The Benefits of Managed Workforce Solutions in Warehousing

Warehousing isn’t getting any easier. Labour shortages. Rising costs. Shifting demand. And customers who expect everything on time, every time.

The pressure is constant and it’s reshaping how warehouses think about their people. For many, the answer is clear: managed workforce solutions.

Let’s unpack how these solutions work, why they’re changing the game and what it means for the future of warehousing.

Navigating Today’s Warehousing Workforce Landscape

Labour shortages and growing demand

Right now, few challenges hit harder than not having enough skilled workers.

In 2024, Jobs and Skills Australia found that 33% of assessed occupations were facing worker shortfalls and warehousing is right in the thick of it. A tightening labour market means attracting and keeping skilled people is tougher than ever.

As John Moloney, NSW State Manager at National Workforce, explains:

“One of the many challenges our warehousing clients are facing right now is the attraction and retention of quality candidates, especially in higher-skill roles like experienced high-reach and LO operators.”

When these shortages hit, turnover climbs, teams burn out and the gap between operational needs and workforce capacity widens. The risks? Safety incidents, unhappy clients and shrinking margins.

Why workforce solutions matter now more than ever

An under-resourced team can’t deliver at its best. Quality slips, pressure builds and performance becomes inconsistent.

Workforce solutions change that by replacing reactive hiring with strategic planning, blending permanent, casual and project-based roles so warehouses stay fully resourced and in control, no matter how demand shifts.

Strategic Workforce Solutions That Drive Results

Smarter hiring to reduce turnover

High turnover isn’t just a staffing headache; it’s a sign that hiring and onboarding need work.

Managed workforce solutions connect the right people to the right roles, keep a ready-to-go talent pool on hand and set new starters up for success from day one.

As John puts it:

“The companies that are seeing real success in retention are the ones that are sincere about their employee value proposition. They invest in a strong onboarding experience, offer genuine training opportunities and make their people feel like they matter.”

Bridging the skills gap

Across Australia, around 20% of workers aren’t fully proficient in their roles, and in warehousing, those gaps can show up fast. Slower pick rates, safety incidents and inconsistent quality all take their toll on operations and customer satisfaction.

Closing this gap isn’t just about ticking a training box. It’s about building the right development pathways for the roles you actually need. That might mean refresher training on safety protocols, onboarding for new equipment or cross-training staff so they can step into multiple functions when needed.

As John has seen with clients, cross-training has a double benefit:

“It gives them more flexibility on the floor and helps cover gaps when needed … it really pays off.”

The Role of Technology in Workforce and Warehousing Solutions

Automation as a support tool, not a replacement

Automation is here, but it’s not about replacing people; it’s about making their jobs safer and more efficient.

From robotic picking systems to automated rostering, technology takes care of repetitive tasks, freeing people up for higher-value work.

Forecasting needs with data and AI

In warehousing, guesswork is expensive. Too many people on shift and your costs spike. Too few and orders slip, service suffers and customers notice.

More operators are turning to real-time data and AI-powered forecasting to plan with accuracy. By tracking metrics like order volumes, pick rates, absenteeism and even seasonal customer trends, warehouses can model staffing needs weeks or months ahead.

Advanced systems go a step further, analysing historical patterns alongside live data to predict demand surges or lulls. That means instead of scrambling for last-minute hires, you’re already ahead of the curve with the right people lined up and ready to work.

As John puts it:

“It’s not just about reacting anymore, it’s about forecasting smarter.”

Building a Culture That Attracts and Retains Talent

Creating a safe and engaging workplace

Safety isn’t negotiable or just about compliance. In 2023, 200 workers lost their lives in Australian workplaces. The best leaders prioritise both physical and psychological safety, creating environments where people feel supported and respected.

“Perks aren’t everything; it’s about how people are made to feel on the job,” says John.

Strengthening your employer brand

In a competitive labour market, your employer brand can be the deciding factor for a skilled candidate choosing between you and the warehouse down the road.

A strong brand is built in everyday, clear communication from leaders, recognition of contributions, visible career pathways and a culture of respect. Formal initiatives like milestone recognition or employee-of-the-month programs can amplify this, but they need to be genuine.

As John warns:

“If you roll out these initiatives without genuine intent, people can see straight through it and it can actually do more harm than good.”

When done right, a strong employer brand reduces turnover, speeds up hiring and turns your own people into your best advocates.

Looking Ahead – Evolving Your Workforce Strategy

Monitoring performance and KPIs

A good workforce partner does more than send staff. They help track what’s working, what’s not and where to improve.

The basics like pick rates and unit costs matter, but so do workforce KPIs like turnover, absenteeism and retention. These numbers tell the story before small issues become big problems.

Adapting through feedback and insights

A workforce strategy only works if it evolves with your business. Warehousing conditions, technology and team dynamics change fast, and the smartest leaders adjust just as quickly.

The best way to stay in tune? Ask your people. Quick surveys, one-on-one chats and shift debriefs reveal what’s working, what’s slowing things down and where support is needed. It might be a small process change, extra training or simply improving communication between shifts.

Staying agile in a changing market

Market shifts are inevitable. The difference is whether you’re ready for them. With scalable staffing models, on-call talent and data-led planning, warehouses can pivot without disruption or costly mistakes. John leaves warehousing leaders with one last piece of advice:

“Treat your casual workforce with the same respect you give permanent staff. Communicate clearly, include them in the culture and give them a sense of belonging. When casuals feel like part of the team, they’re more engaged, and that leads to a stronger, more stable workforce overall.”

That’s how you build a workforce that performs at its best, without piling more pressure on your leaders.

National Workforce delivers tailored warehousing solutions through strategic planning, workforce agility and a people-first approach.

When you need a workforce that’s ready to perform, at any scale, we’ll make it happen.