What employee concerns keep you awake at night?
For every business leader, the future includes uncertainty and at times, that uncertainty can create lingering thoughts. Taking your business to the next level requires intentional thinking. How deep is your bench strength of talent? Does your team have the skills you need to sustain a competitive advantage? Are you keeping an awareness of trends occurring outside the marketplace that could impact your business? What are the most important skill sets you need in the next 18 to 36 months and how are developing those competencies? Do you anticipate a significant loss of employees due to retirement? Are your recruitment methods strategic? These and many other questions can overwhelm leaders. We can partner with you and create a plan that will prepare your people resources for the future.
What percentage of your workforce plan to retire in the next 24-36 months? What percentage of your total workforce is a Baby Boomer? Gen X? Gen Y? What percentage of your leadership team is a Baby Boomer? Gen X? Gen Y?
This is the first time in American history that we have had four different generations working side-by-side in the workplace. Veteran and Baby Boomer employees currently comprise over 50% of the workforce. As they approach retirement, a huge gap in experience and knowledge transfer will take place. Are you preparing for the retirement impact in your business – helping employees prepare for their exit, replacing key talent and the unique dynamics of employees with varying generational perspectives working side by side? Consider our “The Generation Gap: The Face of the Future Workplace” workshop to help you face this important business issue.
Are any of these employees in a key man role or subject matter expert role? What are the critical business functions that would suffer if the employee in that role suddenly left your organization?
What would you do if one of your key business experts or leaders abruptly left your business? How quickly could you recover and maintain stability? And more importantly, what level of disruption would that departure create across your business? Planning for a smooth continuation and success of your business depends greatly on the availability of competent staff. We can help you create a plan for identifying and developing internal personnel with the potential to fill key or critical organizational positions. Consider our workshop, “Succession Planning: The Key to Building Tomorrow’s Workforce” to help you plan for your organization’s future.
Has turnover increased or decreased in the last 24 months? What percentage of your terminations in the last 12 months has been involuntary? What is your mechanism to identify departure reasons of voluntary terminations?
Determining why employees leave you is critical. As you dig into your termination activities, crucial organizational dynamics may be revealed. If your turnover activity is primarily voluntary, it may indicate problem areas with leadership or specific inconsistencies of the culture. A great deal of involuntary turnover could point to gaps in the recruitment process or communication pitfalls in the organization. In either case, the turnover of staff is costing you money and worse yet, could point to greater long-term consequences to your business. We can partner with you to diagnose the problem and identify the right solutions that will get you back on track.
