Every industry everywhere has an issue with finding qualified people and it is super easy to scapegoat "millenials" and all the young people as being lazy. I'm young. I bust my ass. I have multiple people that work for me that are young and also bust their asses. I mean hell at mid 40s, you aren't THAT far removed from the "young people" that you claim don't want to work. The main difference is, as a business owner, you cannot just shotgun approach your hiring and wonder why it doesnt work. You also can't have a trash company culture or no company culture at all, and expect to keep guys motivated unless you pay out the nose. We pay our guys well. We also try to create a healthy culture from top to bottom that gives them a say, opportunity to progress through their careers, training etc. that allow them to grow professionally and as people. We give bonuses, throw parties/celebrations for achievements, give praise when warranted and we have a almost non-existent turnover excluding folks we've let go for not being good fits with our culture or their jobs.
Whats your system for determining fit of an applicant before assuming they wont work out? Do you do any testing? Standardized phone screenings? "Gut feel" typically sucks as a hiring tool. No one wants to work seasonally - especially guys that are any good OR motivated. Why work for <$20/hr for 9-10 months and then have no work for 2 when you could either have steady work all year or make more. Company strategy wise, if you can figure out how to work all year around and hire PURPOSEFULLY it becomes a lot easier. My last job posting got 140 applicants and the guy I hired as ops manager is killing it. Our hiring process has been honed and works very well at getting the right people.
I strongly recommend looking at hiring methods such "Who" and other strategies to find talent, fit etc. It also may take some introspection on your own part to see if maybe there are things about your management style/company that could be improved to draw the talent you want.
I'm not saying that employees are at all easy and if you want to stay solo, thats perfectly acceptable but the "young people just don't want to work" thing is irritating. The main difference is that young people are not OK being disposable labor and they are largely untrusting that companies have their best interests in mind. As far as retirement, you are limited by your own time and health. Hiring people allows you to create a business rather than a job.
There is an old saying . You dont plan to fail , you fail to plan .
He thought he was there , he was paying someone to run the day to day . But he neglected to check the day to day .
Retirement , now thats something the young guys in this business dont think of enough . They want cool equipment , pretty trucks etc . What they dont realize is when they are 35 , they are just 15 years away from 50 . Once they reach 50 its 15 years to 65 . You need to be thinking of retirement in your 20's .
I got some great advice at a young age . I didnt listen to it right away . I didnt start on my retirement until my late 20's . But I did . And I sit here at 57 , and can retire anytime I want . But I havent . I can still work , bring in cash , and I still like working . To have a larger retirement .
Thats one section that should be added to this forum
"The road to retirement "
so the solution is work for yourself, by yourself. you are the boss and the worker all in one. no one gets screwed that way. everything is fair across the board.
What advice would you give to someone like my wife and I who are in business together, haven't saved a dime but just bought our first home. How did you start planning
I lived way below my means , still do to a good degree . The greens industry has been good to me , But for me it was a way to raise capitol for investments . Using my
It isnt how much you make , or even how much you keep , its how you make what you keep work for you .