How to Attract and Retain Great People in the Storage and Logistics Industry

Why your workforce might be your biggest competitive advantage

November 12 2025 - Let's be real. The storage and logistics industry is under pressure. Big pressure. Between labour shortages, changing job expectations, and growing demand, it's getting harder to find good people and even harder to keep them.

Meanwhile, demand for storage is up, and it isn't slowing down.

Whether it's drivers, warehouse teams, or logistics coordinators, this industry is running on people. And if we don't start taking care of those people by attracting new ones and looking after the ones we've got, things could grind to a halt.

So how do we make this industry a place people want to work in?

What's Going On?

Here's the truth: nearly a third of logistics workers are thinking about quitting in the next year. And their reasons? Mostly down to two things, they want better pay and more flexibility.

Can you blame them?

Logistics has a bit of an image problem. It's often seen as low-paid, hard graft, with limited opportunities to grow. Add in Brexit, an ageing workforce, and the aftershocks of the pandemic, and you've got a perfect storm. Plus, let's not forget the fierce competition from other industries that are quicker to offer flexibility, training, and purpose.

But the good news? There's a real opportunity here. Companies willing to adapt can not only hang on to their talent but actually become magnets for new, enthusiastic workers.

Let's Start with Attraction: How to Get People Through the Door

1. Pay people properly

Money talks. If you're not offering competitive pay and benefits, people will go elsewhere. Simple as that. Health cover, retirement plans, performance bonuses, even options like after-shift pay can make a big difference.

2. Be flexible where you can

Not every job can be done remotely, sure, but there are plenty of ways to build in more flexibility. Think part-time shifts, job sharing, four-day weeks, or remote work for planning and admin roles. People want a say in how and when they work. If you can offer that, you're already ahead.

3. Make applying easy

Let's face it, nobody wants to fill out a ten-page application form or wait weeks to hear back. Use tech to make it quicker and smoother. Chatbots for FAQs, short video applications, mobile-friendly forms. Even just committing to reply within 24 hours can go a long way.

4. Tell your story

Don't just list job duties. Show people why your company is worth joining. Talk about your mission, your values, and the impact your team makes. Share real stories from real employees. Let candidates see the human side of your business.

5. Show what growth looks like

People want to know they're not signing up for a dead-end job. Make it clear from the start how they can progress. Whether it's through apprenticeships, on-the-job training, or formal development plans, show them the path. If you've got employees who've moved up the ranks, shout about it.

Now Let's Talk Retention: How to Keep the Good Ones

1. Keep developing your people

The industry's changing fast, especially with automation and tech. But here's the catch. A lot of workers don't feel like they're being trained for what's next. If you're investing in digital skills, leadership training, or even basic upskilling, you're showing your team they've got a future with you.

2. Make work feel good

Culture matters. People want to feel respected and included, not just like a number. Create an environment where everyone's voice counts. Support career switchers, celebrate diversity, and build a team where people actually enjoy showing up.

3. Look after their wellbeing

Long shifts, physical work, tight schedules. It's no wonder burnout is a problem. Offering mental health support, access to counselling, flexible time off, or even just regular check-ins can make a huge difference. When people feel looked after, they're more likely to stick around.

4. Recognise hard work

A little recognition goes a long way. Whether it's a monthly shoutout, a thank-you message, or a reward scheme, make sure people know when they're doing a good job. It's not about big gestures. It's about consistency.

5. Keep communication open

If your team only hears from leadership when there's a problem, that's a red flag. People want to feel in the loop. Whether it's regular updates, town halls, or just honest conversations, open communication builds trust. Especially during times of change.

Tech Can Help, But It's Not the Whole Solution

Yes, automation and AI are shaping the future of logistics. But let's not forget the human side. The best companies are the ones using tech and investing in their people.

Use digital tools to:

• Speed up hiring and onboarding
• Identify skills gaps and training needs
• Gather feedback from employees
• Recognise achievements and reward loyalty

It's not about replacing people. It's about making their lives easier.

In Short: Put People First

At the end of the day, attracting and retaining talent isn't about flashy perks or clever job ads. It's about being a genuinely great place to work.

That means fair pay. Flexibility. Purpose. Development. Respect.

The logistics and storage industry plays a massive role in how the modern world runs. And the people behind it all deserve to feel proud of what they do and excited about where they're going.

So, if you want to stand out in a crowded market, give your people a reason to stay. And maybe even a reason to tell their mates to join too.

Because when your workforce thrives, your business does too.

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