by Fronetics | Feb 1, 2016 | Blog, Strategy, Supply Chain
Reverse logistics presents unique challenges and opportunities. To meet these challenges and take advantage of these opportunities, companies need to be both prepared and flexible.
Ikea, a company known for innovation, is facing the enigma of reverse logistics head on. As part of the company’s sustainability strategy, Ikea is challenging the perception that its products are disposable by creating opportunities to recycle and reuse products.
In a recent interview with Fast Company, Chief Sustainability Officer Steve Howard outlined several of the company’s initiatives. They include programs that allow consumers to return plastics, batteries, furniture, compact fluorescent light bulbs, mattress, and textiles to the store. These items are then sold “as-is” or recycled.
These programs have proven successful. For example, in just a few months, over 6 tons of batteries were collected in Moscow, and 25 tons of used textiles were collected in Norwegian stores last year.
Ikea is looking at other ways it can provide end-to-end supply chain solutions. One idea is to take returned products and recycle them into other products. In his interview with Fast Company, Howard shares: “We would basically be taking old bookshelves, old furniture, or an old door that’s finished its first life and sending it into new products. You’ll have a kitchen that used to be a bookshelf, without seeing any visible difference in them. It’s not a revolution, but you have to actually fundamentally change your supply chain to do that.”
Ikea has recognized that old, broken, and unwanted products are an opportunity. Through these innovative reverse logistics initiatives, Ikea is not only acting in a more sustainable manner and reducing the company’s environmental footprint, it is also increasing engagement with consumers and creating positive economic opportunities for the company.
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by Fronetics | Jan 28, 2016 | Blog, Logistics, Supply Chain
Fronetics names the best of the best blogs in the logistics and supply chain industries.
The logistics and supply chain industries are catching on to how successful a blog can be as part of an inbound marketing strategy. Companies are creating content that not only fuels conversation about industry best practices, trends, and issues, but also helps drive business to their websites.
Fronetics Strategic Advisors conducted a survey in January 2016 to determine the top logistics and supply chain blogs in the industry. Here are the results:
Dallas, TX-based Transplace is a 3PL and technology provider serving manufacturers, retailers, and consumer and chemical packaged goods companies. Logistically Speaking is the company’s thought leadership blog. It tells “the latest and the greatest supply chain and transportation stories” through Infographics, interviews with logistics executives, and informative articles offering information and advice.
Readers love: the weekly “TIP list,” or Transportation Industry’s Progression, which curates a short list of articles concerning trending topics and advancements in the industry
Transplace’s CEO Tom Sanderson shares information, opinions, and analysis of factors affecting the supply chain — including company economic data, freight transportation regulation and legislation, and carrier and 3PL financial performance. The blog is rich with charts and graphs that offer big-picture insight on what’s going within the industry.
Readers love: Sanderson’s no-nonsense breakdown of the most pressing issues facing the supply chain
Jennifer Cortez, Director, Marketing Communications, is thrilled with Transplace being recognized by Fronetics and the industry:
“We are thrilled to be recognized as the top logistics and supply chain blogs in 2015. At Transplace, we pride ourselves on providing timely and relevant content to our customers and the industry. Our goal this year is to further connect Transplace and our thought leaders with emerging industry trends.”
Procurious is a UK-based online business network with news, education, discussion forums, and events for procurement and supply chain professionals. The blog goes beyond industry insights — it’s a savvy guide to career advancement and skill development. Articles are written for the modern-day professional, in sync with Procurious’s forward-thinking brand.
Readers love: original series like Life & Style and #firstmovers, which cover interesting, relevant topics in the procurement world.
Thank you to all who took our survey to find the top logistics and supply chain blogs!
Fronetics Strategic Advisors is a management consulting firm with a focus on inbound marketing. We create and execute successful strategies for growth and value creation. Unlike other firms, our approach is data driven. We know ROI is important, so we track and measure results to drive success. Read about our approach to inbound marketing, or get in touch.
by Fronetics | Jan 27, 2016 | Blog, Leadership, Marketing, Social Media, Strategy
Should employers be monitoring or censoring employees’ social media?
Censorship is always a hot-button issue, and, when combined with social media, things can heat up even more. The topic is debated in law school classrooms, at dinner parties, and in courtrooms. What should be shared and written on social media? Should companies censor what their employees post?
The waters still seem murky. Many companies don’t have policies around social media, but, with over 70% of online adults using Facebook, and the Internet-crazed Millennial generation now outnumbering Baby Boomers, they should look into putting some guidelines and policies into place.
Who’s Digging?
Many companies, up to 60%, now research candidates according to Career Builder. Up to 48% of companies who have researched candidates have found reasons not to hire them. According to the site, reasons range from provocative photos, references to drug or alcohol use, badmouthing a former employer or colleague, poor communication skills, and discriminatory comments.
Source: Career Builder
A New Generation
Although the retiring workforce does use the Internet (46% of those 65+, and 65% of those between ages 50-64), their numbers cannot compare to users in the younger, upcoming workforce (90% of those between 18-29).
The Millennial generation was born and raised in the digital age. Many of them have never heard of the Dewey Decimal System or know a life before cell phones. Their digital devices, and the Internet, have been their best way to research and connect. They are accustomed to throwing political views, photos, and personal experiences — good or bad — out into the cyber world. Many have already had the experience of poster’s regret, which might have taught them a lesson, but may also have blunted the idea of permanent mistakes. If one can delete a post and apologize, why not post away and worry later?
To Monitor or Not Monitor, That is the Question
Thinking carefully about what your expectations are of employees, and addressing those expectations in writing, is an important step to consider.
We assume that most employees know they shouldn’t post anything that damages the reputation of the company, its products, and employees, but it may be best not to assume. A case study in a recent Harvard Business Review provides a perfect example of what can happen if policies aren’t put into place.
In his Time piece, “Why Monitoring Employees’ Social Media is a Bad Idea,” author S. Kumar argues that while monitoring candidates might make sense, monitoring current employees breeds a suffocating and intrusive atmosphere:
“By allowing workers to live their personal lives without intrusion, smart businesses can make a powerful statement; namely, that they accept them for who they are, treasure their professional contributions to the company, and want them to be happy and fulfilled outside as well as inside the office. This, in turn, would inspire loyalty and boost productivity in the workforce, and make those companies more profitable.”
However you feel about the topic of monitoring, and even censoring, it’s important to be clear with employees about expectations. A general statement about employee behavior and representation of the company might be enough to instill deeper forethought when employees post, comment, and like.
Do you monitor your employees’ social media accounts? Do you have a policy in place that covers personal social media activity?
by Fronetics | Jan 26, 2016 | Blog
Employees are much more than people you employ — they can be your best brand ambassadors.
A friend shared a story recently. He was chatting with a woman at a party years ago. While they were exchanging pleasantries and engaging in small talk, he asked where she worked. She told him that she worked for a certain bank, which happened to be his bank. He felt valued by the company and loyal to it, as it was where he opened his very first bank account when he was just starting college. When he cheerily told her that he was a customer, she promptly and dryly responded, “Oh, have we ripped you off yet?”
Soon after he changed banks.
Some companies are overlooking their greatest marketing tool: their employees. That woman made a big impression on my friend and actually effected change. Though not the ideal outcome and desired action that the bank would have wanted, it illustrates an interesting point. According to the 2013 Edelman Trust Barometer, “employees rank higher in public trust than a firm’s PR department, CEO, or founder. 41% of us believe that employees are the most credible source of information regarding their business.”
Employee influence is huge. They can be, in fact, your most influential brand ambassadors.
The hope is, of course, that employees share the positive aspects of the business and become vocal champions, providing current and potential customers an interesting perspective that can’t be found in traditional ads and other marketing tools. Employees as assets, not people who punch in, work, and punch out. They can represent and reflect the best aspects of a company.
How can companies introduce and integrate this concept of brand ambassadors into their practices?
Communication
To grow a culture of brand ambassadors, it’s critical to communicate your vision, repeatedly, to your employees, your consumers, and the general public. It’s no longer a question of whether employees will share their experiences about working at your company, but rather whether they’re saying the things you’d prefer them to say.
By companies posting positive stories on Facebook and Twitter, employees can then share those inspiring posts in their own circles. One “I love working here!” post can deeply influence potential consumers. It may be the best marketing power out there.
When a company has a mishap, it’s easy fodder for conversation, but it won’t be the focus of loyal employees, who can redirect the attention to something more positive.
Choose a leader
Choose an employee who can act as a community organizer amongst peers. The leader should be: well-liked, diplomatic, encouraging, responsible, collaborative, and reliable. This is not someone who is demanding and barks orders, but someone who understands the nuances (think: your go-to star who possesses tact and grace).
The leader has many roles, least of which is a guide and role model. She can coach others on best practices and responsible strategies, suggest and review social media content, brainstorm new storylines to promote the company’s message. Sometimes, a simple reminder to update LinkedIn or suggestion to write an article about a positive aspect of the business can get the ball rolling and create regular posting habits.
Remember that the people who work for you are much more than hired help, much more than people you employ. They’re talent. Allow them the opportunity to stretch and use their talent to showcase your brand in new ways. Brand ambassador is not a bad title!
by Fronetics | Jan 25, 2016 | Blog, Manufacturing & Distribution, Strategy, Supply Chain, Talent
We know that diversity in the workplace has value beyond enriching company culture. A McKinsey & Company report found that diverse companies financially outperform companies that are not diverse by 15%. And in terms of gender diversity, specifically, research shows that when women are in positions of leadership, companies perform better — much better.
Data shows that gender equality has improved in recent decades, such as the 15% increase of women working full time in the workforce since 1979. But there is still much progress to be made. As a recent UN Working Group mission to the US to explore discrimination against women found: “In the US, women fall behind international standards as regards [to] their public and political representation, their economic and social rights, and their health and safety protections.”
Women in manufacturing and the supply chain
We see that women in manufacturing and the supply chain haven’t been faring as well as their counterparts in other sectors. The number of women working in manufacturing is the lowest it has been since 1971. In the supply chain, men hold between 70-80% of the jobs, and we see even more disparity at the higher levels — only 5% of women hold Fortune 500 supply chain top-level positions.
Beth Ford, executive vice president and chief supply chain and operations officer at Land O’Lakes, sees the positive in these numbers: “The representation of women in this area is not where it needs to be. At the same time, it could be viewed as tremendously exciting. The opportunities are there for women.”
Where opportunity lies
So what can be done to make changes that will benefit everyone, and the bottom line?
According to a Fronetics Strategic Advisors report on women in the supply chain, “it has been put forth that women are better suited for roles in supply chain management than men. Research conducted by SCM World found that the majority of men (63%) and women (75%) believe that the natural skill sets of women differ from those of men and that these differences are advantageous for supply chain management.”
One of the biggest ways is diversify entry into the profession and a pathway to leadership. The typical trajectory to the top roles in the supply chain starts on the shop floor. These jobs tend to be more male-dominated trade work. For the supply chain to seek new talent, especially women, they must look beyond their four walls.
Since there is a lack of talent being funneled into the supply chain, companies should look more closely at universities that offer supply chain management programs. Many of these programs recruit and attract women.
There are several women (and men) working in the supply chain who are cheering for other women to join. According to an interview with Bravo Solution VP Mickey North Rizza, “While business has traditionally been a man’s world, more and more women are now in businesses. Most women by nature have been relationship-builders. They encourage, collaborate and innovate with others for the best outcome. It is only natural that these tendencies gravitate to the business world, and most importantly into supply chain.”
by Fronetics | Jan 21, 2016 | Blog, Marketing, Social Media
The LinkedIn Mobile App can help you grow your marketing program from the comfort of your phone.
Increasingly people are on the move, and smart phones are on the rise. In 2015, 64% of adults had a smartphone, up from 35% in 2011. Worldwide there are 3.7 billion unique mobile users. Those numbers are growing rapidly.
With the rise of mobile access and technology, people use phones in many of the same ways they use computers. You can scan, email, write, research, talk, bank, and — thanks to the LinkedIn Mobile App — apply for jobs, post articles, communicate, and engage with peers.
LinkedIn believes the app is “a faster way to tap into your professional world. Get news and info that matter for your professional day, a daily brief on what’s happening in your network, and a quick way to reach out and keep in touch.” Sounds good for those of us who rely heavily and increasingly on our phones.
Here are some ways in which you should be using the LinkedIn Mobile App to help your marketing efforts:
1. Update
A cornerstone of inbound marketing, writing updates and engaging daily (or hourly) with connections is important. Within an update you can include text, links, and photos and mention other LinkedIn members. You can also choose to share your update with your entire LinkedIn network and/or first-degree connections and/or your Twitter feed.
2. See who’s looking
Discover who has viewed, liked, or commented on your profile and content. The app lets you reply directly if you’d like.
3. Engage
Keep up with your network by finding, commenting, liking, and sharing. Repeatedly, we hear of the importance of engaging with connections and truly trying to value their posts, especially before sharing your own agenda.
4. Edit your profile
Notice a mistake on your company profile? Make an immediate change, even without your computer. Maybe you’re at a business meeting or out to dinner, and you notice that something hasn’t been updated on your company profile. You can fix it immediately.
5. Send & receive messages
This is a staple, and one that is critical. Again, if you’re at a business meeting, at a conference, or just without your computer and you need quick access to someone who you don’t have in your smartphone address book, you can find them and contact them through the LinkedIn Mobile App.
You can also access Lynda.com to watch tutorials and get training, get daily updates from LinkedIn Pulse, use LinkedIn Lookup to find connections, and use LinkedIn SlideShare to access over 18 million tutorials, infographics, and professionals.
There’s no need to cease connecting or marketing when you’re without your computer. The newly updated LinkedIn Mobile App can help you get the job done efficiently.
