CARGOCONNECT-AUGUST2024 - Flipbook - Page 15
ORGANISATION CULTURE HEALTH INDICES IN
THE TRUST INDEX© EMPLOYEE SURVEY
(%) Employee Positive Perception)
Best 10 L&T
2024
Indicator
Overall Health
Indicators of
Organisation
Culture
Indicators of a
Great Place to
Work For All™
WHERE THE BEST OUTPERFORM THE REST
(%) Employee Positive Perception)
Rest L&T
2024
Best 10 L&T 2024
Rest L&T 2024
People here are paid fairly
for the work they do
85%
66%
I feel I receive a fair share
of the profits made by this
organisation
88%
70%
Daily Motivation
93%
83%
Discretionary Effort
93%
85%
Retention/Long Term
Association
91%
83%
Organisational Pride
96%
92%
We have special and unique
benefits here
92%
77%
Advocacy
95%
85%
Promotions go to those who
best deserve them
86%
70%
Excellence in Customer
Service
96%
90%
90%
75%
Manager Role Modelling
94%
85%
Management delivers on its
promises
Agility
94%
85%
91%
76%
Recognition of Innovation
92%
82%
When people change jobs or
work units, they are made to
feel right at home
WHAT DRIVES EMPLOYEES AMONG THE BEST 10
(%) Employee Positive Perception)
Mental Health / Balancing
Manager Role Modelling
This is a psychologically and
emotionally healthy place to work.
Our senior management fully embodies the
best characteristics of our organisation.
Demonstrated Sincere Care
Egalitarian Treatment
Management shows a sincere interest in
me as a person, not just an employee.
I am treated as a full member here
regardless of my position.
Good Facilities
Our facilities contributes to a good
working environment.
arrangements. These models provide employees with
greater control over their
work-life balance while helping employers oll scheduling
gaps eïciently.
Perks and Benefits:
Boosting Shop Floor
Motivation
The logistics industry faces a
tightening talent market, heightening the signiocance of perks
and incentives in attracting top
talent. These trends are expected
to intensify, with projections suggesting over 85 million unolled
jobs globally by 2030 due to a
shortage of skilled workers. To
compete for skilled employees,
businesses are increasingly ofering diverse perks and beneots.
Health insurance is a critical perk that modern logistics
workers prioritise and require.
Employers who offer comprehensive and affordable health
insurance are more likely to
attract and retain top talent,
especially as healthcare costs rise.
Another expected benefit
is an EPF plan, an employersponsored retirement savings
option that allows employees
to save for retirement tax-free.
Professional development
opportunities are also highly
valued by today9s logistics workforce. Employers who support
professional growth through
mentoring, training programs,
and tuition reimbursement are
better positioned to retain skilled
professionals.
A comprehensive benefits
package including paid time of,
nexible spending accounts, and
employee assistance programs is
becoming standard. These beneots
contribute to a healthier worklife balance, reduce stress, and
enhance overall job satisfaction
among modern logistics workers.
By prioritising these beneots,
employers can enhance job satisfaction, increase employee retention, and boost productivity in
the competitive logistics industry.
What’s Trending in the
Future of Workplace?
* Relationship building is
fundamental to the success
of logistics companies, and
networking plays a pivotal role in
achieving this. Despite the advancements in digital communication
methods such as emails, video
calls, and text messages in recent
years, in-person networking events
remain crucial for cultivating trust,
building rapport with partners, and
establishing meaningful connections. When it comes to fostering
prootable long-term relationships
with the industry and partners, the
human element remains irreplaceable. Therefore, organisations are
encouraging one-to-one meetings
at least annually for each crossfunctional team by ensuring their
attendance at key industry events
and gatherings.
* Employers are challenging traditional career paths
by embracing job sharing, gig
work, and reduced hours to ofer
increased flexibility. They are
reintegrating retired employees
as gig workers or mentors and
supporting temporary departures
from the workforce through
mid-career leave programs
and returnships. These initiatives enable employees to better
integrate work into their lives.
Many organisations are also
ofering returnships or rotational
programmes speciocally designed
for caregivers re-entering the
workforce.
* Organisations are reshaping traditional career paths by
empowering younger employees
to assume roles based on their
expertise or proociency in specialised areas. The trend of hiring
C-suite executives in their 20s is no
longer exclusive to startups; companies are increasingly selecting
executives from a younger demographic who have demonstrated
success in navigating emerging
industry challenges. Examples
include addressing third-party
cybersecurity vulnerabilities in
onancial services, implementing
ambient digital scribes in healthcare, introducing smart checkout
systems in retail, and optimising
production processes through
digital twins in manufacturing.
CARGOCONNECT AUGUST 2024 | 15
