Comeby! said:
I don't know if you guys are referring to service or major employees but I'm still seeing a ton of people on the sideline looking for work. The consolidation has needed to happen for awhile. It's true, companies are tasked to do more with less. The game now for survivors is a race to the lowest G&A. The money is dictating headcount for many teams. Thankfully, it hasn't happened to us, yet.
I am considering flex scheduling. We are in week two of 100% in the office. What flex scheduling tools/apps are you seeing people use to keep track of who is in, when?
I work in consulting mainly for O&G (and chemicals), but while there are people on the sidelines, many don't have the skills needed to do work.
My issue is having to do jobs that the 'old timers' did, but I never got trained; more of thrown into the fire. While that isn't bad, the people I know who got let go and are looking for work, they couldn't do it (the trial by fire). So short-sightedness prevented training of staff so that if/when things picked up in the future (or the person who did it got hit by a bus and couldn't do it anymore), there wouldn't be a skills gap.
So not only are the remainders doing more, we are having to do it with less. Less pay (took cuts to stay on), less people (because we can't increase salary) and less resources.
And god forbid the higher-ups actually start bringing in kills (at least consulting). When I see the same people who aren't business development brining in prospects vs. the BD team/leaders who are supposed to bring them in, I wonder why we can't eliminate them, get their pay or hire back the staff we used to have to finish the work we have and look competent....
~egon