Employees Before Customers!

In 2018 every employer needs to realize change, recognize trends, and readjust their strategies. Employees are no longer secondary citizens but they are in fact your primary customers!

Think of it this way; If no one wants to work for you, you won't have very many customers in any case. Additionally, if those working for you feel unappreciated and uncared for, they won't go out of their way to serve your customers who too will in turn feel uncared for. Thus unravelling the 'satisfaction' meter and ultimately dropping profitability.

Company culture is a fool proof way to check how employers value their employees.

30 years ago Richard Branson said: customers don't come first, employees come first. Look after your employees and they will look after your customers.

This is truer today than ever. Employee engagement is likely the most important thing after customer care to a profitable business. However, the best care will only be given to customers by employees who are most engaged in their work. This comes through value demonstrated, and value experienced by employees.

A study done at Harvard business school found that millennials aren't as focused on pay scales as the previous generation used to be. Although it still matters, recognition and a sense of achievement are primordial to remaining engaged.

It therefore makes all the sense to factor this in any company's culture in order to increase  competitiveness, profitability and desirability.

If you're a company owner or in senior management, let this grab your attention. Little changes in your company culture may prove to be tremendously beneficial both in the short term experience and it's overall ranking by employees.


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Scarce Posts For Scarce Skills?!

Isn't it upsetting that so many scarce skilled jobs are equally scarce to come by? While populations sit on degrees, diplomas and certificates at home or resort to doing other forms of work from their actual qualifications, this situation is increasingly absurd and has to change.

But How???

Algorithms are not so hard to figure out and put together. Surely if we can forecast the number of posts for a particular profession every year, (government should have that information) then we could match up the number of available posts to those skilled & seeking them, and at least saturate the market to a reasonable point.

Another idea could be to provide incentives  for individuals to create private posts for these types of skills; or rather yet import post-creating internationals and multinationals to increase skilled jobs and get the quota right.

Perhaps these skills shouldn't be termed scarce if demand doesn't exceed the need. Institutions that provide them should maybe redirect students before they register and warn them of the scarcity of jobs in that field afterward? If that can deter some students and redirect them into more "job abundant" fields then employment rates could grow.

One way or another the problem is there and has to be solved. Pharmacy (pharmacists) in South Africa is an example of one of those scarce skilled fields. However, we all know nothing is ever simple in practice as it is in theory!

Have you experienced this problem? How would you solve this problem?

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