Three critical trends are emerging in today’s workplace: 1) the traditional full-time, 40 hour worker is being replaced by part-timers, Independent Contractors and gig-workers; 2) the ability to attract and retain workers is going to require different strategies and those employed in the past; and 3) workforce loyalty has a new look.
Rick Dacri & David Ciullo discuss these trends and how employers should respond in this Mind Your Own Business TV interview with Debi Davis.
To view the interview, click Workforce Trends.
Post by Rick Dacri, August 18, 2015.
This webinar, titled Succession Planning: Refilling the Pipeline was designed by Rick Dacri and delivered on December 10, 2013. Click Succession Planning to hear the webinar recording.
This webinar provided the business case for having a succession plan and outlined the critical elements of such a plan. Our workforce is graying. Organizations must be prepared if and when key employees suddenly exit the workforce due to retirement, death or resignation. Business owners/CEOs must lead their organization in designing, implementing and managing an organization wide succession and knowledge retention plan. This should be an essential piece in the organization’s business plan and is fundamental to the long-term viability of all successful organizations. Good succession plans focus on developing their employees and ensuring that the organization always has the people in place to operate the business. This webinar was designed for CEOs, Executives, Business Owners, and HR Professionals.
Some of the topics covered:
- Understanding why all companies, regardless of size, should have a plan in place
- Knowing how to develop a successful succession plan & emergency preparedness plan
- Ensuring that qualified employees are ready when key vacancies occur in their organization
- Preventing the loss of valuable knowledge from walking out the door
- Developing key staff so that they have the skills to do the job today and tomorrow
- Recruiting staff that can contribute today and who also have future potential
To hear the webinar, click Succession Planning.
To learn more, contact Rick Dacri at Dacri & Associates, LLC
I have been interviewing a number of executives while preparing for an upcoming seminar I’m leading on the post recession workplace. All of them were impacted by the recession, but most of them used this period to position their companies for the recovery.
Each of them emphasized three themes during my interviews: 1) need for flexibility; 2) urgency of improving efficiency while eliminating waste; and 3) importance of a well trained workforce. Repeatedly they talked about keeping their operations and employees agile and flexible to be able to respond to a changing environment and ever demanding customers. To do this they invested heavily in their workforce–in training, in communications, and in recruiting top talent that suddenly became available during the downturn. And finally, each knew that they had to become as efficient in their operations as possible. Efficiency reduces costs, eliminates waste, and improves productivity.
While other organizations tried to weather the storm by cutting costs and people while hanging on until the recovery set in, these executives took advantage of the downturn, allowing them to gain new customers and upgrade their talent. The recession was hard on all of these organizations. But as one executive said to me, “we are a better company because of it.”