Workforce Planning 101 (Part 1): Attract & Retain Top Talent [Episode 14]

Summary

In this episode of the Dreaming Forward podcast, host Caitlin Wilson explores strategic workforce planning, emphasizing its importance for organizational success in the new year. She outlines a four-step process: analyzing the current workforce, envisioning future needs, assessing gaps, and implementing a plan. Wilson highlights the value of tools like the nine-box grid for performance assessment and encourages organizations to focus on reskilling and upskilling talent. The discussion also touches on the necessity of thoughtful planning to avoid layoffs and enhance employee retention, fostering a more inclusive and supportive workplace culture.

Takeaways

• 😀 Workforce planning is crucial for improving recruitment and retention strategies within organizations.
• 😀 The process consists of four key steps: analyzing the current workforce, imagining future needs, assessing gaps, and implementing a plan.
• 😀 Analyzing the current workforce involves using tools like the nine-box grid to evaluate employee performance and potential.
• 😀 It's important to think beyond merely filling gaps by considering internal talent development through upskilling and reskilling.
• 😀 Understanding employee aspirations can reveal hidden talents and help create a more engaged workforce.
• 😀 Assessing gaps includes not only identifying missing roles but also evaluating managerial support and organizational structure.
• 😀 Implementing a workforce plan requires careful consideration of employee types (permanent, contractor, etc.) and the support systems around them.
• 😀 Organizations should archive their workforce planning processes to track progress and learn from past experiences.
• 😀 Engaging diverse voices in the planning process can enhance inclusion and lead to better talent identification.
• 😀 Companies that invest in thoughtful workforce planning are more likely to retain employees and create a positive workplace culture.

Q & A

What is the primary focus of the January episode of the Dreaming Forward podcast?

The primary focus is on strategic workforce planning and how it can improve organizational culture and inclusion.

What are the four main steps in strategic workforce planning?

The four steps are: 1) Analyze the current workforce, 2) Imagine the future workforce, 3) Assess the gaps, and 4) Implement a plan.

How does Caitlin Wilson suggest analyzing the current workforce?

She recommends using tools like the nine-box grid to assess employees based on their performance and potential, encouraging open discussions about career development.

What is the significance of the nine-box grid in workforce analysis?

The nine-box grid helps visualize employee performance versus potential, allowing for meaningful conversations and better talent management.

What strategies does Caitlin suggest for future workforce planning?

She suggests considering upskilling and reskilling employees, identifying hidden talent, and planning for potential departmental needs.

Why is it important to assess gaps in workforce planning?

Assessing gaps helps identify discrepancies between the current workforce and future needs, including staffing levels and management representation.

What are some key considerations when implementing a workforce plan?

Consider the type of employee status, the support systems around them, and the growth opportunities available to ensure employee retention.

How can organizations benefit from archiving their workforce planning process?

Archiving the process allows organizations to track their evolution over time and revisit previous strategies that may still be relevant.

What cultural aspect should organizations be mindful of in workforce planning?

Organizations should consider how past experiences and work habits of leadership can influence the culture and development of emerging talent.

What does Caitlin emphasize about the hiring process in workforce planning?

Caitlin emphasizes that hiring should not only fill vacancies but also align with future growth and support employee development to retain talent.