Generation change in NRW: Entrepreneurs are fighting for the future!
Generation change in NRW: Entrepreneurs are fighting for the future!
In North Rhine-Westphalia (NRW), over 305,000 family businesses are faced with a generation change that affects 1.8 million employees. In the Dortmund region, 16,500 companies with 106,500 employees are directly affected. Demographic change makes the search for suitable successors increasingly difficult, as can be seen from the current IHK successor report NRW. According to this, 80 percent of the companies surveyed have difficulty finding an external successor. This is a clear increase compared to 56 percent eight years ago. Every tenth company is now planning to decommission or liquidation.
The challenges for companies are diverse. Almost every fourth operator in North Rhine -Westphalia is older than 60 years. Over 50 percent of the respondents report delays caused by growing bureaucracy, while 39 percent identify the shortage of skilled workers as a central hurdle. In addition, economic uncertainties, such as high energy costs and global crises, make long -term planning. Interestingly, only 40 percent of entrepreneurs plan: inside a family handover. In addition, 12 percent of the generation of emissions does not have the drive to complete the handover within two years.
claims of the IHK NRW
The IHK NRW calls for political support to support the companies in coping with these challenges. This includes the reduction of bureaucratic obstacles and measures to catch the fault of the shortage of skilled workers. In addition, 75 percent of the ages from the age of 55 have clear ideas from the time of the company handover, and 70 percent are already in the information phase.
In addition, a study illuminates demographic development and the shortage of skilled workers as central challenges for companies. This study emphasizes that it is important to integrate older workers into the labor market because they represent significant potential. However, many companies hesitate to hire older employees, and often associate this with higher costs and supposed defects in flexibility. Generational management is becoming increasingly important, but requires a higher level of sensitization and knowledge in the company.
older workers are ready to work beyond retirement age, but need changes in working conditions. In order to promote cooperation between the generations, active management is necessary. Companies should offer more flexible work models and reduce existing prejudices to develop sustainable solutions in generation management. Insights into different approaches to cope with these challenges were obtained, among other things, at ABB Switzerland, Swiss Re and the Hotel Waldhaus Sils, which underlines the need for individual solutions to promote the ability to work older people.
For more information on these topics, see the reporting of Nordstadtblogger and a detailed analysis of the challenges as part of a study on Springer Link .
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