Changing Times and Work Force
by Greg Stachura, CTB
The present day job market is difficult for employers. As the economy perks along with record employment, there are too few qualified people who have the qualities that employers seek. Paradigms have changed between employer and employee. Commitment to long-term mutual benefit has faded on both sides of the relationship.
GSA extensively serves the retail industry where the turnover rates for workers at the store level is as burdensome as it has ever been. We surely empathize with the struggles of our clients. Our cross-dock operations work equally hard to attract and retain quality people.
TODAY'S WORKER - DIFFERENT?
Why is today's worker different from past generations of workers? Or are they? The reasons for the perceived and/or real changes are numerous. Changed work circumstances, dramatically different demographics in the work force and shifts in economic situations have combined to deliver a challenge to employers.
The Great American Work Ethic that so many of us like to recall is generally connected to the wave of Eastern Europeans who immigrated to the United States to fuel the Industrial Revolution at the turn of the century. To many, this opportunity to escape political and economic oppression was the answer to a prayer. These folks saw America as a horizon of opportunity to control their own destiny by hard work and dedication to their dreams. Such chances for them in the "old country" were nonexistent.
LACKING SAFETY NETS
The social safety nets of unemployment insurance and social welfare programs had not yet been established in this country. Human nature being what it is, people can be expected to act, as the famous professor of moral philosophy, Adam Smith, said "In their own enlightened self interest…these workers recognized their options and pursued them with vigor!"
Although we might like to fondly consider these people more loyal than present-day workers, that is more romantic notion than fact. Each of those workers was hoping to reach up to the next rung on the ladder, to lift themselves to successively higher stations in life, or at least to deliver that promise to their progeny.
NEW IMMIGRANTS
The changing demographics in the work force of today is largely due to a shift in the pattern of emigration from Europe to Asia and Central America. Many of the challenges are similar; the language difference for example. Others are distinctly different, such as bilingual cultural values that dissolve more slowly into the melting pot. Many employers struggle to bridge the gap.
The expanding economy gives workers a mobility that they would not enjoy in a contracted marketplace. The competition for workers is fierce. Training is costly and until workers are trained, they cannot serve our customers well. How might employers respond to recognize the value of dedicated workers?
MAINTAINING CONTINUITY
Transportation employers can establish an environment where employees can make the American dream come true for themselves. Establish compensation systems that allow employees to share in the fruits of their labors. Benefit plans are a major draw. Plans that cover family security, as well as the employee, show the intent of the employer. They demonstrate a commitment to helping employees find their way toward their hopes and dreams.
Training is a must. It's not optional. From transportation regulations to new technology, to software programs, workers must constantly train and learn to stay ahead of the curve. With a large enough work force, training can be arranged right in your office. Otherwise, staffers should attend off-site sessions, take on-line courses or do home study.
The most difficult negotiation with staff is time. As transportation employers, we need lots of employees' time. As realists, we must accept that employees must also have a life. Time off assures that workers stay bright, sharp and motivated. A burned-out work force will undermine your profit and reputation.
GSA works hard at attracting and retaining folks with the right attitude, energy and work ethic. Our clients benefit from the professional continuity that the staff provides. We are extremely proud of our associates. We believe them to be the foundation for our success on behalf of our clients.
If you have a similar commitment to your staff, let your "New Year's Resolution" be a commitment to maintaining, training and rewarding your fine staff for the good work they accomplish daily on your behalf.
Greg Stachura, CTB is President of GSA International, Inc., Livonia, MI.
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