workforce Archives - Dennis E. Gilbert

09
Sep 21
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Skill Scarcity May Be The Scapegoat

Tags : job market scarcity skills gap workforce

Are you concerned about skill scarcity? Those skills that you or your team are missing? Perhaps you feel you have everything covered and skill scarcity isn’t an issue, are you sure?

When you consider influence, especially in sales or selling, scarcity is often a leading principle.

When something is scarce it may have more value, be an easier sell to the right party, and allow a higher-than-normal margin on the sale. It’s scarce and you should grab it while you can.

In businesses and organizations people often base shortcomings on a lack of skill, or not having the right talent.

If we had better sales professionals, we could move more product.

Our marketing team doesn’t understand the customer.

We need to stop the drama. I’m not sure we have the right people.

Is it a people problem? It certainly could be.

Are the people trainable? What is the culture and how are you a contributing factor?

Paying More

If sales are coming up short, you might believe the solution is to hire a big gun sales person. Someone with a very successful track record, someone who commands a high salary, and someone who can easily outperform existing staff.

Similar concepts might exist in engineering, quality control, or supply chain management.

The saying is, “You get what you pay for.”

Yet, is that always the case?

Have you ever had a lousy meal at a pricey restaurant?

A Cadillac Escalade costs more than a Chevy Spark, both will get you across town or to the local supermarket.

It might be an emotional choice to drive the Escalade. You’re different and successful and you want to show it.

That may be true and is great, but either vehicle will get you to the other side of town.

Skill Scarcity

The great thing about skill scarcity is that it can be developed.

When economies are tight, when the availability of skilled employees is low, scarcity seems to be the scapegoat.

Things change when you decide to see the situation different. When you trade the pride of luxury for the value of economically sound, you see different opportunities.

Sometimes you need the best and it costs. Sometimes you just need to make a smarter investment in practical resources. It is true for automobiles and it is true for your workforce.

Are you making the most of what you have?

A wash and a wax for the Spark may be all you really need.

-DEG

Dennis E. Gilbert is a business consultant, speaker (CSP^TM), and culture expert. He is a five-time author and the founder of Appreciative Strategies, LLC. His business focuses on positive human performance improvement solutions through Appreciative Strategies®. Reach him through his website at Dennis-Gilbert.com or by calling +1 646.546.5553.

16
Aug 21
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Mechanized Jobs, Are They In Your Workplace?

Tags : automation psychology of work the great resignations workforce

Have you been striving for mechanized jobs? Is that the game plan for the future of your work?

People often mention the self-checkouts at the grocery or superstore. People might joke about the absence of the grocery bagger, once popular in suburban supermarkets in the 1970s or 1980s.

Some jobs may be nearly extinct. Is it because of automation, or is it more about margins and saving establishments?

On one hand every business is striving for exceptional service, on the other, every business is striving to reduce costs. Is there a happy medium, or really no medium at all?

For the manufacturer or the fast-food enterprise, it seems to be about automation. Robotize every job you can. Investments in technology reduces or minimizes headcount which ultimately is more reliable and reduces operational costs.

True, and largely a good thing.

Should you robotize more jobs? Is that better?

Mechanized Jobs

Better for what?

Is it better for the bottom line, or is does it propel you to the top of the curve, creating that moment right before starting a downhill slide?

Unemployment is stranger than ever. On top of that, everyone is operating during a time being label as The Great Resignation.

Are you struggling? Is your business or organization struggling with workforce problems?

In the 1960s and 1970s there was a lot of great work performed to analyze job performance, the psychology of work, and efficiency. Countless efforts were studied, analyzed, and published. Much of this work is still relevant today. It may be tweaked a little, but still relevant.

The quest for businesses to operate more efficiently with less headcount per operational dollar is nothing new.

Are mechanized jobs the answer for you?

Apple Pie Opportunity

Your grandmother may have made a great apple pie.

The apple pie can be mass produced, thousands and thousands of them, with very little human intervention.

I’ll bet there is a difference between those pies, and the one grandma once made.

And there lies the opportunity.

The opportunity to do work that matters. Work that people can get behind because they understand and support the purpose, the product, and service outcomes.

You won’t stop automation. You shouldn’t even try.

There is always an intersection of price, quality, and value.

Mechanized shouldn’t lack purpose.

-DEG

Dennis E. Gilbert is a business consultant, speaker (CSP^TM), and culture expert. He is a five-time author and the founder of Appreciative Strategies, LLC. His business focuses on positive human performance improvement solutions through Appreciative Strategies®. Reach him through his website at Dennis-Gilbert.com or by calling +1 646.546.5553.

05
Aug 21
-

Changing Landscape And How Your Workforce Adapts

Tags : change fear pivot the great resignations workforce

Are you facing a changing landscape? Has your workforce changed or is there a need for change?

Change can be tough.

There are many people who are eager to change. They’ve grown tired of the old ways, the boredom, the monotony. They might also see opportunity in change and believe change works.

At the same time there are many people who are unsure of change. They are comfortable in the old ways. Knowing what works and how to do it feels safe.

Change resistors are quick to shout out potential problems, obstacles, and roadblocks. Things are happening too fast for them, the unknown means confusion, delays, and more emotional labor.

What are the real objections? What is happening, at the root?

Is it fear stopping progress?

Changing Landscape

Newsflash, things are changing.

The rate of change seems to be accelerating. What has transpired in the last 18 months (2020 pandemic) has sparked a lot of change. Even greater is the transformation across the most recent 50 or 60 years.

Technology is changing everything. Adapting and growing with it comes with a price.

The price of avoiding it and staying the same is much greater.

In a tight labor marketing people are going to work with what they consider the best companies. Many workforce experts have suggested we are heading into a time they’re calling The Great Resignation.

Are you listening for the objections?

Change resistors are often masquerading fear with objections.

Will your workforce adapt, hold the organization back, or will they move on to what they perceive as greener pastures?

Working towards a greater understanding of risk, reducing fear, and improving confidence may be the best way to navigate change.

People are counting on you.

-DEG

Dennis E. Gilbert is a business consultant, speaker (CSP^TM), and culture expert. He is a five-time author and the founder of Appreciative Strategies, LLC. His business focuses on positive human performance improvement solutions through Appreciative Strategies®. Reach him through his website at Dennis-Gilbert.com or by calling +1 646.546.5553.

24
Jun 21
-

Reliable Employees Always Seem To Get More Work

Tags : burn out exemplar reliable workforce

Do you have reliable employees? Are you a reliable person? Do you have a really full plate?

Workplace dynamics are always a challenge.

Everything from drama, to respect, to perceptions of what is fair and what might be discriminatory.

Everyone knows the story of the squeaky wheel. It gets the oil.

There is another dynamic that often plagues some of the best employees and leaves bosses wondering what happened.

The most accountable, the best workers, the most trusted, timely, and accurate, they get more work.

In coaching scenarios, when I’m working with a boss and a direct report, it is not uncommon to find this dynamic. The boss, wanting the fastest, best, and easiest route to getting things done always dumps more work on the best employees.

On the other hand, those employees often feel taken advantage of, or worse, picked on.

Reliable Employees

If you are a top performer, an exemplary employee, this could happen to you. Instead of getting rewarded with an extra break or some relevant perk, you get more work.

The truth is that your hard work is probably what has landed you the spotlight. It has a lot to do with your past success and will condition your future path as well.

If you are a boss and have ever wondered about your best employees burning out, or after some time developing a more negative attitude, it could mean you’ve overstepped.

Certainly, it is not intentional, and most workplace leaders don’t have a clue or recognize the symptoms of it happening. Yet, it is commonplace.

For the boss, remember to deal with problem performers. Give employees more training on the essentials for becoming successful. Highlight those exemplars and identify them as role-models.

For the employee, consider some open communication on what you feel happening. Ask for relief to remove lesser items from your plate to allow you to work on more advanced assignments. Stay open-minded and remember you may be a Rockstar, which is exactly why you get more work. The alternative is much worse.

-DEG

Dennis E. Gilbert is a business consultant, speaker (CSP^TM), and culture expert. He is a five-time author and the founder of Appreciative Strategies, LLC. His business focuses on positive human performance improvement solutions through Appreciative Strategies®. Reach him through his website at Dennis-Gilbert.com or by calling +1 646.546.5553.

26
Oct 20
-

The Best Products Are Not Always Most Popular

Tags : belief best employees prodcuts workforce

Do you choose the best products available? Are those products also the most popular? Is it true for the people in your workplace too?

Some products have all the rage. It’s true for household appliances, technology, and automobiles. You see it in fashion, hair styles, and vacation spots.

It’s also true with people. Performer’s, actresses, and sports stars. Even in your workplace there seems to be favorites.

Are any of these things or people the best? If so, compared to what?

What is the measurement criterion?

Popularity

Many people are sold on Apple products. Telephone’s, watches, and computing devices. Many will suggest they are the best.

Are they really the best or are they just wildly popular?

Cellular phones are popular, but which platform, Android or Apple?

You can discuss your reasons for either direction. However, much like a presidential election, choices and reasons get blurred by emotions, popularity, and opinions.

And similar to an election, if you going to discuss this, you’ll probably find argument from many that the most popular is also the best.

Is it true?

Best Products

When it comes to the best products, the best workplaces, or the best employee’s you often cannot have both the best performers and the most popular.

Most popular is a choice, the best performer is also often a choice.

Either of the two extremes seldom intersect.

Competition is a factor. How hard one product development team, an individual, or entire organization will work to beat the competition is always a factor.

You may want to reconsider the best versus most the most sought after.

With everything there is always a best kept secret.

-DEG

Dennis E. Gilbert is a business consultant, speaker (CSP^TM), and corporate trainer. He is a five-time author and the founder of Appreciative Strategies, LLC. His business focuses on positive human performance improvement solutions through Appreciative Strategies®. Reach him through his website at Dennis-Gilbert.com or by calling +1 646.546.5553.

02
Jun 20
-

Workplace Robots and the Human Factor

Tags : psychology of work robots workforce workplace

Hiring a robot may be a smart choice. Hiring humans to serve as workplace robots has some challenges.

What do you need from your workforce?

It seems that work always trickles down. An entrepreneur starts by doing it all, or at least, most of it. If she is successful, she starts to delegate the easier assignments.

Most organizations are structured in a similar manner. Labor intensive or low interest, repetitive tasks get shoved off to the lower levels.

Not that this doesn’t make sense, it does. However, what are employees or contractors expecting?

Gig Economy Workers

Many gig economy workers expect something for their thoughts or creative talents. Design and develop a website, create a new brand logo, or serve as a social media expert. Help us with marketing and sales, use your talents, and delight the customer.

What about part time or full-time employees? What are their expectations?

Many businesses face cultural challenges. The job opportunities that they have or require are often not attractive to job seekers.

When the organization needs someone to put something inside the box and seal it with tape and nothing more is required what do you get?

If you replace the word someone with a robot you have a solution.

Workplace Robots

Organizations sometimes wonder why they have a difficult time with on-boarding.

Society has suggested that people should do what they love.

Use your brain they said. Do something creative they said. Follow your heart they said.

One company won’t change society, yet one company can change its culture.

When the culture suggests that human beings should show up and do only the minimum requirements that are expected, then that is what they’ll get.

You’re not paid to think, you’re paid to put the product in the box and seal it with tape.

It often creates the feeling of, the company doesn’t care about me so I don’t care about the company.

Robots have a place, don’t expect humans to be robots.

-DEG

Dennis E. Gilbert is a business consultant, speaker (CSP^TM), and culture expert. He is a five-time author and the founder of Appreciative Strategies, LLC. His business focuses on positive human performance improvement solutions through Appreciative Strategies®. Reach him through his website at Dennis-Gilbert.com or by calling +1 646.546.5553.

28
May 20
-

Glamorous Resiliency Keeps Everyone Going

Tags : competitive advantage customer service glamorous resilient workforce

A picture is worth a thousand words, and beauty is in the eye of the beholder. Having glamorous resiliency is important, especially when the chips are down.

What is your posture when navigating the rough waters?

The U.S. economy churns largely due to small businesses. It’s often hard to define a small business. Many believe it is those businesses with fewer than 50 employees.

When you try to find a concise definition, it is challenging. It may depend on the sector, it may depend on the size of the sector, and usually it is based on the number of employees and total revenue.

Small businesses represent the U.S. economic engine.

There is beauty in small business.

Glamorous Resiliency

Often there are fewer rules, politics and cliques are less intense or non-existent. Opportunities for fluid approaches, innovation, and employee flexibility are often greater.

Many small businesses run as they see fit. If it doesn’t fit, then they shift.

They are all fulfilling the needs of the customer.

This makes customer relationships better. They have stronger interactions, more meaningful conversations, and often the help is there exactly when the customer needs it the most.

Small businesses may sometimes be described as disadvantaged. They are known to be harder to scale, less resilient in the face of adversity, and less attractive for on-boarding the best talent.

In reality, this is exactly what makes them more attractive.

In life or in business, recognizing that your disadvantages may actually be your competitive edge, brings an entirely new range of opportunities.

Be glamorous.

Be resilient.

-DEG

Dennis E. Gilbert is a business consultant, speaker (CSP^TM), and culture expert. He is a five-time author and the founder of Appreciative Strategies, LLC. His business focuses on positive human performance improvement solutions through Appreciative Strategies®. Reach him through his website at Dennis-Gilbert.com or by calling +1 646.546.5553.

12
May 20
-

Local Experience, Does It Really Matter?

Tags : belief experience local Talent workforce

Is the best talent in your backyard, or must it come from somewhere outside of the normal reach? Does local experience matter?

In Pennsylvania, people believe they know their beer and potato chips. Popular beers come from Yuengling or Straub. Potato chips are often Middleswarth or Utz.

When you travel to Colorado or California, they’ll tell you about different beer and potato chips.

Who has the best?

It depends on who you ask.

Available Everywhere

In the 1970’s and 1980’s mail order companies started to thrive. The U.S. infrastructure supported reaching beyond local borders. A growing and thriving trucking industry and 800 numbers made a difference.

By the late 1990’s and into the early 2000’s a shift was happening. It was the infrastructure that supported the widespread use of the internet.

Our borders from county to county and state to state seemed smaller and less significant. Highways improved, automobiles got better, and more products began to fall into the category of a commodity.

What’s next?

When it comes to talent and business opportunity what’s next may be closer than it has been in 50 years.

Local Experience

What is happening in 2020 is a shift. A pivot to something different. It is not defined yet but people will shape the shift.

It will come down to who is right. Defined by people.

In Pennsylvania people are right. In Colorado or California, they’re right. The same goes for Texas, Alabama, or South Dakota. People are right.

How will things change for your workforce and talent acquisition? If you are in Mount Vernon, South Dakota how is that different from New Berlin, New York? What about San Diego, California or Boston, Massachusetts, are there differences?

If you are a job seeker, where will you look?

It seems plausible that people will do what they believe is right. Now more than ever.

Local maybe the biggest comeback of this century.

-DEG

Dennis E. Gilbert is a business consultant, speaker (CSP^TM), and culture expert. He is a five-time author and the founder of Appreciative Strategies, LLC. His business focuses on positive human performance improvement solutions through Appreciative Strategies®. Reach him through his website at Dennis-Gilbert.com or by calling +1 646.546.5553.

24
Apr 20
-

Workforce Changes and Navigating Differences

Tags : normal physical space social distancing workforce

While many people wait for things to get back to normal some are already preparing for a different tomorrow. What is your forecast for workforce changes?

Things are going to be different. At least for a long time. Likely things will be different until you’ve adapted to the new normal. What will be normal?

Normal State

People are talking about the handshake, increased real estate needs, decreased real estate needs, and the most popular phrase, “social distancing.”

There are aspects of many occupations that are hard to visualize for the six feet rule. In many manufacturing environments, restaurants (kitchens), and many of the construction trades. Anywhere people are helping people physically get the job done.

While there are hundreds or perhaps thousands of occupations that once held normal as working close together, things will likely change.

In what is believed to be the interim for many white-collar occupations, people are working from home.

Don’t be shocked that many businesses who are currently adopting this new way of working will continue with it after the pandemic. Office spaces will change, business meetings will change, and conferences and conventions will most likely change.

We can imagine the sporting events, where everyone is sandwiched together like sardines in a can. What will they look like? Thousands of masked of faces? Stadiums or performance centers only one-third full because of the rules?

Workforce Changes

There is a simple truth for navigating the new workforce. Everyone who participated during or before 2019, is in for a change. The truth is, there will be a new normal.

Like nearly everything in life, there will be front runners, ground breakers, and leaders. There will also be followers, doubters, and those who fail to get on board.

Perhaps the most important aspect of what is happening now is to figure out how you’ll overcome the adversity and spring into action. Will you commit to change and be part of the construction of the new normal?

Somethings will never be the same.

Normal is always the current state of what works.

-DEG

Dennis E. Gilbert is a business consultant, speaker (CSP^TM), and culture expert. He is a five-time author and the founder of Appreciative Strategies, LLC. His business focuses on positive human performance improvement solutions through Appreciative Strategies®. Reach him through his website at Dennis-Gilbert.com or by calling +1 646.546.5553.

20
Mar 20
-

Workforce Connections Are One Way to Navigate

Tags : adversity connections meetings online workforce

Is your office or building shut down? As it stands you still have a great opportunity with workforce connections.

Overcoming adversity is something most workplace professionals are skilled at, whether they realize it or not.

Today you have an opportunity. An opportunity to retreat and withdraw or start a digital conversation.

What if everything was normal?

You may take a great in the vending area or break room. You may drop by someone’s office or work area for a small catch up chat. Many people have impromptu brainstorming sessions. All in the course of a normal day.

What is stopping you today?

Workforce Connections

You can spend it in absolute isolation or you can reach out for a digital connection.

Hold a meeting, schedule a chat, meet online with colleagues. Have your coffee mug in hand, your dog, cat, or your kids in the background.

Everything you do is made up of small steps. Small thoughts, discussions, and work efforts. When they are all put together you have something. Something bigger than just the tiny pieces.

Today is as good of a day as any.

Carry-on.

-DEG

Dennis E. Gilbert is a business consultant, speaker (CSP^TM), and culture expert. He is a five-time author and the founder of Appreciative Strategies, LLC. His business focuses on positive human performance improvement solutions through Appreciative Strategies®. Reach him through his website at Dennis-Gilbert.com or by calling +1 646.546.5553.

Tag Archives: workforce

Sep 21

-

Paying More

Skill Scarcity

Aug 21

-

Mechanized Jobs

Apple Pie Opportunity

Aug 21

-

Changing Landscape

Jun 21

-

Reliable Employees

Oct 20

-

Popularity

Best Products

Jun 20

-

Gig Economy Workers

Workplace Robots

May 20

-

Glamorous Resiliency

May 20

-

Available Everywhere

Local Experience

Apr 20

-

Normal State

Workforce Changes

Mar 20

-

Workforce Connections

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