 |
 |
|||||||||
 |
 |
 |
 |
|||||||
 |
 |
| ||||||||
 |
|
|||||||||
 |
|
|
|
|
|
|
||||
| ||||||||||||||||||||||||||||||||||||
|
The Herman Trend Alert
December 23, 2020 2021 Workforce-Workplace Forecast Part 1 Every year at about this time, The Herman Group issues its annual workforce-workplace forecast. This Herman Trend Alert is intended to provide employers with insights about what to expect in the coming years, so that they may position themselves for success. This year, there is so much to talk about, it will take me two weeks of reporting to share everything. While no one would dispute that 2020 was a challenging year, 2021 may be even more challenging. . .as we emerge from Normal 2.0 into Normal 3.0. If you have been reading my Herman Trend Alerts, you already know that I define where we are now as Normal 2.0, a new version of Normal to which we have evolved. Post-COVID-19, we will have evolved into a still different Normal; I call it Normal 3.0. Where We Are Now---Really Infections are spiking in most (if not all) of the United States. In the US, we have two approved vaccines, however, it will be several months before they (and others) will be available to everyone. Globally, the situation is even worse, particularly in developing countries. There, governments need to have negotiated with Pfizer and Moderna for their newly approved mRNA vaccines. . . and suffering with pandemic-driven lower tax revenues, they are handicapped by a lack of funds to pay. In the US, we have exhausted health care professionals and not enough testing, plus so many cases that effective contact tracing is virtually impossible. Many countries outside of the US have a better control of their levels of infection than the US. In January, once a new US administration takes over, we make expect science to prevail, activation of the Defense Production Act, and an attempt to get a better handle on the pandemic. As if all of that were not enough, we now see the fourth mutation of the coronavirus wreaking havoc in The United Kingdom. And, dear readers, it is on this stage that we anticipate some major challenges in the areas of Workforce and Workplace. 1. A Global Economy in Peril While some people have fared well, most local restauranteurs and retailers have not pivoted to successful solutions to create enough business for themselves. In the US, we will probably be out of the woods by the fourth quarter, if there is not a major setback with mutations or vaccine rollouts. Estimates peg the extent of the damage to small and medium-size businesses at between 40 and 60 percent. It is not surprising that the longer that a country takes to vaccinate a large percentage of the population, the longer it will take for the economy to recover. For most countries on the planet, we are looking at years to full recovery.
2. Changing Demographics have Reshaped the Workplace
3. Virtual Work is Here to Stay.
4. Some Workforces Have Taken Hits 5. The Inability for Companies to Recruit Needed Employees Will Handicap their Ability to Flourish Though we have millions of people who are currently seeking work, by 2021, we will also have 10 million open jobs (thank you Ed Gordon of the Gordon Report). What is happening is that we have a huge disconnect between the people available for work and the skillsets sought by employers. Wise employers like FHN that I described in last week's Herman Trend Alert will choose to recruit smarter. For example, that health systemÕs Career Pathways Program, coupled with their robust multi-level Leadership development system, puts FHN ahead of the curve and at the front of the line, when it comes to attracting and retaining top talent. Most employers are looking to recruit experienced folks from outside of their organizations rather than growing their own. When they are unable to recruit the people they need to make their products and serve their customers, many of them will belatedly realize the wisdom of growing their own. 6. Being an Employer of Choice¨ Will Not Be Optional With most employers challenged to recruit people they need, being a preferred employer, being recognized as an Employer of Choice¨ will be more important than ever before. Companies not recognized as the preferred employer in their fields or communities will be at a distinct disadvantage. Better yet, consider being recognized as a certified Employer of Choice¨. There are compelling reasons to take this first step for both recruiting and retention. Are you already the employer of choice in the hearts and minds of your employees? If you are, get the recognition you deserve. Learn more at EmployerOfChoice.com. Next Week: 2021 Workforce-Workplace Forecast Part 2 I have only just begun to cover my forecast. Tune in next week for Part 2.
HEAR JOYCE SPEAK TOMORROW AT 11:30 AM EDT
GET COACHING FOR YOUR PEOPLE FOR LESS THAN $1/DAY!
JOYCE IS ON THE RADIO EVERYDAY NOW
To read this Herman Trend Alert on the web: https://hermangroup.com/alert/archive_3-29-2023.html.
New subscribers are always welcome. There is no charge for this public service. The Herman Trend Alert is read by over 30,000 people in 90 countries, including other websites and printed periodicals. Click here to sign up for the Herman Trend Alert.
Do you enjoy receiving this weekly e-mail update? Contact us about our co-branded Herman Trend Alert service.
|
 |
|
7112 Viridian Lane |
|
Web site design by WebEditor Design Services, Inc.
Subscribe or Unsubscribe to weekly Herman Trend Alert