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Dispatchers & Logistics Managers

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Introduction

Our service is tailored to address the specific health and stress risks faced by dispatchers and logistics managers in the transportation sector.

Program Components

  • Objective: To evaluate the current health status and ergonomic needs of dispatchers and logistics managers.
  • Activities:
    • Comprehensive health assessments, including assessments of sedentary-related health risks.
    • Ergonomic assessments of workstations to optimize comfort and posture.
  • Benefits: Provides a baseline for designing individualized wellness plans and improving workspace ergonomics.
  • Objective: To address the health risks associated with prolonged desk work and sedentary lifestyles.
  • Activities:
    • Customized exercise routines that can be done in the office to combat a sedentary lifestyle.
    • Nutritional guidance and meal planning to promote a balanced diet despite a desk-based job.
  • Benefits: Improves physical fitness, reduces the risk of sedentary-related health issues, and enhances overall well-being.
  • Objective: To help dispatchers and logistics managers cope with the high-pressure nature of their roles.
  • Activities:
    • Stress management workshops and relaxation techniques.
    • Access to confidential mental health support services for addressing job-related stress and anxiety.
  • Benefits: Enhances mental resilience, reduces stress, and fosters effective stress-coping strategies.
  • Objective: To assist in effective time management and decision-making under pressure.
  • Activities:
    • Training on time management techniques and prioritization.
    • Strategies for making effective decisions in high-pressure situations.
  • Benefits: Enhances time management skills, reduces stress related to decision-making, and improves overall work efficiency.
  • Objective: To ensure dispatchers and logistics managers are well-prepared to handle emergencies.
  • Activities:
    • Training in safety protocols and coordination of emergency responses.
    • Simulated emergency scenarios to build confidence and competence.
  • Benefits: Enhances emergency readiness, reduces stress during critical situations, and ensures safety in transportation operations.
  • Objective: To improve coordination and communication among transportation teams.
  • Activities:
    • Communication skills workshops and strategies for effective team collaboration.
    • Tools and resources for streamlining communication processes.
  • Benefits: Enhances coordination, reduces misunderstandings, and promotes smoother operations.
  • Objective: To foster a sense of community among dispatchers and logistics managers.
  • Activities:
    • Facilitation of peer support groups and forums for professionals to share experiences.
    • Organizing team-building events and social activities.
  • Benefits: Encourages a strong support network among colleagues, reducing feelings of stress and isolation.
  • Objective: To provide continuous support and track progress.
  • Activities:
    • Regular check-ins with dispatchers and logistics managers to assess their health and well-being.
    • Adjustment of wellness plans as needed based on individual progress.
  • Benefits: Ensures sustained improvements in health, well-being, and job performance.

Our program is designed to address both the physical and mental health of dispatchers and logistics managers, helping them lead healthier lives, reduce stress, and ultimately, enhance their job performance and overall job satisfaction while ensuring efficient transportation operations.

Virtual/Instructor-led training

Elevating Engagement Through Recognition and Appreciation

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Introduction

Welcome to “Elevating Engagement through Recognition and Appreciation” training. Employee engagement is a key factor in organizational success, and one way to boost engagement is through recognition and appreciation.

In this workshop, we will explore the link between recognition and appreciation and employee engagement, and discuss strategies for implementing these practices in the workplace.

Details​
  • Presentation Length: 90-mins / Half Day
  • Participant Numbers: 15-500+
  • Virtual and In-person options available
  • Sessions can be recorded for internal use
  • Onsite training available globally: North & South America, EMEIA, APAC, LATAM
  • Languages: English, Spanish, French, Portuguese, Italian, Mandarin, Arabic, Japanese, and Malay.
  • To understand the impact of recognition and appreciation on employee engagement
  • To identify key factors that contribute to effective recognition and appreciation
  • To explore different approaches to recognition and appreciation
  • To develop action plans for implementing recognition and appreciation in your organization

This training will include a mix of lectures, group discussions, and practical exercises.

Participants will have the opportunity to apply what they have learned through exercises and case studies.

included in 90-min, Half Day & Full Day sessions

  • Group discussion: Participants will discuss the role of recognition and appreciation in employee engagement in their own organizations and share best practices and challenges.
  • Recognition and appreciation plan development: Participants will work in small groups to develop a recognition and appreciation plan for their organization, considering key success factors and incorporating different approaches.
  • Measuring effectiveness: Participants will discuss ways to measure the effectiveness of recognition and appreciation in their organization and identify potential metrics to track.

(included in Half-Day and Full Day sessions)

  • The Self-Determination Theory: This framework suggests that people are more motivated and engaged when they feel a sense of autonomy, relatedness, and competence in their work.
  • The Psychological Contract: This theory proposes that employees form an unwritten agreement with their organization, in which they expect certain outcomes (e.g. recognition, support) in exchange for their contributions.
  • The Job Characteristics Model: This model suggests that certain job characteristics (e.g. variety, autonomy, feedback) can lead to higher levels of job satisfaction and motivation.
  • The Self-Determination Theory can be used to design recognition and appreciation programs that support employees’ sense of autonomy, relatedness, and competence.
  • The Psychological Contract can inform the types of recognition and appreciation practices that are most effective in meeting the expectations of employees.
  • The Job Characteristics Model can be used to identify opportunities for increasing the variety, autonomy, and feedback in employees’ work, which can lead to higher levels of motivation and engagement.

At the end of this session, participants will have a deeper understanding of the impact of recognition and appreciation on employee engagement and will have developed strategies for implementing these practices in their organization. They will be able to apply this knowledge through the development of a recognition and appreciation plan and by identifying ways to measure the effectiveness of these practices.

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