How the Lack of Key Talent is Becoming the Main Challenge for Macedonian Companies
Every year, companies and the people within them start with the same enthusiasm: new goals, bigger targets, and a growth strategy. However, just a few months later, many Macedonian companies face the same barrier. The problem is not a lack of ideas or capital, but the inability to put those ideas into action. A recent survey conducted by Thrivity
Every year, companies and the people within them start with the same enthusiasm: new goals, bigger targets, and a growth strategy. However, just a few months later, many Macedonian companies face the same barrier. The problem is not a lack of ideas or capital, but the inability to put those ideas into action.
A recent survey conducted by Thrivity among the business community confirmed that this is a tangible problem. A staggering 68% of managers stated that the lack of key people is the biggest barrier to their growth this year.
When we talk about a lack of key talent at Thrivity we don’t just mean empty slots on an organizational chart. We understand that behind every open position, there are leaders and a team who are likely working overtime for far too long, carrying the burden of the "empty chair."
- Managers sacrificing their time Instead of focusing on vision and strategy, many business owners are stuck in daily operational tasks. This is not just a business problem—it is a personal one. It means less time for family and friends, and constant stress that something will be missed because they lack a reliable partner to whom they can confidently delegate responsibility.
- Team overload and caring for people When key positions remain unfilled, the burden falls on existing employees. As leaders, the hardest part is watching your best people face burnout while trying to cover two or three roles. This affects the office atmosphere, interpersonal relationships, and ultimately, the overall happiness of the team.
- The price of missed moments The biggest cost in business is not the salary. It is the opportunities we miss because we are too exhausted or understaffed. Every new project postponed for "better times" is a step backward for a company that has the potential to be a leader.
Why is it so hard to find the "right" person?
The reality of the Macedonian market is that high-quality professionals and experienced managers are rarely active job seekers. They aren't browsing job boards or scrolling through ads.
Many companies make the mistake of trying to fill key positions using traditional methods (ads). The result is often a hiring compromise—choosing a candidate who only partially meets the requirements, which causes more harm than good in the long run.
How to overcome this?
To achieve planned growth in 2026, companies must change their approach. This involves:
- Realistic assessment of internal capacity: Can the team you have today deliver the goals of tomorrow?
- Proactive talent sourcing: Instead of waiting for applications, active mapping of industry professionals is required.
- Focus on cultural fit: Beyond skills, a key person must share the company's values to stay long-term.
A business plan is only as good as the team meant to realize it. If 68% of the market already identifies this as a problem, it is time to ask ourselves: are we truly ready to execute our plans?