CHICAGO — Laundry 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, 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 environment possible.
“Working in a laundry presents its own challenges, and we are committed to investing in solutions that make it easier for our employees to complete work.”
“At Arway Linen, a Philadelphia-based F&B laundry with very little to no automation or technology around our process, we know that relocating to a new facility based on technology and automation will change everything for us,” says Mario Stagliano, managing partner of Arway Linen & Uniform Inc.
“Our situation may be a bit different considering we will be relocating vs. investing in a current space. In short, we believe the laundry industry is just scratching the surface of the technology that will come.
NEXT GENERATION LAUNDRY JOB MARKET
Skilled workers have always been in demand and will be more in demand than ever by the year 2030, says Griffin.
“Rather than replacing jobs, it is more about shifting roles,” she shares. “There will be fewer employees in some areas, but they will be utilized in other areas that will replace different skills and qualifications.
“Employees will be utilized in areas where they will have more of a human connection such as customer service and training departments, instead of mundane monitoring of machines.
“Automated systems and robots can perform more of the repetitive daily tasks that are programmed with a specific set of rules.”
Griffin says some of the new positions in the future may include:
- Automated product managers.
- Automation engineer, manager.
- Analytical managers.
- Project managers.
- Automation technicians.
- Internet tools manager.
- Crisis management team.
- Supply chain specialist, manager.
- Training specialist, manager.
“I don’t believe the majority of jobs in laundry operations are likely to disappear as a result of new technologies,” Fillip says.
“However, I do expect new technologies to make it easier for people to do their work and overall reduce the number of people it takes to complete various tasks within the laundry environment.”
He concurs that it’s not about new positions with new technology, but evolving positions.
“Our maintenance and engineering roles have become more demanding as the technologies we employ become more complex,” Fillip points out.
“As a result, we often have to look outside the industry to ensure we have the appropriate mix of skills needed to operate and maintain our newest equipment while investing in more ongoing training for our existing team.”
“I think there will be a big push to automate soil sorting,” Stagliano says. “I also believe sales and marketing will be streamlined a bit as well.”
How is technology affecting the sales and marketing side of the laundry industry?
He says that when Arway started in 1979, it grew like many independent operations with a sales force of three to five people “cold calling, pounding pavements.”
“We’ve been able to streamline and be more efficient where leads now come to us via digital marketing, SEO, pay-per-click campaigns and some of these different apps that are out there,” shares Stagliano.
“These apps are just so simple to use that the organization is able to pull information where you are. You’re kind of fishing where the fish are, in a sense.
“We are accomplishing more with one (salesperson) than we ever did with four.”
Stagliano says there will be a bigger demand for maintenance and engineering positions focused on computer skills vs. just turning wrenches.
Griffin stresses that automated equipment with the latest technology cannot fill all the gaps. Instead, employers need to step up their “A” game in hiring, training and making their company the best choice for employment.
“The laundry industry has a greater adoption of newer technology so that they can do more with less, which affects the number of employees and your current laundry set-up within the plants,” she shares.
“However, the purchase and installation of new equipment can be anywhere from 12 weeks to 12 months, the cost of equipment is expensive, plus we have the greatest labor shortage of skilled workers to manage the equipment.
“Laundries have implemented automated systems with a cost-benefit analysis. This integration has been very costly and has made only a few contributions to filling the labor shortages. When you make changes, it comes with new policies and processes, which require human oversight and interaction.”
Check back Thursday for the conclusion about developing future employee skills and what lies ahead for managing operations.
Have a question or comment? E-mail our editor Matt Poe at [email protected].
