Generation change in NRW: Companies are fighting for survival!

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Von Thomas Klein

Über 305.000 Familienbetriebe in NRW stehen vor Herausforderungen durch den demografischen Wandel und Fachkräftemangel bis 2025.
Over 305,000 family businesses in North Rhine -Westphalia face challenges from demographic change and shortage of skilled workers until 2025. (Symbolbild/ANAG)

In North Rhine-Westphalia (North Rhine-Westphalia), over 305,000 family businesses with around 1.8 million employees are facing a generation change in the next ten years. In the Dortmund region, 16,500 companies with 106,500 employees are particularly affected. According to a report by the Nordstadtblogger, the search for successors is made more difficult by demographic change, so that 80 percent of the companies surveyed have difficulty finding a suitable external successor in the IHK successor report NRW. This is a significant increase compared to the 56 percent eight years ago.

The challenges for many entrepreneurs: inside is considerable. Every tenth company is already planning to decommission or liquidation. In addition, almost every fourth owner in North Rhine -Westphalia is older than 60 years. Over 50 percent of companies report delays in the successor process due to growing bureaucracy. In addition, the shortage of skilled workers is perceived by 39 percent of the companies as a significant hurdle, while economic uncertainties, such as high energy costs and global crises, make long -term plans more difficult. Only 40 percent of the respondents plan to regulate the successor within the family, and 12 percent of the generation that submitted not to feel motivation to hand over within two years.

political support required

The IHK NRW calls for political support to solve these challenges. This includes the reduction of bureaucratic hurdles and targeted measures to alleviate the shortage of skilled workers. 75 percent of the ages and over 55 have clear ideas from the time of the handover of their company, while 70 percent are already in the information phase to hand over the company.

In addition, it is discussed in a further study that demographic development and the shortage of skilled workers represent central challenges. The integration of older workers into the labor market is increasingly becoming the focus. Older employees are ready to work beyond retirement age, but need adjustments to working conditions. Companies are often faced with prejudices against older employees who are often attributed to suspected higher costs and lack of flexibility.

Generation management gains in importance and requires more sensitization and knowledge. Company is advised to offer more flexible work models and reduce prejudices in order to better use the potential of older workers. Some companies in Switzerland have already shown various approaches to overcome the challenges of generational management, with flexibility and early planning being decisive for success.

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