As a small business owner employing skilled trade workers who are aging out of the workforce, sustainability is not just about the natural or political environment outside of our walls; it is increasingly becoming challenging in terms of sustaining the capabilities that our customers have come to expect from us.

As our company has grown, we have had to learn to trust others to get things done in a way that is consistent with how you would want them done. Here is how we chose to attack the trust issue and some of the lessons learned along the way.

While robotic systems are advancing rapidly, their ability to replicate the complex, highly dexterous tasks performed by skilled craftworkers like motor winders, manual machinists and mechanics, especially in bespoke electric motor repair, is still significantly limited. Expert human judgment, adaptability and fine motor skills are not easily replicated by robots today, particularly in nuanced troubleshooting, diagnostics and precise manual repairs.

Employee recruitment, retention and succession are all areas that are challenging and infinitely important to business and personal success. Increased employee engagement translates into enhanced quality outcomes and generally positive working conditions. So, how do we get there?

Revamping your employee reward system to shift away from a standardized approach to a more personalized model that offers a variety of options can make a big difference in engagement.

I was searching for management and leadership training for our company’s leaders. After an exhaustive Google search, I asked that question in the Women of EASA Facebook group. Within minutes, my question was answered.

Everyone hates performance evaluations ... especially writing them. But there’s a tip that helps me when the time comes to write/format them.

See how 158 members responded to the Management Services Committee’s Pre-hire Assessment survey.

The Management Services Committee knew training was a hot issue, but the response to the 2023 EASA Handling Training Needs Pulse Survey was incredible!

It’s always important to spend time creating a training budget because it outlines the resources that a company allocates for its training programs. Studies show that training spending per employee per year often falls in the range of 1% - 3% of the employee’s annual salary.