H R Ch al l e nge s Faci n g S ma ll Busin e ss
DUSTIN SHAY
SHRM-SCP,
SPHR, CSC
Mid-Florida SHRM
Director of Public
Relations
C
] O N N E C T
midflorida.shrm.org
As we look to the
future of 2015 and
beyond, we will likely
consider 2014 a shift in
workforce dynamics.
It was an end to the
global recession,
but brought forth a
workforce with varying
demographics, different
demands, and different
expectations. Some of
the challenges among
them are trying to
lead and develop your
existing employees
6 | FORUM FOR BUSINESS
while attracting and
engaging new ones.
With an improved
economy and declining
unemployment
numbers both locally
and nationally, one
of the primary HR
challenges that a small
business may face is
hiring and retaining
suitable staff. In a
recent survey, over
half of small business
owners responded
that this is a challenge
they face. With
newer demographics
of the available
workforce comes the
opportunity to add
value in intangible
benefits, such as
flexible schedules,
telecommuting, etc.
However, sometimes
it boils down to
trying to compete
with conventional
employment by
offering benefits and
full time hours. It can
be a conundrum. It is
in those areas where
small business may
be at an advantage of
being able to make
on-the-fly changes
to these employment
policies. Although
63% of small business
employees showed
that they are satisfied
or extremely satisfied
with their job, many
think there is room for
improvement when it
comes to their benefits
options. The 2014 Aflac
WorkForces Report
for Small Businesses
states that only 12% are
extremely satisfied with
their benefits and only
14% feel it meets their
family needs. Several
federal regulations
regarding benefits have
both hurt and helped
small business, but at
minimum it does allow
for employees to have
options. The situation
brings us to the issue of
overall job satisfaction.
Job satisfaction and
personal relationships
with the owner/
manager do not always
guarantee loyalty. These
findings should alert
small business owners
to the value of offering
more robust options,
to include voluntary
offerings when it comes
to employee benefits.
This new workforce
demographic brings
to the forefront the
growing demographic
of an older workforce.
By the end of the next
decade, the workforce of
age 65+ is set to nearly
double. What can small
business do NOW that
will allow them to seize
this opportunity? Well,
start by diversifying
your workforce and
understanding that
as your workfoce
demographic changes,
so will your customer
demographic. Research
backs up the benefits
of a more age diverse
workforce. Up to age
70, older workers are
just as productive
as their younger
counterparts, according
to a government report.
And mixed age teams
are shown to increase
the productivity of both
populations. Failure
to implement agesensitive policies such
as flexible working and
part-time hours may
limit a small business’s
success. There is a
subsect minority of the
aging workforce who
can get stuck out in the
labor market and find it
difficult to work again,
even though many of
them are skilled and
motivated to do so.
So be at the forefront
of these changes. Start
a dialogue with your
existing employees and
talk to your potential
new hires about what
is important to them
as they move forward
in their employment
options. You will be
surprised how small
adaptations can add
value to your growing
business.
For more information on HR
related issues, feel free to
attend a local Mid-Florida
SHRM chapter meeting. More
information can be found at:
http://midflorida.shrm.org/