Why You Should Review Your 2021 Staffing Needs NOW

All businesses are dynamic in their own way and some have greater needs to absorb changes in operational requirements. We are in a new year which makes it a great time to review your 2021 staffing needs especially with Coronavirus impacting all businesses. It’s going to be difficult for  you to know what to expect for the next full year. Hopefully you will improve existing business levels and bring on new challenges and responsibilities. The last thing you need is to get caught flat-footed with insufficient staffing. It’s not just a lack of manpower; you will not have the critical skills your business needs to progress.Covid-19 workforce


Tracking Known and New Variables

Analyzing your workforce needs means discovery, planning, and knowing what will change as much as possible. You have historically known changes such as retiring employees and statistically known attrition rates over a 12-month period. If you have not been tracking and organizing staffing trends, then you should implement a program to do it soon. Doing so will make your business more efficient and better prepared for staffing forecasts.

If you are planning to use new technology and systems in 2021, are you aware of how that may impact existing employee levels? There are many ways in which new technology and processes impact use of human resources. Because of COVID-19 or an effective vaccine certain positions may become obsolete or amended in some way. You may find that training existing employees for new roles is necessary. Another option is using their skills in another capacity within your organization. Current employees are trained to work in your company, and valuable employees are an asset in many ways.  What will you do to retain them?

Skills Your Business Needs – Short and Long Term Goals

Companies with dynamic and changing needs should have a process for identifying skills needed to achieve business objectives. You can further break this down to short term, intermediate and long term business goals. For now, are you aware of the skills needed to accomplish 2021 goals?

That question has to be carefully examined in the situation of introducing new systems in common business departments such as IT or manufacturing. Other good examples are adding technology upgrades in data management, records, and other information intensive processes. The point is you need people with the mandatory skills to operate and maintain these workflows. If your business requires skilled personnel in new areas, then you have to train existing employees, hire new employees, or outsource these skill sets.

Human Resources and Departmental Cooperation

Usually the tasks for assessing staffing needs falls under Human Resources. A capable HR department will know how to identify staffing needs in all time frames. However, all operational department managers need to be involved because they are closest to where the work is done. Each department or branch will have more detailed understanding and their fingers are on the pulse of how the pandemic has affected them.

How accurate your knowledge is for future staffing needs in 2021 depends on many factors. Ultimately it comes down to taking advantage of methods for extracting useful data from existing information. That, plus asking the right and most important questions will help yield the best answers.

Flexicrew Support

If you need help defining your requirements or deciding if they should be contingent or permanent, give Flexicrew a call 423.648.1130 to support your analysis and projections.

How Coronavirus Could Alter Work Practices Permanently

What’s the Pandemic Work Situation?

This post looks at what we see the current workplace situation and the distinct trend towards remote work.

The WHO officially declared the Coronavirus or COVID-19 outbreak to be a global pandemic, and the U.S. acknowledged the pandemic as a national emergency . We’re all in the midst of this profoundly distressing setting, and we sense that everyone is in a state of apprehension waiting to see what will occur next.

Major companies have been allowing or directing employees to work-from-home. Bloomberg stated: “We’re about to embark on the world’s largest work from home experiment.” Giant corporations have sent out memos to their millions of employees across thousands of offices to notify them to work outside the workplace, while other large firms have mandated operating remote.

remote worker

The COVID-19 pandemic has brought significant distress, and we at Flexicrew want to assert that we are not trying to make any declarations that are out of our depth in this article. What we are trying to accomplish is to discuss the possible long-term effect that these circumstances can have on workplaces, teams, leadership, employees and temporary workers – something that we’re genuinely obsessive about.  Our objective is to point out a new workplace direction that employers should consider in future plans

COVID-19 Drives Trend toward Work-At-Home

Authorities are forecasting Coronavirus pandemic may ignite a wide-ranging change from today’s economy and workforce. Stocks for businesses like Zoom that hav a prtial counter to ‘shelter-in-place’ have been up by 50% in 2020.  Professionals like Elspeth Cheung, global valuation director at consultancy Kantar Millward Brown, said: “this is going to have a long term impact on how we work on a virtual basis.…once we develop this habit of living our lives online that will change our long term consumption habits.”

Experts See The Long-Term Transition To Remote Work

In truth, the pandemic may inspire an enduring change in the way and location where labor is accomplished in companies. Another expert, Erin Kelly (a professor of work and organization studies at MIT), suggests that despite being a frightful public health danger, the COVID-19 pandemic could possibly “give us a chance to rethink how work is organized,” and that it could be the “nudge that companies need to let go of outdated policies and practices.” This dreadful outbreak may make working remote the new normal in business.

With the present epidemic, though, having employees work out of the office has at this point become appealing, and for many companies, compulsory.

We conclude that the key matter is – could working from home become a new routine for employees?

The progress of remote work has escalated in recent years, even before the pressure of COVID-19. With this fact as background, some estimates or forecasts indicate that 73% of all teams in the workforce will have remote workers by 2028.

It appears that working from home gives eligible workers more autonomy yet doesn’t impact business performance.  It also leads to reduced anxiety, more satisfaction, and improved retention of workers. When employees have the opportunity to work from home, burnout is down, and job satisfaction is up.

All positives… 

Remote work therefore, for convincingly tangible rationale, is swiftly becoming a broadly – acknowledged standard in present organizations, and it gives us the impression that Coronavirus pandemic could possibly further hasten the speed with which this occurs.

Flexicrew acknowledges this possibility and concludes it’s essential for our clients and other employers to challenge themselves to make recovery and post-recovery planning and strategies that include remote work in response to the COVID-19 pandemic.

At Flexicrew, we are preparing ourselves to efficiently find, recruit, and onboard qualified remote workers in preparation for a future sea-change and to best be able to support and advise our clients.  Call us for advice or recruiting quality remote workers.