Career and Succession Management for Logistics and Transportation
Named backups for the roles that cannot be vacant.
What this looks like in logistics and transportation
The parts of career and succession management that are specific to this sector, rather than general.
Progression From the Road and the Floor
Career routes for drivers and warehouse teams.
What this coversHide
Progression From the Road and the Floor
Career routes for drivers and warehouse teams.
What this coversHideDrivers and warehouse staff are rarely offered a visible future, which is a significant contributor to attrition in a sector that competes largely on availability of people.
From the road
- Driver to senior or trainer driver
- Route supervision and fleet coordination
- Safety and compliance roles
- Hub and transport operations
From the floor
- Associate to team lead to shift supervisor
- Inventory, quality and dispatch specialisms
- Warehouse to hub management
Trainer-driver and safety roles are the most effective routes available. They retain experienced drivers, use knowledge that would otherwise leave, and improve the performance of everyone they touch.
The general method — what career and succession management covers, the questions it answers and what an engagement produces — is the same whatever the sector, and is set out on the succession and leadership development page. What is above is the part that differs for logistics and transportation.
Other HR topics for logistics and transportation
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 logistics and transportation, or another industry.