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They could count on mentorship programs which connect young workers with older employees to help with integration and knowledge transfer.

Regular employee surveys or retention analyses would help identify patterns or solve actual problems before they become greater. Maybe they can adopt a SAP system in order to symplify this task and save precious time useful for other activities.

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One major issue is the generational gap between long-serving older employees and the newer, younger hires. This has made it hard for teams to connect, leading to low engagement and even some resignations. The situation is worsened by poor communication, senior managers work separately from production staff, and while a company newsletter exists, it doesn’t really give employees a voice.

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BlueCat is currently grappling with several human resource (HR) challenges that could undermine its growth plans. First, there is a significant generational divide in the workforce. Many of the employees are over 50 and have been with the company since its early days, while recent hires are younger and struggle to integrate with the older staff.

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The company may motivate and retain new employees through:

the introduction of performance-based bonuses and incentives

implement communication networks through which employees are also able to express themselves and give feedbacks

implement mentorship programs so that power distance between employees and directors is reduced

Build trust and team culture

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Outsourcing recruitment is useful if a comany doesnt have internal recruitment department. But we think that the recruitment strategy should be changed. For further recruitments it is important to test youger and older generations all together by putting some communication simulations and personality tests in order to understand how both generations would fit and empower the new environment.

For onboarding strategy instead of training on the global level we suggest to train involved people directly and create incentives such as informal team meetings where all co-workers express theri feedback and feeling.

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To retain and motivate younger employees: 1. More feedback

2. Integration between older and younger employees

3. Clear career path

4. Financial incentives

5. Autonomy and inclusion

Bluecat must modernize its HR pratices and internal communication systems to support sustainable growth.

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Strengthen on boarding and socialization with role specific mentorship and clear introduction to company values and strategy

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1. Outsourcing recruitment can save time and money, especially for a small company. However, given that the company is struggling to keep new employees, this shows that the recruitment agencies may not fully understand what kind of people are appropriate.

2. Outsourcing web design is a smart decision.This is not the company’s main activity, therefore hiring a full-time figure may not be necessary. Instead a freelance or agency can do the good and at a lower cost.

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Offer real career growth (promotion & personal development) & recognize achievements

Give more autonomy to all the employees

Fix & Improve communication, learn to listen & gain feedbacks

Offer stable contracts & Ensure fair pay

Build a strong team culture in order to encourage collaboration and trust

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Training employees on every part of the production process is a strong approach, especially in a small firm where flexibility and multitasking are valuable. Cross training improves productivity, reduces downtime, and helps in covering absences.

Bluecat's decision to outsource rectruitment presents some drowbacks. It risks disconnecting the company from its cultural fit evaluation and long term workforce planning. Outsourcing web design is a more justifiable choice, web development is a specialized, non core function.

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Assign to every new employee a older mentor to help them to understand not only their role but also the value and culture of the company.

Doing activities more align with the new generation, using maybe social to engage them in the company.

Find common value that integrate tradition and innovation.

Consider to offer some non-monetary incentives (flexible hour, working from home...).

Team building sessions outside the company.

Gamification in the recruitment process.

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Lack of communication and engagement. Problems with workforce integration.

Workforce integration

Low engagement

Lack of trasparency And retention strategy

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The company is facing several challenges: it is struggling with employees retention, with the engagement of young employees and with the high power distance between employees and seniors. The company also has no clear recruitment plans nor clear communication strategies.

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give possibility to employees to travel to the other location of Managing director to allow a direct interaction. Also, try to "miX" young w old employees, but still give young people to organize events on their own (empower them) where they can meet up with peers. Its not generally a bad thing that they don't like to always hang out w the older employees.

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Lack of transparency in relation to recruitment and expansion strategies

No communication between younger and older generation which causes a decrease in engagement

Missing retention strategy

older generation did not adapt to the new reforms about communication

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Bluecat is facing several human resource challenges, mainly related to employee integration.

A key issue is the generational divide between older and younger employees also communication barriers and the absence of structured retention plans.

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The company stands for quality / luxury goods made in Britain. IF they continue outsourcing core activities (the creative part!) such as web design, they might loose their originality. What is being outsourced, should be carefully though through (e.g. administrative work but not CORE work. --> if it stands for creativity, that should be the "selling point" to e.g. the university students

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Employees should be trained / onboarded for the role they are contracted, not on the whole company process. This is redundant and not effective. Training on other processes (they are not accountable for) could be supplementary later in the process (e.g. through a buddy program, or (mandatory) online learning) but not at the beginning.

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there is no clear recruitment strategy;

also in terms of replacing leaving staff (see for example decision to outsource web design completely when the person left). The company is looking to cut costs and does not prioritize creating a clear / structured approach to recruitment.

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Training all workers on every step of production is a good idea, as it helps them be flexible and understand the whole process. But without follow-up or support, it may not be very effective.

Outsourcing recruitment can help saving time, but with the lost of control. Untile now, it is efficient but as online sales grow, it may be better to have someone in house.

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We think that train all employees on a general level is better, so they can all understand the different functions of the company and to have a complete overview.

We think that outsourcing the recruitment is not the best choice for the company. We would suggest to internalize it to better select candidates.

While outsourcing the web design can be an advantage for the company because it can rely on specific skills and expertise.

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Lack of integration of younger employees

Weak communication between staff and leaders

Limited training and development

Lack of retention strategies

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1. Lack of transparent communication

2. Younger workforce did not integrate with old-timers and is not very responsive to feedback requests.

3. Absence of structured recruitment strategy

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Lack of communication between the senior team and the rest of the employees. Increased by the physical distance of the offices.

Low engagement of younger employees, resulting in higher turnover

Misalignment between employees over 50 years old, and new generation employees.