Some of the biggest challenges that supply chain companies face when implementing new logistics tech come from improper training of employees. For any new tech to work in your business, you need the employees on the ground to understand how it works and be comfortable using it, otherwise, problems are sure to arise. 

In fact, 38% of supply chain executives whose companies have recently started logistics tech implementation are worried that their employees and organization as a whole lack the competency to effectively use the technologies in the face of competition. This data further cements the idea that effective employee training is the groundwork for successful tech implementation and introducing new supply chain technology to any company. 

In this blog post, we will focus on the ways that supply chain companies properly train their employees on new tech implementation. This article will supply you with new ideas on the best approaches to tech implementation training in the supply chain.

Put Employees First

While you may be excited to start reaping the benefits of new supply chain technology, you need to understand that its success in the organization is dependent on your employees who will be using it on a day-to-day basis. Therefore, you need to put your employees first. 

AI to Match Skills

As employers transition their company using the new technology, they will have to shift employees from old roles to new ones. While some positions may remain relatively unchanged, many employees will have to be transferred to different positions. Artificial Intelligence tools may help your organization match existing skill sets to the skill sets of new roles to better assist the transfer.

Encourage Involvement

While management may have some ideas about how things will run with the new system, it is important to encourage employee involvement and feedback. Since it is a new system for everyone, employees on the ground may have valuable ideas on changes to make tasks and the organization as a whole more efficient. 

Balancing Old and New Skill Sets

While it is important that your employees are trained to develop new skills that their changing position requires of them, it is important to still highlight the value of previous skills they learned on the job. This will help employees adjust to new roles and realize that although there are big changes, they are not starting completely from scratch.

Skills

Skills are what put company-wide expectations and daily tasks into action. It is essential to train your employees with the necessary skills to be successful with the new tech. Here are some ways to highlight and support skills as your organization makes this transition.

Shift in Skill to Digital Roles

As your company implements new digital supply chain technology, your new employees will have to be trained in a new set of skills to be successful in these new digital roles. Recognizing that this is a significant shift in the everyday work of employees will help executives, managers, and employees understand that they are training for a new role that requires new skills.

Be Specific About Shift in Roles

Your supply chain organization may only be implementing one new piece of freight tech. Regardless, this will inevitably change every facet of the organization and day-to-day operations. Therefore, every position will need training that is specific to its role. In other words, company-wide training on how to adapt to the new technology will not suffice; instead, new skill training needs to be implemented.

Short-Term and Long-Term Actions

Short-Term Actions

Create Cross-Functional Working Teams

Instead of having siloed functional teams scattered throughout the company, work towards connecting and building cross-functional working teams. When cross-functional teams are successful, it will lead to a better understanding of the system, and a stronger system overall. Not only that, but it also promotes better visibility across your supply chain.

Think Big Picture

Creating a system of rotating tasks for employees may give them a better understanding of the system as a whole. For example, send demand planners to logistics, manufacturing, and procurement to give them the bigger picture. This will improve their current roles and help them to build an understanding of how the functioning whole works. what they can do better to improve it.

Support Digital Fluency

There’s a huge difference between being able to use tech and getting the most out of tech. You want your employees to discover new ways to use the tech. This approach of organic growth helps them flourish in their new roles.

Long-Term Actions

Recognize Areas for Improvement

To be successful, learning has to be continuous. A fit-for-purpose learning system needs to be implemented in order to assign tasks to employees job assignments. Additionally, providing online courses to develop their skills in one of the emerging roles is always a best practice. Online coursework is not always feasible nor logical so be prepared to provide your own in-house training to an extent.

Identify the Talent Strategy

Identify which skills can be built among existing employees and which skills are better hiring for. Use this strategy to better understand areas of opportunity and areas of improvement. Consider what employees have existing skills that can be fast-tracked to fill skill gaps. Also, pay attention to employees that need more training and education.

Takeaway

The most important step when implementing any new supply chain freight tech is making sure your employees are properly trained. They should have the resources and support they need to be successful. New technology is only useful if the employees are given the support they need to use it well.

Redwood has been creating new freight tech career opportunities at the intersection of technology and logistics. Explore positions and apply today.