Employee Engagement and Experience for E-commerce and D2C
Communication, recognition and the conditions people actually work in.
What this looks like in e-commerce and d2c
The parts of employee engagement and experience that are specific to this sector, rather than general.
Engagement Through a Peak
Keeping a tripled workforce functional for six weeks.
What this coversHide
Engagement Through a Peak
Keeping a tripled workforce functional for six weeks.
What this coversHideEngagement in e-commerce operations is concentrated into the period when it is hardest to deliver: a warehouse running at three times normal headcount, on extended shifts, with a majority who joined last month.
- Shift rosters published far enough ahead to plan around
- Break, meal and rest arrangements that scale with the headcount
- Transport at shift-change times, including nights
- Temporary staff included in recognition, not excluded by category
- Escalation route that works on the floor during peak
- Daily briefings that state the plan rather than only the target
- Post-peak thank-you and rehire invitation
Treating temporary staff as a separate class during peak is the most visible engagement failure and the most expensive, because they are the population you most need back next year.
The general method — what employee engagement and experience covers, the questions it answers and what an engagement produces — is the same whatever the sector, and is set out on the employee engagement and culture page. What is above is the part that differs for e-commerce and d2c.
Other HR topics for e-commerce and d2c
Where to start
Most engagements begin with a review of how this runs in your business today, then a written process and the sequence to implement it.
See all HR topics for e-commerce and d2c, or another industry.