More and more companies are complaining about the shortage of skilled workers – But what really helps?
Find out here what the short-term use of fire extinguishers or the establishment of sustainable fire protection have to do with employer branding.
The difference between traditional and innovative companies
Traditional companies wait until a skilled worker resigns, and then attempt to fill vacant positions with a classic recruiting process. This takes a lot of time and money. And hardly have they succeeded, they already have further losses of skilled workers elsewhere. It's like a race against time: They are always at least one step behind.
On the other hand, future-oriented innovative companies focus on a modern corporate culture and its development, which magnetically attracts skilled workers even before the need for replacement arises.
Fire extinguisher vs. fire protection!
Waiting for a skilled worker to resign and the subsequent classic recruiting process are akin to a short-term attempt to extinguish a fire: Nothing is done until a fire breaks out, which then needs to be extinguished as quickly as possible. However, since this approach does not help prevent a new fire from breaking out, but only temporarily contains the fire, it is unsuitable for sustainably and permanently preventing fires from repeatedly breaking out.
On the other hand, modern companies with pioneering spirit invest in continuous corporate culture development, which is equivalent to sustainable fire protection. They do not wait until it is too late, but attract the best skilled workers like a magnet to their company, bind them long-term, loyal, and excited, and develop them further in times of rapid market changes.
Ask the right questions!
The different approaches are based on diverging attitudes: While some complain about the shortage of skilled workers, suggesting they have no influence on the situation, others focus on relevant questions that emphasize solution-oriented answers. The key is not to ask whether there is a shortage of skilled workers or not, but what the company can do to not be affected by it.
The key to success!
And the key to success lies in corporate culture development: Every company has a culture that evolves over time and is helpful as it provides orientation to its members. Corporate culture – These are written and unwritten rules of behavior and interaction that every member of the company consciously and/or unconsciously knows and follows. However, changing market conditions require a continuous examination and development of corporate culture.
Pioneering spirit – You show change the way!
So, do you want to achieve different results than 80% of companies? Finally stop complaining about the shortage of skilled workers? And be part of the companies that attract high potentials as if by magic?
Then have the courage to do things differently, because opening doors, building bridges, and exploring new paths require pioneering spirit.
How to achieve this?
With 5 steps to success:
- Define an overarching, meaningful corporate goal – Because passion creates an unstoppable dynamic and willingness to change
- Identify and implement subcultures aligned with the overarching corporate goal for different areas – Because different areas require different manifestations of cultural styles
- Develop supervisors into leadership personalities who become role models and lead through humanity, instead of authority – Because loyal skilled workers emerge based on interpersonal relationships
- Create appropriate work environments as a meeting place, where communication and error culture become crucial success factors – Because this enables the change of mindset at all levels
- Regularly review and adjust proven cultural elements as needed – Because we are not talking about cultural change, but development. The latter is a continuous process that ensures sustainability
Use the employer attractiveness check!
Do you want to find out where on the ladder of success your corporate culture currently stands? Then take the opportunity and register for free and without obligation using the keyword "Employer Attractiveness Check – Speakers Excellence" here:
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Author: Yasemin Yazan
