Let there be no mistake — like pioneers, we are working on the frontier of establishing the new employment relationship to replace the psychological contract that implied job security in exchange for loyalty and good, hard work. On a daily basis we deal with making sense out of chaos as we grope through uncharted waters of outsourcing, downsizing, and restructuring. Out of all of this one thing is clear. To link business performance today to the bottom line of the future, calls for the integration of a new element into the equation — employability of today’s workers tomorrow.

For some, the wake up call delivered by the UPS and Teamsters negotiations was a surprise; an unexpected outcry of national sympathy and support rallied for "protecting the American worker". But should it really have been a surprise? As global competition has increased the pressure to reduce costs and streamline business processes, businesses have had to make tough choices.

Over the past 8-10 years, millions of managers, employees and their families have agonized with the reality of losing job security through downsizing, outsourcing and restructuring. The public personalized what was happening to UPS workers as they reflected on what is happening on their jobs. Showing support for the Teamsters was a way of fighting back.

Yes, the reality is that businesses must be competitive to survive. No one is going to deny that. However, in order to survive, decisions must balance a financial view with solid employee relations. If American workers do not see their managers willing to partner with them to achieve the business mission while at the same time valuing fairness, respect, dignity and regard for their future employment, they will look for a champion to do it for them.

It’s time to stop denying the explosive dangers of mounting frustrations in the work force. Organizations will have more success in establishing future work protocol by implementing business practices that are fair and equitable, and promote continuous education in order to improve skills for today’s jobs, while also preparing for the jobs of the future. NO ONE will ever again expect their job to be secure. However, the peace of mind that comes from having skills that are readily transferable carries a tremendous value.

In-house training and education reimbursement have been around for a while. Unfortunately, when overhead dollars are cut, it’s not just employees that are let go. Frequently, remaining employees additionally suffer from a lack of support and encouragement as the ax falls on training budgets as well.

The new employment relationship will have many dimensions. Training to promote current and future employability is just one of them. As costs associated with finding qualified workers escalates, a renewed focus on retaining employees and continuing to develop and upgrade their skills will emerge as the ultimate way to make the most meaningful contribution to the bottom line.

© Debbie King, Evolution Management, Inc.  All Rights Reserved.