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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

Unlocking Engagement:

Understanding and Supporting the Drivers of Employee Engagement

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Introduction

Employee engagement is a critical factor in the success and productivity of an organization. In this training, we will explore the factors that drive employee engagement and discuss strategies for supporting and fostering engagement in the workplace. Through a combination of theoretical and practical elements, including interactive exercises and discussions, participants will learn how to leverage frameworks and techniques to understand and support employee engagement within their own organizations.

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 factors that drive employee engagement
  • To learn strategies for supporting and fostering engagement in the workplace
  • To explore tools and techniques for measuring and improving employee engagement
  • To develop actionable plans for implementing engagement-building initiatives within their own organizations
  • Interactive lectures and discussions
  • Group exercises and case studies
  • Individual reflection and planning time

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

  • Employee engagement assessment exercise: Participants will assess the level of employee engagement within their own organizations using a provided tool or template.
  • Engagement-building brainstorming: Participants will work in small groups to brainstorm and develop actionable plans for building and supporting employee engagement within their own organizations.

(included in Half-Day and Full Day sessions)

  • The Engagement Drivers Model: This model outlines the key drivers of employee engagement, including meaningful work, supportive management, and growth opportunities.
  • The Employee Engagement Framework: This framework identifies the key components of employee engagement, including commitment, involvement, and energy.
  • The Psychological Contract Model: This model suggests that employees are more engaged when their expectations of the organization are aligned with the experiences they have in the workplace.
  • The Engagement Drivers Model can be used to understand and address the key drivers of employee engagement within an organization.
  • The Employee Engagement Framework can be used to assess and improve the level of engagement within a team or organization.
  • The Psychological Contract Model can be used to ensure that employee expectations are being met and that the organization is living up to its commitments to employees.

By the end of this training, participants will have a deep understanding of the drivers of employee engagement and will have developed strategies and action plans for fostering and supporting engagement within their own organizations. They will have the knowledge and tools to measure and assess employee engagement, identify areas for improvement, and implement effective engagement-building initiatives.

Participants will be equipped to create a culture of engagement that enhances employee satisfaction, productivity, and success.

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