Global logistics is an intense and in-demand industry. Consequently, making employees feel connected to their work and rewarding strong performance are critical forms of outreach to help retain the best employees. With quick deadlines, high expectations, and lots of regulations, international trade companies need a committed and engaged team of employees to complete high-quality work.

Read also: Enhancing Employee Productivity in Logistics with Cutting-Edge Software

How can global logistics companies build greater loyalty? The right rewards and a strong company culture can shape an engaged and eager workforce. Read on to learn the best strategies!

Create a Positive Workplace Culture

Since global logistics operations reach across country borders, those in leadership positions must build a culture of inclusivity. Employees from all backgrounds should feel acknowledged and respected in the workplace. For companies hoping to maintain a roster representing diverse perspectives and languages, that effort starts with developing a positive company culture. 

New employees should experience training programs that encourage cross-culture awareness and understanding. They should participate in volunteer projects that encourage broader thinking about different cultures. Employees should hear lectures and engage in workshops that help them learn how to interact in ways that promote an inclusive environment. After all, global logistics relies on constant communication, and employees need to be deft in their handling of all interactions. When companies take the initiative to prioritize inclusivity, employees will notice, and they may be more likely to stay. 

Show Appreciation

Companies shouldn’t underestimate the power of a meaningful gesture. Employees like personalized forms of outreach that show appreciation for their contributions. Rather than turning to generic emails that could be sent to anyone, individuals in leadership positions should focus their efforts on sending messages tailored to a specific employee. 

Personalized work anniversary acknowledgments, for example, demonstrate genuine care toward an employee when they reach a significant milestone, such as five years of employment with the company. When a manager writes a note in an attractive congratulatory card outlining an employee’s top achievements, it shows the employee that the company sees their value. Engraved awards, elegant pens, and even unique drinkware can be great ways to celebrate someone’s work. 

Gestures of appreciation can go a long way toward helping employees find meaning in their work. They’ll feel seen by upper management. And they’ll know that they’ve laid a strong foundation for future contributions.  

Offer Attractive Incentives

Yes, a strong salary can help with employee retention in competitive industries like global logistics. But going beyond a solid salary and offering other perks can incentivize staying with an organization. Logistics employees work irregular hours, travel frequently, and face an onslaught of unexpected problems. They may be dealing with a truck fleet delay or compliance issue on any given day. Burnout is a real problem, but a few well-timed incentives can keep the momentum going for the best employees. 

Offer bonuses when employees hit high-performance outcomes. Contribute to retirement programs at higher rates than peer companies to stand out from the competition. Provide wellness stipends that enable employees to cover the costs of a gym membership or hiking equipment. And offer professional development opportunities that the company will pay for employees to attend. 

Giving employees flexible work options is another way to show support and build loyalty. Leaders should establish remote work policies that allow individuals to work from home some or all of the time, depending on the role. This is especially useful given that global operations reach across different time zones, and employees want to have structured work and personal time. 

Communicate Well

With so many details constantly in play, global logistics operations need to focus on clear communication. One miscommunicated or overlooked detail can throw supply chains and deals into disarray. Onboarding programs should work with new employees to discuss best practices with communication, and even veteran employees could do well with refreshers on everything from communication timeline expectations to email templates. 

Further, company leadership must communicate transparently and frequently to earn employee trust. Employees want to know what a company’s mission looks like and how it’s performing each quarter. Hosting feedback sessions and administering employee engagement surveys are two simple ways companies can get employees involved in creating a better workplace. With these mechanisms, everyone from warehouse workers to customs agents will feel like they have a stake in the company’s trajectory. 

Make a Recognition Plan

Ultimately, meeting any goal requires having a plan first. And building employee loyalty means providing regular, intentional recognition to employees. Leadership teams should aim to offer timely recognition after an employee closes a deal or meets a sales goal, for instance. They should write a personal note or give a reward within days of achieving the milestone. Waiting too long can dilute the sense of value.

Companies should offer public recognition, too. When an email announcing that an employee has achieved a promotion or hit a milestone goes out to the entire company, that will amplify the power of the message. And leadership teams shouldn’t rely only on digital recognition or bonuses alone, either. An in-person visit from the boss can demonstrate an extra level of significance to the employee on the receiving end. 

Fostering Employee Loyalty

Global logistics is built on quick responses, constant communication, and strategic thinking. Employee loyalty is a critical piece of the puzzle for companies hoping to operate at the highest level consistently. By giving employees tangible rewards and sincere, personal communications of appreciation, leadership teams can create a culture that values its employees. This, in turn, can lead to better retention, creating a company where everyone wants to contribute to success and continued growth.