Four decades ago, a new employee likely expected to spend their entire career with the same company. As the years passed, they might rise through the ranks and receive enough on the job training to succeed in their role. Neither employee nor employer gave much thought to continuing an employee’s education. For this generation, there was a social contract between employers and employees. Loyalty was valued, and it went both ways. Companies rewarded longevity and loyalty and employees put company priorities before their own. It was also industry-standard for companies to offer pensions to attract and retain valuable employees.
Employment in Nevada’s technology industry grew by 2.7 percent in 2016, as employers added an estimated 804 new jobs, according to Cyberstates 2017, the definitive annual analysis of the nation’s tech industry released April 3 by CompTIA, the world’s leading technology industry association. With an estimated 31,003 workers, Nevada ranks 38th among the 50 states in tech industry employment.
Is employee engagement really a concern in the workplace? The answer is: Leaders, managers and owners typically cannot identify the lack of engagement in their staff as accurately as they think. I work with very successful managers, business owners and C suite executives. Initially 75%- 80% think they DO NOT have an employee engagement problem.
We have been interviewing job candidates for a couple of openings we have, and it looks like there is finally a positive shift towards a growing talent pool. With the predictions of unprecedented new job growth in the region, many employers have been worried about a shortage of qualified employees, but the latest batch of resumes we have been reviewing include more out-of-town candidates than we have ever seen.
A lot of small businesses and their employees had a happy Thanksgiving, thanks to Attorney General Adam Laxalt. He led a successful legal challenge to halt the implementation of a Federal Department of Labor rule that was to kick-in on Dec. 1 — a rule that would have imposed millions of dollars of unfunded liabilities on state and local governments and killed jobs.
We are headed into a time in Northern Nevada where workforce readiness is a real concern. Without proper preparation, it will become a crisis for some—especially small businesses. Northern Nevada community leaders are paying attention to the need to ready our workforce for current and projected growth. Keep in mind that EDAWN is predicting 50,000 new jobs by 2020 through its efforts to economically develop our region.