{"id":70256,"date":"2020-01-22t12:00:12","date_gmt":"2020-01-22t17:00:12","guid":{"rendered":"https:\/\/48e130086c.nxcli.net\/?p=70256"},"modified":"2020-02-03t17:11:38","modified_gmt":"2020-02-03t22:11:38","slug":"2020-outlook-talent-shortage-drags-on","status":"publish","type":"post","link":"\/\/www.g005e.com\/2020\/01\/22\/2020-outlook-talent-shortage-drags-on\/","title":{"rendered":"2020 outlook: talent shortage drags on"},"content":{"rendered":"

\"\"what it takes to prosper.
\n<\/strong><\/p>\n

by <\/i>august j. aquila<\/i><\/p>\n

the last of the baby boomers are retiring in large numbers this year. they had a long run at managing firms, but their time is now up.<\/p>\n

more:<\/b> 6 action steps for a smooth retirement transition<\/a> | 7 succession planning best practices<\/a> | grissom and aquila on partner performance evaluations<\/a> | gross profit in a professional services firm: opening a dialogue<\/a> | checklist: 18 essential steps to effective billing<\/a>
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i\u2019m still seeing a lot of them trying to hold on and control things well into their 70s. i advise them to transfer equity while they are on the top of their game and not when they and the firm are declining. while many take this advice, those who don\u2019t aren\u2019t sure what they will do once they retire. i usually work out a retirement game plan for them.
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\nlabor issues continue to plague firms. this is because of the demographic shift as baby boomers leave the workforce. there continues to be a real shortage of qualified people to hire. this is going to be a long-term issue. firms with<\/p>\n