Management Playlist - Upskilling | Reskilling The Fragile Workforce

What's going on guys? Morky Williams from the YouTube channel or line certification course. Here I got a tutorial in regards to the fragile workplace and how upper management need to adjust their ways. Come check me out, like, subscribe, comment below, which would like to get certified in.

I could present you some links to check out. So let's get into it. But first go ahead and check out my intro. So with all the AI, the automation is so forth that's going on with these companies and so forth and to make whoever's left in a workforce job a little easier.

Companies need to start focusing on the emotional intelligence, the empathy, the creativity that technologies cannot replace. So if you made a pass, the intro is far now you're wondering, saying, ah, so what is. So the new trend with the hiring process that's going on with these smart organizations and so forth is they're taking talent over experience, over the strength and also those little crappy ass pieces of paper that you got to conjure the underworld up to have these things accomplished, which is those resumes, right? A lot of great organizations smart organizations are throwing at self out the window and they're moving towards investing into their own current employees.

They hire and talent and so forth and they start to rescale, upscale these current people that they have at their businesses, which in the long run saves them ton of money. So a lot of companies, they do that for the retention and so forth and by doing so, you get more productivity out of your team. Also they stay at that current position. So give an example, if somehow mysteriously a new job creation pops up out of thin air in the service department or purchasing department, instead of going out and hiring and spending the time and effort through the hiring process and onboarding orientations and so forth, I think we're going to say a lot through the tutorial.

You can go ahead and upscale, rescale someone in that department or if there's three people in that department, go ahead and divvy up the new job roles of soul for it and also in the long run, throw a couple of coins into that pocket. Everyone's happy, right? So moving forward on that, Peter Drucker once said, the only skill that you need in going on into the future is the skill to learn new skills. Eventually, everything else will be obsolete and what you have is a new skill set and what do you give them from?

You could go online and do the courses as such, which I'm going to have some down below in the description, but also within the company, upper management should be, once again, training these people that have been in these positions for five, ten years and so forth. There's new ways of doing stuff, there's different processes and procedures and so forth. And upper management should be going out to these conferences and so forth, these power jobs, learning new techniques and skills and bringing them back in to retrain these employees in those new ways. So you have to understand companies such as Verizon, Chipotle, Ashley Furniture, their whole model is trained within the company before they go outs or outsourcing for employment and stuff, so forth.

So they go ahead and retrain them, switch them around to different positions and so forth and up their pay scales, that's simple, that's simple. So you got to stand between, they were mentioning, as I mentioned before, is for brand to actually sit down, do the whole hiring process by someone which is going to be interviewing and so forth, picking their brains and everything and let me think about it, call you three weeks to a month or so forth and then get them in, do the onboarding process, the orientation, HR, do their thing and then you bring them out to the floor and now you have to show them everything you know and you experience it, I thought without the window, this is how we do it within the company. So it takes about four grand and without that you might have someone that you brought them through the ropes and everything and they look around and it's not my fit, I'm out. While you have your own employees already there and you retrain them to different positions in your ideas, process and procedures, you already have them set.

And you retain them because now, maybe more productive because now they get an employee and feed them back up for it and so forth. So talent is pretty much as the thought of having something within inside you without actually being trained, you just had that certain talent, that neck. And people, when they have that talent, it's more easy for them to be retrained, try new things and so forth, they take heed to it, they absorb it much better. So to have talent over experience and strength, I lean towards that a lot also.

So I'm going to give you a few examples on it. So you can say we hear it many times, right? You don't have the experience, you know, I cannot hide you, I cannot experience it enough. And of course, in defense we will say how would I get the experience and know what I'm going to hide.

Right? So you also have people that may, you could comment below as well, you know, we can't hide HR or someone in a marketing, they don't have experience. So sometimes you have to put experience to the backside and look towards their talents or other things that they have on their resume, what are the accolades, do they have or they trainable, right? What are the qualities that they have that determine that he or she can fulfill this position?

Right? So keep that in mind when you sit in there and you're doing that little proper procedure of interviewing someone. And quick story, the funny thing was I've been back in 93, applied to Burger King, McDonald's and they said the same thing after they like, you know, you don't have experience and I actually went down to Wendy's down at the college while I was living it. And the funny thing was they said the same thing and I'm like, really?

What are you doing? Slip and Burger is some serving fries. How hard can it be? So the manager actually laughed and everything and literally hired me on the spot.

So you know, shout out to Mike Sneed back in 93. And also within that year, I got up to Kru Chi Pay, which was $9 an hour back in 93 or whatever because you know, I had the talent of absorbing and taking on other positions that they say, hey, Mark, when you build a fulfill this or fulfill, hey, no problem, no problem. So I had talent and you had the experience of flipping burgers, but I had the talent to learn and I was up for other positions as well. So talent goes a long way.

Also, you know, we're scaling your current team. You know, we'll allow you to retain them, which I keep mentioning before I'm going to have some tutorials down below. So I'm linked in the description as well as regards to how to retain your employees. So a lot of businesses, you don't want them to have a revolving door.

You know, you got the managers that are hard and hard knows, pressed to the fact that everyone's replaceable. Technically, yes, you know, they are replaceable, but it comes with a cost. And also, you know, by retaining them and you know, upskilling them and so forth showing them empathy and you know, emotional tellers, just to so forth, you got to understand that your team will be much more happier and they have a lot more productive in their work. Moving on to the fact of flexibility, so with the pandemic going on and so forth over a year, flexibility in the workplace has to be at the all time.

I am going forward to like the years to come. So you have to understand, you have families that have kids, so you know, the child care, the care and so forth. So businesses, photos will be shut down. So you got to understand you have to create much better work like families, you know, if not, you know, the employees will be burnt down.

You know, you won't have an employee because you know, maybe the mom has to go ahead and quit their job so they could take care of the child or someone else in the household. And with that being said, it's 2021. We have laptops. We have Wi-Fi.

We got this camera that I'm looking into right about now. We got an IT department at the company they work for. Go ahead and figure out. Remote work.

So you got to understand that a lot of these businesses, companies, the software, they got that antiquated idea that you have to be in a workspace at cubicle and so forth. So upper management can work by checking out pop.la, what you doing, that's a net blah, blah, blah. And the whole meetings, which drove me crazy, where anyone had to go get about 20 people crammed up in the conference room to discuss something for an hour, right? This is the thing in the past.

You have to understand they have Microsoft Teams Zoom video conference. Yes. Yes. So I also have links below as well in regards to how to manage a remote team, how to work remotely, the proper way things you need to be set up with and so forth, the high work with IT and the cloud base they need that's going on right about now.

So the flexibility in the workplace where you can work remotely is a beautiful thing. I mean, I have friends that actually literally work from a food court in the mall, but they shop and it's so fun. Or you actually have a video conference out in the park. It doesn't matter where you're at as long as you're working, right?

So a lot of people may think or manage me and so forth may say, well, how we know are they really working or they working straight eight hours, even if I go into work and sit at my desk, I'm not working for full straight eight hours. I get a nice solid five hours, six hours. Same thing you're working remotely. So you will see your lack of work will reflect if you work remotely.

You see a decline. That's how you know they're not working. They're not working. They're not working.

Get rid of them. Placing. Take away in all this is a man to understand the benefits of upscale, right? Upscale your current employee before you go ahead and house source and waste a lot of money in the long run.

It keeps your current employees engaged in every tension high. Learn how to change the current times in regards to process and procedures in a workplace, have empathy with your team in regards to flexibility towards a work-life balance and you get much more productivity out of it, right? Many thanks, working with you. And I'll know.