In my field, we’re actually suffering from decisions made 2 decades ago to fire the most expensive staff first after Y2k.

When we did so, we lost a LOT of our mentors and collected wisdom from talented, experienced staff at the pinnacle of their career. New staff and journeyman-level workers lacked the wisdom to understand why we did the whole job instead of rushing for a head-pat from management. Now, with a few generations behind us - work generations being shorter - we have a systemic problem where the new framework on which the crap is build is itself crap from a crap design using crap tools for crap reasons. And we don’t visibly understand why that’s leading to the poor results we’re getting because we simply don’t know better.

The skills gap is an insidious, layered problem that needs to be addressed even if it means a few (dozen) quarters where numbers do NOT go up.