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Importance of workforce planning for your business

We are currently seeing a rapid change to the Australian workforce and economy with ongoing environmental and social impacts seeing businesses having to change and adapt more quickly than ever before, technology advancements replacing human labour, increasing customer expectations, legislative and regulatory changes, demographic shifts and shortages of skilled and qualified workers. These immense changes raise many organisational and human resources challenges now and for the future.  

People form the foundation of any business and its more important than ever before to have an agile, diverse workforce that can respond accordingly and still deliver on customer expectations.

How can you assess and develop your workforce now and for the future? 

Strategic workforce planning will help you put a system in place to proactively align the long-term goals of your business with your future workforce needs. It will ensure you have the right people, in the right roles and identify opportunities to further develop your team’s skills and behaviours or recruit if required to deliver core customer outcomes.  

A strategic workforce plan will be slightly different depending on the type of business, industry and what is expected of the workforce to meet that business’s particular goals. The core requirements of a workforce plan remain the same; to assess and develop your people capabilities to be adaptive to change and meet the future needs of your business.  

Importance of workplace planning and people management

Why is workforce planning so important? 

To be prepared for the future you need to assess and understand what might be required from your greatest asset – your people. Creating a workforce plan and putting it into action can positively impact your business in more ways than one.

Here’s why: 

— Improves employee engagement – if your people see a plan for their future, they will be motivated to achieve success in their roles and will form a deeper commitment to the business. 

— Provides an understanding of any skill gaps and builds a pipeline of what talent you may need to acquire to reach your future goals.  

— Continuously reviewing your current and future business needs, will help you stay ahead of changes to your industry, technology, legislation and regulations and identify any compliance related issues. 

— Allows a more diverse and gender balanced workforce which has seen to provide greater innovation. 

— Making more efficient and informed decisions based on metrics and success measures a workforce plan provides. 

A workforce plan is crucial in these times of uncertainty and rapid change. It takes time but is a valuable process that can be the difference between competing businesses and being able to adapt quickly to the changing environment.  

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Managing people through change

Organisational change continues to be difficult for many businesses as we adapt to sudden shifts in our industry, new business models that may be required and even external factors including pandemics such as COVID-19. 

What is Change Management?

Change management is a structured approach that helps businesses be prepared, equipped and support individuals to adapt change that delivers a positive outcome for the business and its people.  

A change could be a simple process within your business that needs adjusting or it could be a major change in policy or strategy that’s required to further leverage your business potential within your industry and even grow.  

This structured approach focuses on the wider impact change may have for your people and how they, as individuals and even teams, transition from the current situation to a new one.  

Change Management

How do we continue to adapt to change and make sure that we’re keeping our people informed? 

With digital technologies and the changing nature of the workforce creating new opportunities and challenges for businesses each and every day we need to make sure that we are building a foundation that incorporates change in a positive way and continues to involve people at every level across the business.  

As human beings we are generally averse to change especially if it may be misaligned to our own beliefs or actions or thrown upon us without any understanding of why this change may be required.  

For any business to adapt to change it’s important that people understand why it’s happening and leaders don’t assume that this transformation is clear to the whole business. Clear communication is a fundamental avenue that leaders need to develop to help all employees understand where the company is headed, why it is changing, and why this change is important.  

Change Management

What are some of the warning signs when it comes to change management? 

— Are any of your employees on edge? 

— Does your leadership team focus on adverse outcomes or problems? 

— Are your employees unclear about expectations? 

— Are your employees working on multiple projects but don’t know which ones are priorities?  

— Is there a lack of planning that require urgent results?  

— Do you not have an approved change plan?  

— Has the change happened without any monitoring?  

— Has the change been implemented with no change policy and procedures? 

 

Who is responsible for change and how should it be incorporated into your business? 

For change management to be successful it is the responsibility of the leadership team to engage, inspire and support employees to adopt the change and the individual employees’ responsibility to change their behaviour to start a new way of working. 

Here are five key steps to consider when incorporating change into your business: 

Success – Best chance of success when everyone with authority and influence is engaged. 

Adapt – Always assess and adapt. Assess what is working and adjust next steps. 

Execute – Leadership team should NEVER delegate execution. 

Delivering change is running business 

Don’t rely on past work, assumptions 

Pre-work to determine legitimate case for change

All – More efficient to bring people along with you on the journey. Lead with process and make sure all of it is in place such as training, incentives, procedures and processes. 

New – Define essential behaviours that are vital. Leadership team must visibly model new behaviours. Behaviours shift when procedures change and incentives are in place.  

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