The shortage of skilled workers is also affecting logistics. Measures such as flexible working time models or employee benefits are no longer enough – for many qualified applicants today, this is a matter of course. Pay that is in line with or above industry standards is also no longer a unique selling point in the proverbial battle for talent. So how can a company inspire young people today and meet the increased demands, how can “purpose” be conveyed?
The medium-sized contract logistics company LOXXESS is breaking new ground here. In addition to focusing on digital solutions in both the administrative and operational environment, the family-owned company has always relied on a culture of openness and mutual respect between nationalities and generations.
From trainee to co-location manager
This also includes meeting young people at eye level and involving them right from the start. The career of Kevin Kuska, for example, shows how the commitment of the next generation is encouraged at LOXXESS. After graduating from secondary school, he began training as a warehouse logistics specialist at LOXXESS Pharma in Neutraubling in 2009 and remained loyal to the company afterwards. After holding various positions, he became co-location manager on July 1 of this year. “Right from the start, I was attracted by the opportunity to get involved and fill the respective positions. To this day, I lend a hand wherever I’m needed. This has enabled me to gain the recognition and acceptance of my colleagues that I need for my new position. But it’s also important to remember that my path would not have been possible without the people at LOXXESS, who saw and encouraged my performance and talent,” says the 30-year-old, summing up his career path in Neutraubling. Together with a colleague, he is now responsible for the entire 22,000m2 facility with 100
employees, where highly sensitive pharmaceutical products are stored.
Such careers are no coincidence. In order to strengthen its position as an attractive employer, LOXXESS is focusing on the topic of personnel development. The company is working intensively on how it can show potential talent and existing employees clear career prospects. In addition to modern training and development opportunities, this also includes the development of individual career paths. This targeted promotion not only supports personal growth, it also drives corporate growth from within. This approach helps LOXXESS to counter the shortage of skilled workers and is part of the strategy with which the company wants to position itself for the opportunities and challenges of the future.
Successful promotion of young talent
In addition to the continuous development of its offerings in the area of personnel development, LOXXESS has created the NEXXT Gen Board (NxG) as part of its future strategy. The committee, which reports directly to the Executive Board as a staff unit, submits decision papers and recommendations for action on self-selected focus topics. On the one hand, these relate in particular to the next generation; after all, a core objective of the NxG is to address the needs of existing and potential young employees within LOXXESS. At the same time, the eight members of the Board, led by Senior Project Manager Julian Wunsch, all born in 1990 or later, also advise the Executive Board on issues that affect all employees. The team is jointly responsible for the technical and commercial correctness of the proposals and ideas.
“Successful collaboration between the generations is crucial for us to prepare ourselves optimally for the future. We also rely on the expertise of our younger employees – after all, they have more direct access to certain topics that we, as the older generation, sometimes simply lack a connection to. By pooling our strengths, we can work together to ensure that LOXXESS remains successful and competitive in the future,” says CEO Ingo Brauckmann, explaining his support for this topic.