The ongoing staff shortage is an issue that has been bothering many of us for several years. But what are the causes? You often hear criticism of Generation Z, which supposedly has a different work ethic than its predecessors. Or we point to the 2.8 million people who are unemployed and yet cannot or do not want to accept any of the two million vacant jobs.
More and more companies are currently announcing that they want to reduce staff on a large scale. These people are then available to the labour market again. Is that enough to close the existing gap? Or even the gap created by the retirement of baby boomers? According to the Indeed Report, 30 percent of employees are expected to retire by 2026. The Institute for Labour Market and Vocational Research (IAB) predicts a shortage of five million workers by 2060. So should we wait and see or take action?
Simply waiting and sitting out the issue of “staff shortages” weakens the performance of many companies even further. In SMEs, there are already decision makers who come forward with bold ideas and try them out in practice.
1. More flexible working time models could reintegrate part-time workers and people who are currently out of work, in particular women, into the labour market. Home office, 4-day week (also for managers), offers such as sabbaticals are conceivable and possible with good planning.
2. Investments in the digital transformation of companies relieve existing personnel. This is particularly true for routine activities that are well structured. The freed up time can then be used for other activities.
3. Career changers can also help if they have certain skills. “Skill Based Hiring” can replace “Degree Based Hiring.”
4. There are still job seekers over 55 who have valuable experience from previous jobs. Why not give them more opportunities.
5. Offer employees who retire and who are difficult to replace to postpone their retirement — for example with offers such as additional vacation days, part-time work (also for older managers) and the like.
