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にほんブログ村
Hello. I’m Yasui, the president of a one-person company primarily engaged in inspections of high-pressure gas facilities.
Let’s keep asking for help wherever we can.
It’s impossible to do absolutely everything yourself, including all the miscellaneous tasks.
Rather than that, we should spend our time on what truly matters—on the things that only we ourselves can do.
People who can truly be called “talent” are becoming scarce.
With work-style reforms, those who used to catch up by putting in long hours, or those who take more time than others to learn, are being left behind.
There is also a strong social trend that companies must comply, so holidays have increased and wages seem to have gone up as well.
Even though wages have risen, what is being produced has not increased by the same amount.
I can’t help but feel there is a mismatch here.
What is necessary to raise wages?
Wages don’t go up on their own.
From an employer’s point of view, if output remains the same, there is no reason to raise pay.
When the value of what is produced increases, or when the amount that can be produced increases, the value of output grows, the company earns more, and wages can be raised.
Of course, that increase is rarely passed on to workers immediately.
Many companies are not following this path.
Because there are not enough people, they often try to attract workers simply by offering higher wages.
Let’s think about this for a moment.
High wages may mean hard work, or it may mean there is a severe labor shortage—an imbalance between supply and demand—causing wages to rise relatively.
If even inexperienced people who cannot generate sales or manage a site on their own are being paid high wages, there must be some underlying reason.
And when the proportion of people who cannot run a site on their own increases, company management becomes extremely difficult.
That’s because we are heading not only toward a super-aging society, but toward a “super-dependent society.”
A dependent person cannot earn their own livelihood alone, so their living costs are covered by profits earned collectively by others.
Some level of support may be possible, but what really matters is how much time the existing employees can free up for other work by employing such dependent workers.
Because dependent workers have more limited working hours than before, it now takes longer for them to become fully competent.
As a result, the period during which those who can run sites bear a heavy burden becomes prolonged.
And since dependent workers still receive a certain level of pay, they feel less urgency to work hard to master their jobs.
It’s not surprising, then, that more people think, “I’ll just learn at a relaxed pace.”
If companies can no longer be firm with them, it doesn’t seem like a desirable situation for either side.
When I was young and my salary was low, I desperately worked to obtain certifications.
It wasn’t because I had some grand goal—I just wanted to increase the allowances I received.
How many people in small regional companies can truly work with clear goals in mind?
If I had been paid a sufficiently satisfying salary back then, I might not have cared about certification allowances and might have taken things easy.
To motivate people who live without clear goals, it seems quickest to help them solve immediate, tangible problems.
But the world no longer works that way.
And so, the trend is shifting toward not employing people.
Companies with capital can invest money to secure talent, but those without such resources tend to turn to outsourcing.
Frankly, it feels like there is a serious lack of competent people—especially in rural areas.
If that’s the case, outsourcing is often better than hiring.
This runs counter to the idea of a going concern, but whether you choose to hire or not, we are entering a harsh era either way.
The trend is outsourcing.
And absolutely not hiring too many people.
Just being slightly understaffed is better.
Not “too much is as bad as too little,”
but rather, “too much is worse than too little.”
I want to value moderation—the middle ground.
Thank you very much for reading to the end.
See you again!
Lastly, please click the link below ♪
Nihon Blog Village – Management Blog
Nihon Blog Village
