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Next-generation laundry employee evolution July 2024 • Volume 50, Number 07
The Newspaper of Record for Laundry & Linen Management
1974 - 2024
A look at the positions available and skills laundry employees will need in the future
(Photo: © sdecoret/Depositphotos)
BY MATT POE, EDITOR
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aundry technology constantly evolves, from the hardware to the software and beyond. It used to be productivity was measured on a clipboard. Today, washers and dryers communicate via Wi-Fi, and adjustments can be made on a touch screen or even remotely. And who would have thought the term artificial intelligence (AI) would become part of the industrial laundry lexicon? This constantly changing technology
means changes to the jobs available for laundry employees and the skills required in the future. “We may see robotics taking a role in areas like sorting soil and folding with managers/supervisors relying even more on skills relating to equipment technology for measuring productivity, etc.,” says Sally Mazzola, senior human resources vice president for Core Linen Services. “We may also see a need for technical engineers with not only mechanical and electronic experience, but software experience, as well.” While touring some European plants, Umesh Vendargon, COO of Core Linen Services, witnessed increased automation and less heavy lifting/pulling, which leads to a reduction in injuries and claims. “With the introduction of robotics, employees may see a shift in their job roles,” he says. “They may need to adapt to working alongside robots, monitoring their performance and handling any technical issues that arise. “Employees will require training to operate and maintain the robotic systems effectively, learning new technical skills related to robotics, such as programming or troubleshooting.”
EVOLVING TECHNOLOGY
Automation has a lot of benefits, and it creates many issues, says Deana Griffin, president of The Griffin Group and a member of the American Laundry News editorial advisory board. “Automation is ideal for tasks that are redundant and require repetitive motions,” she says. “On the other hand, AI isn’t the cure for jobs that require critical thinking, flexibility, reasoning and other soft skills. “Automation, artificial intelligence and robots are tools to increase production rate,
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if humans manage well, rather than replace employees with years of experience.” Automation defined in a larger scope is the reliance on technology, which removes the formerly required role of human labor, Griffin shares. This would include the deployment of AI and robots because companies switch to automation for higher efficiency and quality, plus lower costs. This will help employees to enjoy more things about their jobs and satisfaction in their lives. “In all industries, everyone is replaceable,” says Griffin. “Manual workers would need to educate themselves with automation before they could be replaced. “The biggest concerns with automation and artificial intelligence are safety and effectiveness of the tools. The most controversial problem is the elimination of jobs.” It is like an electric car with its innovative design and technology—it still has to have human oversight, Griffin points out. Automated systems will still have the human component for oversight. “What happened to the maids when the automatic washer and dryer were invented?” she says. “We did more laundry and bought more clothes. Reducing manual labor through automation is nothing new. “Robots have been around for decades and there will always be a need for manual labor jobs because they cannot do everything.” Karl Fillip II, CEO of NOVO Health Services, says most new technologies have focused on ergonomics, efficiency and safety. “Much of our focus in terms of new technology is on providing a great working environment for our team,” he shares. “That involves ensuring we do everything we can to maintain the safest work envi-
See NexGen on Page 6
LATE NEWS Goodwill closing Milwaukee laundry operation MILWAUKEE — Goodwill Industries of Southeastern Wisconsin and Metropolitan Chicago will be closing its commercial laundry business here effective Aug. 3. The organization filed a facility closure/WARN (Worker Adjustment and Retraining Notification) Act notice on June 4. “We have taken a thorough approach to get to this point and we are confident that although it is not ideal, we have made the right decision for Goodwill Industries of Southeastern Wisconsin and Metropolitan Chicago,” the organization says in a prepared statement. “We remain committed to our employees during this transition and ensuring people are supported through the closure of the business.” A total of 136 employees will be affected by the closure. Goodwill Industries of Southeastern Wisconsin and Metropolitan Chicago shares that it is putting resources in place to help employees connect to new opportunities and maintain employment. It will provide support services and guidance, including one-on-one counseling, resume and skill set review, and internal application consultations to discuss job opportunities at Goodwill and with Goodwill partners. Also, the organization is joining with external partners to help employees secure new employment opportunities.
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