Is your organisation ready for the next decade? Will you survive (and thrive) through periods of unprecedented rapid change?
We help organisations plan ahead and get ready for the future so you know you have a future.
Through identifying emerging risks and opportunities we help you respond quickly to the new environment and the possibilities it offers.
Some Questions To Ask Yourself:
Are You Ready For...
A Smaller and Older Workforce
It is projected that in the next 10 years the Queensland population will grow by 30%, while the number of workers will increase by just 18%
This means that while there will be growth in markets and demands for products/services, there may not be enough staff to deal with this. As the existing skills shortage gets worse labour costs will rise. Will you be able to rely on your current recruitment methods in the future? Which roles will become harder to fill? How would a staff shortage affect your business?
By 2020, 200,000 Queensland workers will reach the age of 65
What percentage of your workforce does this apply to and how many of them plan to retire in the near future? When your more experienced workers leave, others will have to step into their shoes. Is your workforce ready for this?
A recent survey of small to medium businesses identified population change and skills shortages as major risks to their survival over the next decade.
As you face the uncertainties of a smaller, older workforce, we can assess your readiness. We emphasise the importance of ‘training and retaining’ staff and making the most of the investment you have already made.
Changing attitudes to work and its place in our lives
As people re-evaluate the meaning of work in their lives, employers are forced to offer their employees more than just money.
Work-life balance is no longer regarded as just a ‘nice idea’ but as something essential to a person’s health. Many people, particularly in the younger generations, are reluctant to follow traditionally defined career paths. Increasingly, workers are looking for work which is morally as well as financially rewarding.
More and more roles require knowledge workers who can analyse and predict and trouble shoot. And all staff need to have positive attitudes and skills to be at ease and communicate well with all cultures. What does this mean for employers and recruiters?
Today’s workforce is a diverse mix of Baby-boomers, Generations X and Y
Many younger workers reached senior positions quickly during the skill shortage in 2008. They may not have the breadth of skills they need to manage the challenges. On the other hand, some younger staff see the baby-boomers as a barrier to their career progression. How can you minimise the fallout from such ‘generation jeers’ and best use the different traits of your staff? Do you understand the different qualities and aspirations of your workforce?
We use diagnostic tools to benchmark your organisation’s work culture. Then we work with you to optimise your staff’s alignment with your goals. We help you get the most out of your team now and into the future.
Technological development, climate change and the effects of government regulation
As technology advances rapidly, an organisation’s ability to change and adapt can mean the difference between success and failure
You may be prepared for incremental changes, but could your organisation deal with a major technological breakthrough? What would you do if a new player emerged on the market, making your services obsolete?
Rising world temperatures and changing weather patterns have emerged as one of the major challenges facing the world today. As fossil fuels become dearer and government regulations place more demands on us will have to take innovative measures to adapt and keep costs down.
Does your business have a comprehensive plan for the full range of issues associated with climate change? Have you thought about not just the effects of regulation and rising overheads, but the impact of climate events (floods, droughts, rising sea levels) themselves? How can you benefit from ‘going green’ and market such environmental credentials to your advantage?
Our services can help you assess your readiness for the change, formulate a strategic plan, and train your staff so your organisation, and our planet, can both prosper.
Changing client demographics – greater demand for services
Queensland’s population will increase by 30% by 2020. The largest growth will be in people over 65 years. So demand for services of all sorts will rise – specially those for older people.
Yes, the population is older than ever before, but this senior element is also healthier and more active than previous generations. This group also represents a major source of potential volunteers. While not all of this group will have the wealth to be strong consumers, many will be willing to spend money in particular areas of special interest:
- health services
- learning to use new technology
- dealing with transitions i.e. downsizing accommodation, leaving paid work, moving to a community of care
- household maintenance, particularly related to technology applications
We can help you assess your readiness for the change, profile your changing client base, and train your staff and/or volunteers so they want to give their best.
Higher expectations of accountability
Changes in legislation and workplace culture have led to an increased demand for openness and accountability from the profit and not-for-profit sector
Accountability to staff
New laws require businesses to keep more extensive staffing records. Also, staff must get full information about their terms of employment and work performance.
Not-for-profit accountability and the corporate sector
Not-for-profit organisations are accountable to their members, their funders and the community. An organisation can damage its reputation if it can’t show that it treats its clients and members equitably with high-quality services.
Organisations must be open and accountable if they want to attract corporate sponsors or volunteers. Profitable enterprises look for organisations to help as part of their corporate social responsibility and they choose organisations that can show that they:
- are well-governed
- deliver quality services and adhere to their values
- can show that the services produce the desired outcomes for the community.
We have the expertise to help you maintain and demonstrate good governance, report your progress, evaluate your performance and the effectiveness of your programs. We can help you meet your legal obligations and encourage support from your clients and the business community.