What are your top management challenges in 2013? Finding skilled individuals? Keeping them engaged and happy to work for your company? Making sure you have a great internal promotion ladder in place?
We believe those three are among the top. Read below for why we think they are critical management challenges for this year and beyond, as well as for our take on other management challenges we believe are facing Inland Empire companies.
- As mentioned above, we see the talent crunch as being here to stay. Whether it’s the need for reliable and skilled mechanical tradesmen, or just plain reliable workers for your distribution center, finding great people, we feel, will be job number one today and the foreseeable future. Four generations are now working together in the workplace, Boomers, Generations X, Y and, just starting to trickle in to your office (perhaps as teens), Generation Z (those individuals born in the late 1990s and beyond). Your challenge – and you must accept it – will be creating a work environment that engages and supports all four generations.
- How are you going to choose and groom your company’s future leaders? Many members of Generation Y aren’t looking for leadership positions and there aren’t as many members of Generation X as there are Boomers (who soon will be retiring in droves – so long as they can afford to). How are you going to find and train your company’s next CEO in 10 years?
- Speaking of retiring Boomers, how is your company going to pass along the considerable knowledge these workers have to your younger workers? In other words, how are you going to ensure that the knowledge, as well as the relationships, Boomers have forged over the years will be transferred to new leadership?
- Are you thinking of how to make part-time and/or flexible work available to your Boomer employees, thus enticing them to stay with your firm for their “second” careers?
- Many younger workers think nothing of leaving a company in just three years (or even just one or two). This is a huge waste of the time, money and effort a company has invested in them. What is your company doing to make sticking with your company for three years or longer worthwhile to younger employees – or any worker for that matter, regardless of age?
What talent management challenges is your company facing? What are you doing to face them and/or mitigate them in the coming years?
If finding great talent is one of your company’s major challenges, partner with Arrow Staffing to source and place skilled and reliable direct-hire and temporary workers. We look forward to hearing from you.