I recently read a very interesting, although somewhat alarming, article revealing the top 10 U.S. jobs that are rapidly disappearing before our very eyes. Obvious explanations are stated, and there are several for each occupation.

As you might expect, technology has played an intricate part in eradicating jobs that many of us might have expected to remain status quo for decades to come. Outsourcing and offshoring have already negatively impacted a variety of industries, and repercussions are predicted to target a growing number of U.S. jobs.

These influences, of course, are all very significant issues that must be taken very seriously by employers in every enterprise today as we face a very competitive global marketplace. However, as I reviewed the Top 10 jobs that are threatened more and more every day, another major issue became very apparent. Take a closer look at numbers one and four.

Here are 10 jobs that are shrinking fast:

1. Cashiers
   Cost-effective self-check-out lanes are becoming very much the norm today from coast to coast. This new concept requires one employee to oversee as many as 8 to 10 check-out areas. It won’t be long before you won’t even have to remove your merchandise from the cart.
2. Couriers and Messengers
   There are faster ways to send messages these days … e-mail and fax. In addition, some legal and financial documents are now signed online and sent electronically.
3. Inspectors, Testers, Sorters, Samplers and Weighers
   According to the U.S. Department of Labor’s Occupational Outlook Handbook (OOH), companies are increasingly using automated inspection equipment.
4. Customer Service Representatives
   Instant messaging software, automated response systems, automated voicemail systems, or web site FAQ pages are already being used extensively, and the OOH is predicting great strides in the technological impact we can expect in these areas in the near future.
5. Book Binders
   Much of this work is currently being outsourced to inexpensive overseas labor. In addition, the OOH is predicting much less demand for printed material and an increasing reliance on digital publications.
6. Film Processors
   Look what digital cameras have done to professional photographers. Today, many people have digital cameras or camera phones that use electronic memory to store images. If you have a computer and printer, you can download, retouch and print out your own photos.
7. Fishers and Fishing Vessel Operators
   Not only is this a very dangerous job that keeps fishermen away from their homes for long periods of time, but weather conditions are also becoming very unpredictable. Decreasing supplies of fish stock plus the rapidly growing advent of “fish farms” is creating an adverse effect on the retention of fishermen.
8. Electronic Home Entertainment Equipment Installers and Repairers
   It seems that almost every year advances in technology are driving prices lower while making these products more and more reliable. Many consumers today find it cheaper and less of a hassle to replace a product than to have it repaired.
9. Procurement Clerks
   Warehouses, transportation vehicles, and retail stores today are equipped with technology that tracks merchandise en route to its final destination, keeps track of how long it’s on the shelf, and automatically reorders more merchandise as the products pass through the cash register.
10. Power Plant Operators
    Again, technology steps in with automatic controls and computerized equipment. We’re even importing energy from other areas in many cases.

As we review jobs one and four think about this question. How will removing cashiers as well as customer service representatives from the workforce impact an already decreasing level of customer service in this country? While technology and automation can add speed, increase reliability, and reduce cost for the business involved, how will that impact the frustrated customer who already feels that no one really cares anymore?

As businesses save dollars by modernizing, they might consider investing some of that savings in finding a way to nurture those dispirited patrons who are ready to take their loyalty elsewhere. While these new strategies may prove very advantageous for some business owners, they could very easily become disastrous for others.

Many organizations practice the philosophy of eliminating employee training when times get tough, the economy is bad, competition increases, or belt tightening is required. Maybe these situations could be more successfully dealt with if employee training was increased and customer satisfaction and loyalty became the FOCUS of the organization. Profitable, growing organizations seem to utilize that strategy quite well. It’s amazing that those who are struggling never seem to recognize that reality. 

Fear not, the above jobs will probably never disappear totally. It seems as though every time one job disappears, another is created. Those who used to make buggy whips moved on to produce the automobile. And you can count on the fact that there will always be a part of the population that doesn’t conform to the latest technology. However, as demand for some of these jobs decrease and we choose to have less and less “human contact,” we best not lose sight of the customer who is so greatly impacted by such choices. Continuing to provide unparalleled customer service and satisfaction could very well become a decisive factor in the success of your business. This is especially true in the case where your competition has chosen to sacrifice this strategy to save a few dollars.

Outsource, offshore, modernize, automate, downsize, right size, strategize, or worship at the throne of technology, but never forget that your customers will determine your ultimate success or failure. There have been many who have disagreed with that notion … but they’re no longer with us.

Harry K. Jones is a motivational speaker and consultant for AchieveMax®, Inc., a company of motivational speakers who provide custom-designed seminars, keynote presentations, and consulting services. Harry's top requested topics include change management, customer service, creativity, employee retention, goal setting, leadership, stress management, teamwork, and time management.  For more information on Harry's presentations, please call 800-886-2MAX or fill out our contact form.

There’s an epidemic on the horizon.

It’s coming as certainly as tomorrow is.

It will be the demise of many businesses that currently flourish.

Leaders from coast to coast know it’s coming and how devastating it will be.

They refuse to acknowledge the danger. They refuse to prepare for its assault.

They will pay the price. They will inevitably become victims.

If all of the above is known by so many, why are so many doing so little to prepare for what we know will occur? Whew! Come up with an answer for that one, and your financial future is indeed secure!

Here’s the bottom line: 82 million Americans, known fondly as “Baby Boomers,” were born between 1946 and 1964. One-fifth of our American workforce will be reaching retirement age by 2020, meaning that 25 million people are currently poised to leave the workforce.

The Baby Boomers have always been on the cutting edge of cultural trends, and they all seem to revolve around the letter “R” … recreation, radicalism, racism, rock ‘n’ roll, rebellion, road rage, religion, reality, relaxation, Rogaine, and real estate. There are more, but the Big R has yet to rear its ugly head … retirement! When it does, and it won’t be long now, it’s going to have a tremendous impact on corporate America!

There will be a mass exodus that will catch most leaders flat footed. They will claim ignorance stating that they were caught unaware—had no clue it was coming. There will be a extraordinary shortage of workers to fill jobs. In addition, and maybe most frightening, there will be a “brain drain” that corporate America will feel for decades.

In our travels from coast to coast, we have noticed the very obvious fact that those involved with this phenomenon, which is just about everyone in today’s business environment, are rapidly falling into one of two very distinct categories:

1. Those who are unprepared and destined, as a result, to fail to varying degrees. Some in this category will lose market share, be forced to downsize, reduce production, close facilities, and, in many instances, simply vanish. It’s that simple.
2. Those who have analyzed the demographic evidence, heard the message, believed it, and are proactively preparing for the inevitable reality that we know will come sooner than later.

Let’s focus on the potential survivors and review some of the proactive strategies they’ve chosen in preparation for the oncoming erosion of talent and probable skills drain. In no particular order:

• Entice older workers to stay on the job past retirement age by embracing partial retirement, telecommuting, and job sharing arrangment. Hang on to these valuable assets until you get enough people coming in behind them that are not only trained but proficient.
• Utilize your “veterans” as mentors in one-on-one training situations or as team leaders to groups of younger workers. Allow them to share their decades of education, experience, failures and successes, networking benefits, and on-the-job enlightenment. Let them share their personal insights on customers, vendors, culture, products, services, policies, procedures, strategies, and everything it took them decades to accumulate. Reducing the learning curve could be invaluable.
• Start training younger employees more thoroughly than ever before. Start sharing more information at every level of the organization. The more an employee knows about the business, culture, history, strategy, products, services, future goals, etc., the more that person feels like a true team member who has a stake in the future success of the organization.
• Set realistic expectations for everyone, hold every member of the organization accountable, and provide consequences (both positive and negative) that will encourage success and growth.
• Determine what mechanisms and programs must be put in place now to capture key competencies and critical work knowledge of employees who will be retiring. Realize the fact that you’re facing a skills crisis versus a simple loss of bodies.
• Fill the pipeline behind retiring experts with workers who have the education and skills to master increasingly complex manufacturing technologies and processes.
• Keep an open mind and investigate the possibility of outsourcing. While you may be totally against the entire concept today, you may discover it to be your salvation tomorrow. Do some research, consider alternatives, weigh the pros and cons, and do it today by choice rather than tomorrow by necessity.
• Build your Bench. Many of our clients have created a program and/or strategy to start preparing existing employees, who have been identified with leadership potential, for crucial roles in future endeavors. This strategy has numerous benefits to everyone involved. If you’d like more information on this approach, please feel free to contact us through our website.
• Start researching options TODAY. There are numerous resources available to anyone willing to begin preparation for what will be one of the greatest challenges any business will face in the future.

There are many who compare this threat to Y2K and feel there’s nothing to worry about. However, unlike Y2K, which vanished from the national consciousness at the stroke of midnight, Baby Boomer Brain Drain has already begun in many industries and will continue to impact organizations for decades to come. Has anyone considered the fact that Y2K was not a major disaster because we identified possible tragedies in advance, created strategies to prepare for the possible pitfalls, and took proactive ACTION to protect our assets?

This challenge is not limited to a certain industry. It will impact any business that depends on employees to succeed. Those who aren’t on top of this critical issue are taking a tremendous risk. Employers who wait too long may very well run out of time and options. Can you risk it? If not, take action now!

Harry K. Jones is a motivational speaker and consultant for AchieveMax®, Inc., a company of motivational speakers who provide custom-designed seminars, keynote presentations, and consulting services. Harry's top requested topics include change management, customer service, creativity, employee retention, goal setting, leadership, stress management, teamwork, and time management.  For more information on Harry's presentations, please call 800-886-2MAX or fill out our contact form.