maybe a fire marshal, the USDA or FDA if you're dealing in food or pharmaceuticals, even OSHA could be interested in our sanitation practices. Oh, and our company may hire a 3rd party auditing firm to follow up on us, making sure we’re doing everything we say we are. Like you’ve heard me say so many times, If we have a written procedure or process, something like a master sanitation schedule, it is so important that we adhere to it & follow our own guidelines. That’s probably what she means about the law!
He also asked about scrubbers and are they hard to learn to drive? He states he is not allowed to operate it. Haha, there not hard to operate. They're a little tricky to operate, it's all about coordinating your speed, the release of cleaning solution and pressure of the scrubbers and squeegee on the surface. Ever see that little line of water being left behind as a scrubber is making a turn or running down an aisle? That’s one of the things you don’t want to do. Oh, and most importantly. Never back up with your brushes and squeeze down, you will tear it up & those things are expensive. I know from personal experience! In my experience a supervisor likes driving the scrubber around. It gets them off the phone, away from all the hour by hour problems and gives them a few thinking moments. Probably most importantly though is the fact that when done improperly one can make a real mess with the floors. We can make things dirtier if we don’t do it right. And then there's the expense of fixing anything that gets torn up! With all that being said though, there is a way to become the scrubber operator, at least the backup to you supervisor. YouTube has thousands of videos on operating a scrubber. I’m positive you’ll be able to find your make and model on there. Watch them all. If we start talking shop with our supervisor, asking if you’ve ever noticed this or that about our scrubber and dropping some key words like clean tank, recovery tank, solution module and pressure settings for brushes and squeegee bars I’m certain we’ll get their attention. Remember, our supervisors never get to talk about themselves, they never get to let us know much about their talents. They’ll love talking to us about something they like doing. You’ll get your shot on the scrubber!
Here's a great one, the old that’s not my job line. So, a pallet runner at a medium sized distribution center lost his job. Refusing to paint a few Bollard poles. If you’re a warehouseman, shoot I think the same holds true in any industry, it is our job to do whatever is asked of us by our management team as long as it’s legal, safe, and we have been told and shown how to perform the task. Now that’s not to say we can't complain or go talk to someone else after we complete the task, but it's our job to do our job. We’re getting paid to do as asked, and usually not to just do one thing. So, what happened was, it was a slow few week. The company was trying to keep everyone working. Sometimes with reduced hours but they were trying to stay busy. So, one night they finished up their orders in about four hours and the supervisor found enough sweeping and cleaning things to keep 3 or 4 people busy for a few hours. He gave a can of yellow paint and two brushes to 2 guys and said they could go out in the yard and paint some of the bollards, it’d get them a few more hours over the next few nights and it’d help out the inbound drivers. We’ll this gentleman said no, he wasn't a painter. The supervisor explained he was just trying to keep their hours up so no one would have to be laided off. The employee wasn't hearing it and walked off. The supervisor had to list it as job abandonment and now he didn't have to be concerned with finding something to do for that set of hours!
Just last week, at one of my facilities, a forklift driver did the same thing. She was asked to go help unload some containers & work with the receivers since all the pallet work was caught up and she said no. Got mad and walked out.
Our job is to do what needs to be done. Moving freight is an art form, everything has to feed the next step and all the tasks have to get done and be completed. It's all our jobs. And in this day and time, I think we need to all work together, and do what we can to keep our positions.
Let's see, where's another good one. Here's one that I hear from recruiters all the time. I mentioned that word commit or commitment a little bit ago. I think this came from a lead or a trainer, it might have been a supervisor. Anyway, I was asked what is up with the new hires these days? HR hires someone and they don’t show up on their first day of work? Why do they bother filling out all the paperwork? Well, I’ve struggled with this one myself. Even when scheduling interviews, I’ve been told most recruiters double book because only about 50% are going to show up. I just did a webinar for a couple of job boards on this very subject. If you’d like to register for it shoot me an email to host@warehouseandoperationsasacareer.com and I’ll get you a link. I know sometimes things will come up, and I have to think our recruiters and supervisors understand that. And I know as an applicant and new hire we occasionally may not do what's right. But I have to think as a whole we all want too! In my humble opinion I’m wondering if we’re a little anxious about our new job. Was everything explained to us & did we ask questions if we didn't understand something? We’re we not comfortable saying hey, I don’t think this position is going to work for me. And if we’ve gone home and then realized that our new job just isent going to work for my family, the hours or shift or maybe even the pay is just not going to work. Why don’t we give our new boss a call?
It’s hard, but we don’t ever want to burn any bridges. And to be honest, we’ll feel better and less anxious if we do the right thing. How many times have you heard us talk about that communication word here at WAOC? That’s really what everything we’ve talked about today is right? Communication!
Well, I hope you can take something from these questions today, and please join in and share any thoughts or experiences with our group! I’d love to get an email from you or maybe you could pose a question or statement to our Facebook or Twitter feeds using @whseandops or hitting us up in the warehouse equipment operator's community group on Facebook as well.
Until next week, be safe & let's all communicate our thoughts like we know we should!
Warehouse and Operations as a Career and I’m Marty back with ya. I hope I can pronounce my words here today, I’m healing up pretty good, I guess we’ll see how it goes. I wanted to thank ya’ll for all the kind words regarding my little oral surgeries, there almost through and everything's healing up well!
So, with the little down time I’ve had recently I’ve been working on a few new training classes for a couple of upcoming projects. I was asked to explain, in simple terms, what a warehouse management system or warehouse maintenance system was and if I could talk a little about the three most popular selection, or rf tools, used in the warehouse. We’ve mentioned them here at WAOC on a couple of different episodes, but we’ve never done any kind of a deep dive with them, so let's talk about those for a few minutes today.
So, a Warehouse Management System is basically a software program that can support and optimize our freight movement and overall distribution centers management and efficiencies. There's just not a simple 1 definition of a WMS that fits all. I went to Wikipedia, I know, not a definitive source for a lot of us, but I always start out there when I’m looking for words to use. Well, the first thing you see there is the orange exclamation mark warning that the page has issues and they’d appreciate any help with verifying facts etc. It’s a complicated system to explain.
Let’s start out talking about what a WMS is not I guess. It is not a simple plug and play computer program. I think this is where a lot of small to medium size facilities make a critical mistake. I think the first thing we think of when we hear WMS is the word inventory. And yes, a major component of any WMS will be tracking and keeping accurate inventory counts, but it has to go much deeper than that. I look at a WMS as a complex data base. We feed so much information into our systems that a good system can give us so much information, we just don’t always set everything up where we can use it to our advantage! We we’re talking about inventory a minute ago. Yes, it’ll keep our inventory counts correct for us, if we’ve done our part by deducting sales, damages, returns etc BUT it can keep our inventory levels and buys for us too! If we set it up right. Let's look at what I think, at the very least, that we need to think about when setting up our WMS. Now I’m not a salesman trying to sell a system or I’m going to stick to what I want, as an Op’s person!
First, we probably need to understand that any WMS program is not going to be cheap for our company to install. Whither we’re looking at a bare bone, mainly inventory system or the full-blown package that’ll include Inventory Control, A receiving module with RF scanning capabilities and Putaway and replenishment models to go along with shipping and selection. A complex WMS will even contain Selection planning, routing and a transportation management piece as well. Although not cheap, they can be very affordable, IF, all the efficiencies they bring to the table are utilized. Typically, 75% of the cost of an order is in our labor. And if our WMS can route us thru the warehouse, maximizing productivity and reducing or eliminating picking errors, well, can we afford not to make that investment? As we’ve learned, travel time is costly. An order selector may only spend half his or her time selecting. Imagine increasing that time by 100, 200, or 300% just by optimizing our cube utilization, velocity and movement throughout our facility. Add in the convenience and time savings of knowing where all our product is located or slotted, and a way to automatically get that new order and information to the warehouse. If we run all those numbers, again I’d have to ask can we afford not to have a good robust system in place.
I know of a, oh, I’d say good sized, medium sized distribution center that had been working without any type of directed system and were still selecting off of pick tickets. as for the selecting aspect of the operation they had it down. The selectors knew where the product and reserves were located, they could do a pretty good job. As for the inventory though...we’ll from the time a customer placed an order it was a crap shoot sometimes that the order could be filled. Their receiving department, sales, and fulfillment or shipping departments were basically working off of spreadsheets. I’m making it sound worse than it was, they had a program, but it relied heavily on employee input and data entry. Rarely was any counts correct, and without a directed warehouse only the warehousemen could really find the products. Directed and Non-Directed, remember, that is where our WMS slots our inbound products in the reserves and slots utilizing a bar code system to direct where product is going too or coming from, and just about anything else we want it to know. Things like Lot numbers, Manufacture dates or expiration dates, the receiving date, pick slots and its reserve slot maybe.
Anyway, where was I, yeah, So they invested in a WMS, kind of an off the shelf system, which is fine, if everyone understands any limitations such a system may bring along with it. Remember, a lot of work will go into developing the data base needed for any computer system to be able to help us out in regards to efficiencies, decreasing travel times, and properly utilizing our available cube and product movement thru-out our facility. An investment, again, we can’t afford not to invest in! Well, they were able to get it installed quickly, and they built the counts or inventory into it and turned on the selection component to it. And, no one was happy with it... The system slowed them down, the inventory did not update properly, and the system could not be connected to the sales team. What they perceived as slowing them down was really, and as to be expected, a learning curve. But I think the frustrations were allowed to build up so it was the whole system. I hear this a couple of times a year, and I feel for anyone when I hear that they will be installing a WMS. It’s needed, it’s great, it’s going to cost and it’s going to be worth it.
And as an employee, don’t look at it as a negative. Yes, there is a wealth of reporting that can come along with it. Productivity, metrics and adjustments to all our measurements. But it will make our jobs easier. It’s going to happen, like it, and get out in front of it, accept it and we can use it to our advantage and make money with it!
Shoot I nearly forgot to talk about any RF equipment. RF means Radio Frequency. There are so many tech tools we’re using in the warehouse today. From hand held scanners like you’ll see at your big box stores, to voice to speak headsets that will direct us to our pick locations and even printers we can wear on our hips that’ll print out our labels as we confirm the product has been picked! All these are made useful because they’re connected to our WMS.
The most successful systems I’ve seen will touch each piece of our supply chain. Sometimes they’ll work in conjunction with other systems, but they’ll complete the circle. From our customer placing an order, the inventory being checked automatically, the product placed on hold for that order, sent down to transportation to be routed and then shot over to the warehouse to be selected, loaded, and delivered. A good system can confirm all that has happened, time stamped it all and met all regulatory tracking's needed.
Check out WMS in your browser. A lot of this information sounds like it’s meant for a supervisor or manager. Actually, we employees need to understand the advantages, and yes, a few disadvantages of a strong WMS. But more importantly, learn to use them to create efficiencies for ourselves, and make us more money!
Check’em out, and send us any questions to host@warehouseandoperationsasacareer.com. We’ll get you some answers.
Until next week, be safe & lets each learn something new, maybe share those thoughts with a peer!
Hey all, Marty here. I sure thought I’d have the voice to be with you today but we’re going to do one more flashback Thursday I guess, and it’s a good one. 2 years ago to the week we visited with Phillip and Lavoil out in Illinois on many of the subjects we’ve recently discussed!
Hey all, Warehouse and Operations as a Career is in Bolingbrook Illinois today, I’m Marty and I’ve looked up Phillip and Lavoil, you’ll remember Phillip from several previous episodes, he’s shared his thoughts on a wealth of subjects with us before, and Lavoil’s visited us twice I think, I believe the last time was episode 58 where he talked about operating the slip-sheet machine!
Phillip, thanks for taking a few minutes with WAOC today Sir!
PHILLIP –
Last night we were talking and you brought up Customer Service a couple of times during the conversation. I’ve talked a little on Customer Service here at WAOC but I don’t know that we’ve really delved into it as we should yet. You know, I believe every position has customers, if I’m an outbound forklift driver my customer could be considered the order selector or if I’m in Sanitation I think I would be considering the crew my Customer. I think we all, anyone in any position has a customer, I mean theirs someone where one of our responsibilities is to make their job easier, or help them be more efficient, really by performing our job to the best of our ability we can help someone else do theirs better right?
PHILLIP –
Lavoil, welcome back to WAOC and thanks for sitting with us today Sir!
LAVOIL –
SO Lavoil, you work at a facility as a 3rd party, being in the unloading segment of the industry you have your Customer or Account and the over the road driver as your customers. How are those relationships different from one another in regards to Customer Service for you?
LAVOIL –
As you know I think a lot about the warehouse or operations associate. How do ya’ll relate Customer Service to your employees?
Is the Orientation process a component of your Customer Service towards your employees Phillip?
I know you each of you work out of your Bolingbrook Office here in Illinois but you both have a Corporate office in Texas. You deal with not only payroll, but AP/AR, HR, and even Benefits, they can be our customers, too right?
Customer Service -
https://study.com/academy/lesson/what-is-customer-service-definition-types-role-in-marketing.html
Hello all, Last week seemed like a long week right, I hope all was prosperous and productive for you! Welcome to Warehouse and Operations as a Career where we discuss the Positions and Opportunities within the Warehouse, Transportation & Operations Worlds. I’m Marty and our sole objective is to help today’s young men & women maybe break into the field, even if it’s through a general labor task and give them the pathway, keywords & experiences through our discussions & interviews to advance into Senior Management and beyond. We don’t have anything to sell, just a lot of experience and experiences, some thoughts and probably way too many opinions and the time to share them and pass them along. Usually we publish a show once a week on Thursdays, talking about different positions, how maybe we can earn those promotions and quite a bit on Safety. Occasionally I run across a situation or have some of those options or thoughts I’d like to share so we’ll publish it as kind of a special episode so as not to take us off our path to reach our goals or mess up our career plans!
Today I’d like to share a few situations I encountered last week and talk about a few responsibilities we each have on our new jobs. Early last week I heard a complaint from an Over the road driver, heard many like it before and as I was traveling around different facilities I shared it a couple of times, just passing it along in hopes of avoiding it happening again, I guess you could say maybe thinking I was doing a bit of training along the way. I felt like it could be a great Customer Service Opportunity but while speaking with several Lumpers and warehousemen I got the feeling that
1 – They didn’t know it was a part of their job, not anything specific but how we should always be focused on what’s right thing to do and what’s the wrong way of doing things AND
2 – knowing they had been trained to be focused, that they had forgotten, well maybe not forgotten, but weren’t paying enough attention to the Customer Service aspect of their task. We all, every job, has a customer, back in my day it was called setting the plate for the next shift, for that person or position that handled the item or pallet after us, the drivers or transportation etc…
Think about it for a minute, the Lumper may have two Customers, the Driver he is unloading, he or she has other stops on the truck, we need to keep it organized, clean and not damage anybody else’s product & if we have to move any pallets around we’ll need to keep the weight distributed properly as well. His or her second customer is the Receiver, we’ll need to segregate and separate the product properly, stack according to the proper ti & hi and place it properly in its staging area so it can be received correctly. Oh and maybe we could count the Forklift or Put-Away person as our customers too, we need to make sure it’s stacked on a good pallet, placed squarely on the pallet and stacked tightly, maybe even wrapped insuring its ready to be racked. The receiver’s customers could be many, the Lumpers, keeping the product tagged, received and making them plenty of room to keep working, and the fork drivers, keeping him plenty of product to haul, keeping him busy and of course all his companies accounts product, making sure it’s the right items and counts. Then of course the forklift drivers customers could be the Order Selectors, even Inventory Control, he or she needs to get the product to the right slot or rack it properly. Customers for the Selectors may very well be the Checkers, Shipping Clerk or the Delivery Driver. The list goes on and on. I feel Customer Service is a part of every position I can think of, and really isn’t it just really doing our jobs right?
Speaking of Transportation and the Driver - that may very well be the toughest job in Operations. Not because it’s so physical necessary but the buck always stops with them. Salesmen, brokers, dispatchers can say anything to get someone off their back and the Driver has to meet and fulfill all those promises they don’t know anything about lol. I like to think of them as the CEO or President of their loads, they have all the responsibility for it, have to answer for EVERYONE else’s mistakes from the Customer and has the least amount of control of their whole delivery day lol. We’ll talk a lot more about drivers and their challenges in a later episode though, it’s a very interesting and rewarding Career as well!
Where was I now….
Oh Yeah, I really do think we all should try to pay more attention and focus intently on how what we do affects the next task in the line and that it really is just doing our jobs correctly.
Wikipedia states, you all know how much I like looking up definitions all the time, Customer Service is “the provision of service to customers before, during and after a purchase…, couldn’t we apply that thought process to the person handling the freight after us? Shouldn’t we all, always try and Set the Plate for the next task or shift?
Anyway, back to my short story. So this driver backed in, hired the Lumper service to unload several pallets. The lumper pulled off his part of the load, evidently had to move a few pallets around inside the trailer to get this stop’s product out so it could be worked and then ran the other pallets he had moved down the wall of the trailer. The driver paid for the services, got the signed bills & pulled away from the dock, got ready to close the door and discovered the rest of the load was now ran down one side of the trailer and the weight distribution was now WAY off. The driver had to go back in and get it corrected before they could hit the road again. To make matters worse there was a bit of a delay in getting someone with a jack to go correct it!
Of course nothing was done intentionally but his customer, being the driver was really dis-serviced. Quick example we can relate too, we all get upset when going through a drive through with our children only to find when we get home that part of our order wasn’t put in the bag or the special sandwich order wasn’t done correctly right! I bet our first thought is of that employee that didn’t do their job correctly, probably not in those nice of terms though. It’s all the same thing, the task just isn’t done if it’s not done correctly & I think it all starts with the mind set of doing it right and staying focused on the task right. Yep, it’s hard, Distractions are all around us all day long but remember we’re only in our present position short term, in it for the experience & our goal is to be recognized by our management team as the absolute best at it, the easiest way of doing that is just staying focused on the task when we’re on the floor and performing the job right?
It’s just important that we stay focused, do our jobs the best that we can and remember our goal is to earn that next task, next position & next promotion.
Oh, another thing I ran into later in the week, In one of the Powered Industrial Equipment classes that was scheduled, it was a full class of 6 new Associates, one of the young gentlemen didn’t really understand, and maybe it had been poorly explained to him, that the class was 4 hours long AND he would be on-sited at the facility later that day. A long story short, and I wasn’t actually there for the class, but after investigating I found that the associate probably could of handled his frustrations a bit better.
Remember, from the time we send in our Resume we’re asking for a job, everything we do and say from that moment on is a reflection of our Character and may be reviewed or considered by our prospective employer and once hired we’ll be meeting many others within the company, and that each one of them is really interested in us, we’re going to be helping ease their responsibilities BUT make no mistake we’re also being sized up for our experience and how well we’ll fit in, another words can we perform the job and do well at it.
Now the company has a responsibility to give us the proper opportunity to succeed, the right training and the chance to show them we’re a perfect fit for this task and perfect for the job BUT it’s our responsibility to treat everyone with respect and understand that there’s processes and procedures that have to be followed, that we have to follow. We’ve asked for a job and been given the job. By all means, if were asked to do something that we feel is wrong, unethical or not safe, we need to speak up immediately but let’s be professional in everything we do. It’s never going to go our way if we raise our voices or make a scene in any way. A new job is stressful, remember we have a lot to learn about how to perform it and how our team works together to accomplish it.
While we’re just reviewing the week I’ll share one more story that I really struggled with, I hadn’t planned on sharing it today, it really bothered me, maybe not the situation in particular but the Human Nature side of it I struggled with for a bit. We’ve discussed that pesky human trait in a couple of different episodes and I find it keeps popping up throughout my career and I still haven’t learned to ignore it, not have I figured out how we let it overcome us in our jobs.
A Lumper, I’d call him an accomplished Unloader, a professional individual, I know he’s worked at least 3 places over the last 4 years and for the last 4 months had been working at a facility he had previously worked for before. By all accounts he’s a great guy, works hard, shows up every day but feels it’s his responsibility to watch out for everyone else, that’s his words not mine. He punched out and left before completing a special load he was scheduled to unload at the end of the day. When his Supervisor called him he stated that there were two guys still there and they could unload it, he was too far away to turn around. The following morning upon arrival to his job he was spoken to and issued a corrective action warning. Really just told not to let it happen again, that the team all rotated throughout the month for the last trailers and when it’s his turn he just needed to stick around and wrap it up. This evening load usually took less than 20 minutes to complete. We’ll the gentleman took it upon himself to start arguing with his Supervisor and pointing out different instances that spanned over like a 3 month period where others had done a variety of different things and wasn’t addressed with them. The Supervisor explained that those infractions were addressed and that he couldn’t always share disciplinary actions with everyone but that they needed to stick to the conversation at hand and lets just correct this situation going forward, calm down and lets wrap up todays loads. The employee wouldn’t drop it and eventually was asked to take the day off, go home and calm down and come back to work the next day ready to do the job and work as a team. We need to take care of our own jobs! Of course if we ever feel an injustice is occurring or a member of Management is not doing his or her job in a professional manner or fairly we have the right and should go to the next person in line and share our concerns, that’s their job. It is not our job though to be concerned with others jobs, nor should we assume we know how others have been dealt with. We’re on OUR Career path & we have our OWN goals in mind, we should do our Job and be concerned with doing it to the best of our ability. Again, I understand sometimes it’s difficult to follow directions, it’d probably be easier if we know the Why but that’s just not always going to be the case. Let’s do our part, do it well, go cash our checks and reach for that next position and task. The gentleman lost two days’ pay for absolutely no reason other than he wanted to get in the last word on something that should have been as easy as saying “I know what you’re saying and I’ll check with someone next time” Done – it would have been over with!
On a much more typical note, I had the honor of working with 4 young men heading toward their goals of leadership, it’s going to be exciting working with them over the next quarter and I’ll be sure and share how well their doing as they progress to their future Supervisor roles!
If you have a Customer Service or Setting the Plate story or a promotion or advancement you’d like to share with our group shoot me an email to host@ warehouse and operations as a career.com and I’ll put it in a show, maybe we can all learn from it and save an error on our part. Thanks for listening in today, please post on our Twitter and Facebook pages if you found or heard anything interesting and tell a friend about our program. Have a great week & speak up at your start-up Safety meeting tomorrow, get noticed and get on your supervisor’s radar as that employee that’s really interested in a Culture of Safety!
Do your work with all your heart and you will succeed." ~Elbert Hubbard
Twitter from @managersdiary
Wikipedia.com
I hope everyone had a Fantastic week, a productive week and a prosperous week so far! Today I’d like to talk about Longevity, loyalty, settling in, I’m not sure what to call it but basically discuss the, what appears to be the trend of hopping from job to job. We’ll have Rodrigo here with us today as well, if you remember he is a Regional Facilities Manager for a large sourcing company and has several Managers and Supervisors working with him at quite a few different locations. In earlier Episodes, we’ve talked about how to build our Resumes and the different approaches we can use constructing them & how to prepare for the Phone Interview. We learned its importance and how to use it to get that valuable Face to Face sit down & prove to - or convince our Recruiter that we’re the right person for the job. After visiting with a few of our guest I think we should have a pretty good Idea of the different positions, what they entail and a few things we should consider about each of them. And you can always check in on our website warehouseandoperationsasacareer.com and catch those previous episodes if you may have missed one or two.
How have you been lately Rodrigo and Welcome back to WAOC!
Rodrigo and I were talking about turn over and several positions he was looking to fill recently and I mentioned what I felt like was a trend I am seeing of people accepting a position with a new company and only spending a few hours or a couple of days on the job and just quit showing up or No Call No Showing one day. I think everyone knows how I feel about the importance of a good strong Orientation and Welcoming is to a new employee and how it can kind of help us settle in with a new job. Now of course I feel just as strongly that even if our company is lacking a bit in their orientation and welcoming arena we as Employees can help them along by asking questions and participating in our training. I mean honestly, we want this job, applied and accepted it. I hope we’ve researched a bit about the company & chose them because what they are offering matches our goals both short and long term and we believe this position has some career potential!
Do you think us being hesitant with asking questions and talking openly with our Supervisors could be contributing to any of this turn over Rodrigo?
How do we change that or those perceptions?
I think you’ve made some very good points, I know I probably bring up Participation too often, but I feel that’s really the word I should be using. I mean we spend more time focused on our jobs than any other single situation hour upon hour and we participate with our family & our friends in every situation and in every conversation, it’s so easy to do the same with work, and we’re going to need to if our goal is to keep advancing and settling into a career. And I feel participating is so easy, it’s just talking about and to things we’re really good at, it’s just taking it to the next level. Startup meetings are easy to speak to & we understand productivity inside out, it’s how we make our money. Keywords are easily integrated into conversations with our management teams and we’ll catch their attention by using them.
Do you think I over emphasize Participation?
Rodrigo -
You know another thing I hear a lot or seems to upset new associates is Corrective Actions or Warning Write-ups, of course they may not always be administered correctly, but that could be our Supervisors fault and not ours. I believe we should be viewing them for what they are, we’re just being told about something we may have misunderstood or maybe wasn’t even explained to us correctly, it’s just about something we need to be doing differently. All too many times I afraid there viewed as getting wacked with a big stick instead of a simple conversation, all that’s happening is that conversation is being documented. I think we should be using them to our advantage.
How do you feel about Documented Actions?
Rodrigo –
You know more and more I’m feeling like Supervisors and Managers have gotten so busy with reporting and metrics or maybe having to take up slack due to headcount not being what it should be that we as managers are maybe not presenting the new hires with the orientations & training we need to give them what they are wanting or needing.
The cost of turnover is so high, really not measurable when you realize your always starting over. And if we as new associates don’t do everything in our power or at our disposal to keep that job and do it well by asking questions when the answers aren’t being given to us and participating in every talk and meeting we’re losing out as well and starting over again and again. I mean it is kind of our responsibility to stay level headed and learn what we need to know. Being the new boot only last about 2 weeks, we can learn everything we need to know in that amount of time and then get down to the task at hand and our productivity!
Rodrigo –
I hope our Supervisors are not only giving us a strong orientation and a great welcome to the organization but maybe outlining a Career path for us, sharing where each position we could obtain and how to get there, BUT if they don’t we can certainly bring it up, I’m certain they’ll take the time to share it with us!
Rodrigo you brought up some outstanding points today and I enjoyed the visit and I’m leaving with quite a bit to think about. Thanks for taking the time for us today here at WAOC Sir.
Rodrigo –
And I’d like to again thank each of you, our listeners, for checking out todays episode & we hope you’ll join us again next week! Please send us an email with any thoughts on todays program or with any subjects you’d like to discuss to host@warehouseandoperationsasacareer.com and give us a follow on our Twitter feed @whseandops, we discuss all kinds of subjects there. Have a Safe week ahead, bring up something at your next start up meeting, lets help everyone stay Safe out there!
Forklift and Palletjack batteries. Has your facility experienced any issues this week? Our supplier called us this week to schedule our quarterly P.M. on our equipment and almost immediately I started hearing about batteries. A palletjack battery in one state started smoking and another actually produced flames. At one facility an unloader forgot to replace a guard plate, well, he said it already wasn't there, which just meant that he failed to pre-trip his equipment, anyway he took off, made a turn and the battery slid out on the floor. Luckily it didn't turn over and spill everywhere! Oh, and one place had an order selector somehow get the charging cable caught up in his jack and ended up pulling the battery charger down off the wall! Batteries aren't one of our daily thoughts even though we are around them and using them everyday so I thought we’d talk a little about them here in a bit! I’m Marty with Warehouse and Operations as a Career and I appreciate the listen today!
This morning when I was driving into work, I was thinking about a conversation I had over the weekend with a friend. He had heard from a guy we used to work with like 15 years ago. A great guy, one of the best reachlift operators I’ve ever met, and he was pretty good sitting on a counterbalance lift as well. Anyway, he used to kind of back up our receivers when the dock would get backed up with freight and purchase orders. Helping them get everything tagged or covering for them on day’s off or vacations. He’d never gotten that promotion due to his, a, well, personality or thought process. I know we’ve discussed our attitudes lately, but it wasn't an attitude, I guess personality is the right word. Now, like I said he’s a great guy. He just presents high energy, loves to talk and when you break it down, he’s not really a rule’s kind of guy. He is a bit of a ME guy. I remember one day he was laughing at one of his peers about how long it took him to get home, they lived in the same neighborhood. One of the highways they had to take had an HOV lane. It was one of those where you can drive in and out of. Just those 3-foot-high plastic polls as lane markers. Anyway, he was laughing, saying he just jumped in and out of the HOV lane and he could drive like 80mph that way. He expressed how funny it was that the highway department used the plastic poles because they didn't even hurt your vehicle. Well, his supervisor was overhearing the conversation and interjected how that didn't sound like a very mature thing to be doing. This gentleman stated yeah, they fine you $400 if you get caught but you didn't get into any trouble, he’d had to pay two tickets for it. I’ll never forget the look on the supervisor's face, and it was one I’d seen several times where this individual was concerned, and several times after also. Again, he was a great guy, always at work, and loyal to a tee, but not always the best decision maker. So, as I was driving in today, I saw 2 people, not wanting to wait in line to turn left zoom past like 15 cars and then nudge their way in front of someone to jump line. Twice I observed two vehicles out right run red lights. At another stop light I saw a guy honk at a little old lady for not accelerating through an amber light because he then couldn't run the red light. Oh, and get this one, this wasn't this morning, I witnessed this one over the weekend, but a guy in a sedan actually jumped a curb to turn right on red at a signal stating No Right Turn on Red. And he got upset with the girl in front of him for not turning right for him!
Ok, I’m not one to judge, I honestly don’t care. Many of you know I drive a bike sometimes on the nice days so I’m more than just a defensive driver! I just try and roll with the flow. I always wait a few seconds to let them race on through or I’ll back off and let them slide on in front of me, although I have to admit that I giggle a little when I see someone riding alone in the HOV lane, especially when I suspect that the sheriff departments at the end giving out citations. It’s just a few more minutes people! There's absolutely nothing wrong, in my opinion anyway, with being that person. But why are there those people? I think it was Warren Miller that said You are a unique person, just like everybody else.
Anyway, like I said, there's nothing wrong with having that personality, it’s you. But we need to realize it could hold us back in our career. Remember what we’ve learned, more money is solely based on more responsibility. Making decisions, thinking of others and always looking out for the company's interest are the attributes our Managers are looking for when selecting someone to take their place. If we do have a little ME in us, don’t flaunt it or think it’s worth bragging about. Remember, when we make the decision to skirt the rules we’re affecting or holding up someone else. A lot of times we’re holding ourselves back.
So, batteries! We all learned in our PIT training that it's important to know a little about our equipment's battery. The data plate is where we can find most of that information. We know to follow our facilities charging protocol and to make sure we always check the battery guard or containment plate on both sides! But what’s special about our industrial batteries? I’ve worked with 12v, 24v, 36v and 48v systems but I understand they have 60v, 80v, and even a 96v systems for certain applications!
Of course, the charging of our batteries is probably our most important concern. Anyone ever came in to start your shift and found that your counterpart failed to plug in our jack or forklift? You’ve noticed the connector ends are different for each type of our equipment, this prevents us from accidently connecting to the wrong voltage charger. That wouldn't be good for our batteries at all. As for chargers, you’ll see critical power chargers and motive chargers. There's many different kinds of both, some perform diagnostics and smart chargers can even control when our batteries will accept a charge. I’ve worked around float chargers quite a bit. Amp’s seem to be more what us operators are going to deal with in our environments. Luckily for us we’ll have or should have a maintenance department or maintenance man that’s going to take care of all the technical aspects or concerns we’ll need to deal with. SBS battery is one of the biggest manufacturers I know of, check out their web site to learn all the technical stuff on industrial batteries you’d ever want to know.
A few things we should know, and I hope your supervisor explained all these to you during your walk-through orientation is that there is to be no smoking around batteries. That can cause more than just a fire. When batteries are charging, they can release oxygen and hydrogen, even hydrogen sulfide can be produced if over charged. Under certain circumstances even chlorine gas and arsenic can be produced. Again, these fumes are dangerous and it’s important our battery area is well ventilated. If you feel the smell is stronger than normal or something is wrong, it is our responsibility to notify our management team immediately.
Batteries are like everything else we work around; they can be dangerous. But if we practice what we’ve been taught, follow all the rules and procedures, there safe and we’re safe. Do go check out that website though, you’ll find something interesting and learn a lot more about working safely around them. Bring up batteries to your maintenance man, he’ll love having the opportunity to share a little knowledge with you! And please remember, if your responsible for changing your own battery, be careful, their heavy and you don’t get a second chance when working with that kind of weight!
I hadn't planned on talking about batteries this week, kind of just came up! I’ll reach out and find us a maintenance Manager to come on the show and educate us to batteries, something above the do’s and don’t's!
I hope we brought you something that you can think about and learn a little more on this week. And I hope to be back with you next week, I’m having part 2 of that oral surgery this week so we’ll just have to see! Until then, lets present ourselves as we’d like to be seen and be safe at all times. Remember our peers, significant others and our children count on us!
Well, things are opening up a bit, at least here in Texas. Right or wrong, returning to some form of normal is good. For me, I’m able to get into the dentist as of this week and will get to have my procedure next week! We’re over a quarter into the year, 20 weeks in, and from a business perspective it seems like we’re just gearing up. I’m Marty with Warehouse and Operations as a Career! I’m excited to hear about so many companies calling people back in and to see all the job boards lighting up, all the new ad’s being placed and the staffing companies making those calls again! It’s like budgets are being reset or rebooted, plans are being adjusted and goals seem achievable again! I feel we, as employees, should probably be doing the same! I hope by now your using a journal daily, listing our thoughts and experiences will earn us more wages this year, and that you’ve written out your plan and have listed, oh, say, 4 or 5 goals, each one a stepping stone to the next, and you’re on the path to accomplishing all of them. Seriously though, we’re 5 months into the year, almost halfway through 2020 and I’m feeling good about our opportunities ahead. Now, I was fortunate. Being classified as an essential employee, whatever that means, I was able to work. My job was different, or it felt a lot different, but we were still training, and visiting facilities, helping associates and customers. We here at WAOC understand several industries we’re not as fortunate, well, fortunate isent the right word, after all I think the industries that we’re able to stall Manfacturing or production for their employees, protect them if you will, did a great job handling the crisis and I hope each of you we’re helped out by your individual states.
I know, blah, blah, blah, right! Let’s talk a little op’s and shop talk. That’s more in line with our lives!
One thing I’ve found fascinating the last couple of weeks is the interest in training and learning something new! Out in the field, visiting different facilities I’ve noticed companies are again allowing, that sounded a little harsh. I’ll use the word encouraging, and trending, more towards cross training employees. They’re letting us get on pallet jacks and forklifts, and supervisors are working with us general labor associates much more in a coaching capacity. I know I’ve had many people that’s never been interested in other positions reaching out and asking questions about the tasks that touches theirs, and gosh, over the last 3 weeks, let’s see, maybe 8 or 9 people I know have accepted lateral promotions or have asked to do more if not outright promoted with pay increases to other positions. The one thing they all had in common was they had gone to their management teams and asked if they could learn something else or do so and so. It’s nice seeing that hunger again! Maybe it’s because of this perceived reboot or restart I’m imagining!
This Wednesday one of our trainers had a customer send a general labor associate to him for PIT training. He had told his supervisor that he had a little bit of experience on an electric rider jack so his management team thought it’d be great to get him certified and be able to use him as needed on the jack as needed. When he arrived at the training center and saw the classroom, and all the equipment lined up he informed or stated to the instructor that he’d never used or been on the electric rider pallet jack before. He went through the classroom portion, participated and asked a lot of questions, especially regarding all the safety aspects of equipment operation and he sailed through the testing. During the on-site he was very comfortable on the equipment and operated it safely. Now, he was very slow, and focused, you could tell he didn't have a lot of experience or time operating the equipment, but he’d definitely been on it a few hours somewhere in his past. His instructor laid out a plan with the associate's supervisor to get him some training time out on the front docks, moving pallets around and such, getting some working time in. This all came about, not out of a need by his employer, but because he asked to do more. I bet he’ll receive a wage increase within the next few months. I can’t help but wonder if this action was actually planned, a step to accomplishing a goal. Anyway, I applaud his efforts and I hope he stays on his path!
Another gentleman, and I love this success story although it doesn't end so well. A customer had a new position open up. They decided to hire a person to be their baler. They had a lot of shrink-wrap at the end of every shift that had to be gathered up a placed in their recycling baler. In the past a couple of different people would be trained on its operation and take care of it when they had the time. It’d became a bit overwhelming, hence the new hire.
An agency had a gentleman with quite a bit of utility experience in the warehouse, he had some equipment experience, just nothing in any type of productivity setting but he was comfortable learning anything. The supervisor took him for a tour of the warehouse, worked with him, showed him how to gather up and stage all the used plastic wrap and taught him how to use the baler machine. The gentleman did really well regarding the safety training and his orientation. A great hire all the way around. Well, after his first week he no called no showed on his 7th day. The following day the agency reached out to him to see what was wrong to no avail. The associate didn't return the phone calls. So, they started sourcing for a replacement. The gentleman called back the following day and explained his reasoning for being absent and apologized for not calling earlier. Now, he had a legitimate situation come up, I’d classify it as a family situation. In any event, it’s our responsibility as an employee to communicate with our employer. His supervisor liked him. Had he communicated his needs to his boss he would have been willing to adjust his schedule as it turned out, but because he just ghosted everyone he’d been replaced. The new man is doing alright but the supervisor would have liked to have kept the previous gentleman. His hands were tied though, the employee really had given him no chance to keep him. We’ve talked so much about the importance of communication. This is a great example of how most things can be worked out, but we must talk things through. Oh, and for the agency. Well, the recruiter is having a hard time placing the individual again. The Op’s guys are a little wary of bringing him onboard with a NCNS under his belt. He’ll be fine, they’ll find him a position but hey, it’s our responsibility to be that responsible employee!
I have an unloading team, they work with a distribution facility, it’s a night shift but on the inbound side. Anyway, over the last few weeks they, like most facilities around here, experienced a downturn in their inbound case counts so their hours and weekly wages had been affected. One of the individuals got pretty upset with his pay. Of course his supervisor pointed out that with having fewer cases, working less hours and with the account not shipping as much as they were, it was just slow right now and it’d pick back up in a few weeks as things opened up again. The employee wasn't having it. He turned in his notice stating he’d be leaving next week. The supervisor took it, turned it into his boss who then requested his HR department to find him a replacement. Now get this. When the associate heard they were bringing on another unloader he got upset all over again! He walked out and quit! I don’t know if he thought his boss would somehow come up with more money if he threatened to leave or if he was just hurt that he’d been replaced, but that’s not the way to handle our grievances. Last week we talked about attitudes and human nature. This is a prime example of what not to do. I understand the gentleman is having a rough time finding a position that can pay him what he was earning.
Personally, I’d be hesitant to leave a job until I had another one, especially right now with the number of people seeking employment, until I had another good position lined up!
I think this last example could be associated with poor planning and I’m not sure a goal was even defined!
So, what’s your plan. If your returning to work now what are you going to do differently than before you, we’re furloughed? And if you’ve been working are you changing anything, have you adjusted your plans and goals at all? Send us a message to Host@warehouseandoperationsasacareer.com, we’d love to hear your thoughts on the 2020 reboot or restart. And don’t forget about our Facebook and Twitter feeds, you’ll find us on both using @whseandops. I hope to be able to visit with you again next week, I’m scheduled to have a little oral surgery but when I return, we have some great interviews set up with those performing some of our career positions! It’ll be fun to hear from those doing the jobs!
Until next week, be positive, get motivated, opportunities abound as we enter the 2nd beginning of the new year. Remember our first responsibility to ourselves, our teams, our employer and our families is to be Safe in all we do!
Hello all, Marty here with Warehouse and Operations as a Career. We’ve all gone through another great week! I’m sure we’ve dealt with or fought and won, or I hope we won, those negative human nature urges that creep up in us, and struggled through the long hours, productivity needs and maybe those error reports we dread each shift. There all normal in our industry, gonna happen every week. We have a couple of topics I want to get too today but I wanted to talk about, a word that managers are cautioned against ever using, or at least communicating out loud. When I became a lead, my V.P. told me never to mention the word Attitude when I was coaching or counseling a co-worker. We are all individuals, and I think we have the right to think and believe what we want so it made sense to me and I don’t believe I’ve ever questioned another person's attitude in any form or fashion. Through the years I have questioned mine though. And I try to question it or work on it daily. This week I caught myself, on more than a few occasions, almost letting that human nature curse alter my thinking process.
I am an avid believer that we will have the kind of day we tell ourselves we’re going too. I’m an early riser, always have been. Whither I’m working days or nights I’m up at least 3 or 4 hours before my shift starts. Even on the weekend, which is a curse, I’m up and ready for the day just like it’s a workday. The first thing I do every morning is thank the higher power for waking up. I’m a bit mature, getting older some would say, the knees and joints creak a little in the mornings and I need some time warming up all the organs, muscles and mind. Another words I start out each day with a positive thought, maybe a great memory or a cup of coffee out on the patio on a nice day. Even looking out the window can slow down the mind and make us smile just a bit. Smiling, even if it's just us can make a positive thought appear within us. Imagine how much we’re helping others sometimes with a happy attitude. That kind of stuff id contagious, infectious even. It's like a yawn, everyone that sees it is going to experience it. And I’ve found that a good, positive, attitude is not only good for our souls but is great for our careers too. When presented with a problem, being the one that focuses more on a solution, the one that doesn't join into the mob mentality, the human nature curse, being that person that is not going to allow one issue, an issue that will actually not be remembered this time next year, in any form or fashion, something that is not going to change the course of history in any way, to bother them. That ladies and gentlemen is a confident person. A leader. A thinker. I believe it’s a person that has both feet planted firmly on the ground, has a plan and is going to accomplish their goals. A glass is always half full kind of person. I strive to be that person. I’ve found that great things happen when I’m presenting a positive attitude. Others seem to have a positive attitude and Great things happen to me when I like my attitude. Well there, Mr. Dacus, I’ve used the word attitude 7 times in 3 minutes and didn't offend anyone. We should never hold an attitude against anyone, of course not, but maybe we can make their workday a little better with ours.
Well, there's our opinion for today so let's talk about something to do with operations. Where's my bullet points or talking sheet for today.
I walked a production facility earlier this week with a new manager, he’s been in the business for, oh, about a month, and we got to talking with a production supervisor about one of the products they made there. A couple of days later the young manager I was with saw an advertisement for that product, thought it’d be neat to have one, after all he’d just seen them making it, so he ordered it on-line. He was told it’d arrive in 7 to 14 days. Pretty normal, but it struck him as odd. He knew they were manufactured in his hometown and was shipping only like 30 miles to his house. Welcome to the new world of 3rd party shipping! Being in the business, when I’m ordering something from an ad on Social Media or sometimes even Amazon, I always find the dot com address from the company and go straight to their website. Take the example with the Manager earlier. The product is made in Dallas, Tx. Their Corp headquarters is in California. The ad on social media stated in stock and ships from Dallas. So naturally he assumed he’d have it in about 3 days. When he placed his order with the 3rd party, they then placed an order for the product under their name and used his shipping address. Now the Manfacturing company fills their own orders as well and I’d imagine that those orders are processed a bit quicker. They have an internal process, probably some kind of automated system, you place an order, it’s entered, selected and shipped, done! A third-party vendor may have to send payment, payment must be confirmed an order created where it’ll be sent to the warehouse, pulled, fulfilled, packed and shipped under another name and branding. A different process. Hense additional days. And maybe an additional cost also.
Another type of 3rd party distribution is where a manufacturer will contract with an offsite distributor that can warehouse all their products and take care of the distribution end, kind of turnkey for them. These are pretty cool because you can purchase a plan for just what you want them to do. They can pick up your finished product, provide storage, maintain your website, take care of all your shipping needs directly or facilitate any 3rd or 4th party partners you may have. They can even handle your returns and repackaging! The great thing about these companies is you can pick what services you’d like them to do and what you want to pay for. 3rd & 4th party distributors are a win win in my book. And for us as employees they can be a win as well. In many instances, since they are working with many different brands and products and with varied services being performed, I’ve seen a facility be able to maintain several different shifts, maybe part-time schedules or flex workday options even. These can make great 2nd job or school schedule options for us.
I’ve found 3rd party or redistribution facilities a good training option too. They typically won’t be based on a pure productivity model since as an employee we may be performing several different tasks. Anything from receiving to shipping, order selecting to putaway to sanitation may be assigned to us so we could have the opportunity to get some great equipment experience while working with them.
We’ll need to recognize that with some facilities the work could be seasonal or dependent on imported product coming in so our work schedules could be interrupted from time to time and I’d always research what kind of growth potential we’ll have. I’d always want to ensure myself that I could grow within the company and they tried to promote talent from within whenever possible.
Another thing that came up during our walk-thru was LTL trailers. This facility had a few parcel service trailers staged at the doors and he heard them term. Less than Trailer Load is really a little different than that though. LTL carriers will come by and pick up your smaller orders, too big to really ship by a true parcel service, you know like something over 150 pounds, sometimes you could even have like 3 or 4 pallets or 2 or 3,000 pounds that needed to ship. They’ll pick it up and carry it to their transfer dock and send it out for distribution routes. Another type of transportation services that deals in smaller quantities or weights are hot shot services. Sometimes called on-demand services, they’ll come by, pick up a load and take it immediately to its final designation for you.
Back to our example from above. It was a small package, something that just needed to be selected and packed. It’d have been a parcel package, probably with a 3 to 5-day ground postage. Your parcel services can provide overnight, next day, 1 or two day services as well.
All these industries are based on customer service. The last couple of weeks we’ve learned how just about every job in the world can relate to customer service in one way or another right. Us as unloaders provide good service to our customer, the pallet runner and receiver and as a fork driver we service our order selectors and merchandisers. If we’re in the sanitation departments, we make sure everyone has a clean workstation. Every job, every industry and every field have a customer service component to it.
So, we’re back to where we started today, as customer service agents we need a positive attitude, we must enjoy what we do, I’ll even throw in that we should have a passion for our tasks and positions. If you’ve ever called your cellular provider or a cable or internet provider and was lucky enough to get an agent with a upbeat and positive, can do attitude weren't you much happier with them verse the agent that seemed like it was a chore to listen to you, like they hated their job?
Have you ever seen a celebrity or a successful personality on a talk show that wasn't bubbling with enthusiasm about whatever they were talking about? Oh, and then we have the salesman or saleswomen, you’ll never see a salesperson presenting a poor attitude.
Success, in any industry and a good life is about us being happy and seeing the good. What's not good it's up to us to make good, and do it with a positive attitude!
Well, yes, I strayed and stayed off topic today but hey, I’m happy I did!
Until next week, let's all practice a week of smiles, a week of positivity, and meet every challenge with a solution & be safe doing it!
Welcome back! Marty here with warehouse and operations as a career! I hope everyone is having a great week! Let’s see, we’re in week 18 now, I know I’m not where I thought I’d be in 18 weeks, but, hey, the last 6 weeks, I wouldn't call normal so, I’m more than pleased with my accomplishments. It’s the new norm I guess we can say. Seriously though, we’re always having to make adjustments to our goals, so mine are just that, I’m adjusting. I know a lot of you are waiting to get called back to work or maybe working reduced hours right now. Here at WAOC we’re always talking about self-education and I have a quick story I’d like to share with you today on that very subject. Over the last 4 weeks I’ve been doing quite a bit of research and learning myself. A few of my go to websites are Udemy https://www.udemy.com/ Universal class https://www.universalclass.com/ and Lydia, it’s now called LinkedIn Learning I think, https://www.lynda.com/
And a few other online offerings I’ve heard about are https://www.coursera.org/collections/free-online-courses-finish-in-a-day and https://www.edx.org/
All those offer a lot of free courses and even more for greatly discounted fees, like $10 to $15 dollars. I’ll add the links in today's show notes in case you’d like to check them out. Education will never go to waste and if all we must invest is our time, we’ll, it’s kind of on us if we don’t invest in ourselves, right? I mean, right now it seems we have more time on our hands than anything else!
You’ve heard me mention before that I’m a big fan of you tube. WAOC has a good friend, Raymond Harlall, I met him through his you tube channel. He used to do a lot of short, instructional videos on how to use powered industrial equipment but there’s literally 10’s of thousands of videos on how too and how not to use powered industrial equipment on you tube. I think you could devote an entire weekend to YouTube channels and never run out of content on pretty much any subject lol. Which brings me to a great example of you tube learning.
So, about 2 months ago I received a phone call from a young lady that wanted to change her career. I know it seems like I’m always picking on the restaurant industry, but she had worked the front of the house and back of the house both at dining restaurants and hotels and decided she wanted more, she wanted to get into warehousing and had done her research, found a company within her commuting range and decided she’d apply for a sanitation position there. Her only hold back was she needed to know how to operate something called a tugger and an EPJ and she had no experience with either nor had she ever heard of or seen one! She had looked online and discovered she’d need a license or certification to get hired and was asking how to go about choosing which school to go to? You know how I feel about the Pay for the Card type places out there. I explained to her that those kinds of places are great if all you’re after is getting a card. Oh, there's some good training centers that’ll take the time and actually train you, give you some time on the equipment, and where the instructor works with you and will teach you how it operates. But there's also those, and so many of them, that are going to show you the films, talk a little, put you on a machine for like 15 minutes and then give you a card and call you certified. I won’t climb up on my soap box but, well, I’m just saying be sure before we pay for something let's know what we’re getting. Anyway, so after talking with her and explaining that odds are, especially since she was going to work for a larger distribution center that they would run her through a 29cfr1910.178 or PIT class for free anyway. I expressed that I felt like her bigger obstacle was going to be that she didn't have any experience on the equipment. I asked her if experience was required. She said she had talked with HR and they had said if she was comfortable and knew how to operate it that they would work with the applicant and train them. I think sanitation is a great get our foot in the door position. It's one of the easiest positions to get some equipment experience with. 2 or 3 years ago we weren't seeing equipment experience being required at the entry level, but today, most of the sanitation jobs are requiring electric pallet jack experience. So we talked a little about what the machines were and why she’d need to be able to use them to perform the task and I suggested that she check out you tube to see the tugger and electric pallet jack being used, I thought that’d give her an idea of what they're looking for anyway. She thanked me and I didn't hear back from her until now.
I just love this story! She said she appreciates the show each week and through our encouragement she set her goal and started planning out the actions needed to make it a reality. She watched 47 different you tube videos, most of them more than once or twice, and got to feeling good about the equipment. She had applied with the company shed targeted and was brought on for a warehouse sanitation position, but they would also consider her for a janitorial job in the office area if she couldn't learn to operate the EPJ in short order. The janitorial position was paying quite a bit less, so she knew she’d need to do a good job in the warehouse. Well, to make a long story short, she did a great job in the warehouse position, had no problem showing her boss that she was comfortable on the equipment and could operate it safely at all times. He gave her the PIT class and even started working with her on the double jacks when they had some time. She was only in sanitation for that 1st month and is now been promoted to the pallet runner position with an increase in pay! Her next goal is becoming an order selector! And there's no doubt in my mind that she’ll achieve that goal in very short order as well!
I’m just a firm believer that we can control our destiny's ladies and gentlemen, especially when it comes to our careers. I know a young man that’s been an order selector for just over 5 years now. He came to me, I guess you could say complaining, about how no one had offered him the opportunity to do anything else and he was thinking about finding another job. He knew I worked closely with most of the supervisors at his facility, and I asked him who he’d spoken with about wanting to do something else? I got an odd look from him. I told him that these guys weren't mind readers, and with him being one of their top order selectors, moving him around probably had never entered their mind. I suggested he go talk to his immediate boss and let him know that he was getting a little burned out with order selecting and let him know he’d like to do something else if there were any openings. He knew a couple of inventory guys, so I told him to mention that department to him.
Today he is working in inventory control, he’s the lead in the department and has received 2 rate increases since he moved over there. All his product knowledge turned out to be a great asset for his new boss. It took them about 3 months to get him moved but once his supervisor knew he was a bit dissatisfied he helped find him something else. Our company does not want to lose experienced talent, but we can't expect them to read our minds, right?
It's true not every story is going to end as well for us as these two examples, but I can promise you they will not if we don’t communicate our thoughts or feelings. And planning. Both of these individuals came up with a plan. They had a goal. Yes, they both reached out for a little help or advise, but that’s how we learn how to help ourselves. Doing a little self-education is like reaching out for advice. We’re learning something we didn't know.
If you have some spare time, put it to good use. What's the alternative, playing a video game or watching tv for another hour a day? I have one of the trainers that works for me taking a little $25 online class on Microsoft excel now. I think it's about a 16-hour class in all and he's working on it about an hour a day. In 17 days, he’ll know a lot more about using excel than he did last month. How is that going to be a bad thing or waste of time? He doesn't use excel a whole lot now, really just inputting data in a couple of premade templates for class attendees, but I bet next month his boss will see a lot more data and information being captured for his company. Odds are that could result in a better wage for him and all he’s invested is 16 hours of his time and 25 bucks. When you say it like that it’s a no brainer isent it!
As we all wrap up another week, I hope we all stay safe, respect others space and protect our loved ones. Just as it is up to us to take care of our health it is also up to us, and us alone, to take care of our careers. I wish you a safe, productive and prosperous week ahead and I hope you’ll join us again next week right back here at warehouse and operations as a career!
Hello everyone, I hope all is well with ya! It’s been a wild few weeks for us hasn't it? It appears to be getting better, a little better anyway, I’m hearing quite a few companies have called back staff and increased some of the 30 hour positions back to 40 this week! I’m still waiting on the dentist to start seeing patients again, I have to get in for a little oral surgery that was urgently needed the week all this stuff started. Some of my closest friends are still out of work, some aren't sure they’ll be called back even. I hope everyone has their health and on the job front you're doing fine. When I look around and hear from so many of you it makes my few problems seem quite mute. I hope next week is a fabulous week for all of us! So, we’re here to talk about Operations. Thanks for all the questions coming in, keep sending them and I promise we’ll get to all of them eventually! Let's see, where do we start....
I made the comment a couple of weeks ago about how everything we see in the room we’re setting in had probably came to us through a warehouse distribution center and entered the transportation arena at some point. If you’re a long-time listener you'll know that I started my career in distribution, food service distribution. Earlier I had worked a few jobs with heavy gas meter parts, and did a stint working with warehousing apparel for a large catalog chain and then I worked with disposable paper goods for a while. All distribution centers! Distribution was great to me and my family and I do probably lean a little biased towards distribution! But all those things in the room had to start somewhere right? And that was in the manufacturing and production elements of what we all do. I honestly believe any facet of operations is the place to work and that everyone one of those positions can be a good solid rewarding career ladies and gentlemen.
I love definitions so let's look at Manufacturing - Manufacturing is the making of goods by hand or by machine that upon completion the business sells to a customer. The manufacturing usually happens on a large-scale production line of machinery and skilled labor. https://www.shopify.ca/encyclopedia/manufacturing
One report from the bureau of labor statistics stated that there were 12.85 million Manufacturing jobs in the US that employs 8.5% of the workforce. We won't get into all the politics of downsizing and jobs moving overseas here today, yes it has shrunk and probably will continue to do so to some degree. But we as that workforce will have jobs. When a large Corporation moves a plant, I believe there's 10 more startups that’ll be offering us jobs. I won't get into the eb and flow of the economy but isent that how it works here. I do believe that for every position you hear about moving on, and yes, it’s bad for the person doing that job, but I think there's another one created at another Manufacturing plant. Manufacturing is Manufacturing, whither its airplane parts to drilling equipment or a bakery oven to bicycles. products must be made. I have a 62-year-old friend, he worked 33 years in the aerospace industry and today he is with a startup manufacturing self-motorized bicycles. I guess you’d still call them a startup, he’s been with them for 4 years and there now the largest in the state.
And let's look at production - Production - the action of making or manufacturing from components or raw materials, or the process of being so manufactured.
Over the last few years, I’ve had the pleasure to work with several production facilities and I’ve came to enjoy knowing every associate I’ve met. Talk about a hard-working team, production has to make it happen! Without all our Manufacturing and production teams us in the distribution field wouldn't have any freight to move to begin with!
Through the state of recent events a lot of these positions have been deemed essential, can't really tell you what that means though. I tried looking it up, but it appears any governor, federal agent or city judge can decide what is essential these days but for a lot of us it meant we kept going to work every day. And if you want to talk about an essential employee it’d have to be the nation's truck drivers. Without them our store shelves would be bare right now! I personally want to give a loud shout out to those ladies and gentlemen, there the backbone of our end user society!
So, a long-time listener asked why or how I got to be so stuck on operations. There's just so many other industries out there and warehouse work or operations as you call it is so physical? Well, I appreciate the question, and it’s a good one, so let me see if I can answer it. When I graduated from high school, I had some family obligations that made me postpone my higher education plans and I needed to go to work. I had been a DECA or distributive education student in my junior and senior years where I learned leadership, and marketing as well as innovation ideas. One could apply and get a warehousing job pretty much the same day, so I got a job. I was fortunate to team up with the right people and worked for some great mentors along the way. I’ve said it before and I’ll repeat it here today, what other industry can you enter into with no skill and little to no formal education and end up earning 100k a year as you prepare for those later years towards retirement? The work is a bit physical, but I’ve always enjoyed physical. I’m so thankful that I’ve always loved what I do. I can honestly say that there has not been one single shift that I dreaded getting ready for. Oh sure, I’ve been stressed and worried about what was going to happen on more than one occasion, but not once have I not wanted to go in for it. I think you’ve got to really enjoy whatever job you have; otherwise you’ll never be the best at it! I loved it, I was usually the best at it, and today I get to consult, teach and talk about it. I’m playing around putting a book together where I explain my experiences and the many opportunities operations afforded me and how anyone can create a successful career within op’s. I’ll make sure I get each of you a free copy when it comes out.
Well I strolled way off topic for the last few minutes, where was I going, oh yeah, we had a listener ask why operations? Today, when speaking with young men and women about their careers I share a lot about all the opportunities in Logistics. Global logistics, technologies, all the new software platforms that are being created and used to move goods by trucks, containers, the railway, and planes or ships, that’s the less physical aspects of operations. If one is fortunate and has the opportunity to complete one of the many degrees offered today towards the logistics fields, I believe they’ll always be a strong demand for those positions. The worlds markets depend on further efficiencies to move products that all nations and peoples rely on. Warehousing is not just chunking cases, and Manufacturing is not just assembling something, nor is production just producing an item. Engineers, developers, programmers and businessmen are the base for all operations in the world today. Transportation, the truck drivers of today deal with more computer systems onboard their rigs than they do with pressure gauges today and warehousemen are wearing computers on their wrists or are speaking into a headset to get their directions from a wms system. When asked why op’s, I must ask what is not op’s anymore?
Over the last few weeks, we’ve learned a little, or maybe we’ve been reminded of, what an essential employee is. Our healthcare workers, first responders, the grocery store stocker, the warehouseman and the truck driver, shoot all the operations positions we’re always talking about really turned out to be recognized as essential employees. And all the food preparer's, the school cafeteria ladies, I know in my community they helped keep the less fortunate fed with meals. And oh my gosh, finally all the caring volunteers in our communities received some long overdue recognition they deserved. And maybe we’ve came to understand all the highly paid athletes, financial institution positions, Hollywood types may not be as essential as we once thought? Maybe families and friends carry a lot more weight now as essentials?
Well I didn't wrap up as planned but we wrapped up with a few words of honesty anyway! I hope the audio was ok with you, I know the speech is off, I hope we can keep putting out the show each week until I can get in for my appointment, I guess we’ll see, just a little more of the unknown. But you know what, it’ll be alright either way, things are good!
We didn't talk much about safety today, but it is our job 1, even if we’re at home, let's all take care of the family like we’ve learned. Until next week, if you just need a quick op’s conversation hit us up on twitter or Facebook using that little @whseandops and we’ll carry on the conversation!
We all work to pay our bills and provide a better living for our families. Some of us, I hope most of us, are fortunate enough to enjoy our jobs so much that it isn’t work at all. I’m Marty with Warehouse and Operations as a Career and today I’d like to start off with a question from a gentleman here locally.
You know, we’re often taught and trained how to do our jobs, we’re given all the standard operating procedures, step by step, how to do the task along with all the preferred work methods but maybe we, as managers, or our managers, forget to explain more to the individual aspect of the position. The question was posed “I’m working a lot harder than a guy named Mike yet he always gets more cases than I do. Can you tell me how to scam like he does. We get our pulls from our wrist computer, I can’t figure out how he always gets better pulls.” Well, it sounds like your facility is using a selection system through their WMS. If there’s more than just you 2 selecting there’s not much of a chance that he’s scamming the system. Batches or pulls are downloaded from a que, next selector up gets the batch downloaded to their wrist mount.
When productivity or activity-based pay, even incentive pay programs arrived on the scene they actually disrupted the old “this is only what I need to do mentality”. Now we could work harder than someone next to us and we may earn more pay. But if we work smarter than the person next to us, we will earn more pay. In the world of productivity pay it is not about working hard. It’s all about the clock.
Everyone knows about direct time and indirect time right? Direct time is time handling cases or moving freight. Indirect time is time spent in the restroom, washing our hands, getting our equipment signed out, anything other than handling cases while we are on the clock. Your company may operate on KPI’s or key performance indicators. In your position those measurements could be cases per hour selected or pallets per hour that’s putaway or replenished. A cycle counter may have to count x number of cases an hour and make x number of adjustments. Anything can be measured. Lets go back to the selector. We can know, on average, how many pallets we will load with product and how many drops we will make at the staging area in a given shift. We can determine that because we know how many cases are on an average batch and how much cube we’re selecting. If our WMS is set to say 55 cube, math will tell us the number of pallets we’ll load and how many trips we’ll make to the staging area or doors to be loaded out.
Those standards are determined by measuring everything we will be doing for any given task. Lets stick with selection for a moment. Your larger distribution centers may have an engineering company to come in and assign engineered standards to every part of our task. Everything will be measured. How many inches it is from dock door number one to the last slot of our pick paths. And between each aisle, each bay and each slot even. That’ll be done for each dock door as well. With the entire warehouse now measured they would time how long it takes to drive our pallet jack to each slot and each area within those paths. How long it takes our forklifts to raise to the second level, the third level, the fourth level and so on. Now they can work the math against the average batches or pulls and determine what the anticipated standard should be. Yes, it’s complicated, a lot of math and a wealth of information is gathered. But for us as employees, well, we can use all that to our advantage in an activity based system. All we have to do is work the system like it was designed.
OK, I talked about not working harder but working smarter. Remember, those engineers designed the system and put reasonable numbers in place for an 8 hour shift. They came up with, lets say, 170 cases an hour would equal 100%. The average experienced selector will pull 170 cases an hour. They have added all our human traits in, saying hi to each other, bathroom breaks, maybe slowly separating our pallets for the next batch, going to breaks early and returning a little late. They knew that we were going to stop in the aisles and talk for a minute about our weekend plans. All that is figured on us being the average employee. All we have to do is not be that average employee. And that’s exactly how we work less by thinking more. Maybe I should say focusing more.
I had this friend once, I don’t guess I ever knew his real name, we called him dupee. Dupee always, and I mean every signal night ended up with more cases pulled than I did. I don’t mean occasionally, I mean for 3 years I never beat him case wise. I’d pass him up in an aisle and the next thing I’d know was I was passing him again in another aisle. I’d never see him catch up to me, yet, their’d I be passing him again? We always joked about it, actually, I always accused him of scamming or cheating, not so much joking. Years later the light bulb went off in my head. Dupee wasn't wasting time driving down aisles he didn't have a pick in. He’d skip sometimes like 5 aisles and back track, running his path the most efficient route possible, hense why I’d pass him like 3 times in the same hour. Dupee came in, signed out for his equipment, grabbed his pallets and stayed focused on his task at hand. He never stopped and joked with us or complained about anybody, shoot, I don’t even know what he did on the weekends because he never brought it up! He’d be on his equipment when break time arrived and be back on it the minute break was over. Now, Dupee loved lunch time. He’d talk with us and joke around then but he never hung around after the bell. Dupee was just working the system. Every minute the machine was counting him as working or direct time, he had a case in his hands. He only stopped handling cases during scheduled indirect time. He was working 20% less than me and getting 20% more credit for it! Like I said, I figured it out. Took me three years, but I’m a slow learner. Over the next 3 years we were the top performers in the aisles. Once I learned how to stay focused I actually had more fun pulling. It became a game to maneuver the aisles and beat the system.
So to answer the question, your fellow employee Mike probably isn’t scamming the system. That’d be hard to do in this day and age. He’s just working it, as it was designed. Watch him this week, closely, and I bet next week you’ll be out pulling him!
We just walked through how an order selector can work the system but the exact same holds true for any direct positions. Even non-productivity positions can perform better by staying focused and, well, working like we’re being paid for! A couple of weeks ago I had a young gentleman tell me it was his right to talk to people. He’d been coached about spending too much time conversing with others on the front docks. His supervisor had told him he wasn’t in high school any more, we weren’t here to socialize, we’re here to work and for him to get busy. Now I think the supervisor could have handled it a little better, but you’d have to agree he was on point. We’re being paid to do a job and we should just get it done. I’ve been watching the employee for a couple of months now, he’ll make a top producer one day. He’s already one of the better than average unloaders. He’s working the numbers. Once he figures out to stay focused he’s going to be one of the top earners!
I do a lot of talking about having a plan and a goal here at WAOC. Things like what we talked about today is a plan and a goal. The gentleman that presented the question has a plan, he is going to out pull mike. His goal is to be a top selector. Once we’ve identified our goal it’s easy to develop our plan and easy to achieve it!
So I mentioned last week, here we are in another quarter. In just, what, about 10 more weeks 2020 will be half over with. Is everyone working their journal? Remember I’ve guaranteed you that you’ll make at least $2500 more dollars this year if you’ll just work a daily journal! And I hope we’ve all written down our plans for the year by now. If its not written it can’t be a goal right. This week I heard an old quote, one of my favorites by Henry Ford. Whither you think you can or think you can’t your right!
So on that note we’ll wrap up another episode! If your enjoying the show please subscribe and maybe tell a good friend about it! And remember we can be found on Facebook and Twitter using @whseandops and one of my favorite groups is the warehouse equipment operator's community on Facebook as well.
We’re all going through some tough or difficult times right now but I assure you we’re in the right industry, things are going to get better much quicker than we’ll realize. Stay strong and stay Safe in our personal lives and our work environments!
Welcome to the second quarter of 2020 Ladies and Gentlemen and to another episode of warehouse and operations as a career! I’m Marty and I for one am excited to be here, not just for bring you another episode of WAOC but I was ready for the first quarter to be over with. It was a rough quarter for a lot of us with all the layoffs, reduced hours, staying in place orders and learning about social distancing and what an essential employee really was. As economically disastrous as it was, it will pass, and I’m certain we’ll all be stronger for it. Well, let's talk a little Op’s today and forget about all that for a few minutes.
I investigated an incident this week, one of those accidents that never should have happened. If you know me at all you know I’m not a big believe in the word accident. I firmly believe accidents occur because someone did something, they knew was wrong, they didn't follow a procedure or process, or another person did the same and it just happened to us. In all my years I’ve only heard of one incident I could honestly call an accident. A team member was operating a tugger and the front drive wheel came off bring the machine to an abrupt stop sent him flying out of the driver’s compartment and he landed face first on the concrete. He was alright, banged up pretty good, but not lasting injuries. After the investigation was complete it was confirmed that the last quarterly PM or preventive maintenance was performed and documented, and every operator had correctly filled out a pre shift and post shift equipment report on the unit. The mechanics stated that the shaft bolt had simply loosened enough to back out of the screw housing on its own. The report stated that the machine had logged an increased number of hours for the quarter, it was one of the favorites by everyone on the crew, so it was always being used. The result was a new procedure where the mechanics we’re placing a lock tight type of adhesive to all the bolts going forward. That’s the only actual accident I’ve ever heard of. Everyone did their jobs well and as written, but it still happened.
Anyway, so back to this week's investigation. So, an unloader was using a dock stocker to unload pallets from a trailer. A dock stocker or pacer is a smaller masked standup forklift that kind of looks like a mini counterbalance lift. I’ve seen a couple of sit-down models too but the majority of units I run across in my travels are of the stand-up variety. There shorter mask makes them the perfect powered tool for unloading trailers and moving pallets across large docks. I gotta quit wandering or we're never going to get through this story. So, it was a really humid day and the dock plate was forming a little condensation from the cold air coming from the trailer, the driver had left to refrigeration unit running after docking the trailer. It was a ribbed floor and of course was damp from the load which was produce. The operator was simply entering and exiting the trailer at too high a speed. The driver commented that he had started to get out of his cab a couple of times and go tell him to slow down. He could feel the lift entering and exiting his trailer on more than one occasion. The operator entered the trailer to retrieve one of the last 5 pallets and upon coming off of the dock plate his front wheels lost traction when they made contact with the ribbed floor and the lift turned sideways to the right and the right fork tore through the trailer wall and ripped a 18 inch gash in the trailer wall. This was no accident. The operator had been driving too fast. 5 other unloaders we’re working in the area and a leadman and a supervisor had been on the dock all morning. I’m not pointing fingers or calling anybody out but come on, this was not an accident. This one was a nobody did anything. It’s hard to stay focused and do what's right, I know that, I’m far from perfect and I catch myself slipping with a rule every day. But let’s not say damaging a trailer to the tune of 2700.00 was an accident. The employee received a coaching card, was suspended for 3 days without pay and ended up with 4 of 6 safety points as an equipment operator. And you can bet that he will be watched closely by his management team and their customer now. The gentleman is a good guy, I know him, he is a safe operator and respects the equipment. He just made a bad decision, and his team and management didn't do any better. Sounds like I’m mad or upset, not at all. What we do can be dangerous and I just hate someone losing any pay or hurting anyone else!
And on to another point, and honestly, I’m not on a soap box today, dang it sounds like it though! Over the last 3 weeks I’ve been certifying a lot of essential positions, grocery order selectors and replenishment fork drivers. I’m running just over 50% placements or graduates though. I know we’re all in a difficult situation right now. Many of us in the light industrial world are working reduced hours or we’ve been laid off, some of us have been told it could be long term or permanent. When we’re talking to a recruiter please don’t exaggerate our skill levels. I don’t agree with how companies are only looking for skilled and experienced labor right now but that’s how it is. I’ve had people sit through the class, participate in all the discussions and listen to me about how productivity driven their company or assignment is and when it’s time to get on the rider jacks or forklift it comes out that they’ve only been on the rider jack a couple of times or just driven the reach lift moving product on the docks. I know that given a couple of weeks they’d make a great long-term employee but putting themselves in a high productivity environment is dangerous for you and others. Please be honest with your hiring agents. It seems all those advertisements of high paying jobs, since there the only ones being posted right now, are attracting everyone out of work right now. Please remember, experience is what gives us skill. Even if we get hired for a high productivity position, we may not be able to keep it. When working outside or above our skill set best case is, we’ll lose our new job. Worse case is we’ll hurt ourselves or injure someone else. We’re not winning either way. I’m just urging you to be careful, but it’s rough on all of us right now, I understand. But It is going to get better, I’m certain of it!
And on an up note, through working with several agency recruiters, I can say all of them we’re able to get placed. A couple at a lower wage but hey, their getting equipment experience now and in 3 or 4 months, who knows, they could transfer into productivity positions!
I’m excited to see so many new Manufacturing positions opening up too. Many of our production factories have added 2nd or 3rd shifts. As we’ve learned, we just need to think strategically, we can land those jobs. A little planning will help us out. Last week I talked a little about how just replying to a Facebook ad with a interested or info wasn't going to do us any good. Earlier this week I had an opportunity to sit in with a recruiter while she was doing a little sourcing. I was there to do a 2nd interview for a couple of productivity order selectors that she was interested in running through a class and I noticed her frustration answering all the messages through Facebook. On one post she had 19 replies, 9 gave no information, 7 just replied with interested and 3 wrote about coming in for an interview or stated that they were going to give her a call. When you say it out loud it has to make you think, or I hope it does right? We’ve had a couple of episodes on how to look for work, several recruiters and hiring agents have given us some pretty good tips. You might go back and check out a few of them. Things are going to open up for us soon, be one of those that jumps quick and grabs a great position.
Well, I could ramble on for an hour. I actually had a couple of topics to discuss for today but, well, just got to talking I guess. We’ll get to’em next week!
Until then, plan ahead, think strategically, and above all practice safety, we all want to return home each day!
Here we are, it's that time again. I’m Marty with Warehouse and Operations as a Career! I’ve gotten behind on questions that’s been sent in again so let's see if we can get a few of those answered or brought up for discussion today. A gentleman named Kevin has been looking into or thinking about becoming a driver and maybe launching a career in transportation. He asked what was meant by doubles and triples in transportation. He states that being from the warehouse he’s heard of double jacks and triple jacks but certainly they don’t mean 2 and three trailers? Well, Kevin, that’s exactly what it means. You’ve probably seen sets of doubles on the highway before. Most LTL carriers utilize 2 shorter trailers, maybe 28 ft or 36ft trailers, and that’s kind of the norm in most states. Several states like
Triples https://www.quora.com/Are-triple-trailer-semi-trucks-legal-in-all-48-contiguous-US-states
- Arizona
- Colorado
-
Idaho
-
Indiana
- Kansas
- Montana
- Nebraska
-
Nevada
-
North Dakota
- South Dakota
- Oklahoma
- Oregon and,
-
Utah
-
Ohio
Can, in certain instances and byways carry triples! I’ll add a really good link, well several actually today in the show notes regarding some of the lesser known transportation rules across the country. And all the states .gov sites have some really up to date and great information on their individual rules and regulations too, some good down time reading if you will!
Oh, and, A couple of states will allow two 53 footers as well, mainly only on the interstates where we can utilize shuttle points or drop and hook yards to meet up with delivery drivers for those final miles.
That leads us into another question sent in by Mark, what is a trailer dolly? I believe he is referring to a converter dolly that’s used to connect or couple the trailers together. I’ve seen one, two or even three axle dolly's depending on their use. They have like a A frame construction with a coupler or pindle hitch on one end to connect to the first trailer and a fifth wheel hook up on the other so you can connect the next trailer. I’ve seen them with spring brakes and air brakes.
In my experience it's important to complete a good precheck when using a dolly, check that pindle hitch and the fifth wheel closely and make sure the locking jaw is securely around the king pin.
Here's a question from a las Vegas gentleman, I think I saw this on a local job board out there, anyway he was asking what does drop and hook mean? https://www.truck-drivers-money-saving-tips.com/glossary.html
This simply means the driver will carry a load to the consignee or a yard and unhook it at a door or staging area and pick up another load or empty trailer. He or she never has to unload or touch the freight. They're just dropping off and picking up trailers. That’s much different than a live load where the driver is connected to the trailer while he or she waits on the warehouse to load the trailer or a live unload where their waiting for the trailer to be unloaded by themselves or maybe a lumper service!
He also asked what is a comcheck? Comdata services is probably the most know electronic payment platform for the transportation industry. A comcheck is a paper check issued by Comdata Services, which is connected to a credit account and requires additional authorization such as a purchase order number or authorization code, most often used by some professional drivers to buy lumper services, but also can be used to purchase other goods and services.
Another question that came up in a conversation recently was how do you know if a trailer has maintained a certain temperature thru-out its travels? Way back when we used something called a rytech graph chart recorder. It was an orange or red box about 4 by 5 inches and maybe 3 inches thick that had battery and a roll of graph paper in it that a needle would chart the load. They did a really good job and the receiver had documentation to attach to his or her receiving P.O. that the load was of quality and safe. We’d gather them up until we had 10 or 20 units, box’em up and send them back to the manufacturer to be reloaded. Today most devices are about the size of a credit card. You turn it on and place it somewhere in the middle or end of the load and it records the entire trip. When the driver arrives at their designation the receiver simply waves it across a reader and the data is sent to their computer. Much easier and cost effective, but that’s what technology is all about right?
Oh, and here's one I’ve gotten 3 or 4 times, what is a jake brake and why is it illegal? A compression brake or engine brake is sometimes referred to as a jake brake. It is a separate component installed on diesel engines, that when engaged, releases stored, compressed air from the cylinder at the top of the piston's stroke, preventing it from returning it's energy to the crankshaft and powering the down-stroke, and slowing the vehicle as the air is compressed. When we depress the clutch, if we have it switched on it will activate with which ever setting, we have it set too. Usually there is a low med and high setting. Its purpose is to aid in braking of our unit. It helps prevent our brakes heating up and I guess can extend the life of the braking systems. It’s just a switch on and switch off system. The signs that say it's illegal is telling us that due to the noise all that compression makes they cannot be used in the city or on those streets, sometimes just during certain hours of the day or night even. https://www.truckingtruth.com/wiki/topic-91/jake-brake
Most of the questions we receive about transportation come in from people considering a career in the field or wanting to get their commercial driver's license. I’d encourage you to check out the many transportation groups on Facebook and the thousands of Instagram post from the professional drivers out there. Driving is a great and rewarding profession and every driver I’ve ever met is more than willing to share their knowledge and opinions with you! And with transportation being the profession it is, so much written information is out there about the industry. Whither we’re looking to just become a driver or maybe even an owner operator, shoot maybe we’ll eventually open our own hauling company who knows! I’ve found some great books on the business of trucking and I use to subscribe to several trucking magazines, talk about hearing from the pros, check out those kinds of articles. A couple of my favorites we’re https://www.topmarkfunding.com/best-trucking-magazines/
10-4 magazine, Roadking, what else did I used to subscribe too, American Trucker was a good one and I think another one was named Overdrive. Talk about a short cut to learning the way drivers talk and all the lingo! You ought to check those out and see if there still around, I bet most of them have an on-line magazine now too!
Speaking of knowledge. If your one of the many of us working with reduced hours right now or maybe even been furloughed for a week or two what better time to get some research done and learn about other companies we may be interested in and that could possibly help our careers! I’ve joined a couple of networking Facebook groups I didn't even know existed and found a couple of job boards online that are catering to the light industrial fields right now. And don’t forget about those free or low-cost classes we can take on-line too, I’ve taken 4 free courses on supervision, and excel and word! Everything is going to get back to normal shortly and look how much more we’ll know! If you’d like to know more about where to find any of that type of information just send us an email to host@warehouseandoperationsasacareer.com and I’ll make sure we send you some links to look up. And don’t forget about all the knowledge roaming around on our Facebook and Twitter feeds where you can find us using that little @whseandops or maybe stop in the warehouse equipment operator's community group. Who better to answer our questions than all those doing the job!
Until next week everyone be Safe out there and please take all our safety training home and share it with those we care about and for!
Hello all and thanks for checking in again with warehouse and operations as a career, I’m Marty, and here at WAOC we can get a little passionate, maybe overly passionate, about all of the warehouse and transportation positions out there. All that being said, as employees we’re kind of in uncharted waters. Not just locally or nationally but globally, some of our lives have been turned upside down and sideways with the Covid -19 virus. I had some oral surgery planned last week and it was put on hold due to dentist being closed so I hope my words sound ok for you today, if not maybe you can forgive me? We’ve all recently learned the preventive measures and precautions we need to be taking, things like social distancing and self-quarantining, washing our hands frequently and using hand sanitizer to protect our elders. I won’t get into all the political positioning or scientific reasoning, and I’m even going to try and refrain for preaching my opinions here today. One fact we can’t ignore though is the corona virus, or the precautions being taken has interrupted our supply chains on a national and global scale! Here in the united states we’re experiencing delayed imports coming in due to outbound docks in other country’s being closed or working at much lower capacity. As we’ve learned, one burp in the global logistics world will filter down to us, the freight and material handlers of the world! So, I thought today we’d talk about how we can better position ourselves and maybe make the best of any situation we find ourselves in.
Here in the states, restaurants were asked to close, and all social gatherings was canceled. As you can imagine many different industries were immediately affected. Foodservice distribution centers cases dropped way off, restaurant owners didn’t need product so our employer may not have had enough work for all us order selectors and forklift drivers. The convention industry slowed with conventions and meetings being cancelled so they may not have a need for the larger staffs. And even manufacturing and assembly or production facilities could have been affected, shoot, many facilities may have shut down for a couple of weeks just to help slow the exposure to their employees. With all this going on we could find ourselves being laid off for a week, two weeks or even longer so we’re right back to our personal and professional goals and plans. See how I threw our planning in there? We’re always talking about the importance of learning, at least knowing a little bit about every position that touches ours, I mean the more we know the more we’re worth right? I know this week when employers were making those hard decisions and looking at names, they we’re also assessing skills. Oh, here’s a good story. I received a phone call last Tuesday asking if I could get a guy PIT trained that afternoon. The customer, I was dealing with a supervisor in a packing department that wanted one of his packers to be equipment certified immediately. Now, I knew I had just hired him a forklift operator and I was quite puzzled about the request but hey, that’s what we do, so I scrambled and made it happen. That afternoon we went over to do the on-site observation, the employee actually had a lot of experience operating the forklift, so we got him certified and went on our way. The following morning, I was told they had laid off 5 packers. The supervisor wanted to be able to call this gentleman a fork driver so he could keep him!
I drifted a little bit, where’s my notes, oh yeah, so we were talking about planning. Now when something like this happens in the world, and by no means is this the first time something big has disrupted our supply chains, yes, it’s been many many years since we’ve experienced a global occurrence but we’ve all seen tornados, hurricanes, and fires that have disrupted our lives over the years and if we had a plan we’ve fared much better than those that didn’t!
What we’re seeing now has been rough on most of us. We’ve always been told to have at least a month worth of expenses in savings for things like our mortgage or rent, and to have our pantries stocked with at least a weeks’ worth of groceries and toiletries. Things like having a diverse portfolio if we participate in a 401k plan and maybe to keep a little cash on hand. That’s all planning, and it is planning to reach our goals. As we’ve learned there’s nothing wrong with adjusting our goals, we’ll need to, if we don’t, we’re not going to accomplish them anyway, life is going to get in our way occasionally.
Ok, back to today’s topic! I’ve been hearing from several young men and women that’s recently been laid off for a few weeks, some hearing indefinitely and a few that have been released from their position. A lot of people in the restaurant or service industry are seeking or researching other industries as well. I think our industry, or the light industrial industry could very well be the most secure industry of them all. Take a look around you, everything you’re looking at has been on a truck and went thru a warehouse at one time or another, unless it’s a picture painted for us by our kids or grandma. I guess even then the paper and crayon were on a truck right.
So, you may be asking how can I plan or be prepared for something like this or even just a regular staff reduction layoff. We always need to be prepared. Remember how I’m always talking about being THAT employee and getting noticed in the right way? Productive, engaged employees, those that are always on time and can follow directions are valuable assets to our company. Of course, its hard being that person all the time but it always pays. Last Friday I was talking to a manager about layoffs. His business had dropped by 50%, they were having problems getting their raw materials, so he had to meet with his supervisors to ask who they were able to do without. He told them to not only consider one’s productivity but their attendance, attitude and willingness or ability to be flexible with work schedules and assignments. He explained how being crossed trained with a few different tasks should be considered a plus. His receiving supervisor had a gentleman that could perform 3 different positions and was his most productive person. The manager had already chosen this gentleman as one to be laid off and the supervisor didn’t understand why. The receiver had already received 2 written warnings regarding attendance and 1 for being disruptive with other employees. The manager was looking at the big picture and the supervisor was looking at just getting the doors closed of course. The gentleman was laid off. He was surprised it’d been him. The employee stated that he could fix his attendance problem and that he would follow direction and quit being so opiniated, but it came too little too late. It’s so important that we as employees remember our job is just a job, we’re working and being paid by someone else and their way is the right way. Now of course if we’re being asked to do something wrong or being treated bad, in a way that is not legal or within our rights we should certainly speak up and take action, but if we’re just passing along opinions or brings our attitude to work with us, well, this could very well be the end result.
So being that employee is a great plan for keeping our job in times like these. Oh, here’s an example of what I mean. We talked a little earlier about the employee whose supervisor got him PIT certified to keep him and this one is kind of like that. This lady was working through a temp agency for a distribution facility as warehouse sanitation. She was part of a team of 4. She’d been there about 2 months, doing a great job and the company planned to move her to their payroll when she completed her contractual hours with the agency. Well, with all the prevention planning that the corona virus brought it became necessary for the department to decrease head count by two. Her supervisor made it abundantly clear to his HR department that he was not willing to give her up. She was on time every day and was willing to perform every task, every time asked. The company ended up buying out her contract so she would be their employee and laying off two others. This is being that person! Planning – is just knowing how we’re going to handle ourselves and why! We have a goal!
Ok, but whither we had a plan and was that employee or not now we find ourselves laid off, where do we go from here?
First, I hope we went home and immediately started out paperwork and filed for our unemployment insurance. In normal times we probably can go out and find another job making what we were or at least close to it. These may not be normal times though and depending what industry you’re in there may not be anyone hiring right now for our skills. So that’s what were going to do, change our skills!
There are a host of occupational training opportunities within our communities. Churches, Community colleges, trade schools, your states workforce commissions, our friend and family can probably turn us onto all kinds of ideas. Here in the Dallas, Tx area our workforce commission has recently partnered with Impact Institute and Belmar Integrated Logistics, a sourcing company to offer a Warehouse Logistics Program through the Distribution Training Center, yes, two companies I work with, but these programs are free, there state funded and cost us as employees or applicants absolutely nothing. There’s all kind of funded programs out there that will train us to new skills. But I’ll be honest now, replying to Facebook groups with the word interested or info and scrolling through Instagram looking at the pictures staffing agencies post are not going to get us a new job and that’s not really seeking employment. On the other hand. If we follow the directions in those ads, call them and go on-line and fill out the applications as directed and follow up with phone calls, another words do our part, we will be successful ladies and gentlemen. We did an episode back in February, Our First Step, where we discussed what recruiters are looking for, you may find that episode helpful too if you’re looking for work.
The bottom line is or what I’d like to get across today is that we’re all going to be fine. These are tough times for everyone. Our industry is going to bounce back first. The national supply chain is already figuring out how to safely move our freight again. As I’ve said more than many times, this is the greatest industry of all.
We here at WAOC would like to help anyway we can. Send us an email to host@warehouseandoperationsasacareer.com, explain how we may be able to help and we’ll try and put you in touch with an agency or program in your area that may have some opportunity for you. And stop in on twitter and Facebook using that @whseandops and ask questions through the warehouse equipment operators’ community on Facebook too. We’re all in this together and we’re all going to come out of it together!
Until next week, stay positive, be motivated and of course as always be Safe!
I was looking this morning, doesn’t seem like we’ve done 182 episodes now does it? Well, we hope to have 182 more. When we started WAOC 3.5 years ago, I just wanted to talk a little bit about operations, something I’d always done myself, working in the warehouse and transportation fields and how with just a little effort on my end, I was able to advance from within, and into more challenging roles and duties. I’ve enjoyed hearing from so many of you about your own advancements and all the excitement so many of you have for Op’s! If you’re a long-term listener you know how passionate I can get about our jobs. Hey, we’re going to be working for the rest of our lives so we might as well enjoy what we do right? The last few weeks we’ve been talking about advancement and a few of the opportunities out there for us, and I don’t want to get away from that just yet, but it’s been a week of missed chances for so many this week, or I’m hearing so many stories of how a situation could have been handled differently with much better out comes for us as employees, that I thought we’d blend the two topics together maybe!
Let’s start here today. A gentleman was working sanitation for a good-sized distribution company and by all accounts he was doing a great job. He was working for a 3rd party agency, and he’d been with them for about 3 years. The customer had recognized him a couple of times for the good work and dedication he’d showed them over the years, and overall, they thought he was great. Dependable and reliable. He went to his facilities manager and very professionally asked if he could move into another department, something that paid a little more money. No, he was an experienced warehouseman. He had held positions as an unloader or lumper, and he’d done some order selecting at a couple different places before accepting his present position there. The manager acknowledged the good job he was doing but flatly told him that no, he’d need to stay with them in sanitation. Quite deflating to our morale, right? It was at this point he reached out to his company. Remember, he was actually working with an agency, a third party. They were actually who he reported too. He had asked his company’s customer for another job. Now, his company, the 3rd party, actually supplied lumpers and order selectors for this account. Had he asked his boss about moving departments it would have been as simple as transferring him and sending a replacement to fill his sanitation position. I definitely understand our thought process here. When we’re working for a 3rd party, reporting to work at the same location everyday and doing the same job, it is so easy to build relationships with those working around us or with us. Its all to easy to forget that we take directions from our supervisor, even if we’re around other supervisors more. We do not work for that company. He put himself in a position where he couldn’t be moved now. The customer had gone to his actual boss and expressed how good a job this sanitation man was doing and that he didn’t want him moved around at this time. Its that human nature thing we’re always talking about. A job is a job, and we can’t get comfortable with it. We have to treat it as such, follow our chain of command. Its always best to leave the politics to the politicians. We have a supervisor and he or she’s got our backs. More times than not what I see is, when someone goes outside the organizational chart, is failure and we don’t get what we want or deserve. His actual supervisor knows now what his employee would like to do, and he’ll of course try and make something happen. Its going to take a while though. There customer has already stated he doesn’t want to see any changes right now. Some time will pass and it’ll probably all work out for him, or at least I hope so.
And then there was this one. I hated this one. And associate was hired and was given a start day of Friday. Thursday, he went to some training and his orientation. Towards the end, the trainer was going over everyone’s start times and sharing how to get to their assigned departments this gentleman spoke up and said he had spoken with his department head and had gotten permission to start on Tuesday. The trainer called to check with the recruiter who in turn reached out to the department supervisor for clarification. Well, he was busy but another associate said that’d be fine, so the trainer was told to go ahead and set him up for Tuesday. Friday morning the supervisor called the trainer inquiring where his employee was, and he was not being very pleasant about it. As it turns out the new associate wanted to take a long weekend before starting his new job. He’d mislead everyone about having permission to start Tuesday and to make things worse he’d told his new boss that the trainer and recruiter had told him to start Tuesday. It all came unraveled on him and he was dismissed before he ever hit the floor. Ladies and gentlemen, we’ve invested a lot of our own time in getting a job. It’ll never turn out good for us to try and dictate out own rules or schedules. We’ve gotten hired, we have a job, its our responsibility to follow direction and keep it. I assure you that our recruiter has 10 others that’ll fill our position.
And then I heard about two of these. NCNS. What is the reason a new hire would just ghost their new employer? Even if an emergency comes up, why would we not pick up the phone and give them a call? We’ve burnt a bridge and rarely, rarely like never, are we going to talk ourselves off that ledge or explain a NCNS well enough to keep our new job. If anyone can explain a NCNS to us, please do so. Just send us an email to host@warehouseandoperationsasacareer.com. I’ve never met anyone that could explain it!
With me being an old order selector this one I can certainly relate to! A gentleman had been working for a national company, he’d been with them for like 4 years, probably just gotten a little comfortable there and maybe got to thinking he was too good to let go of. He was an above average selector productivity wise, but he had pointed out on his attendance and was dismissed. He was lucky and didn’t have a problem finding a job. He was able to start the following week with a competitor actually. Well during his first week he was already having trouble with his new trainer! He kept bringing up how he used to do things at his old employer. How the slotting should be different. How the WMS system should be changed. He kept telling the trainer how he wanted to do things instead of just doing them the way his new employer wanted him to do them! Its important to remember that our employer is paying us to do a job their way! Now of course we can voice our opinions every once and a while but let’s wait till we’ve been employed for a while, not on our first week!
As we’ve discussed here at WAOC, a job is not guaranteed to us. We have to research, apply and be chosen as an employee and then its our responsibility to follow directions, learn the way our employer wishes us to perform the task and do it or complete it their way. The advancement opportunities are there in this industry, but every job task can be a career in itself too. What other industry can boast positions like that!
Seriously though, and this isn’t just one of those opinions of mine, your success in the warehouse and transportation fields is absolutely in your hands, you can control it. Of course, we won’t always be able to dictate the timing of our promotions or pay increases, but I do firmly believe we do control where we’ll land with our careers!
I think as employees we need to be part of the solution. When things get tough, a system goes down, we’re shorthanded, or there’s a lot of work to get done, those of us that help make things happen are the ones our management teams are going to remember. Human nature may try and drag us to the negative side, but our experiences can provide solutions. Being happy and having an open mind will make us that successful Op’s employee.
Share your story with us, maybe share something on our Facebook or Twitter feeds using @whseandops and the warehouse equipment operator’s community group. Email us at host@warehouseandoperationsasacareer.com with any comments or topic suggestions, we love getting mail!
Until next week, lets think before we act, and put our safety in those thoughts!
Everyone having a productive and prosperous week? I know I’ve been busy & I feel like I’ve been being productive. I’ve been working with a new safety manager this week, getting him all settled in and showing him what all we have going on, getting him introduced to all the leads and supervisors spread out across the nation. We’ve been talking about the trainer’s job lately, I guess you could say I’ve stepped into that role now for a couple of weeks! You’ll probably find that once were skilled at a task we’ll always be called upon to help out in a training capacity. And that’s a great thing, if we’re training them we know they're going to be taught the right way! And as we’ve learned here at WAOC we need to always be training someone to take our place. We can’t move up and move on until we have someone ready to take our place or handle our present position for us. I took a hard veer there so let me get back to my bullet points here. So, last week we talked about the lead position. I know how 2 weeks ago I said I loved my time as a trainer and last week I shared how I’ve always enjoyed working as a lead and today I’ll probably tell you that the supervisor and supervision jobs have always been my favorite. Truth is, I have never had a job I didn't like. As we talk about all the time, I’ve always researched and targeted my employers, I made sure they had as much to offer me as I had to offer them. I’ve stayed in operations for over 40 years because I’m passionate about the process and all the task it takes to get the job done! And one of the most important jobs in operations, maybe the most important job in our industry is that of the front line supervisor so let's talk about that for a few minutes! See how I got back on track there!
So the front line supervisor. Oh my gosh, where do I begin. As a front line supervisor it is our responsibility to oversee and manage the overall functioning of our warehouse and teams. First and foremost it’s our job to supervise our employees and to motivate them to produce and achieve the productivity needed to reach our departments and companies goals. I’ve seen this position grown over the years and today, not only is it such an important position, but it can provide us with so much growth and opportunities. This is my favorite position! And if your goal is to advance within your career and you love a challenge, I’m certain it’ll be one of your favorites too!
Lets start off with a few responsibilities I feel are important in doing our jobs well.
- We’ll need to communicate effectively with our staff. I’ve always found my teams are all in if they understand the why & what the objective is. We may not always be able to share everything we know about a project or task but I feel we need to be honest in communicating the individuals and teams part in the plan.
- We need to encourage them to be the best they can be too. In my experience setting expectations and then measuring our progress can help motivate team members. I believe everyone wants to do a good job and when they feel their being treated fairly, being listened to and are a part of the organization they will be the best of the best!
- And here's one that is hard. I think every employee has to fight our old human nature influences from time to time. But as Supervisors we’ll need to always use good judgement and do what is going to be right for our company and for our team. Last month I heard about a supervisor that probably could have made a better judgement call had human nature not kicked in with him. One of his employees had a small accident with a piece of equipment, nothing serious, no one hurt, just really bent it up a little. His company's procedure was that everything gets reported and investigated. He’d recently been corrected a couple of times and was feeling like he didn't need another lecture from his manager, and he was leaving for vacation the next day. I think he did counsel the employee, at least he did get that part right. He decided to run the equipment back to the maintenance department, have the mechanic straighten it out and put it back in use. He left for vacation the next week, by all accounts he had a great time, came back and it was business as normal. Well, after 5 months, everything came back to haunt those decisions. An invoice surfaced for a large amount of money to fix the equipment. It had crossed someone's desk that questioned it and went looking for the accident report and the incident investigation. As a supervisor we’ll need to not only follow and instill the rules and procedures within our teams but to always put the job first. Last Friday I got a call from a friend, it was almost 9 p.m. and he was just leaving his facility. I asked him why he had to stay so long? He said his team was going to start using a new WMS system Monday and he wanted to verify all the new slot labels had the proper barcodes on them. Again, it's our job to be thinking of the company and our team at all times! Where was I, oh, yeah
- You’ll become a pro at delegating and assigning work to individuals and teams. It’ll be our job to make sure we get the productivity needed to get the doors closed.
- It’ll be our job to make sure everyone is following the company's rules and policies, and are working safely and as they should be. Following any corrective action or documenting issues will usually rest solely on us.
- We’ll need to teach our employees and make sure there aware of our expectations regarding their work ethics, productivity and job duties. Their motivation and enthusiasm as it relates to their job performance is determined by how we manage them. Some associates will need our mentoring them; others will require a more direct approach and some, well some, we’ll need to be patience with and spend more time with than we’d like but hey, that is our job!
- Our teams are going to look to us as the shift progresses. There counting on us to adjust our plan and give them the help and support as things comes up, and things will come up and change every shift. We are that person, in most cases we won’t have anyone to call and check with. You’ll get really good at pulling from your experiences and being comfortable with making those decisions and pulling the trigger as you need too. You’ll make the right call, and if not, you’ll make the right call next time. It's all about learning from our mistakes. Our honest mistakes. We can’t let human nature come into plan when we’re making decisions.
I could probably go on and on with things I feel are important to us being a Supervisor, but I think you're getting the just of our new responsibilities.
The front-line supervisor is key to our operations performance. It's so important that we’re in tune with and understand our employees. I try and say something to every associate at the beginning of my shift. Whither it's a quick good morning, happy birthday, or asking how is that sick kid doing or good evening on my way out. We’ll have to know our employees and know how to motivate them. I think respect and honesty with our workforce is key. We want people to treat us fairly and we should not expect our employees to expect anything but from us.
Oh, and reporting. It’ll be our job to track all available KPI’s or key performance indicators, any metrics we can come up with or create and understand how to not only achieve the productivity needed to reach the companies goals but to create efficiencies to make it easier for our men and women to do their jobs!
At this level we’ll be asked for input regarding staffing needs and equipment expenditures and we’ll be exposed to the budget process. Remember, we’ll want to take advantage of every opportunity to sit with management and absorb all the knowledge we can from them. They’ve been doing this a lot longer than we have, listen to them and learn from their experiences. It's so easy with us being in the trenches every day and on the floor with the workload to think we know more about a situation than our management. I assure you that you don’t. Now we may have a thought, and we should certainly share it, but I assure you we’re not ready to outguess an experienced manager yet. Stay humble for as long as you can. Learn what we can, because we’re on a path, and before long we’re going to have their jobs and then we’ll have our own team of supervisors trying to outguess us!
Well, I hope I gave you some of the highlights of the position today. I love supervising my people. We’re a team and that’s the way it’s supposed to be. You’ll love it too, stay on your path and keep building your own experiences and learning from them.
If I can answer any questions about supervision, please send an email to host@warehouseandoperationsasacareer.com and I’ll get us an answer!
Until next week, keep working you plan and lets all share a safety thought with an associate, remind them that safety is our first priority!