It is obvious that the employees who came to the logistics industry in the early 00s and modern novice specialists are two different generations. What has changed in the requirements of companies to their main asset – people?
12 hour work day
Employees of one of the logistics companies – recall that at the very beginning their working day and week were like Groundhog Day – from 8 to 8, six days a week at best. Everyone, even a small client, was happy. The company grew and developed on workaholism, good sports anger and the desire to earn customers and money. The founders of the company recall that there was no investment capital, no lending institution, and – key – a forecasted transportation market. There was only faith in oneself and the ability to evoke this faith in the client. Time, people, customer requirements and technical capabilities have changed.
Heroism is a thing of the past
The more successful and populous the company becomes, the more acute the need for formalization of relations. The personnel department has joined the structure of the HR service, business processes have been built in the company, including in relations in the team. Discipline made it possible to solve increasingly complex and expensive tasks: ambition and development turned out to be not big words, but the ability to fit into a team and work towards a common goal. Instead of heroism in the round-the-clock mode, professionalism was increasingly valued. At the same time, the value of personnel did not fall, but simply changed. Automation of work, facilitating and speeding up data exchange, the transition to understanding work as business processes inevitably affects every stage of the services provided by the company.
What to be ready for?
If an employee wants to work in a large, stable company, claims an extended social package and decent wages, then in addition to direct professional skills, they will be expected to understand the values of the company. And above all, the fact that team skills are valued above individual achievements. If an employee has a different vision for the development of his career, then this is not bad and not good, it’s just about a different job. The personnel department also faces a difficult task – to select a candidate who would join an already established team, where both the manager and employees work for the overall result of both their unit and the entire company. Even leaders today are not so much leaders as organizers and controllers. Not everyone likes this feature of large companies and the modern market, which is why someone goes into small business, where the human factor is still key. And such companies still face logistics, sending their goods to their customers.