Planning & Goals Job to Career
b'Appreciate you checking in with us today, I\\u2019m Marty with Warehouse and Operations as a Career, our Podcast is about the Positions and Opportunities within the Warehouse, Transportation or Operations fields. Today I\\u2019d like to talk a little about those Opportunities and how just maybe we can push them along a little & make things happen for us.
\\nA few of the most frequent things I hear from Supervisors and Managers today pertain to advancement planning, attendance and headcount struggles. I feel these are new opportunities for them, I use to hear much more about productivity and how it was so important to see at least marginal increases across the reporting quarters. Here at WAOC we try and point out the short cuts, if there is such a thing. Experience is needed to advance in our chosen profession, we\\u2019ll need to be noticed, be there for our shifts every day we can and be involved, have a Plan, know and obtain our short term Goals as well as our long term goals. With those in mind we will win the objective which I hope is a great salary, a good work life and a Career we will retire from. I believe going into Operations with a plan, something we\\u2019ve really thought about is paramount to that success we\\u2019re looking for! Now a job is a job, we\\u2019ll get a paycheck every week, which fits some just fine, and there\\u2019s nothing wrong with that but if we want that job to be a Career we should be dedicated to it, loyal to our company and use or stick to our plan, it will pay off for us!
\\nI was speaking with a Supervisor last week, he had a gentleman that had just started working with his company as a Lumper. The employee had worked 2 weeks on a training program which is at a G/L pay rate and an hourly position while in training and his third week he went to the regular piece pay program which gave him that particular week the equivalent of about a $1/hr increase, which brought him to a fairly normal rate for the local market. The gentleman wasn\\u2019t displeased with his pay but stated that he really needed to earn more. The Supervisor sat the employee down and coached him a bit about how being just a bit more organized and moving just a little quicker when palletizing and wrapping the freight he would be able to move more cases and make quite a bit more weekly. He also shared with the employee that he had been impressed with his attendance, him being on time every day and that he could see him one day being a dock lead possibly, explaining to him that he is doing an excellent job and coming along in his training at an above average rate. The following week the employee was given larger loads or loads with a bit more responsibility & he was exposed to the Slip Sheet forklift with someone working with him, getting training on yet another piece of powered equipment. The employee\\u2019s pay increased the equivalent of about another dollar an hour for that week bringing him to a nice wage for the market & really put him in the forefront of his management team\\u2019s thoughts. So, in roughly 4 weeks\\u2019 time the employee had a pay increase of about $2/hr if you converted his pay into an hourly rate, remember he is on piece pay at this point. The employee was very happy with his job, stated he really appreciated the additional training and responsibilities but asked how could he make more money and when could he be a Lead. The Supervisor told him to keep working hard, keep learning everything he could & helping others and that he would probably see those opportunities arise. The employee seemed satisfied and excited about their talk. Well, The employee No Called No Showed the following Monday, of course the Supervisor was a little concerned about him since he did not hear anything from him. The company\\u2019s HR Manager reached out to the Associate a few days later to perform an exit interview. The Employee stated he just was not making enough money & had found a another position at the same pay rate.'