If you manage a warehouse or distribution center in Norfolk, Chesapeake, or elsewhere along Virginia’s coast, you’re no stranger to workforce disruption. The region’s strategic advantages—proximity to the Port of Virginia, robust infrastructure, and access to major highways—also bring a unique set of labor challenges that few other U.S. markets face all at once.

In 2025, Coastal Virginia’s DCs are at a crossroads. Port volumes are rising again. Amazon continues to expand its fulfillment footprint. Military family turnover remains constant. The question isn’t just how to find people—it’s how to keep the right people long enough to build momentum.

The Reality of a Transient Labor Market

Here’s what’s fueling the workforce instability facing many Coastal Virginia DCs:

Military Turnover
With Naval Station Norfolk, Oceana, and other major installations nearby, the region sees constant population shifts. Military families relocate frequently, which often leads to short stints in hourly roles—particularly among military spouses.
Port Volume Fluctuations
The Port of Virginia continues to post strong performance numbers, with container traffic up 2% year-over-year in FY2024. That’s great for trade—but it creates unpredictable labor demand, especially when ships are delayed or rerouted.
Big-Box Competition
Amazon and other high-volume employers are expanding aggressively in the region. Their entry-level positions come with brand-name appeal and instant hiring, making it harder for small and mid-sized operators to compete—especially when wages are comparable.
Seasonal Spikes & Shrinking Pools
Many DCs ramp up dramatically during peak season. But the usual pool of seasonal labor is shrinking, and operations that rely on temp staffing are feeling the strain of no-shows, underperformance, and re-training fatigue.

Stability Isn’t About Volume—It’s About Consistency

If you’re constantly hiring, re-training, and adjusting your schedules just to stay on track, you don’t have a workforce—you have a revolving door. Coastal Virginia DCs that are thriving in this environment aren’t the ones with the biggest budgets. They’re the ones that have built resilient labor models.

Here’s how they’re doing it:

Investing in Retention from Day One
Reducing churn doesn’t start after 90 days—it starts on day one. Clear expectations, consistent onboarding, and visible leadership all contribute to higher first-week retention rates. And in operations, week one is make or break.
Tapping Into Overlooked Labor Pools
Many forward-thinking DCs are partnering with workforce specialists to find talent where others aren’t looking—second-chance hires, veterans, underemployed populations, and local communities with transportation support.
Cross-Training for Coverage and Continuity
Training team members to perform multiple roles not only increases flexibility, it also improves engagement. Cross-trained employees are more likely to stick around, and when someone leaves, the floor doesn’t fall apart.
Shifting Away from “Just-in-Time” Staffing
Temp agencies might fill a seat tomorrow—but what about next month? DCs are realizing that agility doesn’t come from churn, it comes from a well-supported, scalable core team that can flex up or down with help from trusted partners.

How iJility Helps DCs Build Stability in Coastal Virginia

At iJility, we don’t just provide labor—we build workforce models that solve your long-term problems.

In regions like Norfolk and Chesapeake, we help warehouse and fulfillment leaders:

Source stable local talent through smarter recruiting strategies and partnerships
Retain top performers by embedding leadership, training programs, and performance coaching into the floor
Reduce dependency on temp labor by creating scalable teams with built-in coverage and succession plans
Meet output and quality goals through workforce strategies that match your operational demands