The Great Tech Irony

Another talent shortage

Artificial intelligence may be the future, but the segment that powers it — the semiconductor industry — is struggling to attract and retain talent. 

Consultancy firm McKinsey found that by 2029, the domestic semiconductor sector in the United States could be in need of 59,000 to 146,000 technicians and engineers.

Massive consequences abound if demand outpaces supply. The biggest companies in the world are continuously lacing their systems with AI to hasten operations and ride with the times. A sudden shortage of semiconductors could stall progress and could lead to a massive economic collapse.

The issue lies in an aging workforce demographic and skill gaps. Experts also believe that young workers perceive that working for a microchip manufacturer won’t set them up for a long professional career. 

Those who apply and get into the industry do not stay long for the same reasons. Additionally, these young professionals leave because of the lack of meaningful work and uncaring and uninspiring leaders. 

Flat hierarchies and their consequences

Working for a semiconductor company is one of the most important jobs today. The chips these factories produce are the keys to present and future prosperity. They are the lifeblood of world economies, and there will be a point in time when it will be difficult to work without AI’s assistance.

This message cannot be reiterated if middle managers are swamped with administrative work. Studies have shown that middle managers across industries are spending nearly one full day out of every week on low-value administrative tasks.

The rapidly changing business landscape and rising salaries have pressured companies to flatten hierarchies and trim workforces. Middle managers bear the brunt of these setups. Companies now treat them as a catchall: someone who does managerial and nonmanagerial work while navigating intricate organizational bureaucracies. 

Freeing up middle managers

A middle manager’s real task is to develop talent, monitor performance, support employee growth, and foster collaboration. As we enter the tech era, this duty should be further reaffirmed instead of watered down.

Businesses should give back the power to middle managers. Firms must distribute administrative workloads to offshore teams so middle managers can accomplish their true marching orders: nurture organizational talent, spot underperforming employees, prevent the departure of valuable workers, and provide daily motivation. 

Outsourcing staff who can accomplish administrative tasks is a powerful investment, especially for the semiconductor industry. Through this, a middle manager can concentrate on monitoring the progress of workers and devise ways to enhance their potential. 

This could change the image of the semiconductor industry from a dead-end job to one of the most rewarding and sought-after professions on the planet.

The question for your business

Have you considered offshore teams to assist your middle managers?

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