We are in the midst of crazy times in the logistics world, everyone is wound tight, stress is high, and working overtime to make sure things move! If you are a good leader you have kept your team members motivated, informed, and rewarded them for all their hard work throughout the year.
So here we are in Q4 with annual reviews are coming up. You have taken care of your team members, and potentially several are maxed out when it comes to salary. What to do?
In a recent survey we conducted in our Caliber database and on LinkedIn, we found that besides a salary increase, the #2 factor that your team members are looking for is a career plan to grow and get promoted.
Be honest and ask yourself, how many of your team members today actually have an established career or growth plan? Most of them probably do not. Now, of course not everyone wants to be a leader, there are some people that are perfectly happy to be an Import Specialist and don't need the added responsibility. However, there are still ways for them to learn and grow to be more valuable on your team and for your company. Your Ocean Import Specialist could cross train and learn airfreight to make them more rounded. Your Air Export Specialist could become a subject matter expert on Pharma and cold chain or add responsibilities of pricing and quoting ...etc... All of this will make the team member more well rounded and valuable.
Here are 4 steps to help you in the annual reviews.
Establishing goals .... talk to your team members and identify what are their short term and long term career goals?
Laying down the plan .... What is required to reach their goals? If they want to be a Manager in 5 years - how will you get them leadership training?
Establish steps for the next 12 months - what to work on within each quarter of 2022
Establish steps for the next 3 years
More annual review tips:
Hands-on leadership training - Have your aspiring supervisor be in charge of onboarding and training new team members.
Cross training - Take someone from Ocean Import, and someone from Air Import and have them switch departments for 3 months. (now have your future supervisor, train that person)
We hope this was helpful, and if you are interested in additional training and coaching on how to work with your team members on career plans, please reach out to your contact at Caliber, and we can set something up!
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