As part of our continued focus on cultivating a high-performing and inclusive workplace, we recently conducted our latest employee engagement pulse survey. This regular initiative helps us better understand how our people experience their working environment and where we can make meaningful improvements.

We are pleased to report that overall employee engagement has risen once again, with positive trends emerging across several key areas. In particular, we saw improvements in how our people view leadership, their sense of purpose and growth, and the levels of recognition and wellbeing. These results reflect the steps we’ve taken in recent months to enhance communication, support professional development, and foster a culture of appreciation and trust.

We were especially encouraged by the high level of participation, with a 94% response rate—our highest to date. This exceptional level of engagement ensures that the feedback we receive is truly representative and provides a strong foundation for meaningful action.

In addition, we recently conducted a similar survey at our Chennai office in India, where we were once again delighted with the outcome. With a 97% response rate, we saw particularly strong scores in areas such as leadership, growth, purpose, and recognition. 

These findings affirm the strength of our culture across regions and the impact of our local efforts to support and engage our teams.

Following the surveys, we have already begun implementing several new initiatives:

• A Corporate Social Responsibility (CSR) Committee has been established, bringing together representatives from all our office locations. This group will help shape our sustainability and community engagement agenda, ensuring local insights inform our broader direction.
• We are developing a calendar of team-building and social activities to reinforce a sense of community, support wellbeing, and strengthen internal collaboration.
• A company-wide town hall will be held later this month to share an update on our Q1 performance, strategic focus areas, and market outlook. These regular touchpoints play a vital role in keeping our people informed, aligned, and inspired about what’s ahead.

We know that sustained engagement doesn’t happen by chance. It is the result of consistently listening to our people, acting on their insights, and creating an environment where everyone feels valued and empowered.

We remain committed to this journey and to building a workplace culture that supports both individual fulfilment and collective success.

If you, or someone you know, would like to work with a progressive colleague-focused business, please EMAIL Paul Moss a CV, with covering letter.

Last week marked the end of National Apprenticeship Week, an annual celebration of the positive impact apprenticeships have on individuals and businesses. However, while the event highlighted success stories recent figures on apprenticeship places paint a concerning picture.

According to the British International Freight Association (BIFA), apprenticeship uptake in freight forwarding has plummeted, with just 146 new apprentices enrolling in the International Freight Forwarding specialist apprenticeship in the last 12 months – the lowest number since the programme began in 2018. This follows a 27% year-on-year decline in 2023, highlighting a worrying trend in the industry’s investment in future talent.

At Metro, however, we are bucking the trend. We firmly believe that investing in people is the key to long-term success, not just for our business but for the freight and logistics sector as a whole. That’s why we are committed to developing the next generation of industry professionals through our robust apprenticeship programme.

To celebrate National Apprenticeship Week, we proudly hosted a special dinner for a selection of our staff currently undertaking apprenticeships across various business areas, including freight forwarding, HR, quality practitioner, and team leadership. Their enthusiasm, dedication, and passion for learning reflect the values we champion at Metro.

Our Learning & Development programme provides structured, high-quality training that not only enhances the careers of our apprentices but also strengthens our workforce. Apprenticeships offer a dynamic and valuable career pathway, blending hands-on experience with academic learning, and we take pride in equipping our apprentices with the skills, knowledge, and confidence they need to thrive.

By investing in apprenticeships, we are not just shaping individual careers—we are helping to secure the future of the industry. Apprentices bring fresh perspectives, new ideas, and a hunger for innovation, all of which are critical for businesses navigating today’s fast-changing logistics landscape. In return, we provide them with mentorship, resources, and opportunities to grow.

At Metro, apprenticeships are more than just training schemes; they are a crucial part of our strategy for growth, innovation, and excellence. While industry numbers may be in decline, our commitment remains strong. We are developing talent, fostering leadership, and ensuring that our employees, at all levels, have access to the best training and career development opportunities available.

Together, we are shaping the future of freight forwarding, one apprenticeship at a time.

If you, or someone you know, would like to work with a progressive colleague-focused business, please EMAIL Paul Moss a CV, with covering letter.

As part of our ongoing commitment to delivering exceptional value to our customers and fostering operational excellence, we are excited to announce a series of key leadership appointments and promotions, effective 1st January 2025.

These strategic changes will enhance our ability to serve your business with greater focus, efficiency, and innovation, ensuring that we continue to evolve in line with your needs.

Dedicated leadership to drive your success
– Grant Liddell, Chief Executive Officer (CEO): Grant will focus on steering the company’s strategic direction, fostering long-term growth, and ensuring we remain your trusted partner in an ever-changing market.

– Andrew Smith, Managing Director (MD): With a strong track record as Chief Commercial Officer, Andrew now leads our daily operational and commercial activities, ensuring a seamless service experience for our clients.

– Chris Gavin, Chief Operating Officer (COO): Chris will oversee core operations, focusing on efficiency and service enhancements across all divisions to optimise the solutions we deliver to you.

Strengthened operations for tailored solutions
– Tom Fernihough, Operations Director: Tom will oversee key automotive and industrial sectors while spearheading our expanding operations in India, delivering bespoke solutions for a major client.

– Daniel Quinney, Operations Director: A longstanding team member, Daniel will optimise performance across several core operational departments, ensuring consistent quality in every shipment we manage for you.

Focused expertise to serve your needs
– Matthew Weight, Director of Key Accounts: Matthew will lead our Key Accounts team, ensuring seamless service delivery and customised solutions for our most valued clients.

– Rachael Christensen, Trade Manager, ISC, Middle East & ANZ: Rachael will manage our ocean trades in these key regions, negotiating competitive contracts and focusing on your needs for FCL and RoRo shipments.

– Phil Morris, Airfreight Commercial Manager: Phil will enhance our airfreight procurement and pricing strategies, strengthening our commercial capabilities in this critical mode to deliver cost-effective and reliable solutions.

These appointments are designed to align our leadership team with your priorities, enabling us to provide even better service and tailored solutions as we expand globally. With this strengthened leadership, we are positioned to support your business growth more effectively and continue delivering the innovation and operational excellence you expect.

We congratulate our team members on their new roles and look forward to the enhanced value they will bring to you. Thank you for trusting us as your partner in success.

At Metro, we believe that investing in our people is essential to driving success, innovation, and engagement across the organisation. 

The aim of this initiative is to continue to grow capable, creative and expert people within the organisation that will benefit our customers through a consultative and proactive approach. We will continue to lead the market and have the latest innovation to ensure that you achieve your own goals.

As part of our People Development strategy for 2025, we are introducing three key initiatives designed to empower our employees, foster growth, and align individual contributions with our strategic objectives.

Performance management
This year, we are rolling out a new performance management system designed to provide clarity, transparency, and alignment for every employee. For the first time, every team member will have clearly defined goals that connect directly to the company’s strategic objectives. This ensures that everyone understands their role in driving Metro’s success while highlighting how their individual efforts make a difference.

The platform will celebrate achievements, recognise contributions, and identify areas for development, offering a balanced and supportive approach to performance management. Managers will also have the tools to set personalised goals tailored to individual strengths and team needs, creating a culture of continuous improvement.

This system will launch across the UK this month and expand to our India operations later in Q1, laying the foundation for greater accountability, motivation, and engagement company-wide.

Mentoring
In late 2024, we introduced a new mentoring programme, and the initial results have been overwhelmingly positive. Thirteen mentoring partnerships are already underway, fostering meaningful connections between senior professionals and talent across the business.

Mentoring is a powerful tool for growth, offering employees the chance to learn from experienced colleagues while gaining insights into the wider industry, career progression, and personal development. This programme not only enhances individual capabilities but also promotes networking, collaboration, and cross-functional learning.

As we move through 2025, the programme is set to expand, with more employees applying to join mentoring partnerships. We are excited to see this initiative continue to grow and positively impact both individuals and the organisation.

Learning management system
To further support the development of our workforce, we are launching a new Learning Management System (LMS) accessible to all staff. This flexible, on-demand platform will provide employees with the resources they need to enhance their skills, knowledge, and performance.

The LMS will include:
Internal content: Videos introducing specific areas of the business to broaden organisational understanding.
External content: Sessions on personal development skills, such as assertiveness, time management, and communication.
Management training: Targeted resources to support leadership development.
Expanding library: A growing repository of industry, technical, and personal skill topics updated throughout the year.

Employees can access this content anytime, anywhere, enabling them to fit learning into their schedules and fostering a culture of continuous improvement.

Building a stronger future together

Our People Development strategy for 2025 is designed to empower every individual to reach their full potential while driving the success of Metro as a whole.

By aligning personal growth with organisational goals, promoting mentorship, and offering flexible learning opportunities, we are building a future-ready workforce equipped to tackle the challenges and opportunities ahead.

Through performance management, mentoring, and LMS, we are not just investing in our team—we are investing in our future.

If you, or someone you know, would like to work with a progressive colleague-focused business, please EMAIL Paul Moss a CV, with covering letter.