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It's the year 2010...do you know where your workers are?
02/12/2007
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By Roberta Chinsky Matuson
Close your eyes and try to visualize what your workplace will look like in the year 2010. If you envision a sea of cubicles filled with motivated employees, you are in for a huge awakening.
Here's the reality. According to the Bureau of Labor Statistics, the number of available jobs is projected to increase by more than 22 million by 2010. The civilian labor force, however, is only projected to increase by 17 million. This suggests we will be approximately 5 million workers short of keeping up with job growth over the next 10 years.
It's no secret that aging baby boomers are getting ready to set sail on their retirement journey. We also know that there will not be enough workers to take their place. It's tempting to put your head in the sand and not worry about this until the time comes, but that shortsightedness may sink your ship when the Perfect Labor Storm hits. Here are some steps you can take now to stay afloat:
Prepare your ship, improve your office environmentIt's going to take a lot more than money to keep the talent you already have on-board. Now is the time to ask employees what you can do to improve the workplace. A great way to accomplish this is through climate surveys and focus groups. Resist the temptation to do these on your own. It's unlikely you will receive honest answers. Once you've received the data, communicate the results to employees and begin to formalize a plan to make positive changes.
Get rid of dead woodYou are probably thinking, "Why would I want to get rid of people if they will be hard to replace?" It's simple. Most organizations have at least one or two people who don't pull their weight. Everyone knows it. Employees spend huge amounts of energy working around these individuals and picking up their slack. Eventually, your star employees will tire. They will search for an opportunity where they don't have to carry others on their back and you will be left with more than one or two vacant positions.
Shore up your teamTake a look at your staffing. You may think you are saving boatloads of money by not filling open requisitions. But how long will employees be willing to work two jobs for one salary? To succeed in business you have to be able to go the distance. Burning out your employees will only result in an injured workforce. Partner with a trusted recruitment firm or hire a contract recruiter to avoid further damage.
Map out your courseTake a close look at your workforce to determine your strengths and weaknesses. Then put together succession plans that will help you further define where you need to augment your staff. Provide employees with training and development opportunities to ensure everyone is prepared to stay the course.
Now it's 2010, and you are happily sailing around the world while your competition is quickly sinking. At night you rest peacefully knowing your organization is in tip-top shape to weather this storm.
 Roberta Chinsky Matuson is the principal of Human Resource Solutions and is an expert on intergenerational workforce issues. She is also a NEHRA member. She can be reached at roberta@yourhrexperts.com or 617-566-8978.
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