High employee turnover has a heavy impact on logistics companies. Mia Mazal, chief of staff with Sworkz, offers tips on how they can improve retention and create a positive environment for workers. 

The problem of retaining workers in the logistics industry isn’t new, but “lately it’s been worse than ever,” says Mazal. Along with the ups and downs of the market, one out of three employees in that sector are leaving their jobs.

Those looking for work, as a result, have the upper hand. “Employers are struggling to bend over backwards to bring them in and retain them,” Mazal says.

Having to constantly onboard new workers is expensive and time-consuming, requiring sourcing, vetting and training every time an individual quits and needs to be replaced by a new hire.

The key to encouraging workers to stay in the job lies in “employee engagement.” Satisfied workers are those who are part of a team and believe in the shared goals and culture of the company. In addition, they need to be able to grow with the company, including having opportunities for career advancement.

Money is important, but it’s not everything. Mazal speaks of the importance of providing an “emotional salary,” whereby the company treats each employee as an individual with a life outside of work.  “That goes a long way toward making sure they’re engaged and want to stay where they are,” she says.

Younger workers are harder to retain. “Kids nowadays feel like opportunities are endless,” says Mazal. “They want to try everything else.” In addition, they’re drawn to the hybrid work model, which for many companies has survived the height of the COVID-19 pandemic.