Lots of evidence recently of COVID-related health damages and deaths. Hiring qualified replacements is increasingly difficult. For a business today, this is a scary but terribly real situation. But, what if a business lost, say, up to two-thirds of its workforce as a result? Is there anything it can do to prepare, especially given the possibility that no such worker-loss horror will actually occur?
Major impact events coming? Certain. Nature, magnitude, and timing? Mostly unforeseeable. These just happen, whether by fate, predestination, or a random dice-thrower. All you know for sure is that some big things are coming along. The best you can do in this case is to identify your points of greatest vulnerability and to figure out how to minimize the impact effects.
The Great Resignation seems to be largely one of quitting a job that sucks and finding a new job that sucks at least somewhat less. Relatively few quits seem to be going into self-employment or gig life. Too much uncertainty. Income variations major. Hustling for work 24/7 not happy for many folks. Where is this all heading?
Does your growing organization or business (unit) have between 50 and 150 FTE employees? If yes, is it often a mess – tough to manage? If no, you may be either very smart or very lucky. This is the growing organization size equivalent of the Terrible Teen years of human adolescence. What can go wrong, will. Why is this particular size range and development stage so important?
You have surely heard all the recent fuss about The Great Reset, a product of the World Economic Forum (WEF). It has the modest goal of changing everything, everywhere, forever. Founder Klaus Schwab says so, anyway. So, how are these ambitious folks making out on this visionary project? What’s their scorecard? More importantly, are we done and fully reset yet?
