24 WESTERN PALLET
•Historic lumber and core pricing.
•Shortages for major pallet poolers send ag sector scurrying for pallets.
•Severe labor shortages and skyrocketing labor rates.
•Distribution centers hold more pallet stock, release less onto open market.
•Sharp rise for pallet demand, sustained into 2022 (particularly for used pallets)
•Major consolidation trend in the recycled industry hits into high gear.
•Recyclers turn to combos and recycled lumber for material supply.
•More COVID strains and disruptions… Government Regulation Uncertainty!
•Severe nail, supply and transportation shortages.
•Historic inflation.
All companies have expectations regarding productivity targets. For smaller companies, they tend to be more informal in nature. Larger companies will have a more structured process with prescribed targets by certain dates during the first days, weeks, and months. Feedback from trainers or supervisors, similarly, might be more informal in nature for smaller companies and may be part of a prescribed schedule for larger employers.
Spotting and Developing a Supervisory Lead Candidate
Some employees stand out as prospective leaders. They are respectful and supportive of other team members. They tend to have a positive team outlook, and they are problem solvers. They regularly have ideas, and share practical improvement thoughts from co-workers who might not otherwise bring ideas forward.
Gradually increasing responsibility is a great way to help develop staff members. One company had a truck driver who was not always needed in that job, so the person was assigned to a leadership role in the plant during those slack times. Employees can develop by learning a range of jobs. In the past, forklift drivers have often been candidates for promotion because they have a good overview of the operation, including receiving, production and shipping.
For all employees, regular feedback and mentoring is helpful. Once a supervisory candidate is identified, the tone of mentoring and dialogue will change from job-specific to bigger-picture conversations. Prospec- tive supervisors are led in conversation about their aspirations and what a supervisory position would involve.
Some people take a promotion just for the pay increase, and then find out quickly that it is a poor fit for them. By taking the time to help someone understand what the job entails, and gradually increase their level of responsibility before making the official promotion, the likelihood of success is greater.
More companies are utilizing outside training to help develop their supervisory and management teams. Also, some insurance companies offer various types of training resources that are also helping pallet industry clients,. They also offer useful products to protect against issues such as wrongful dismissal or sexual discrimination, for example.
These were just some of the insights from the latest WPA Master Learning Group. Be sure to watch for upcoming events.
Employee Discipline and Leadership Training
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