By Kevin Stotts, President of TalentFirst
The numbers are clear, and the stakes are high. Nearly one in four workers in our region is on the brink of retirement. For West Michigan employers, this isn’t just a talent gap—it’s a looming loss of critical knowledge, experience, and momentum.
That’s why TalentFirst recently convened our CEO and HR Councils around a shared imperative: lead boldly through the retirement cliff and rise stronger on the other side.
A Wake-Up Call with a Way Forward
Our dialogue was fueled by data from TalentFirst and Lightcast’s latest report, The Rising Storm: Building a Future-Ready Workforce to Withstand the Looming Labor Shortage. The message? Demographic trends are accelerating, with large numbers of baby boomers retiring and too few young workers to replace them – in action is not an option.
Yet the mood in the room wasn’t defeatist, it was proactive. These CEOs and HR executives aren’t just standing by as institutional knowledge walks out the door with each retiree. They’re taking action: documenting critical know-how, building resilient talent pipelines, and doubling down on upskilling.
Capture What Matters Before It Walks Out the Door
The retirement cliff threatens more than headcount—it risks decades of institutional knowledge leaving the company. That’s why TalentFirst member companies are leaning into knowledge transfer: creating systems to capture the expertise of veteran employees and build internal succession strategies with intention.
TalentFirst is equipping members with practical tools, including a Knowledge Management Risk Assessment that helps pinpoint where the risk is greatest, and what to do about it. We’ve also delivered a solutions guide to support employers in mitigating risk, strengthening talent pipelines, and ensuring business continuity.
Upskill or Fall Behind
This isn’t just about maintaining the status quo—it’s about leveling up to meet rising knowledge and skill demands as more technology is integrated into business operations. The future belongs to employers who can pivot quickly, empower their workforce to adapt, and build teams that thrive in a tech-driven economy.
The c-suite leaders of our member companies are launching focused upskilling initiatives—pairing hands-on training with exposure to advanced technologies to ensure their teams stay competitive. With each investment, they’re shrinking the retirement gap while building a more skilled and adaptable workforce.
AI, Automation, and the Power of Human Potential
Of course, coming workforce disruption is also technological. Our members are asking the right questions: How does AI change the work we do? And how do we use it to amplify, not replace, our people?
The answer: strategic deployment. Across industries, we’re seeing AI and automation reduce friction, free up capacity, and elevate the role of their employees. The most sought-after capabilities now? Problem-solving, adaptability, emotional intelligence, and other skills that can’t be automated.
Employers are redesigning roles, refreshing their training strategies, and evolving hiring to prioritize these strengths. The goal isn’t just efficiency—it’s reinvention.
Turning Disruption into Competitive Advantage
What’s emerging is a collective mindset shift. Talent shortages and technology shifts aren’t roadblocks—they’re accelerants. With the right strategies, employers can outpace disruption, unlock new value, and create cultures that attract the next generation of talent.
Strategic talent planning is core to workforce competitiveness. That’s why our members are investing now: in data, in people, and in partnerships that drive results.
What’s Next: From Insight to Action
The path forward is clear—and TalentFirst is here to guide it. At the request of Council members, we’ve delivered a searchable regional workforce dataset to help employers:
- Pinpoint retirement risk across critical occupations
- Identify automation exposure and AI-driven shifts
- Prioritize investments in leadership development, technology, and succession planning
And we’re not stopping there. Our next steps include supporting skills-based workforce strategies anchored in data, meeting employers and the workforce where they are with our MiCareerCompass initiative and facilitating deeper conversations on how best to adopt AI.
Join Us in Shaping the Future of Work
If your organization isn’t yet part of TalentFirst, now is the time to engage. Our members aren’t just responding to change—they’re leading it. Through data-informed strategies, peer collaboration, and a shared commitment to workforce resilience, we’re helping employers across West Michigan turn risk into opportunity.
As a member, you’ll gain access to exclusive tools, insights, and partnerships designed to strengthen your talent strategy—plus the support of a regional network united by common goals. By aligning with TalentFirst’s communication and brand standards, you’ll amplify your impact and help drive a unified, future-ready message across our region.
The challenges ahead are real—but so is our momentum. Let’s move forward, together.
