Making the Warehouse a Better Place to Work
•February 17, 2026
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Why It Matters
Retention and productivity hinge on combining technology with human‑focused development, making warehouses more attractive workplaces and sustaining supply‑chain efficiency.
Key Takeaways
- •Automation eases physical strain but doesn't solve retention.
- •Career development drives worker loyalty and performance.
- •Training on new tech signals employer investment.
- •2026 hiring surge: 92% managers adding staff.
- •Problem‑solving and communication top candidate traits.
Pulse Analysis
The buzz around warehouse robotics often eclipses a crucial reality: machines improve efficiency, but they don’t replace the human element that keeps operations running smoothly. Handheld pickers, autonomous trucks, and dock‑side robots reduce physical strain and boost throughput, yet companies that rely solely on these tools risk high turnover when workers feel undervalued. A balanced approach that pairs automation with thoughtful workplace design creates a safer environment, but it’s the investment in people that truly differentiates successful logistics firms.
Investing in employee development has become a strategic imperative. Honeywell’s global marketing leader, Matt Sterner, notes that workers who receive training on emerging technologies stay longer because they see a clear path for advancement. Cross‑training programs that expose staff to equipment troubleshooting, system monitoring, and managerial skills not only broaden the talent pool but also foster a culture of continuous learning. When organizations embed career ladders into their automation rollout, they signal commitment, driving higher engagement and reducing the attrition rates that plague the sector.
The hiring outlook for 2026 underscores the urgency of this dual focus. Resume.org reports that 92% of hiring managers plan to expand their workforce, with most hires slated for the first quarter. Employers are seeking candidates who can quickly adapt to new tools, solve complex problems, and communicate effectively across teams. By aligning recruitment with robust training initiatives, warehouses can attract the versatile talent needed to leverage automation fully, turning the facility into a desirable place to work and a competitive advantage in the logistics market.
Making the warehouse a better place to work
As someone who covers warehousing, I receive frequent news alerts and story pitches about the many ways in which technology—particularly robotics and automation—is helping to make the warehouse a more attractive place to work by easing the physical demands of the job and boosting productivity. And those pitches make perfect sense. From handheld electronic devices that make it faster and easier for pickers to perform their duties to robots that ease the burden of manually unloading trucks on busy—and often dangerous—loading docks, the rationale for adopting warehouse automation technology is sound. Technology can make warehouse workers more productive, efficient, and safe.
Who can argue with that?
But I was reminded recently that, despite all the hype and headlines it gets, technology is not a panacea for the problems facing companies as they seek to attract and retain warehouse workers today. Robotics and automation are two pieces of a larger puzzle that includes other crucial, and very human, elements. Career growth and development are at the top of the list.
If you’ve read *DC Velocity'*s February feature story on picking systems, you understand what I mean. Technology companies, researchers, and warehouse automation specialists alike point to the value of a collaborative approach to improving the warehouse work environment. In addition to proper facility layout, task-appropriate automation, and competitive pay, ensuring that workers can grow within an organization is vital to creating an atmosphere where people want to come to work. The employee training that goes hand in hand with robotics and automation is a key part of that effort—because it helps workers grow their skills and also sends a signal that the organization is invested in its employees, as Honeywell’s Matt Sterner explained to me in an interview for the story.
“Whenever workers feel supported and feel like there’s opportunity, they tend to stay,” said Sterner, who is global customer marketing leader for transportation, logistics, and warehousing at Honeywell.
Teaching employees how to use and work alongside new technologies is an important way of investing in and developing your workforce. Cross-training workers in other tasks and functions helps, too, as does offering long-term career development opportunities, such as management training. These steps are especially crucial at a time when technology is changing the way warehouses function and creating demand for new skills—like managing, monitoring, and troubleshooting the various equipment and systems that may be in use across your facility.
The start of a new year is a great time to think about establishing those career paths and programs. And 2026 may be a pivotal time, as many companies are looking to increase their staffing levels this year. A December report from résumé-building platform Resume.org found that hiring plans are strong this year, with 92% of 1,000 hiring managers surveyed saying they plan to add staff in 2026. Most of those will do so quickly: 86% of managers surveyed said their companies plan to hire in the first quarter, with 6% saying they will do so by the end of the year.
And like the industry professionals cited in our picking systems story, the hiring managers surveyed by Resume.org—who work in a range of industries, including logistics and transportation—also agree that it takes a combination of technical and human-centered skills to succeed in today’s fast-changing workplace. The survey found that companies are looking for candidates that are able to solve problems, have the ability to learn new tools and technologies quickly, and have strong communication skills.
Helping your associates hone those skills will go a long way toward making your warehouse—as well as your corporate office and the open road—a better place to work.
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