When it comes to maximising the efficiency of any given warehouse, the single most important thing to focus on is the workforce. It really doesn’t matter how fantastic the warehouse management system currently in use is if those actually working in the facility are not performing to the same high standard.

Over time, familiarity and comfort in any given warehousing role can breathe a kind of complacency that isn’t exactly beneficial for business. Which is why it’s important to occasionally give thought to the subject of workforce efficiency, perhaps taking the steps to ensure that employee output really is as high as it can possibly be.

Here’s a quick look at a few tips on how to make it happen:

Regular Reviews

Individual performance reviews should be carried out on a regular basis and involve quite simply every member of the workforce without exception. The reason being that not only does this give you the perfect opportunity to address any apparent problems with productivity, but you can also gain access to the thoughts and ideas of those working in the warehouse. You absolutely never know where a solid gold idea for a boost to efficiency may be hiding.

Establish Goals

While you will of course have your own goals and targets established for the warehouse in general, it is also important to set specific goals for each employee individually. Given the fact that each member of the workforce will work in a somewhat different capacity and have different strengths and weaknesses, it simply makes sense to ensure that goals are established individually, as well as for the whole team in collaboration.

On-going Training

There are two important things to remember when it comes to training – the first of which being that it is an on-going process. But along with providing regular training and coaching on an indefinite basis, it is also important to ensure the training is both digestible and engaging. Try to get too much done all at the same time when it comes to training is never a good idea – attention spans simply aren’t what they used to be. Keep things concise, to the point and try to ensure that any training and coaching provided is at least moderately interesting.

Feedback

Try to remember that there is nothing to say that both positive and negative feedback alike can or should only be provided during actual appraisals and performance reviews. Quite to the contrary in fact, one of the most important rules of all when it comes to performance management is to offer feedback, advice and constructive criticism on an on-going and regular basis.

Seek Input

Last but not least, one excellent method for improving motivation and workforce performance as a result is by getting the workforce itself involved in the optimisation process. It’s one thing to simply bark orders at those responsible for getting the job done, but it can be far more effective and also much easier to seek input from each and every employee. Ask them for their ideas, talk to them about their own strengths and weaknesses and generally ensure that everyone gets a say in what goes on.