Back in 1999 and 2000, I spent a lot of time doing demographic studies for our clients that were trying to understand what their employee and customer demographics might look like in the near future. We all knew it was coming; the “Baby Boomers” were about to check out of the professional world and check into the world of retirement. These customers asked me a lot of questions: How will that impact us? How do we train new employees? How do we harness their experience and wisdom now so that our businesses stay knowledgeable and ready to meet the needs of our customers? It was an interesting conversation to say the least.
Then, on September 11, 2001, our country was attacked and the world changed in a way that cannot even be described. And as our economy took a downturn and Baby Boomers suddenly saw massive losses in the value of their retirement portfolios, many of them decided that they needed to stick it out and retirement was put on hold, at least for a little while.
Welcome to “a little while.” That time is now and as we prepare for a mass exodus of the most experienced segment of our workforce, we have to ask ourselves, “Are our businesses ready?” Is your business ready?
As a manager, specifically in the human resources area, it can be overwhelming to constantly “put out fires” in your business. While you may hire many excellent employees, with impeccable technical skills and extraordinary soft skills, there is always a handful of employees that can make your life more difficult than it needs to be.
You wish they would perform better. You wish they would communicate more appropriately and more effectively. You wish they would just do what needs to get done and move on to the next thing. There are days that you find dealing with them about as productive as banging your head against a wall.
Here is the real question: Do they know you feel this way? Does your company take the time to evaluate employees, give them feedback and the opportunity to improve? People cannot improve what they don’t realize is a problem. And, on the flip side, an employee that excels will likely go excel somewhere else unless he or she is recognized for his/her great work and continually challenged. A former manager once told me, “Coach to excellence or coach to exit.” Have you thought about your process your business takes to maintain the extraordinary workforce that makes your company stand out?
If not, it’s time to think about effective performance reviews. Mastering this task and making it useful is the key to helping your staff be at their best. This article from one of our partners, MilwaukeeJobs.com, is a great place to start.
We are thrilled to be able to offer our clients and job seekers an excellent resource that will allow us to better serve your needs.
Our new site is easy to use, with just the right amount of information. For our job seekers and current employees, we offer an excellent career development resource center in our Career Resource Circle For our client companies, we offer this blog. Rather than send our clients weekly, bi weekly or monthly newsletters, we have opted for a more “just in time” resource. We know you’re busy and part of our job as your Human Resource partner is to provide you information, that is pertinent to your success and the success of you business, as it happens. Our articles will be short and resourceful and will keep you up to date with trending topics in the staffing and HR fields, and will often provide you with links to more information if you need additional resources.
Our employers should simply click the link to sign up for our RSS feed. When we post something new to this blog, you’ll receive a notification in your inbox. Give it a try, you can unsubscribe anytime. We always tell our clients, “it’s not who you know alone, it’s who we know together.” This blog takes this one step further: It’s not WHAT you know alone, it’s WHAT we know together. Let us continue to be a partner in your success.
Please note: Job Seekers should subscribe to our Career Resource Circle.
Here’s to a great partnership!