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Topic: Culture

5 Culture Trends for 2022 for Transportation Companies

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As the workplace continues to rapidly evolve and organizations struggle to find and keep talent, leaders in the transportation industry must also focus on planning for an unknown future.

What will 2022 bring for workplace cultures? Here are five workplace trends for transportation companies and how you can prepare for them.

Culture Trend #1: Flexibility rules

 

The reality is that companies must now offer more flexibility in the workplace. That’s true even in an industry like transportation which is running 24/7. Whether in the form of load sharing, compressed workweeks, part-time hours, or job sharing, it’s imperative that transportation employers consider the options. 58% of transportation employees find flexibility in when they work remotely to be very or extremely important.

Flexibility applies to more than just where, or even when, employees work. It also means letting employees have a voice in deciding which type of work they do at home vs. onsite. Research from the O.C. Tanner Institute’s 2022 Global Culture Report found tasks that require focus or creative thinking are easier to do at home, while tasks requiring collaboration and connection are easier and more productive onsite.

Chart: Employee perceptions of which types of work are harder or easier to do at home
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Moving forward, employees expect increased flexibility in many aspects of their work lives and will change jobs, if necessary, to get it. But when employees have flexibility in how they work, outcomes improve:

  • 41% higher likelihood of engagement
  • 77% higher likelihood of retention
  • 41% higher likelihood of being a Promoter on the eNPS scale

WHAT ORGANIZATIONS CAN DO:

To successfully incorporate flexibility, focus on three key areas:

  1. When possible, give employees a say in where and when they work but set clear expectations of when and how they should be available. This ensures employees are reachable but also provides boundaries to prevent burnout.
  2. Provide opportunities for connection. At distribution centers or dispatch hubs, create physical space and allow time for employees to interact. For employees who are always on the rails, the road or in the air, be sure to check in often and use tools like Culture Cloud to help people stay connected to their teams and the organization.
  3. Have a solid career development strategy for remote and hybrid workers. It can be difficult for employees and leaders to identify growth opportunities from a distance. Ensure employees can practice new skills, work on special projects, and see their progress.

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