What To Expect in 2008

A reasonably strong economy, a growing labour shortage, and changing demographics will make next year very interesting for employers and employees. Here are ten trends (good and bad) to watch for in 2008:

Forget about hiring the ideal candidate. The labour shortage in virtually all sectors means it will be increasingly difficult to hire the perfect candidate for the job. Long gone are the days when employers could have the pick of the litter from three or four well-qualified candidates that all want the job. Instead, employers will hire the person who comes closest to the definition of the ideal candidate and then "train-up" that individual through internal mentoring, external coaching, and formal training programs.

Decline in customer service. Customer service has been in a steep decline for several years and unfortunately you should expect this to continue in 2008. Apathy seems to be running at an all-time high. Whether it is automation, or complacency on the part of workers who know they can easily get a job somewhere else, or simply a lack of trained workers, your patience will likely be tested next year as you attempt to purchase goods and services. Not all is lost though. Most customers will demonstrate their preferences with their wallets and those companies and individuals who display levels of respect, courtesy and compassion toward others will thrive.

Younger managers will be in over their heads. Changing workplace demographics means upwardly mobile individuals will be promoted into management positions at a much younger age but without the requisite grooming to assume such responsibility. These new managers will face workplace situations they have never encountered before and their inexperience will lead to mistakes and failures. They say good judgment comes from experience and experience comes from bad judgment. Let's hope these new managers learn from their mistakes.

Workplaces will get healthier. For several years employers have talked about the need for healthier workplaces but did nothing about it. This is now changing. Employers are finally beginning to understand that healthy, happy workers actually leads to increased productivity, and more and more companies will take steps to ensure employees have access to health and wellness programs, flex-time, additional vacation, better benefits, and safe and comfortable work spaces.

More workday flexibility. The line between work and home is becoming blurred due largely to new technologies, like Blackberrys, and the 24/7 global environment we work in. That's the bad news. The good news is that employers are recognizing this and allowing employees more flexibility through the regular workday to attend to personal matters, ranging from kids' school concerts to car appointments to yoga classes. If employers give respect and trust beyond what the employment contract states, employees will reward them with loyalty and productivity. Work/life balance has become whole life balance.

Employers will go to extreme lengths to determine 'fit' before hiring. Despite the shortage of qualified candidates, employers are investing more time and resources on assessing the personal qualities of applicants prior to hiring. 'Fit' has always been important but in 2008 it will become critical. The cost of a hiring mistake is too high and the availability of new candidates too low. For middle-to-senior level jobs, candidates should be prepared for a battery of assessments, multiple interviews, and extensive references throughout the selection process.

Less demand for education, more demand for training. While I personally support formal education as a necessary tool for a successful career, we will continue to see a move toward more job-specific training in 2008. This training, delivered primarily through community colleges, trade schools, and outside consultants, is targeted exclusively at the short-term occupational needs of employers. As long as the economy remains strong and workers at a premium, this trend will continue.

Disharmony among the generations will persist. For the first time ever, there are four distinct generations working side by side: seniors, boomers, Generation X, and Generation Y workers. Each of these groups holds very different views on just about everything work-related whether it is authority, autonomy, hierarchy, conduct, dress, language, or work ethic. This lack of understanding among the generations is creating a huge rift and even resentment between co-workers. Fortunately, this issue is starting to receive a lot of attention in the workplace. I'm hopeful more harmonious relationships will emerge eventually.

Job dissatisfaction will continue to grow. Many more people are unhappy in their jobs, than fulfilled by them. Everyday I meet people who hold well-paying, highly respected jobs yet possess no passion for their work. Employers would be well served if they stop blaming their employees, and look honestly at themselves and ask how they contribute to this malaise. If nothing is done, the economic consequences of this trend could be staggering.

Too much information, not enough thought. Access to information is at an all-time high. With a few keystrokes, reams of information, on just about anything, is at our fingertips instantly. However there's a growing problem. That's the inability of employees to analyze, interpret, synthesize and apply this information. And, that's the most important part. This trend has been emerging for several years and unfortunately I expect no material improvement in the coming years. If only all employees could manage information like newspaper reporters, who have the ability to select, refine, or shorten stories based on their relevance. We can all learn from their skills.


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Gerald Walsh, CMA, is the President and Founder of Gerald Walsh Associates Inc., an executive search, career transition and executive coaching firm.

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