Changes in the age of the workforce is changing the way companies work with their employees. More than 1/2 of the workforce is older than 40. How does a company make sure that the knowledge base is passed onto the younger workforce? How important is transferring the knowledge base?
Knowledge is important, but with digital knowledge bases and collaboration at every level of an organization the knowledge can be acquired quickly. What is important to gather from the older workforce is the interpersonal skills missing in the younger workforce.
A couple of things that stood out to me while I was reading...
Coca-Cola only thrived when there was a shared vision and values. Traditional and non-traditional communication was key. Until a company is willing to come together, they will flounder and not be as effective as a company that has a shared purpose and commitment.A CEO and Board must be willing to communicate across all forums and outlets, electronic and otherwise. Communication is key.
As a CEO I am in charge of creating the vision, I am the keeper of the vision, Employees must be empowered within that vision with latitude to create a better company than I could imagine. When I stop listening to my employees I lose out on the best knowledge base in the world. Together we create a synergized company.
Questions to answer:
- What is the best way to create a multinational company that values diversity and still creates synergy and cohesiveness?
- What benefits can I give my employees that will integrate their personal lives and their work lives into one whole? Is integrating personal and work life healthy or is it better to separate out the hemispheres of life?
- What is the best mix of flexible and traditional work scheduling? What personalities thrive under traditional work scheduling? What personalities thrive under flexible scheduling?
- Is there a way to transition people from being uncomfortable with directing their lives and company to being comfortable? What is the key?
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