INPUT SOFT’s Post

A while ago, we shared a post about why retention remains one of the toughest challenges in ground handling - especially for younger specialists entering the field. According to recent IATA insights, more than 60% of ground-handling organisations say they still struggle with long-term staffing shortages, and over a quarter expect further turnover in the coming year. (Airside International summary of IATA GH findings) A big part of this comes from how the work is structured. Ground handling depends on physical effort, fast decisions, and constant switching between tasks - often with limited tools and little room to recover after a busy peak. When processes are manual and information is scattered, the job becomes heavier than it needs to be. Over time, that’s what pushes people away, not the work itself. This is where technology starts to matter in a very practical way. Not as a replacement for people, but as support for the parts of the job that are hardest to manage day after day. Some examples we see across airports today: - Automated and semi-autonomous GSE reducing heavy manual movement on the ramp and limiting time spent in high-risk areas. - Smarter planning and allocation tools helping teams avoid constant last-minute reshuffling and giving clearer visibility of workloads. - Digital training and competency systems offering more structured development, which is especially valuable for younger staff who want a clear growth path. These changes don’t simplify aviation — the work will always be fast and collaborative. What they do is make daily operations more predictable and less physically draining, which makes the job easier to commit to in the long run. Retention isn’t solved by one big shift. It’s usually shaped by dozens of small improvements that help people feel more supported in their day-to-day work. And when those improvements add up, teams tend to stay longer — and perform better.