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Michigan Business Beat | Carrie Rosingana, CAMW! Workforce Outlook for 2022

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For the January 2022 Capital Area Michigan Works! update, Chris Holman catches up with Carrie Rosingana, Chief Executive Officer, CAMW!, Capital Area Michigan Works!, Lansing, MI, Serving the Tri-County area of Ingham, Eaton, and Clinton Co. Michigan.

Watch Carrie and Chris discuss the Capital Area Michigan Works! workforce outlook for 2022
 in this YouTube video below:
This month their discussion concentrates on the workforce outlook for 2022, especially for employers. Covered in their conversation:
 
QUESTION: How has the workforce shifted in the last year?
 
ANSWER: The Great Resignation, the Great Reshuffle and even the Big Quit – many names are being thrown around in an attempt to describe the state of the U.S.’s workforce patterns over the past year and a half. No matter how you refer to it – though I tend to lean towards Great Reshuffle, as workers aren’t simply “leaving” the workforce, they are seeking new jobs – the phenomenon presents new opportunities for both employers and employees. Employees all over the country and even in our region are leaving their jobs and going on strike by the hundreds and thousands. These numbers and trends are not to be ignored when we consider the impact COVID-19 has had on our workforce and the future of work.
 
QUESTION: How can employers adapt to the Great Reshuffle?
 
ANSWER: The first thing we must come to terms with, before we can begin to make changes, is that we will not return to business as usual – our “usual” has changed forever. This may be especially difficult to imagine for businesses in industries that require in person work, like manufacturing and healthcare, two of our region’s most prominent industries. Forbes has an article about how the Great Reshuffle can help us reimagine the employer-employee dynamic and the positive directions this can take the workforce. Their biggest noted change is increased flexibility. For some, this means remote work opportunities and different work hours. But, there isn’t a one-size-fits-all approach to flexibility. If you can’t offer remote work opportunities, what flexibility can you offer your current and potential employees? Businesses need to ask their employees what they need. They may want the ability to work shorter shifts more frequently, or longer shifts less frequently. Perhaps employers can provide paid wellness and/or mental health days for current and potential full-time employees.
 
QUESTION: What’s something employers should keep in mind about hiring in 2022?
 
ANSWER: As you’re looking for new talent, consider hiring based on skills, not academic achievements. This isn’t to say education is not important, it very much is. But only limiting talent search to candidates of a certain degree attainment may be a barrier to finding a great fit for the position. When employers prioritize and support professional development and learning, this supports retention of current employees as well. In fact, 42% of employees say learning and development is the most important benefit when deciding where to work, followed by health insurance. Even in times of stress, an employee’s skillset and learning opportunities should be a top priority. Because if an employee’s basic needs are not met, they will not be able to perform to the best of their ability – which may impact their long-term success with an organization. As business leaders, we have to meet the needs of our employees and job seekers if we want to create lasting support and prosperity within our community.
 
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