Personalmangel Attensam West, Umsatzplus Ost

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Post on Nov 21, 2024

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Personalmangel Attensam West, Umsatzplus Ost: Eine ungleiche Erfolgsgeschichte?

Hey Leute, let's talk business – specifically, the crazy discrepancies I've seen in the German job market, especially within the Attensam Group (I'm using them as an example, but this applies to many companies!). Seriously, the difference between the West and the East is wild. I mean, wild.

<h3>Der Westen: Personal Not Found!</h3>

West Germany, right? You'd think with all the established businesses and higher salaries, finding staff would be a breeze. Nope. Total fail on my part, at least initially. I was consulting for a mid-sized company in Cologne a few years back, and we were desperate. We had crazy projects, amazing clients – but nobody to actually do the work. We tried everything: job boards (StepStone, Indeed – the whole shebang), recruitment agencies (cost a fortune, btw), even those fancy LinkedIn campaigns. We even considered hiring a headhunter – but let's just say the budget for that was...limited.

The problem? Competition. Everyone's fighting for the same skilled workers. It's a total buyers market for talent – and the employees know it. This lead to higher salaries and more benefits. It's a vicious cycle, really. We ended up losing some big contracts because we just couldn't staff up fast enough. So frustrating!

Key takeaway here: Don't underestimate the power of employer branding in West Germany. You need to make your company attractive, not just by offering a good salary, but also by offering flexible work arrangements, good benefits packages, and a positive work environment. And remember, Mitarbeiterbindung (employee retention) is just as important as recruitment.

<h3>Osten: Umsatz steigt, trotz Personalprobleme</h3>

Now, let's jump over to the East. I was working with a smaller company in Leipzig, and their experience was completely different. They were experiencing a massive sales increase (Umsatzplus!), despite facing similar personnel shortages. How? They were smarter about it.

They focused on internal training programs, promoting from within, and leveraging technology to boost productivity. Plus, they actively sought out talent in neighboring regions. They weren't competing with massive corporations that could offer more compensation. They had to get creative and really focus on their company culture.

Pro-Tip: In East Germany, consider offering relocation packages to attract talent from outside the immediate area. Also, remember that smaller companies in the Ost often attract employees who prioritize work-life balance and a less cutthroat environment. Play that to your advantage.

<h3>Überbrücken der Kluft: Strategien für beide Seiten</h3>

The differences are striking, right? So, how do companies bridge this gap?

• Invest in Ausbildung: Seriously, apprenticeships (Ausbildung) are key, especially in the West. It's a long-term strategy, but it pays off big time.
• Digitalisierung: Automation and digital tools can help offset staff shortages in both regions. Seriously, technology can help you get more done with less people.
• Employer Branding: Regardless of location, make your company a desirable place to work.
• Regionale Netzwerke: Connect with local schools, universities, and community organizations. Network, network, network!

This isn't rocket science, folks. It's about being proactive, creative, and realistic about the challenges of the German job market. Remember my mistakes in the West? Don't repeat them. Learn from them. And remember, even in the face of Personalmangel, you can still achieve an Umsatzplus – you just need the right strategy.