Is Your Staffing Strategy Part of Your Growth Strategy?

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Blog Summary

For a business to grow, it typically requires certain functions to do so—technology, processes, and perhaps most importantly, people. Staffing your organization is one of the most important ways to prepare your company for future growth. Are you strategic in your hires?

Who you bring into your organization can make or break its ability to achieve the growth initiatives set. Some essential questions to ask yourself as you evaluate your staffing strategy include:

  • What tweaks do you need to make to ensure your company grows at the pace you need to achieve your goals? You may have been preparing for 2020 with a “business as usual” mindset–and rightfully so. However, the COVID-19 pandemic showed us that business as usual could change at any moment. Ask yourself if the headcount, roles, and talent you have now can truly take your company to where it needs to be from a revenue and growth standpoint and if any future events can impede that ability. If not, identify the areas that could use retooling in roles, headcount, and skills.
  • Can you quickly scale your talent? If you find that your staff is frequently feeling overworked or if overtime is on the rise, you may want to rethink your staffing strategy and add contingent labor. With the ability to scale up (or down) when and where you need them, a contingent workforce can help alleviate your team from being overworked and supply necessary skills to augment your current talent without the expenses of full-time employees.
  • Is your current workforce able to meet your talent needs today? Next year? Three years from now? Reviewing your current workforce’s skills against the skills needed to grow your organization can bring to light some of the talents necessary for the future. You may need to formulate a plan to upskill or bring in workers to help address your current workforce’s skills gaps. Since some talent may only be project-based, a contingent workforce may be a great option to fill those needs.

Coupled with a skilled labor shortage, hiring, and retaining top talent is more important than ever when it comes to your staffing strategy. Plan with the questions above and revisit your staffing strategy annually—considering unforeseen labor shortages—to be sure it aligns with your company’s evolving growth plans.

An Inclusion-First Culture: 3 Tips to Foster Belonging

An Inclusion-First Culture: 3 Tips to Foster Belonging

A workplace where diversity is valued is the tip of the iceberg when creating an environment that fosters inclusivity. The two terms often are used interchangeably, but where diversity ends, inclusion picks up.

Diversity in the workplace is when different backgrounds, lifestyles, beliefs, and values are represented–and that’s a great start. However, imagine if those people do not feel like they belong or are included in their workplace? That is where inclusivity comes into play.

If your culture is not already one that fosters inclusion, or perhaps it is not at the level you want it to be, don’t panic. Most organizations are tackling this, as well, so you are in good company.

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