The U.S. labor force is shrinking while millions of workers are nearing retirement, leaving both a shortage of talent and a widening skills gap. Yet, only 19% of organizations have a formal succession plan, and most small businesses wait until someone gives notice before thinking about replacements. By then, there’s little time to recruit, cross-train, or transfer institutional knowledge- even though a smooth role transition often requires six months of overlap between outgoing and incoming employees. For manufacturers, laboratories, and other industries with aging workforces, the loss of technical and leadership expertise poses a significant risk to stability and growth.

By the end of this session, participants will be able to:
1. Identify workforce risks by reviewing demographics and spotting roles most vulnerable to retirements.
2. Apply practical strategies such as mentorship programs, cross-training, and college partnerships to strengthen their succession pipeline.
3. Create a clear action plan that combines data review, knowledge transfer, and recruitment efforts to ensure smooth role transitions and long-term stability

About the presenter:
Julie Guerette-Vafaee
Founder and CEO
Humanalyze Consulting 
www.humanalyzeconsulting.com