The Warehouse Group

One area that could be improved is training and onboarding, which can vary quite a bit between teams. With the demands on team members and the volume of work, there have been times where I have felt like I was thrown into the deep end. In some ways, I have actually enjoyed this as it has pushed me to learn quickly and become more independent. It has also given me a lot of room to figure things out for myself - whether that is learning through exploring the systems, working through people's issues in my own way, or taking accountability for researching, learning and finding solutions as I go. This has built a strong sense of independence and ownership in me. However, there have also been occasions where I have had to figure things out largely on my own, with an expectation that I already understood certain processes or systems. At times, this has been made more difficult by a lack of clear communication around who is responsible for training on different aspects of the role. A clearer onboarding structure, with defined training responsibilities and expectations, would make the transition into new roles much smoother while still allowing people the independence to learn and take ownership.

Training programmes are not completely formal, but in my personal experience colleagues are very helpful and open to questions. You are expected to be proactive, ask questions and figure out parts of your role yourself - but even managers are very open to catchups and questions. During my time here, there have also been quite a few series of online training workshops for systems, which has been helpful.

We will have cv and other skills workshops to aid us.

They went above and beyond, offering me opportunities to train in fields that my role did not require for the sake of my future advancement.

Most of my relevant learning has been through conversation and experience. This being in meetings or one-on-one conversations with people in my department.