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re: Labor Shortage
Posted on 7/17/18 at 11:11 am to tiger10lsu
Posted on 7/17/18 at 11:11 am to tiger10lsu
quote:
We are the only machinist union left in the region. About 25 years ago, the current owner told them this problem was coming. He constantly asked for younger help to train and in 20 years the union hasn't supplied one person. We find people. They try and get them in the union. Its a joke.
That's a surprise. I don't know much about machinists. But I do know a lot about the IBEW and they do everything they can to recruit and train.
0
Posted on 7/17/18 at 11:13 am to hungryone
quote:
Chances are, grandpa the original entrepreneur would have seen and seized opportunities that OP is allowing to slide by....because he doesn't "own" the business to the degree of wanting it to succeed enough to take risks and make changes; he's merely an owner born into the business.
I hate to make accusations of people I don't know... but I will say I have seen this exact situation happen dozens of times with third and fourth generation owners.
They have never known a downtown/survival mode/adapt mode and have no idea how to handle it.
Posted on 7/17/18 at 11:27 am to LSUFanHouston
quote:
They have never known a downtown/survival mode/adapt mode and have no idea how to handle it.
Yep. They didn't built it from scratch, so they really don't know what grandpa did or didn't do for his employees in those early days.
I'm reminded of what a restaurant manager once told me about keeping $10-$15/hr line cooks: the good ones can walk away and have another kitchen job tomorrow, so you've got to pay attention to the small stuff. Feed them a decent staff meal that isn't scraps, help them file their income taxes, help them figure out where to send their kids to school/fill out school apps, make sure their training documents are easy to understand, and don't be condescending. Treat 'em like humans, and they will repay you with loyalty. A culinary school degree is far less important than actually showing up, every damn day....so you do what is needed to make it possible for them to show up.
Once upon a time, businesses ran an ad in the local paper. Everyone consumed the same media. Those days are long gone, so OP needs to be far more strategic about where he looks for employees....and consider how his leadership is impacting his ability to attract & retain good help.
Posted on 7/17/18 at 11:44 am to tiger10lsu
There is lots of good advice here, but it seems to all boil down to a few things.
- adapt / change to fix the situation.
- recruit, train, and try to hire the best people. Don’t be scared you train them up and they will leave. Find the right personality and work ethic over skills.
I have always hired knowing they will eventually leave and in fact I want the employeee to grow and desire to move up. I have always been short staffed on projects and having the best help I can find has been paramount over poor/mediocre performance.
I also offer to be references Bc I would rather know if they are searching to either give them a raise if I can or find a replacement.
I can not fault someone for trying to improve themselves by seeking better employment.
- adapt / change to fix the situation.
- recruit, train, and try to hire the best people. Don’t be scared you train them up and they will leave. Find the right personality and work ethic over skills.
I have always hired knowing they will eventually leave and in fact I want the employeee to grow and desire to move up. I have always been short staffed on projects and having the best help I can find has been paramount over poor/mediocre performance.
I also offer to be references Bc I would rather know if they are searching to either give them a raise if I can or find a replacement.
I can not fault someone for trying to improve themselves by seeking better employment.
Posted on 7/17/18 at 11:55 am to eng08
quote:
There is lots of good advice here, but it seems to all boil down to a few things. - adapt / change to fix the situation. - recruit, train, and try to hire the best people. Don’t be scared you train them up and they will leave. Find the right personality and work ethic over skills. I have always hired knowing they will eventually leave and in fact I want the employeee to grow and desire to move up. I have always been short staffed on projects and having the best help I can find has been paramount over poor/mediocre performance. I also offer to be references Bc I would rather know if they are searching to either give them a raise if I can or find a replacement. I can not fault someone for trying to improve themselves by seeking better employment
very solid advice here
Posted on 7/17/18 at 12:00 pm to Mingo Was His NameO
quote:
How you consider your pay is pretty irrelevant. It's all about how the market perceives it, and since you can't hire anyone, you're pay isn't attractive enough.
This is key.
The people you want are already employed. You are basically headhunting them. You will have to offer enough money/benefits for them to jump ship. Then, when they give their employer notice, the employer freaks out and offers them even more. Be prepared to pay up if you want to be staffed with badasses. Everything you think you know about fair pay for skilled trades goes out the window. The new normal for skilled trade badasses is approaching six figures in some markets.
Posted on 7/17/18 at 2:22 pm to eng08
quote:
recruit, train, and try to hire the best people. Don’t be scared you train them up and they will leave.
There is a saying I often see...
"What if we train our people and they leave? Well, what if we don't train our people, and they stay?"
Posted on 7/17/18 at 7:46 pm to tiger10lsu
Not in your line of work but I've always found that looking for good employees is lots like managing a sales pipeline.
You have your first level, where you have plenty of leads but most of them will never amount to much. These are (mostly) the people right out of vo-tech. Some of them will do okay though, and one or two will be stars you will want to give plenty of cash if they'll stay.
Yes, it takes lots of revenue to afford all that but that is *your* job. If you're going to set up a stable workforce for the long run you need that kind of revenue so you can afford that pipeline of people who want work.
You have your first level, where you have plenty of leads but most of them will never amount to much. These are (mostly) the people right out of vo-tech. Some of them will do okay though, and one or two will be stars you will want to give plenty of cash if they'll stay.
Yes, it takes lots of revenue to afford all that but that is *your* job. If you're going to set up a stable workforce for the long run you need that kind of revenue so you can afford that pipeline of people who want work.
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