As appeared in the Denver Business Journal — By Stephanie Klein

It goes without saying that things in the Colorado business marketplace are changing at warp speed. The recently roller coaster of economic outcomes and reporting underscores the volatility many are experiencing. Adapting to these forces means changing traditional ways of thinking, especially in employment, hiring and management. It means accepting some new realities, letting go of outdated ideas, and revisiting traditional practices with fresh eyes. Here are several Denver employment outlook predictions that will shape the next several years of hiring and management.

The need to accept reality
It doesn’t appear the jobless rate will decrease anytime soon. Many companies have realized they won’t and don’t need as many traditional employees to operate efficiently. The new economy has forever shifted the way we work. Companies are running lean, relying on technology and making do with less. That isn’t to say some employers aren’t running too lean, or that with substantial growth, hiring won’t pick up. It is to say, however, that many businesses have found a new normal. Managing our state’s success as a factor of an unemployment percentage won’t be as simple or accurate. This “new normal” is here to stay, and the savvy business owner will accept it.

The continued need for leadership
Usually, business leaders like to think they can see the horizon and read the trends to forecast their organization’s success. The truth? The last several years have made that kind of certainty almost impossible. Today, no one has all the answers, nor an ability to know what ideas or strategies will have long-term sustainability. What’s worse, a company’s best employees will leave because of their leader’s inauthentic view of reality. Too many company leaders continue to hire using old paradigms and dated operating procedures. Running a business is more of a marathon than a sprint, and those just running harder without changing their training plan, tools and support team probably won’t finish the race with any grace or energy. The race track has changed. Future winners will be those willing to admit they don’t know everything. They are willing to keep studying and learning, and are committed to growing personally. There are many opportunities, but those managing through the rear view mirror will miss them every time.

The need for knowledge workers
Just as companies look to become more flexible, focused and specialized, employees must do the same. Those who identify and use their value will be the most prized employees in this market. The most prized traits will continue to be those of critical and systems thinking; those with creativity; and those wired for collaboration. Employees who know how to apply and articulate their expertise and connections to help their organization won’t find themselves looking for work. Irrespective of industry, knowledge workers know how to leverage their relationships, knowledge and experience. Managers should seek out, hire and nurture such employees, as they often create success wherever they go.

The need for flexibility
The movie Buck, a documentary about the real man behind the Horse Whisperer, contains an interesting quote: “Blessed are the flexible, for they shall not get bent out of shape.” Business leaders should take this to heart. The traditional corporate ladder is no longer in existence; technology enables the most senior leader and the newest employee access to the same information. Transparency and flexibility are here to stay. Too many senior leaders who had to climb the traditional corporate ladder are requiring those who come after them to do the same thing, even if it makes no sense. Business leaders today are finding that some of their most valuable workers don’t necessarily fit into their notion of a successful employee – that is, they may not work best locked to a desk 9 to 5, or they may not need as much “face time” with upper management. They are not as fixated on titles and lock-step promotions, but rather on collaboration and outcomes. Adapting to this trend means focusing on results rather than face-time and the clock. Hard work is still a mandate, but allowing for more flexibility enables companies to incentivize their valued employees, thereby increasing motivation and improving retention.

A lot is changing in the Colorado market, but those who adjust and adapt to these trends will be better equipped to ride out the roller coaster. Change is hard, but getting left behind is harder.

Stephanie Klein is President and CEO of Experience Factor, a Denver staffing and placement firm, and past president of the Colorado Human Resource Association. Contact her at 303-300-6976.