Logistics_team

While we believe that CartonCloud is far superior than old paper-based systems, one of our most common objections is staff-buy in. Managers are reluctant to move on to a digital platform for fear that their staff just aren't going to be pleased.

Fair call. But yet we've helped dozens of clients since starting almost a decade ago.

And you know - once past the initial start-up phase, it's otherwise smooth sailing.

With employees wondering just how they coped with copious amounts of paperwork previously.

So in this article, we're going to discuss how you can better get staff buy in when you implement any type of software.

1. Highlight the current bottlenecks

Some staff like to point out areas for improvement. Most staff don't and instead are just there "to do their job" and go home. Yet one thing persists - bottlenecks.

From waiting on picking teams, to waiting on changeover drivers and freight to arrive, we all encounter bottlenecks in our operation.

And while it's frustrating for the number-crunchers, it's equally as frustrating for the staff. If you can save them time then they're going to feel pretty pleased and happy to stay on board for the long haul.

But that all comes with writing out your current bottlenecks. Slow picking speeds? Waiting on paperwork? Keep losing pallets in racking? We've experienced it too with our old 3PL, so write it down.

You see, by writing it down in a public area - say the lunchroom white board - staff feel like that have some sense of control and ownership. And that opens the gate towards this change in the workplace.

2. Sell the benefits and keep it simple

Often managers like to complicate the process. On the surface it appears that either the software will be complicated to use, or it will even steal their jobs.

Yet neither of which are anywhere close to the truth.

Let's take CartonCloud for example:

  • Really simple for employees to use on a smart phone (big buttons and easy to read).
  • Provides instant feedback to managers, dispatch teams and fleet controllers.
  • Doesn't replace their jobs but instead enhances it. Essentially, less confusion on the job.
  • Allows drivers to take photos of damaged freight, record wait times and optimise routes.
  • While also allowing fleet controllers to track vehicle locations, meaning no more phone calls

These benefits are easy to sell to teams once the problems have been highlighted, while reminding teams that it's really just...simple.

3. Initial and ongoing training

While you might want to go from zero to full-scale deployment in 1 day, your staff are likely to be reluctant. For this we recommend initial and ongoing training, and this training can start weeks before the software is rolled out when highlighting the benefits.

While this initial training is happening, ensure that someone is about to create a Standard Operating Procedure, preferably in video format. This will come in very handy for ongoing training and for new-starters to an operation.

4. Stack on feedback

We'd also encourage employees to talk in staff meetings on how they've used the software. For example, 'Brian' had 3 pallets of damaged freight caused by an unsecured 200L drum in his curtainsider which he could take photos of right there on the spot.

Likewise, encourage staff to talk about how the software has benefited them in the first 2 weeks. Take David for example - he used to be called 4 times per day as to his whereabouts which caused frustrating, as he didn't want to talk while driving. Today his position is tracked in the app resulting in 0 phone calls, and his wait times at customer loading docks can be accurately documented with a few clicks.

In summary

Yes - some employees aren't going to be happy with change. Typically it's the older crew who have been there 10+ years with the old school approach.

Unfortunately, old processes slow progress. Taking your operation into the digital age with automation, tracking and real-time feedback enhances not just your productivity, but also your customer service and reputation.

And while some employees might not be happy initially, after a few weeks they are likely to wonder just how they got by with the paper trail.

 

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