by Elizabeth Hines | Dec 1, 2016 | Blog, Logistics, Strategy, Supply Chain
Consumer expectations of expedited, free shipping come at a cost to e-commerce businesses — but is it worth it?
The race to deliver orders at an ever-increasing pace — free of charge — is raising the stakes for shippers and retailers. Everything from the size of packaging to the selection of the right carrier has to be examined to prevent e-commerce ventures from becoming financially unviable.
While Amazon, the uncontested super power of e-commerce, has been known to rack up big losses to gain market share, smaller players are battling to meet consumer expectations of two-day, next-day, or even same-day delivery. The Amazon effect also means consumers are less willing to pay anything at all for shipping.
As free shipping is becoming a prerequisite for building customer loyalty, retailers know that charging even a minimal amount to deliver the product can break the deal. If the cost of shipping is perceived to be excessive, 63% of consumers surveyed by Jupiter Media Metrix will cancel the purchase.
In addition, consumers have grown accustomed to adding on smaller items to qualify for free shipping. But those items — one-ounce face creams, eye shadow, ear plugs — frequently arrive at their destination at significant cost. Jupiter found, for example, 45% of companies lose money on shipping.
Shippers also pay the price as small items do not necessarily come packaged in small boxes, consuming valuable space at a time when U.S. trucking tonnage is at record highs. FedEx and UPS both made headlines early last year when they, despite low fuel prices, raised shipping rates, partly as a result of dimensional weight pricing.
Now standard industry practice, dimensional weight pricing is estimated to have increased parcel shipping costs by as much as 20%, an additional expense ultimately passed on to consumers as well as small business owners. And with e-commerce forecast to grow from $392 billion this year to $491 billion in 2018, according to eMarketer Projections, demand will remain high at the same time as the shortage of drivers appears to have no real solution.
Pressure is likely to mount further as Amazon seems to be preparing to launch its own global package-delivery service that could rival those of competitors such as UPS and FedEx. With space on pallets a hot commodity, Amazon kicked off the year by adding thousands of trailers to its fleet, which is transported by third-party carriers. The online giant also hopes to build its own U.S. cargo operations to guard itself against delivery delays that affected some shoppers this past holiday season.
So what is the small business owner with a burgeoning e-commerce business to do?
Since it may be nearly impossible to rival the speed of Amazon Prime, focusing on keeping shipping costs to a minimum should pay off, advise several experts interviewed by Entrepreneur.
Steve Strauss, author and founder of www.smallbiz.com, a small-business consulting site, recommends businesses offer at least one express service and one standard service. “In this competitive environment where there’s very little customer loyalty, things like shipping matters. Look at it this way: If you don’t have a store location, you’re saving on rent and employees. Eat the shipping. It’s a small cost to you, and customers will respond,” he said.
What do you think is the key to staying competitive in the e-commerce space?
This post originally appeared on EBN online.
Related posts:
by Elizabeth Hines | Nov 23, 2016 | Blog, Strategy, Supply Chain, Warehousing & Materials Handling
The evolution of driverless robotic vehicles continues unabated. But what will it take for them to overtake certain warehouse tasks?
A lucky few have already experienced it — the thrill of taking their hands off the steering wheel and letting the car take care of the driving. As a reporter from the Guardian rode in the driver’s seat of a multi-million euro research vehicle “Jack” by Audi on the autobahn, she observed it carried out maneuvers so smoothly “it felt like the car was participating in a courtly dance with others on the road.”
Despite such glowing reviews and the unabated evolution of driverless vehicles, Jack and many its counterparts will not be available for mass consumption for another decade or so.
AGVs and today’s warehouse
In the world of material handling, the notion of driverless has been around for 60 years since the first Automated Guided Vehicle (AGV) appeared in a grocery warehouse. High-tech warehouse operations are already used to the sight of AGVs performing tasks, such as the vertical storage and retrieval of pallets and the loading and unloading of pallets onto outbound trailers.
Driverless robotic vehicles, on the other hand, have generally been assigned to low complexity and repetitive horizontal movement of materials, as well as assisted order picking that involves a high degree of machine and human interaction. Although it may sometimes sound as if driverless vehicles are about to phase out forklift drivers altogether, Toyota Material Handling, which has developed an Autopilot AGV driverless forklift range, notes in a blog post that “there is still value in human operators in an automated warehouse. Human operators are far more capable of identifying issues in the immediate environment and any problems with picking orders. The role of the human operator in an automated warehouse will be more dynamic and varied as the ‘grunt work’ is now tasked to the automated system.”
This argument echoes the challenge that makers of driverless automobiles have expressed: In order for the technology to reach the next level of effectiveness, it has to assume “human” qualities. While the driverless car comes to a complete stop at the sight of a yellow light, the human driver is more likely to speed up to beat the red light, a fact that has been blamed for a number of collisions during testing of a Google autonomous vehicle prototype.
The potential of driverless vehicles
That being said, driverless robotic vehicles hold enormous potential. In an interesting webcast on DC Velocity — which addresses the technology’s role in distribution operations that include horizontal transport and full-case picking applications — two experts tout ROI and productivity gains.
DC Velocity Senior Editor David Maloney and Marc Wulfraat, president of global supply chain and logistics consulting firm MWPVL International, estimate a three-year ROI is possible and that 20-25% productivity gains for order picking are realistic, as long as certain obstacles are overcome. For example, old legacy applications rarely integrate well with newer real-time technologies. If the two are forced together, it may happen at the expense of speedy processes, thus negating the effect of why the driverless technology was introduced in the first place.
Maloney and Wulfraat explain: “In high-density full-case picking environments (e.g., grocery distribution), an order selector can pick 175 – 200 cases/hr or one case every 18 – 20 seconds. If a 5-second delay due to system latency is introduced, then this would result in a major decrease (19 – 24%) in order selection productivity to 141 – 157 cases/hr. In a facility shipping 1 million cases/week with labor cost of $23/hour fully loaded, this would add around $1.6 M of warehouse labor expense to the operation. Clearly, this type of technology cannot add any system latency, which suppliers are working hard to guarantee.”
Another challenge arises when multiple vehicles have to pass within the same operating aisle. Considering the minimum clearance that it takes for a robotic vehicle to pass another without safety sensors bringing it to a halt could pose a problem in distribution centers with narrow aisle widths.
Still, in the big scheme such challenges pale in comparison to how far the technology has already come. When it comes to automating the horizontal transfer of products in a warehouse or distribution center, driverless robotic vehicles are undoubtedly the answer.
What do you consider to be the main challenges to full-scale adoption of driverless robotic vehicles in the warehouse or DC?
This article originally appeared on EBN Online.
Related posts:
by Elizabeth Hines | Sep 14, 2016 | Blog, Strategy, Supply Chain
If your customer experiences a break in service due to your company’s mistake, use this three-step approach to help save the relationship.
It can happen to good companies: Your organization makes a “relationship-defining” mistake with a new customer or, even worse, one of your best customers. How do you handle it?
On a recent client engagement where we were retained to increase sales force effectiveness, we got to see firsthand our client’s company reaction to an operational mistake in one of their aftermarket spare-parts service engagements. It wasn’t pretty.
Once the service break came to light, their first reaction was to go into “denial mode,” as they disputed the customer claim. After that didn’t work, they moved on to “shirk mode,” where they cited other factors that may have caused them to miss their service obligations. Lastly they entered “apology mode,” where they went overboard apologizing profusely instead of solving the problem in the first place. At that point, it got pretty ugly with their longstanding client.
What could they have done differently to remedy the situation and save the customer relationship? This is the advice I give my clients. It’s a pretty simple three-step formula that everyone in your organization should follow when there is a service disconnect of any proportion.
1) Get to the heart of the matter immediately.
Don’t look for back doors or contributors to help share the blame. If you make a mistake, own it outright and clearly. Don’t be wishy-washy. Be strong in your admission and stronger in your statements of reparation.
2) Contain and problem-solve.
Put your company’s energy here instead of trying to distance yourself from the problem. It will show your customer that your organization has core values and that your intent is to limit their exposure. Then fix the service break. You don’t need to be superheroes here. Be focused, listen, and act decisively.
3) Map the path to long-term resolution.
After the smoke has cleared and tempers have subsided, reaffirm your company’s commitment to your customer. Reiterate the steps you took to solve the problem — both the short-term fixes, as well as how you’ll ensure that the issue will not reoccur in the future. Very important: do it in writing. Conversations fade, as well as memories. Everyone will remember the pain of the service issue — make sure they remember the short-term and longer-term solution. One note of caution here: This is not the time to be patting yourself on the back. You screwed up, but you made it right. That’s why your customer chose you in the first place.
Customers don’t like mistakes, and they have a bigger dislike for mistakes that come with a lack of ownership and path to resolution. Follow these simple steps above to keep more customers for the long term.
Related posts:
by Elizabeth Hines | Sep 12, 2016 | Blog, Logistics, Strategy, Supply Chain, Talent
Today’s hiring managers in the supply chain face a number of challenges, so making the right hire is more difficult, and more important, than ever.
Finding the right person for a job opening is essential. Hiring the wrong candidate can be costly, not only in terms of team morale and productivity, but financially as well. The U.S. Department of Labor estimates the average cost of a bad hiring decision to be as much as 30% of an individual’s first-year potential earnings. That means a single bad hire with an annual income of $50,000 can equal a potential $15,000 loss for a company.
Given the demand for supply chain talent, the dearth of experienced talent, and an increasing number of newly graduated talent entering the job market, how do you make sure you extend an offer to the right person? Here are a few tips on hiring the right supply chain employee.
Look within the company
Is there someone within your organization who would thrive in a new role — even if the role is outside of their current field?
Look across the industry
Look at your competitors’ employees and identify individuals who are a good match to your company and the role.
Look outside the industry
A talented professional from outside the industry could provide fresh ideas and insight that would greatly benefit your company. Look for someone with transferrable skills and a willingness to learn a new industry.
Work with colleges and universities
Develop a relationship with colleges and universities. Work with the schools to identify upcoming or recent graduates who are/were stars. Another option is to establish an internship program with a school.
Work with a strategic advisory firm
Working with a strategic advisory firm is an option, as well. This type of partnership, such as the ones I build with our clients, can make identifying the right talent for the right position easier. An advisory firm often has the pulse on where the most talented people are in the supply chain and logistics industries. The firm can launch a successful candidate-search process, get new hires up and running, and help retain talent for the long run.
Be creative and have vision
Throughout the hiring process remember that creativity and vision are key.
Offer an out
Zappos pays new employees to quit. You read that right: The company pays new employees to quit their jobs. Once new employees have completed a 4-week training program, they can choose to remain with the company or quit. If they choose the latter, they walk out the door with a $4,000 bonus. Offering such an out may seem crazy. But the reality is that when unhappy employees leave the company within their first four weeks of employment, the financial implications are much, much lower than the cost of unhappy employees who are likely to be uninspired at work and quit in less than a year.
Related posts:
by Elizabeth Hines | Sep 8, 2016 | Blog, Leadership, Strategy
Stop wasting your team’s time by implementing these tips for running more effective meetings.
Let’s face it: Meetings can suck. A poorly planned and executed meeting is a waste of time and money, and it can be demoralizing. Meetings shouldn’t be like this. Here are nine tips on how to plan and how to run an effective meeting.
1. Define purpose
Every meeting should have a purpose. Meetings are often set up to happen on a recurring basis. The reality is that many times these meetings take place solely because they are in our calendars. If there is no reason to hold the weekly meeting this Wednesday, cancel it.
2. Focus
Have a clearly defined, singular focus. This keeps the meeting on track. If a meeting has more than one focus, it is likely that one issue will be covered in far greater detail than the other, that the meeting will get off track, and/or none of the issues will be adequately addressed.
3. Prepare
Do your homework. Prior to every meeting, make sure you have read anything you should have read, and that you have completed any tasks that you should have completed. Additionally, know the lay of the land. For example, if the meeting is about the company budget and your employees are anxious over budget cuts, be prepared to address your employees’ anxieties.
4. Invite
It sounds simple but bears repeating: Invite those who should attend, and do not invite people who should not be there. For example, if the focus of the meeting is sales, make sure you invite the sales team. Or, if the focus of the meeting is the performance of your HR team, don’t invite your research and development team.
5. Leverage technology
Technology abounds, and you should utilize it. Getting everyone in the same room is no longer necessary. Take advantage of technology such as Speek, Skype, and GoToMeeting.
6. Communicate
An effective meeting is not a place for you to download or transfer information. If you present information in a manner that speaks to attendees, you will motivate your employees and create buy-in. (The Heart of Change, by Jon Kotter and Dan Cohen, is a great resource on effective communication.)
7. Time management
Create an agenda and stick to it. Start the meeting on time, and end the meeting on time. A meeting that is scheduled for 10:00-11:00 should not run from 10:15 to 11:15. Furthermore, if a meeting is scheduled for 1 hour, the meeting should last one hour or less. There is no need to try and fill the last 15 minutes if the agenda has been covered.
8. Facilitate
A meeting needs a leader. If it is your meeting, lead it. Leading does not mean speaking at people for an hour; instead it means facilitating the agenda. If an important but off-topic issue is raised during the meeting, don’t allow the meeting to go off on a tangent. Instead, acknowledge the importance of the issue and establish a time to address the particular issue. Handled correctly, your employees will not view this as blowing off their input, but rather they will value the fact that you will allot the necessary time to the issue.
Facilitating the meeting also means not allowing one person to monopolize the meeting. Give everyone the opportunity to provide input, and speak up if the agenda is being hijacked.
9. Action
At the end of the meeting review the action items. Make sure the right people are in charge of each item, that they know what they need to do, and that they know when the task needs to be completed.
Related posts:
