junejuly2022 - 4

Editor's Note
JOSH SMITH
josh@AviationPros.com
+1 920-563-1644
LinkedIn
Solutions to Reduce
Employee Turnover
As the industry looks to recruit new members to its workforce,
it is imperative that we invest in the professionals who are
already trained and contributing to safe ramp conditions.
A
s airlines continue their ramp-up following the
COVID-19 pandemic, the industry has faced the
challenge of meeting an increased demand for
travel while operating with fewer employees.
Across the commercial aviation landscape, including
in the ground handling sector, members of the workforce
were furloughed or laid off in order for companies to survive
the impacts of global lockdowns. But as flight traffic
increases and ground handling jobs have become available,
people can be selective about the job or career they choose,
as many other industries are competing to hire people
from the same labor pool.
The ground handling industry must continue to recruit
new members to its workforce. But as competition for new
members of the workforce intensifies, it may be even more
important to retain current employees.
I had the opportunity to speak about labor issues with
Nick Careen, IATA's senior vice president of operations,
safety and security, during the 34th IATA Ground Handling
Conference. He noted the industry must always be prepared
for some workforce turnover but added today's level
of turnover is not sustainable.
To encourage new and veteran employees, alike, to
remain engaged, Careen noted apprenticeship programs
and career mapping could be valuable tools.
" This industry is known for being able to move within
it - probably better than any other industry that exists, "
Careen said, who began his own career in the industry as a
crew scheduler.
" Being able to illustrate that that's possible would also be
very attractive to bring in more talent. "
A lack of standards from one location to another could
be a detriment to employee retention. However, Careen
4 || Ground Support Worldwide || June/July 2022
pointed to the concept of standardized training programs
and training passports as a solution. He explained this idea
would allow for someone to train in one location and then
take their credentials with them, and have those certifications
be recognized in any other location in the world.
" It would be able to illustrate the ability of movement of
the workforce because there's quite a bit of movement in
this industry in terms of that, especially on the frontline
and the ground operations area, " Careen said. " So having
those credentials that travel with you, in a standardized
training approach, will definitely help in the future in
terms of allowing for better retention. "
The technological advances taking place within the
ground handling industry may also be crucial to employee
retention.
As the industry becomes more automated and continues
to rely on technology, people with new interests could find
their way to ground handling.
" It's not just about throwing bags, " Careen said, adding
the industry needs to demystify the role ground handlers
serve and clearly demonstrate the direction the industry is
headed in regard to technology.
As ground handling leaders look for ways to standardize
the industry and find solutions for employee retention,
individual organizations must continue to be innovative
and find creative ways to keep employees happy in their
roles and interested in staying.
Has your business found success in retaining skilled
personnel? What methods have you utilize to improve
employee retention?
I welcome your input and feedback on the topic. Email
me at josh@AviationPros.com.
junejuly2022

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