If the example of other states teaches us anything, it is that opening Western Australia’s borders will not signal an end to the uncertainty that COVID-19 has caused. Our challenges will change as we deal with a new phase of the pandemic, which means that as business leaders, we must use this time wisely.
There are some things we do know. We will have rising case numbers. This will put pressure on organisations in every sector, with staff shortages set to challenge the best of us. We will need every ounce of the adaptability and ingenuity that has been Western Australia’s greatest strength.
That innovative spirit is something I have witnessed in the last few years. It is what drove one resources company to use the Internet of Things (IoT) to remotely control heavy equipment, so that specialist engineers could reduce the need to travel to far-flung work sites. It led to a major medical facility introducing a sophisticated sign-on system that saves skilled time while reducing risk of transmission. From education to retail, from mining to government, our business community has overcome the odds with typical resilience.
As case numbers inevitably increase in our state, we know that unplanned staff absences will rise. Organisations will be stretched as they attempt to ensure continuation of service without key staff. The unpredictability of service is clearly hampering the continuity of many businesses, and pre-COVID-19 plans weren’t designed for the magnitude and duration of this emergency.
We have already seen the critical nature of technology in keeping businesses operational. Sudden shifts to working from home were enabled by an army of quiet achievers who set about complete redesigns of their IT environments. According to Data#3 Group Manager, Organisational Development & HR, Tash Macknish, the skills shortage was already upon us.
“Back in 2020 (pre-pandemic), AIIA was reporting that skills shortages were seen as a major industry barrier to expansion. COVID-19 caused heavy disruption to our industry, dislocation of the labour supply chain, and increased reliance on remote delivery.”
If the skills shortage was already biting before the pandemic, it is about to get even harder. The National Skills Commission reported that one in five occupations was already experiencing a shortage, with regional areas disproportionately affected. 87% of today’s jobs require some type of technology skills so it is no surprise that recruiting and retaining IT staff is a sticking point.
“Cybersecurity, Microsoft Modern Workplace, and Microsoft Azure skills are challenging to find in the current market. Additionally, solution architects, presales and sales roles are proving very difficult to find in such a competitive market,” said Macknish.
So, how do responsible organisations prepare to lose multiple staff at the same time? Data#3’s consulting arm, Business Aspect, has been working with businesses facing down the threat, and say that those with a specific strategy for staff shortages are best positioned. They consider many potential scenarios, and examine how business continuity can be ensured in each. That strategy must cover the absence of IT leaders, and we have substitute CIOs on standby for some customers.
Similarly, if major projects are underway, the cost of delays may be excessive, so factoring in backup project managers must be a consideration. Our specialist project managers are in demand to keep progressing important projects, giving in-house teams more breathing space to keep the business going.
A lot of organisations have taken a different tack, and already opted for managed services to complement their in-house technology teams and cover the day-to-day. This can be the most straightforward way to address skills shortages in IT, since it means access to a broader range of expertise without the cost and headache of actually finding and recruiting an enormous team.
Technology environments can be incredibly complex, so whatever your strategy for handling the skills shortage, creating or updating documentation may be one of the best things you can do during this window of opportunity before we feel the full force of the skills shortage here in WA.
To learn more about Data#3’s services, visit the website or reach out to me directly for a discussion to create or evolve a strategy that is the right fit for your business.
