Pullback in July 2022 Manufacturing Technology Orders may signal return to typical patterns
New orders of manufacturing technology totaled $291.9 million in July 2022, according to the latest U.S. Manufacturing Technology Orders report published by AMT – The Association For Manufacturing Technology New orders of manufacturing technology totaled $291.9 million in July 2022, according to the latest U.S. Manufacturing Technology Orders report published by AMT – The Association For Manufacturing Technology. July orders decreased 6.1% from June 2022 and were off 14.3% from July 2021. Manufacturing technology orders in 2022 have reached a total of $3.22 billion, an 8.7% increase over the first seven months of 2021. “While July 2022 is down compared to July 2021, orders in both years were quite above what would be seen in a typical year,” said Douglas K. Woods, president of AMT. “Last year was the best on record and was particularly fueled by strong orders in the last third of the year, so it will be hard to match. However, given that orders are already nearly 9% over 2021, and with the typical boost to orders from IMTS, it appears possible to come close.” The transportation sector, typically a driver of manufacturing technology orders, led the retreat into July. Orders placed by most motor vehicle manufacturing industries pulled back significantly in July after an outsized June order. Machine orders for railroad, ship and other transportation manufacturing also decreased. The one bright spot in transportation was in aerospace, led by the space and defense sectors, where orders nearly doubled from June to July 2021. Manufacturing technology orders have benefited greatly from recent foreign direct investment, particularly in the manufacture of chips and batteries. “Not only has foreign direct investment in the United States benefited manufacturing in recent months, but the trend of reshoring has also greatly increased the need for additional capacity,” said Woods. “Metal valve manufacturers, whom we have highlighted in previous months, continue to place orders for machinery at levels that would be unheard of just a few years ago. “The ongoing desire to create more resilient supply chains will continue to require more parts to be made domestically,” said Woods. “That demand has pushed manufacturing capacity utilization to an over two-decade high. If these trends continue, it could create a sustained need for additional manufacturing technologies – and particularly automation, should manufacturers continue to grapple with a shortage of labor.”
WERC’s 46th Annual Conference in June 2023 will be held in Orlando
By Rick Gott, Director of Global Logistics, W.L. Gore and WERC Director at Large/2023 Conference Chair; and Jeremy Banta, Assistant Professor and Supply Chain Program Management Coordinator, Columbus State Community College and WERC Director at Large/2023 Conference Vice Chair We are excited to share that the WERC Advisory Council has selected Orlando, Florida as the destination for WERC’s 46th Annual Conference. Please mark June 4-7, 2023, on your calendar now to share and hear others’ best practices for “Growth Through Disruption” — our theme for this event. WERC members will gather in person at the Hilton Orlando, the host location for our second post-pandemic Conference. Hotel booking details will be coming in the next few weeks because we know you’re going to want to lock in your travel plans as soon as possible (and maybe bring the family along to experience the magic of Orlando’s many theme parks). Of course, there will be plenty of magic happening at the 2023 Annual Conference. There’s no better place to meet and reconnect with friends, colleagues, and peers — old and new — from across North America. As we all discovered a couple of years ago, a digital conference is better than no conference. But it doesn’t compare to the shared, face-to-face experiences and personal interactions of a live event. And we have a lot to talk about in our industry these days. As always, what makes WERC’s Annual Conference so relevant, powerful, and valuable for those who attend is that the event and its educational sessions are built based on the input of our members. From ongoing workforce challenges to supply chain disruptions to escalating costs — the 2023 Conference will be the most magical place in Orlando for supply chain professionals to share, learn, and strategize various solutions that have enabled their operations to grow and thrive amid these issues. To that end, we’ve been specifically soliciting topics focused on best practice solutions for people, processes, and systems and data for Thought Leader sessions and Peer-to-Peer discussions. Conference attendees will collect valuable, actionable takeaways they can apply directly to their own operations across each of those three categories. While we can’t promise you a magic wand to wipe away the myriad day-to-day challenges you’re facing, you will absolutely gather great insights and ideas from frontline experts on the following: Attracting, retaining, and developing the best-fit people. Your operations can’t grow, nor can they thrive, without the right leaders and employees. That’s why we’ll be featuring topics such as high-performing teams; staffing solutions; personal development; safety; diversity, equity, and inclusion (DEI); and culture and retention. Refining and streamlining processes for maximum efficiencies and cost savings. While “doing more with less” is a goal logistics professionals tackle every day, it’s become more important than ever with the current state of the global economy. The WERC 2023 Conference will focus on ways to do just that through sessions covering direct-to-consumer distribution strategies; operational efficiencies; outsourcing and vendor relationships; sustainability; inventory control; reverse logistics; transport; and external disruptions. Leveraging and succeeding with the newest systems and data solutions. The age of the digital supply chain is here. Navigate the broad range of next-generation technologies that help to mitigate disruptions so your organization can continue to grow with the latest insights on digital transformation; equipment and automation; partner data integration; benchmarking, metrics, and key performance indicators (KPIs). We also know from member feedback that a considerable part of the magic of Conference is in the networking, both formal and informal. There will be plenty of organized and spontaneous opportunities to grow your connections with your peers and colleagues. The value of in-person interactions cannot be overstated. Which is just another reason we’re certain you don’t want to miss the WERC 2023 Conference. Want to be sure you meet lots of people at the Conference beyond the networking activities? Consider volunteering. There are multiple opportunities with a range of time commitments that will connect you to attendees with whom you may not otherwise cross paths. The call for 2023 WERC volunteers is open September 1-30, 2022. Again, please block out June 4-7, 2023, on your calendar today so you don’t miss WERC’s 46th Annual Conference. Have questions or need more information? Stay tuned to werc.org/2023 for additional details, or reach out to conference@werc.org or 630.990.0001.
Women In Trucking Association’s Educational Trailer features Custom Driver Training Simulator
The Women In Trucking Association (WIT) now has a state-of-the-art training simulator featured in the educational trailer, WITney. The custom-built TaskMaster Driver Training Simulator was donated by Advanced Training Systems (ATS), headquartered in St. Petersburg, Fla. The educational trailer is the cornerstone of the association’s Driver Ambassador program, aimed at promoting career opportunities for women in the trucking industry, celebrating inspirational women, and raising awareness of WIT’s mission. “The simulator is the top feature of WITney and the reason many people even enter the trailer,” said Ellen Voie, WIT president and CEO. “Everyone wants to test his or her skills as a professional driver, and this simulator gives a small glimpse into what the job is like from the seat of a cab.” The ATS TaskMaster contains patented technology that provides the most “true to life” simulated training with an embedded interactive Digital Coach. Driving skill sets are broken into user-friendly manageable sections that enable the trainee to build a solid foundation before moving on to the next lesson. The embedded remediation by the Digital Coach increases training efficiency and streamlines the learning curve. Students not only learn quicker on a TaskMaster, but they are better prepared in hazard perception awareness and reaction skills when they get on the road. “We are so proud to have been able to provide WIT with a new custom TaskMaster for their educational trailer, WITney,” said Becky Hudson, ATS vice president. “WIT does such great work and ATS is committed to providing the best simulators to all who train new drivers, especially with the advent of training younger drivers.” The expo trailer can be seen at industry events, schools, and Girl Scout events, as well as recruiting and hiring events.
NAW launches ad campaign urging Congress to rein in Amazon
The campaign aims to push back against Amazon’s treatment of third-party sellers and create a level playing field The National Association of Wholesaler-Distributors (NAW) today announced the launch of a new public affairs campaign in support of the American Innovation and Choice Online Act, or U.S. Senate Bill 2992. The campaign pushes back on Amazon’s anticompetitive behaviors on its marketplace platform and its poor treatment of third-party sellers. You can view an explainer video below: “Amazon uses its marketplace as a trap to unfairly stamp out competition, by taking data from the millions of small businesses that rely on its platform and using it to compete against them,” said NAW CEO Eric Hoplin. “Today, NAW is speaking up to say, ‘it’s time to level the playing field,’ and we urge Congress to restore fair economic competition and to protect Main Street businesses by passing S. 2992,” concluded Hoplin. “The American Innovation and Choice Online Act will ensure a level playing field for third-party sellers and NAW members on Amazon’s marketplace,” said Alex Hendrie, NAW Associate Vice President for Government Relations. “It does not give third-party sellers a windfall or special advantage, nor does it break up Amazon or prohibit Amazon from selling their own products on their marketplace,” concluded Hendrie. Amazon has a troubling history of taking data from third-party sellers on its platform to create similar products which show up prominently in the marketplace, while the original small business product disappears or falls deeper into the search results. This is blatantly unfair and leaves small businesses at a disadvantage when competing against Amazon. Many third-party sellers also view Amazon as a bully who is constantly strong-arming them and threatening to kick them off the platform. For the majority of sellers, there is no real alternative marketplace for them to sell on if they are kicked off of Amazon’s platform. Amazon continues to grow its monopolistic power by acquiring grocery stores, healthcare facilities and so much more. When is it going to be enough? How much longer until we live in the United States of Amazon? Let’s pass S.2992. Learn more at naw.org/SupportMainStreet
MHI announces dates for MODEX 2024
MODEX 2024 will be held March 11-14 at Atlanta’s Georgia World Congress Center. MODEX is the largest international supply chain expo, bringing together solution providers who demonstrate the full spectrum of equipment, technology, systems, and services for manufacturing, supply chain, and transportation operations. In March 2024, over 900 exhibitors will showcase their solutions on the MODEX show floor totaling over 405,000 square feet of manufacturing and supply chain solutions. MODEX exhibits will represent all segments of material handling, transportation, and supply chain solutions, from traditional, manual equipment to computerized, automated systems. To make it easier for attendees to find the solutions they need, the MODEX show floor will be divided into solution-specific sections: Equipment and components for manufacturing/assembly logistics solutions, fulfillment and delivery solutions, information technology (IT) solutions, transportation and logistics solutions, and emerging technology solutions. MODEX 2024 will also feature a comprehensive educational conference including keynotes and show floor educational seminars led by industry experts and leading authorities. The deadline for the Exhibit Space Draw is November 2, 2022 The deadline to participate in the MODEX Exhibit Space Draw is November 2, 2022. The Space Draw will be the first opportunity for organizations to secure exhibit space at this event
Transform employees to emergency responders in three easy steps
Responding to disasters is one of the most important activities that employees can be asked to grapple with. From natural disasters like hurricanes and earthquakes to technological situations such as power outages, chemical spills, and transportation accidents, as well as security emergencies like acts of terrorism and mass shootings, a property should be prepared for any of these. The metric for success in a disaster response is not the detail of the plans or the usefulness of the equipment. It’s the level of employee empowerment that makes all the difference. Employees must go beyond being just bystanders who are told what to do. They must be transformed into emergency responders capable of activating themselves and leading in the instant a disaster strikes. Step 1 – Rewrite Your Disaster Plans Currently, most property disaster plans expressly hand off leadership responsibility of a disaster response to management. This would seem the most logical way of handling it. However, in practice, this leaves a property underprepared. Disasters can be sudden events that either leave managers injured or unavailable through traditional communication devices. When disaster plans require a manager to approve a certain immediate disaster activity like initiating a basic evacuation or crisis communication method or explicitly stating that managers must perform it, they immediately convert employees into useless bystanders. Disaster plans should be immediately rewritten so that employees are able to conduct any immediate response activity surrounding evacuation/shelter-in-place/lockdown without the need for a manager. All manager titles and proper names should be removed from disaster protocols so that any employee can perform any action without any kind of permission required. Step 2 – Reevaluate Your Disaster Equipment and Supplies, and Technology (EST) Disaster Equipment, Supplies, and Technology (EST) has long been considered a critical element in any property preparedness program. However, in most instances, EST has actually made properties less prepared. This is because either employees are not authorized to use them without permission of management, and/or they are inaccessible to employees. This goes way beyond the first aid kits or AED defibrillators. It also includes disaster equipment like search and rescue tools, emergency food and water, and critical use supplies like flashlights, rope, and PPE masks. Many properties also have specialized emergency communication mobile apps and expensive technology which they rely on. Ironically, this is what makes them not prepared because it shifts the dependency on equipment to do activities that, if they were not available, could not be performed by staff or management. To be effective, disaster EST must be specifically tailored to your employees. It should sync up perfectly with your disaster plan. For instance, if your plan doesn’t include search and rescue, then don’t put those supplies in your bags. Technology should also be used sparingly in a disaster. But when it is utilized by a property, employees should have complete access to it, know the passwords, and how to effectively perform the process of sending messages or otherwise activating it. Step 3 – Redesign Your Training and Drills Training and drills are the most important elements of a disaster program. They are more important than disaster plans and EST combined. This is because the way a workforce is trained and drilled will not only reinforce the behaviors necessary in a disaster, but also exposes the strengths and weaknesses of your program overall. The problem is that most training is actually too detailed. Going through an earthquake or wildfire procedures point by point is boring and unnecessary. No one is going to remember it, and it detracts from information that really necessary for employees to act during a disaster. Drills are equally as useless because most times employees are converted into bystanders while managers do everything, and simply bark instructions at staff. This is not conducive to real situations where employees can be incredibly valuable members of a disaster team. Redesign your training and drills so that line employees are the stars. Training should focus on leadership ability and the basic steps in a disaster response and where to find the information they will need for more in-depth procedures. In fact, this should be reinforced with drills where managers are made to stand on the side, and employees are instructed to perform an entire disaster drill without management participation. This will give an accurate way to assess their readiness. It will also reinforce individual initiative and responsibility so anyone can put together an impromptu emergency team. That is how you turn bystander employees into emergency team members that can work for you in any disaster. Conclusion Whether you run a large or small property, with 5 or 500 employees, it is critical that each team member be prepared not to respond to a disaster, but to actually organize a disaster team. It is more than just red binders, written plans, fancy equipment, and an expensive communication mobile app. It’s about empowering employees to act with authority and lead during a disaster. If you don’t, you will turn them into bystanders who not only are excluded as part of the solution – they become part of the problem. About the Author: Patrick Hardy is the founder and CEO of Hytropy Disaster Management™, the largest full-service small business disaster management company in the US. A Certified Emergency Manager® and a Master Business Continuity Professional®, in 2012 he was selected as the National Private Sector Representative to FEMA. His book, Design Any Disaster, will be published in March 2023 by Benbella Books. To talk about your next event, please go to: www.americasdisasterplanner.com
Community Grants Program gives more than $2.7 Million
A community orchard in Paramount, carbon-capturing landscaping at Long Beach parks, and several solar power projects were among the projects awarded more than $2.7 million in funding from the Port of Long Beach Community Grants Program in 2021. Details can be found in the Community Grants Program annual report, posted here. “We are proud to have the nation’s largest seaport environmental mitigation effort, the Port of Long Beach Community Grants Program,” said Long Beach Harbor Commission President Sharon L. Weissman. “One project at a time, we are reducing the health effects of our operations in neighborhoods close to goods movement corridors and cutting greenhouse gases.” “Cleaning the environment for our communities takes many forms,” said Port of Long Beach Executive Director Mario Cordero. “It can be as large as our goal of becoming a zero emissions port by 2035 or as targeted as a bioswale project at a local park that filters pollution in stormwater. We are proud of the Community Grants Program and the benefits this funding has for the public.” Three parks and open space projects, totaling $837,645, were approved by the Harbor Commission last year. The projects include fruit trees, security lighting, fencing, bioswales, landscaping, and irrigation. These projects aim to provide buffers between sources of port-related impacts and the surrounding communities. The awardees were: City of Long Beach – $462,645 City of Paramount – $200,000 Conservation Corps of Long Beach – $175,000 Five solar power generation and two solar water heating projects were approved, totaling almost $1.9 million. Awarded projects include the installation of rooftop solar photovoltaic systems, canopy solar photovoltaic systems, and solar water heaters at facilities that serve sensitive populations such as children, pregnant women, the elderly, the chronically ill, and individuals with respiratory and/or cardiopulmonary disorders and illnesses. Environmental benefits produced by these projects include greenhouse gas emission reductions and decreased energy consumption. The awardees were: Solar Power Generation City of Long Beach Public Works – $121,084 First Congregational Church – $328,660 Long Beach City College (Liberal Arts Campus) – $415,398 Long Beach City College (Pacific Coast Campus) – $625,398 Memorial Medical Center Foundation – $310,787 Solar Water Heating Long Beach City College (Liberal Arts Campus) – $30,000 Long Beach City College (Pacific Coast Campus) – $60,000 The Community Grants Program is a more than $46 million effort designed to help those in the community who are most vulnerable to port-related impacts. Combined with a previous program started in 2009, the Port of Long Beach has set aside more than $65 million, making it the largest voluntary port mitigation initiative in the country. To date, $36.5 million has been committed. Guidelines for the three programs of the Community Grants Program – Community Health, Community Infrastructure, and Facility Improvements – can be found on the Port website at www.polb.com/grants.
Plastics files comments with General Services Administration opposing rulemaking banning Federal purchase of single use plastics
The Plastics Industry Association (PLASTICS) filed comments today with the General Services Administration (GSA), in response to advance notice of proposed rulemaking which could ban the purchase of single-use plastics by federal government agencies through the GSA. Included in PLASTICS’ official submission are examples of the detrimental impacts such rulemaking would have on consumers, businesses, the broader economy, and the environment. “If this proposal moves forward, it will run directly counter to the administration’s environmental goals to reduce emissions,” said Matt Seaholm, President, and CEO of the Plastics Industry Association (PLASTICS). “This proposal would not only cost taxpayers millions and millions of dollars, but it would also force the use of products and materials that will have a much larger environmental footprint than the plastic products the administration would be looking to phase out. “In the limited amount of time the GSA provided for public comment, PLASTICS compiled multiple examples of how plastics materials, in most applications, perform better from an economic and environmental perspective than other available materials. As the federal government outlines ambitions to reach net-zero emissions by 2050 and build a circular, greener future, plastics are a crucial partner in getting there. “Our industry is investing billions of dollars to recycle more plastic waste in the U.S. We would welcome the opportunity to collaborate with the Administration to develop effective recycling solutions that reduce plastic waste through smart investments in infrastructure, technology, and education,” concluded Seaholm. In August of 2022, PLASTICS announced the launch of an educational campaign which included information made available at ThisIsPlastics.com illustrating the implications and potential impact that a rulemaking like this could have, in addition to extreme costs beyond just the plastics industry, potentially harming infrastructure, construction, shipping, consumers and even national parks. The Plastics Industry Association (PLASTICS) is the only organization that supports the entire plastics supply chain, representing nearly one million workers in the $395 billion U.S. industry. Since 1937, PLASTICS has been working to make its members and the industry more globally competitive while advancing recycling and sustainability through education initiatives, industry-leading insights, and events, networking opportunities, and policy advocacy, including the largest plastics trade show in the Americas, NPE2024: The Plastics Show.
Reusable Packaging Association set to host record-breaking Reusable Packaging Event at PACK EXPO
With summer nearing a close, the Reusable Packaging Association (RPA), the world’s premier trade organization for reusable packaging solutions that advance the circular economy, is putting the final touches on the Reusable Packaging Pavilion at PACK EXPO, the largest assembly of reusable packaging experts and product showcase. RPA has hosted the Pavilion for more than 10 years, bringing together member companies to share the latest reusable packaging products and services, as well as industry trends, innovations, and economic strategies in the Reusables Learning Center. PACK EXPO International takes place in Chicago, October 23-26. “RPA’s membership growth and program participation continue to demonstrate the increased market interest and demand from companies thinking differently about packaging,” said Tim Debus, CEO of RPA. “This year we have our greatest number of reusable packaging companies exhibiting in the RPA Pavilion, and we are excited to present 18 education sessions over two days in the RPA Learning Center, which will also feature 4 industry expert panel discussions,” says Debus. The 15,000 sq. ft. RPA Pavilion will welcome 49 member companies this October. PACK EXPO attendees are encouraged to check out RPA’s member exhibitors and interactive floorplan to learn where to find each exhibitor in the Upper Lakeside Ballroom of McCormick Place. The Reusable Packaging Learning Center will be open Monday and Tuesday, October 24 and 25, from 10 a.m. until 4 p.m. US Central Time. Sessions include panel discussions and presentations focused on improving supply chain performance with reusable packaging. See the full schedule here. All sessions are open to PACK EXPO Chicago attendees. RPA will conclude the Learning Center with the 2022 Excellence in Reusable Packaging Awards on Tuesday at 3:00 p.m. The annual awards celebrate primary (end) users and suppliers that have significant impactful achievements in one of three categories: a reusable packaging system, product design innovation, or smart packaging technology.
Five ways Service Automation Tools can improve Technician Retention
Reliable, reputable service is one of the highest-margin sources of recurring revenue for dealerships. But the ability to capture that potential is only as good as the stability and efficiency of your team. Dealerships can’t afford to lose talented service and precision ag technicians due to outdated or obsolete technology infrastructure, especially with quality, qualified hires increasingly hard to find. According to a DIS survey of Ag dealers across North America, 26% of respondents anticipate tech labor shortages to be one of the biggest challenges they will face in 2022. Is your dealership cultivating a progressively stable service culture by implementing advanced, effective technology solutions? To reinforce your technician retention goals, we’ve assembled 5 automation-enabled management strategies to help preserve and develop talent and experience as a permanent foundation for growing dealership revenue. 1. Clarity Avoids Confusion Your technicians’ time is a valuable commodity, best spent providing solutions in the field or in the shop, not bogged down in administrative inefficiencies. A frustrated tech is an unhappy, unproductive one. Evaluate the efficiency of your current service department by asking these questions: How are work orders tracked and shared with technicians? When are work order updates communicated to customers? How are customer questions being logged and what is your response time? How long does it take to collect signatures and payments from customers? How is your dealership delivering on service agreements? Overly complex procedures or a lack of clarity can breed confusion within your team, making retention and performance consistency a challenge. Consider implementing some simple steps that can save time for your techs and potential headaches for your customers. Coordinating schedules and mobilizing your team to be more responsive problem-solvers are two ways automation can reduce service stress and chaos, especially during peak seasons. Service scheduling software allows service managers to prioritize jobs based on need and allocate the required expertise. You can also save time with mobile documenting service procedures that simplify work order entry and reduce the risk of error that comes from the pen-and-paper method. Investing in the service-scheduling applications was a game-changer for Townline Equipment, a 5-location Kubota dealership operating in New York, New Hampshire, and Vermont. “We were at a volume where we needed a scheduling system that is neither on paper nor on a spreadsheet,” says Matthew Marrazzo, President of Townline Equipment. “We required a tool that was not revised every 10 minutes by crossing things out and adding things on, like in a paper-based system.” Implementing a “drag-and-drop service scheduling system” allowed Townline’s technicians to easily access current work order information and look at their upcoming schedule adding efficiency and revenue. “We are completing jobs quicker, and we are saving our service writers and service managers time because we are not double-entering time inspection sheets anymore,” Marrazzo says. Read Next: 5 Best Practices for Documenting Service Procedures at Your Dealership 2. Transparency Equals Efficiency Consider this scenario: one of your best technicians has spent the last week running ragged in the field during harvest, solving timely combined problems for customers. And accounting for billable service time during the seasonal chaos perhaps wasn’t a high priority. Weigh the advantages of having techs digitally log critical service details on the go in minutes vs. the cost of them spending far more time deciphering handwritten notes or trying to recall vital information days later to complete a customer’s billing statement. Which situation is currently more common at your dealership? In a highly competitive market for service talent, can you risk losing a quality technician due to inaccurate, inconsistent customer billing that could result in lost revenue for your service techs and the dealership? As we noted earlier, the pen-and-paper plan is an antiquated one. And this is an especially unreliable approach when it comes to tracking and organizing billed service hours. For your service and precision ag techs, time is money. Providing an easy, consistent way to log and convert billable hours to income is crucial. A solution that automatically generates timesheets for technicians as they advance a service job keeps an accurate, updated record of job progress and payment information. Plus, the information is integrated in real-time into your dealership’s dealer management system (DMS). Creating and maintaining a digital record of each service job increases internal transparency, payroll reporting accuracy, and accounting for labor rounding in the service and sales departments. The right automated tool will minimize the risk of compensation inconsistencies or disputes and increase the likelihood of technician retention. 3. Feed Purpose & Productivity Have you ever calculated the productivity of your service team? You can do so by dividing billed hours by worked hours. You can also calculate efficiency by adding billed hours plus gains/losses and dividing that number by revenue hours. It’s said that you can’t manage what you don’t measure. When it comes to your service technicians, establishing a baseline for their productivity is key to adopting the right reporting tools that ensure accountability and perpetuate a sense of purpose throughout your team. Techs who take pride in their work tend to be much more productive, which can sustain the long-term stability of your service team. Status tracking of in-progress work orders through a digital dashboard of current, future, and completed service orders allows managers to prioritize urgent jobs or reassign responsibilities to techs with the capacity to complete them sooner. Plus, digital documentation better defines the responsibility and expectations of techs, while also giving managers the ability to evaluate how techs’ time is distributed to maximize the revenue potential of billed service hours. “In Service Logistics, you can look at their schedules and say, ‘Okay, you know, I can see we’re working on the same job for a week and a half now. We’ve got to move this equipment out, what’s going on.’” – Ben Holt, Warranty Administrator, A.C. McCartney For Illinois-based A.C. McCartney (ACM), access to a convenient overview of service performance is critical to managing the productivity of its service team across 5 locations. “If you have a shop that’s lagging or not hitting the numbers, you don’t
The International Bridge, Tunnel and Turnpike Association Foundation awards five college scholarships to future transportation leaders
The International Bridge, Tunnel and Turnpike Association (IBTTA) Foundation – the educational and charitable arm of the worldwide association for the owners and operators of toll facilities and the businesses that serve them – announced the five college students who will receive scholarships designed to support and encourage future transportation leaders in their college studies. Selected from accredited educational institutions across the country, each student will receive a $5,000 scholarship to defray the costs of pursuing an undergraduate or graduate degree in a transportation-related field of study. One of the five scholarships was also allocated to a student attending a Historically Black College or University (HBCU). “We are thrilled to award these scholarships to these future leaders in transportation and mobility,” said Jim Wilson, Board Chair of the IBTTA Foundation and Senior Vice President at TransCore. “The scholarships represent the core of the IBTTA Foundation’s mission to advance programs that strengthen awareness of career opportunities and promote current and future leaders in mobility and transportation.” The 2022 IBTTA Foundation Scholarship Recipients are: Emily Mank from Preston, Md., studying for a master’s degree in civil engineering at Florida State University. Bryce Montgomery from Pacific Grove, Calif., studying for a bachelor’s degree in information technology at the University of California, Santa Cruz Jasmine Platt from Boise, Idaho, studying for a doctoral degree in public policy and administration at Boise State University. Patrice Sterling from Bluefield, W.V., studying for a bachelor’s degree in computer science at Bluefield State University. Min Joo Yoo from Los Angeles, Calif., studying for a bachelor’s degree in both aerospace engineering and accounting at the University of Southern California, Los Angeles. “IBTTA recognizes the importance of supporting higher education and mentorship to strengthen our industry, which these scholarships represent,” said Diane Gutierrez-Scaccetti, Commissioner, New Jersey Department of Transportation and 2022 IBTTA President. “These scholarships also reflect our commitment to fostering diversity in the industry by encouraging and supporting students attending HBCUs.” The 2022 scholarship recipients will be recognized for their achievement during a special ceremony at IBTTA’s 90th Annual Meeting & Exhibition in Austin, TX on Tuesday, Sept. 20, 2022.
Women In Trucking Association announces continued Gold Partnership with WM
The Women In Trucking Association (WIT) announced today that WM has continued its Gold Level partnership, offering vital support to the nonprofit association and its mission to encourage the employment of women in the trucking industry, promote their accomplishments and minimize the obstacles they face. In addition to providing financial support, the company actively participates in the association. WM’s Kelly Rooney, senior vice president, and chief people officer, serves on the WIT board of directors as vice chair. “We are pleased to continue our partnership with the Women In Trucking Association and support its mission,” said Rooney. “At WM, our goal is to lead the industry in female representation at all levels of our organization and our work with Women In Trucking provides opportunities for us to better inform our own workplace strategies and participate in advocating for women across the transportation sector.” “As an influential industry leader, WM’s commitment to inclusion, equity, and diversity in combination with Rooney’s expertise and leadership makes them a valuable asset to our association,” said Ellen Voie, WIT president and CEO. “We look forward to our continued partnership to further support women in all roles within the transportation and logistics industry.” Founded in 2007, the Women In Trucking Association is a resource for more than 7,000 corporate and individual members located in the United States, Canada, and Mexico, as well as Japan, Australia, Sweden, South Africa, and New Zealand. Recent accomplishments include releasing the 2022 WIT Index, the official barometer to benchmark and measure the percentage of women who make up critical roles in transportation each year, finding professional female drivers increased to 13.7%; participating in White House and FMCSA roundtables and events; launching its Professional Driver Hub, an online resource to encourage driver success; and more than 800 registered attendees at the 2021 Accelerate! Conference and Exhibition.
Plastics industry association (plastics) hosts recycling open house©
The Plastics Industry Association (PLASTICS) and PLASTICS Recycling Committee will host a Recycling Open House© on August 30th, 2022, from 1:00 – 3:30 p.m. EST. The Recycling Open House will include leaders from across the plastics industry and offer insights on best practices for improving recycling and promoting plastics circularity. “I’m thrilled to have so many organizations convening to discuss such an important sustainability topic,” said Patrick Krieger, Vice President of Sustainability at PLASTICS. “Promoting plastic circularity as a unified voice illustrates the vital need to emphasize the integral role recycling plays. Recycling is both an act and a system, and it will take the actions of many partners to improve the system as a whole.” This second annual event will host approximately 500 attendees and offer engagement opportunities, following an expert panel discussion regarding current recycling programming. The event is open to members of the PLASTICS Industry Association and those members of the participating organizations. “Facing America’s recycling challenges is a top priority for our industry and the broad participation in this event shows an incredible level of commitment to its success,” said Matt Seaholm, president and CEO of PLASTICS. “Our industry is investing billions of dollars to recycle more plastic waste in the U.S. PLASTICS continues to work with stakeholders, policymakers as well as those in the public and private sector, to promote effective recycling solutions that reduce plastic waste through smart investments in infrastructure, technology, and education.” PLASTICS will host this online open house event in conjunction with other participating organizations and associations including The Recycling Partnership, Inspiring Plastics Professionals, Association of Plastic Recyclers, The Sustainable Packaging Coalition, Resource Recycling Systems, American Chemistry Council, Healthcare Plastics Recycling Council, and the Vinyl Institute. The Plastics Industry Association (PLASTICS) is the only organization that supports the entire plastics supply chain, representing nearly one million workers in the $395 billion U.S. industry. Since 1937, PLASTICS has been working to make its members and the industry more globally competitive while advancing recycling and sustainability. To learn more about PLASTICS’ education initiatives, industry-leading insights and events, networking opportunities and policy advocacy, and the largest plastics trade show in the Americas, NPE: The Plastics Show, visit plasticsindustry.org.
Why conscious curiosity is the Soft Skill separating good recruiting, from great recruiting
How a self-motivated desire to learn and ask questions drastically improves recruiting and hiring It’s amazing how connecting dots makes the work of HR and recruiting teams so much easier. Knowing what the business does, how it makes money, and what’s happening in your industry is important. So is knowing what hiring managers are looking for – and how to interact with the right candidates. And yet, many are not doing these things. The best HR pros have learned that the only way to be successful is to be consciously curious— meaning they are self-motivated to learn more deeply about how their and other businesses work and thrive. Corporate training cannot fill a gap when employees are not curious – it may result in you retaining even less. If you’re not curious, it ultimately means you’re operating at a status quo. Forcing yourself through training that you find boring or ignoring the opportunity to gain more insight to improve your role as a consultative HR or talent acquisition professional is a lost opportunity. It doesn’t have to be so! Being curious on your own is important because it helps you: Gain credibility Improve your ability to assess candidates Create a better candidate experience by better explaining the company’s strategy and how the role adds value Become an expert in the commercial language of your organization and your industry Build and manage relationships with all key stakeholders: hiring managers, candidates, employees, and leaders. The “process” of recruiting isn’t hard — but it does take capabilities and competencies that are rarely taught. Setting and managing expectations tops the list, but what differentiates good from great recruiters is the skill of conscious curiosity, and it requires focus. Corporate workplaces haven’t evolved to teach this yet – training rarely leaves us feeling more informed or energized. Conscious curiosity is also not a step you can build into best practice recruiting processes. Nobody will tell you to be more curious nor can it be measured, so how might you approach working your curiosity muscle? Five Key Tips to Practice Conscious Curiosity Note that there is work in building this skill. These tips may give you some extra help developing this new cerebral muscle. Do your own research about the business or industry and actually use the answers to inform your next few steps. This can be through industry newsletters or podcasts, following influencers on social media, or even online courses. The point is to go beyond where you normally would in your quest for information, even if it’s hard and you feel that you have an answer – keep digging! Share your intention and take advantage of the discussion by asking questions. When you tell people you’re interested and want to learn, they’re often more willing to share with you. Build on answers they give and ask for their personal perspective on a matter. We will all invest more time when people show active listening, feel that their perspectives are valued, and the person is trying to understand what they are sharing. Ask your questions in a way that demonstrates that you care about their answers and demonstrate some comprehension on your end. Repeat the response back to them in your own words and ask if you still have the information correct. Reply to them with your thoughts on why you find what they are saying interesting or ask clarifying questions about a particular aspect of the discussion. Most important – don’t forget to thank them for sharing with you. Admit you are not the expert and ask if there is anything else you should have asked to gain more knowledge of a particular area. Invite them to share info with you, even if you don’t ask. There is an opportunity to further connect with others when you admit you don’t know something and want their help to learn. Vulnerability is a strength when connecting with others and can often deepen the conversation to a more personal level which gives you new insights but is also a very human way to connect and build relationships. Show you care! Don’t forget human interaction and how it feels when people are interested in you as a person, what you care about, how you are doing, and what’s new in your world. As you practice curiosity, you will seem like a more caring person as well. Caring for people attracts positive energy and makes it easier to ask more questions or have people trust you with more information. Recruiting is all about relationships and they are extremely hard to build when people can sense you don’t care and are not interested in what they have to say. At its most tactical application, conscious curiosity can help you better understand roles in more business units faster which can make you more versatile. This can also lead to improving your ability to screen candidates and ask more probing questions to hire managers to hit the mark on what they are looking for the first time. Take the opportunity to be a cut above and turn on the conscious curiosity engine now. Understand how the company makes money, have chats with different departments, and probe deeper. Remember, being curious means listening twice as much as you speak. Recruiters are often chatty, to begin with, so this is your reminder to listen to show you’re interested in them! Asking insightful questions beyond where you do today will help shape your own brand as a top recruiter capable of bringing in top talent because you truly understand, and care! About the Author: Jeremy Eskenazi, SPHR, SHRM-SCP, CMC, is the founder of Riviera Advisors, a boutique talent acquisition optimization consulting firm. Riviera Advisors does not headhunt, it specializes in recruitment training and strategy consulting, helping global HR leaders transform how they attract top talent. From best practice recruiting, to improving speed to hire, to candidate experience, Riviera Advisors is a go-to place for strategic talent advisors. For more information, visit www.RivieraAdvisors.com.
AutoScheduler to present at CSCMP Edge 2022
AutoScheduler.AI, an innovative Warehouse Management System (WMS) accelerator, announces it will be presenting and exhibiting at the annual CSCMP Conference in September 2022. Keith Moore, CEO of AutoScheduler will present with Ron Sweet, Customer Supply Chain Senior Manager, Kimberly-Clark, “Smarter & Faster: Your WMS on Steroids with Decision Support,” in September 19, 2022, from 4:00 – 5:00 PM. At CSCMP, AutoScheduler’s Smarter & Faster: Your WMS on Steroids with Decision Support will cover real-world examples of how WMS decision support systems can optimize warehouse operations and help the WMS make better decisions. Attendees to the presentation will learn: What a WMS is good at doing and what it is not How constraints and schedules complicate warehouse planning Activities that are improved within the warehouse What is the perfect operational plan “Many distribution sites and warehouses struggle to manage and plan their labor requirements while maximizing capacity and maintaining high fill rates,” said Keith Moore, CEO of AutoScheduler.AI. “Our solution helps a Warehouse Management System (WMS) work smarter and faster by using AI and optimization to create perfect operational plans.” As CEO of AutoScheduler.AI, Keith Moore focuses on bringing the future of technology into warehousing. He works with the top 10 Consumer Goods, Beverages, and Distribution companies to drive efficiencies and create value. Ron Sweet has held a wide array of Supply Chain roles, including site manager for two large Distribution Centers, private fleet manager, and manager for production planning and deployment teams. He also led implementations of SAP Sales & Distribution, Demand Planning, Production Planning, and Deployment. Ron worked with Tom Moore, Founder of AutoScheduler, on the application design and implementation of the Supply Chain Innovation they’ll be presenting at the CSCMP EDGE conference this year. CSCMP Edge 2022 will be held September 18 – 21, 2022, at the Gaylord Opryland Resort and Convention Center in Nashville, TN. In Booth #412, AutoScheduler will showcase its intelligent warehouse resource planning and optimization platform. To request a meeting with AutoScheduler at the show, email sales@autoscheduler.ai.
NAW hires International Business Strategist and Association thought leader Dianna Steinbach as Chief Strategy Officer
Steinbach will lead operational and business strategy for NAW and their membership The National Association of Wholesaler-Distributors (NAW), which represents the $7.4 trillion wholesale-distribution industry, has hired international business strategist and trade association leader Dianna Steinbach as Chief Strategy Officer. Steinbach, who started on August 15, 2022, is an organizational, industry, and strategy expert, with more than 25 years of experience helping trade associations and business owners identify new trends, strategically plan, develop business alliances, and connect with customers and position themselves for success. “We are thrilled to welcome Dianna to the NAW executive team. She is mission-focused and brings incredible talent, experience, and foresight to our organization,” said NAW CEO Eric Hoplin. “Dianna will deepen our relationship with our members and help us lead in industry excellence and strategic growth,” concluded NAW CEO Eric Hoplin. “Building a roadmap of success for NAW and our members is my top priority,” said Dianna Steinbach, chief strategy officer, at NAW. “Together we will deliver world-class programming, advocacy, and innovation offerings and help our members to lead, disrupt and advance the next frontier in wholesale-distribution.” Steinbach brings extensive experience managing international associations as well as for-profit industry and event entities. Her background includes membership, operations, and events in the US, Africa, Australia, Canada, China, India, Italy, Mexico, Poland, Spain, Thailand, Russia, and the United Kingdom. Most recently she was Vice President of International Services for ISSA – The Worldwide Cleaning Industry Association. While at ISSA, Steinbach regularly worked with distributors, wholesalers, and manufacturers to strengthen sales, maintain innovative operations, and drive strategic supply-chain and customer relationships. Steinbach began her career as a business journalist with the Associated Press as well as being an editor for Sanitary Maintenance magazine, which focused on the needs of distributors operating in the commercial cleaning industry. She is the Programming Chair and Board member for the European Society of Association Executives (ESAE). She also is a faculty member for the Membership Marketing School, author of the International Congress and Conventions Association (ICCA) certification chapter on Quality Assurance, and a past member of the IBTM World Association Leaders Forum Advisory Board. Steinbach regularly speaks and writes about association management topics, including for groups such as the American Society for Association Executives, ESAE, ICCA, Dubai Association Forum, UFI Global Association of the Exhibition Industry, IMEX Association Focus Conference, and more. NAW is the “national voice of wholesale distribution,” an association comprised of employers of all sizes and national, regional, state, and local line of trade associations spanning the 7.4 trillion wholesale distribution industry, that employs more than 5 million workers in the United States. There are approximately 35,000 enterprises with almost 150,000 places of business in all 50 states and the District of Columbia, that are affiliated with NAW.
Staffing employment holds steady in August
Staffing employment was essentially unchanged in the week of Aug. 8–14, rising just 0.02% to hold at a rounded value of 107—a record for the month of August. Staffing companies cited a variety of factors including COVID-19, seasonal business fluctuations, and lack of candidates as barriers preventing further growth. Staffing jobs were up 8.7% from the same week last year. New starts also held steady in the 32nd week of the year, edging up 0.7% from the prior week. Four in 10 staffing companies reported gains in new assignments week-to-week. The ASA Staffing Index four-week moving average inched up slightly from the prior week to hold at a rounded value of 107, as temporary and contract staffing employment for the four weeks ending Aug. 14 was 9.0% higher than the same period in 2021. “Staffing employment remains at a high level,” said Tim Hulley, ASA Assistant Director of Research. This week, containing the 12th day of the month will be used in the August monthly employment situation report scheduled to be issued by the U.S. Bureau of Labor Statistics on Sept. 2.
The 24-hour reality of Time Management-Yes!
“I don’t have enough time.” Ever say that? What does it mean? I want more hours in the day or I’m not using my allotted time (24 hours) to my best advantage. (What we need is a 36-hour day. That way we could work 24 hours and still get a good 8 hours of sleep.) The reality is that most people don’t need more time, they just need to reprioritize the time they’ve got that’s not productive. Sales time management is no different. All salespeople (including me) are always lamenting the fact that there are too few hours and too many things to do. More salespeople want “time management” training than “sales training.” So, how do you harness the clock? Time management is not complicated unless you take a time management course. Then you have to have a minor degree in rocket science to figure out what piece of paper gets what notes in what category and with what priority. Time management is big business. Daily planners and planning systems are often accompanied by training (one day to a week-long) for their elaborate books, binders, and special pages. Most of the training is paradoxical in that it is its own waste of time. Twenty-first-century people will shift away from paper systems and go to computerized programs. The basic underlying principle of time management is “do what’s important first.” The Time Management industry has complicated that principle to a fault. There’s an “ABC” system, a “First Things First” system, and theme variations into the night. I say reduce sales time management to one word, “YES.” Enter the “Yes Principle of Sales Time Management.” How does it work? Simply devote your time executing functions and having meetings with prospects and customers that will lead you to Yes. Almost everything else is a waste of time. Here are the best ways to manage, prioritize and spend your time preparing for the sale: Finding out how decisions are made (how people say Yes). Before you can ever get a Yes, you’d better find out how (by what process) they make the decision. Finding out who says Yes. The people who say, “I’m the decision maker” usually are not (at least not the only). Finding out about the people who say Yes. Personal information will lead to a relationship and relationships lead to multiple yes’s. Getting stuff for people to get them to say Yes. (Dreaded) proposals, information, and answers needed to get the prospect to confirm the decision to say Yes. Talking to people in the Yes Sometimes the people who “buy” the product or service are not the ones who “use” it. You must gather evidence, support, and proof in order to get the Yes guy to be inclined to say Yes. Creative think and plan time to get a Yes before the competition does. Figure out ways to be creative, innovative, and memorable. Here are the three Prime A Number One uses of sales time to make sales: Talking to people who say Yes. The introduction, preparation, and communication for the final yes. Getting in front of people who say Yes. This is the single highest priority and most productive use of your time. The time you spend face-to-face is in direct proportion to the number of sales you will make. Spending fun time with customers and prospects. Yes Building a relationship with Yes sayers. Here are the three Prime A Number One uses of passive time to make active time more sales productive: Reading about the industry, market, and customers who say yes to you. Reading about sales (learning about how to get to yes). Reading about yourself and your attitude (thinking yes). Whew, sounds like a full-time job? It is. That’s why so few people succeed. Most people are too busy with their part-time job, General Manager of The Universe. Here’s how to get to YES on the use of your time: Delegate paperwork. Get a laptop, and learn how to MASTER IT. Stop personal calls during work hours. Schedule sales meetings at meals, especially breakfast. Limit yourself to a scheduled 1-hour daily segment for crap to do or clean up. Not too much, now. (My organization code is chaos minus one) Do business (make sales and contacts) before and after regular “business” hours. Stay out of other people’s business. Stop complaining, or telling others your complaints. Turn off the TV at home. It’s pretty much a waste of time. The most important use of time to balance the game of business: Spend time with your family and friends, and have fun spending time on relationships and recreation. Want to double your sales? Easy, just double the time you spend in front of people who can say Yes to you. About the Author: Jeffrey Gitomer is the author of twelve best-selling books including The Sales Bible, The Little Red Book of Selling, and The Little Gold Book of Yes! Attitude. His real-world ideas and content are also available as online courses at www.GitomerLearningAcademy.com. For information about training and seminars visit www.Gitomer.com or email Jeffrey at salesman@gitomer.com or call him at 704 333-1112.
Bust Out of Service Fatigue: The What, Where, Why and How behind a decline in Customer Service Excellence
Does it feel like no matter how hard you try to please your customer, it isn’t enough? Are you in charge of leading others and the faster you train teams and build energy, the quicker it seems to fade? Are you a business owner feeling hopeless about the never-ending needs of staff AND customers while trying to achieve a profitable bottom line? You’re exhausted, right? This exhaustion is what’s called service fatigue, defined as that feeling that keeps you from delivering the excellent customer service your staff and patrons have come to expect. Left unchecked, this weariness can impact your business in many negative ways, from short tempers to lost business. Let’s unpack the what, where, why, and how of service fatigue and get on the path to busting out of it. What does Service Fatigue look like? You know what customer service delivery should look like. Attentive. Proactive. Genuine. Service fatigue is “less than,” and it presents in many forms. It’s when your customer experience is less than you—or they—expect. It’s a lack of energy, elevated stress, constant ambivalence, difficulty concentrating, missed deadlines, frequent mistakes, or safety compliance issues. The trickiest kind of service fatigue to spot is the kind the team thinks they can hide from guests. It’s still there, lurking beneath the surface, threatening to bring everyone down in its undertow. Where does Service Fatigue come from? After a stressful few years, various challenges have caused service fatigue levels to skyrocket. But the truth is, that service fatigue can strike at any time, and much of it is really nothing new. It’s short-tempered customers who escalate to anger quickly. It’s trying (and usually failing) to juggle multiple priorities at a time. It’s navigating ever-changing business policies. It’s responsibilities that outnumber hours in the day. It’s one bad attitude draining a team’s morale. Service fatigue can come from anywhere and knowing how to identify it is half the battle. Why does Service Fatigue matter? The short answer: It matters because it impacts your bottom line. When service fatigue takes over your business, everything is at risk. You can play a huge part in lessening that burden for your team and your customers. If it’s possible, make work a welcoming, encouraging environment for your staff so they can give your customers a reason to crow about the great experience they had. By recognizing service fatigue and equipping your team with the tools to bust out of its grip before it’s too late, you’ll ensure that everyone’s experience is that much better. How do we mitigate the effects of Service Fatigue? There are countless ways to bust out of service fatigue, and no two businesses will adopt exactly the same solution. Decades of experience in the customer service industry prove that there’s no silver bullet to finally overcoming exhaustion. Instead, it takes a combination of strategy, patience, and commitment to bolster your team and get them back on track to deliver the kind of remarkable customer service you and your customers expect. To get you started, here are a few ways to start busting out of service fatigue as soon as today: Build Better Boundaries Professional boundaries can be the single best tool to help bust out of service fatigue, whether you need to put them in place with your boss or you need to ensure your team knows that work/life separation is a good thing. Unless it’s imperative to your industry, do you really need to reply to emails at 8 p.m.? Is that gap or hiccup in a process at work really yours to lose sleep over? We all can and should go above and beyond to deliver customer service excellence. But when you’re doing far more than is expected, you may be bringing service fatigue on yourself. Be honest: Are you guilty of your own boundary breakdowns? Are there honest conversations you can have to get those boundaries—and your energy levels—back on track? Re-evaluate your boundaries today and find where you can firm them up. You’ll soon see what a difference they make in boosting your energy and positive attitude. Grant Yourself Rest! Who doesn’t love rest? While some have mastered the art of taking breaks, Americans tend to do things fast—and often multitask. We like the concept of rest, but the demands on our time often get in the way of our ability to truly take a break. There are as many as seven types of rest, from physical and emotional to creative and spiritual. The truth is, they’re all important, and giving ourselves the space to breathe when things get stressful is imperative. Rest can mean putting down your phone an hour early and reading a book instead, or using your shift break to do a brief silent meditation so you’re prepared to head back to work. When we prioritize rest and start to see it as doing good for ourselves, we are more energized to deliver customer service excellence. Bonus: When do I need to address Service Fatigue? No surprises here: If you recognize the signs of service fatigue, now is the time to bust out of it! Start by identifying what’s causing the fatigue, then set aside time to plan for change, including both big and small steps to reinvigorate your team and return to delivering customer service excellence. When you commit to the change, the hardest part is already over. All it takes from there is digging in to bust out of service fatigue once and for all! About the Author A Hall of Fame keynote speaker and author, Laurie Guest, CSP, CPAE, is an authority on customer service excellence. Laurie blends real-life examples and proven action steps for improvement. She is the author of two books and is writing a third on the topic of service fatigue. To learn more or connect with Laurie, visit www.LaurieGuest.com
31% of retirees say continued inflation would motivate them to rejoin the workforce
43% of retirees say age could be a barrier to finding a new job More than three in 10 U.S. retirees say they would be motivated to rejoin the workforce if inflation continued to eat into their savings, according to the latest American Staffing Association Workforce Monitor® online survey conducted by The Harris Poll. In addition to inflation, the role of Social Security insurance was also top of mind for many retirees, with 25% saying they’d be motivated to rejoin the workforce if Social Security no longer covered their expenses. Thirty-nine percent of retirees cited Social Security as their main source of income, while 33% cited retirement plans such as 401(k) accounts and pensions. Overall, 14% of current retirees stated they are open to or actively looking for work. However, the study found that 43% of retirees said their age could be a barrier to getting a new job. In addition, 41% of retirees would look for a job if they could have a flexible work schedule, and 35% would do so if they could work remotely full-time. “At a time when more retirees need additional income and employers need their expertise and experience, older workers continue to face hiring barriers,” said Richard Wahlquist, president and Chief Executive Officer of the American Staffing Association. “Employers that take steps to embrace flexibility and diversity across their entire workforces will be more productive and have higher levels of employee engagement.” The news comes at a time when there are nearly two job openings per unemployed person in the U.S., according to the latest data from the U.S. Bureau of Labor Statistics. Method This survey was conducted online within the U.S. by The Harris Poll on behalf of ASA June 2–6, 2022, among a total of 2,027 U.S. adults age 18 and older of whom 459 were retired and not employed. The sampling precision of Harris online polls is measured by using a Bayesian credible interval. For this study, the sample data are accurate to within + 2.8 percentage points using a 95% confidence level. For complete survey methodology, including weighting variables and subgroup sample sizes, please contact Megan Sweeney at 703-253-1151.