Paradox of the Age: “Employers Are Workers; Workers Cannot Find Work” | HORECA TREND
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The Paradox of the Age: “Employers Are Workers; Workers Cannot Find Work”

mezzeMarin Human Resources and Process Management Manager Erhan Çoban wrote his opinion article titled “The Paradox of the Age: “Employers Are Workers; Workers Cannot Find Jobs”” for HORECA TREND readers.

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Employers; Workers do not like the job. We gave them all their legal rights, what else can we do? He came, he could only last 3 days. Was it like this in the past? Everyone wants to be a Manager right away. What do we earn, what can we give them? 

Employees; Is there any decent work? What difference does it make if we work, we don't get what we deserve. That's not the kind of work I want to do. I'm looking for a desk job. I need to become a manager in a few years.

We've heard a lot about these in the last few years, haven't we? So what is the main reason for this problem? If we were to describe it in one word, we would say this; Mismatch

The reality of the employment market and the expectations of the new social mass do not match. So what should we do if we were to approach this problem with our employer hat?

First, I would like us to look at some facts and create a perspective for ourselves.

According to a study by RightNow Technologies, 73% of customers complain about bad attitudes from their employees.  leaving a company. In other words, no matter how good your other resources are, if your human resources are not good, you cannot be a "good business".  It's very, very difficult. For example, you have a vehicle that can do 300 km. You have a suitable track to use it and you have enough fuel. But you don't have a good pilot or even a co-pilot to drive this vehicle. Probably  They will cause an accident before your vehicle has seen 200 km.

So we need to find talented and happy employees and retain them.

But according to ManpowerGroup’s 2023 Talent Shortage Survey, 77% of employers globally are struggling to find talent – ​​the highest level in 17 years. So congratulations; we have another paradox. We need talent, but it is very hard to find this talent.

If you want, let's first take a look at the reasons for these impasses and then talk about what we can do to overcome them.

The changing employee profile can be considered as the biggest reason for this.. We are living in the first era where several generations are in the business world at the same time. Baby Boomers, Generation X, Generation Y (Millennials) and Generation Z. Each generation has its own characteristics, values ​​and business approaches. When we go back 20 years ago, only 2 generations (baby boomers and generation x) were in the business world. And yes, it was much easier to manage, to be sure.

If we touch on another reason, we can say that the fact that information is spreading much more easily has changed the expectations of employees from business life.. Human perception always focuses on the better than themselves. And their enviable lives are now before our eyes at all times, and this changes expectations in both social and business life. The employee who comes across the acceptance of “What’s wrong, he is 25 years old and has become a manager” on social media naturally clings to it.

Lack of Communication can be considered one of the easiest and most inexpensive obstacles to overcome. But unfortunately it is a very serious problem. There is inadequate communication between employers and employees. Expectations, needs and feedback are not clearly shared.

And of course economic conditions. Factors such as inflation, unemployment and economic uncertainty affect the expectations of both employers and employees. While employers try to reduce costs, employees seek higher wages and security.

Okay, now let's get to the point. What will we do to combat these problems?

Alignment: The Magic Key to Business

One of the biggest problems in today’s business world is the gap between employers’ expectations and employees’ expectations. We are stuck between employers who say, “They don’t like the job,” and employees who say, “There are no good jobs to work at.” The only way to break this vicious circle is through “alignment.” When we manage to align people with jobs and jobs with people, we can open the doors to productivity and satisfaction.

The first step of this adaptation starts with job analysis.. We must clearly define the duties, responsibilities, skills and competencies required for each position. Then, we must conduct a job evaluation to determine the importance and value of different positions within the company. As a result of these analyses, we must create job descriptions that clearly set out expectations for each position. This way, both the employer knows what to expect and the employee knows what to do.

Getting the right talent for the right job is another important part of this equation. If you give a person a job that they can easily do and that matches their interests, they will be happy and productive. We should now put aside subjective statements such as “I can tell a candidate by looking at their eyes” or “they used to know a chickpea without saying a word”. We are not in the world of 20 years ago; we are now faced with a much more diverse employee base. We should accurately determine the candidate’s skills and suitability for the job with objective assessment methods (competency-based interviews, tests, etc.).

We must also direct our education budgets correctly. First of all, we should focus on providing “hard skills” (technical skills). It is much less costly to measure “soft skills” such as communication, time management, and human relations during the recruitment process. However, if we still want to develop these skills, we can provide mentoring to our current talented employees. However, when establishing the mentoring system, we should clearly define our expectations and adopt a systematic approach.

The era of universal rules is now over. Every business should create rules that suit their own employee profile and culture, and should not be afraid to be innovative. While it was almost impossible for male employees to grow beards 10 years ago, today it is difficult to even talk about this rule. We have to keep up with changing social norms and employee expectations.

We know that these things we have mentioned are not easy. However, we have no other choice to save our future. We must develop a new perspective for ourselves and take action immediately from today. Let's start the change with these three sentences; Don't command, persuade. Don't impose, involve. Listen, understand and manage.

 

Erhan Coban
mezzeMarin Human Resources and Process Management Manager

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Opinion Articles

The Only Constant Thing in the Food and Beverage Industry in 2024 Will Be Change (Again)

When we look at 2024, we see that change is inevitable for the food and beverage industry. Businesses must be more agile as challenges related to workforce, climate change and supply chain disruption will impact operations and ultimately profitability. Companies' success in the industry will depend on how quickly they can adapt to changing consumer demands and how well they can use the latest technology to remain competitive.

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Let's face it, the world is changing, the business world is changing and will continue to change. Competition is increasing, customers are changing their habits and demands. Companies that succeed will be those that embrace change, invest in new ways of thinking and doing business, and in some cases take the risks necessary to complete the job successfully.

In light of this information, we have brought together some important trends in the industry that you should consider as you prepare for 2024:

  • Technology is not a bottleneck; Start driving change with the business. If you decide to invest in new enterprise software (and you should), it needs to be modern, constantly renewable, secure, and scalable to support business agility. But remember, technology is not a starting point. It is not the technology that drives change, but the business itself. Therefore, the starting point should be the business itself. Ask yourself: “Where can we create the most significant impact for the business by solving real business challenges with the help of technology?”
  • Success in 2024 will be all about data and how you use that data to improve the bottom line. Food and beverage companies need a modern technology foundation that will make the business agile and efficient in production, new product development and marketing. So find a platform that processes all your data and allows you to monetize it. With the right platform, businesses can leverage artificial intelligence (AI) and machine learning (ML) technologies to reduce costs and increase efficiency. Every business needs visibility into its operations and financial performance, as well as detailed insights into product margins. You can't heal what you can't see.
  • Consumer demands for traceability and transparency will continue to expand up and down the supply chain. This demand enables consumers to know more about what they eat and drink, how it is produced and where it comes from, helping to improve food safety.
  • The shortage of workers will continue. The pandemic has accelerated the problem of finding employees, and it is obvious that this problem will continue. The workforce is not returning like it used to be. At least this is the case in the short term. For this reason, companies will continue to automate not only in the workshop but also in production and packaging areas. Remember that automation can also optimize administrative processes. Process intelligence can help companies monitor whether their administrative processes are being executed consistently and identify which processes require human interaction. Based on this information, artificial intelligence can recommend changes and automation in the business process. For example, it may implement robotic process automation (RPA).
  • The focus on sustainability will continue. Sustainability will be more on the agenda of consumers, accompanied by increasing consumer awareness, certifications, new regulations and reporting. Companies with a strong sustainability profile can benefit financially by avoiding additional taxation. This will make them more attractive to investors looking for environmentally friendly and promising organizations. However, consider that climate change will affect crops and supplies. For example, due to drought in May and June Grain harvest decreased by 20% in Scandinavia. El Nino hurricane affected the harvest of cocoa and other crops. in spain Olive harvest affected by drought.

When we look at 2024, we see that change is inevitable for the food and beverage industry. Businesses must be more agile as challenges related to workforce, climate change and supply chain disruption will impact operations and ultimately profitability. Companies' success in the industry will depend on how quickly they can adapt to changing consumer demands and how well they can use the latest technology to remain competitive.

 

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