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7 Steps You Can’t Forget in Your Staffing Plan

January 18, 2022 | Staffing Blog

When you’re thinking through your staffing plan for 2022, it’s important to take a moment to stop and take inventory of 2021 results.

  • Did you lose key employees?
  • Did your headcount increase or decrease?
  • Do you have new or different employment needs?
  • Has your business changed?
  • Do you think your business will change in the future?

Use data, KPIs, and reports from the past year to help you identify where things have changed — both positively and negatively. Then, you can use this information to formulate an intelligent staffing plan that will help you fill key roles in your company. This way, you can continue to grow and achieve your business goals in 2022 and beyond!

Steps to Follow To Build an Effective Staffing Plan

We believe it’s important for employers to focus on planning so that they can optimize the efficiency of their labor force to increase performance. When performing your review of staffing needs for 2022, make sure you don’t miss these key steps.

1. Take a Deep Dive Into Performance

Using available information about your roster, you should review 2021 results to evaluate the performance of your employees. Are certain employees over-performing, under-performing, or performing at expectations? Have changes in your workforce make-up (e.g., losing key employees) affected employee performance and productivity?

Take a deep dive into what the numbers tell you to determine where there could be gaps that need to be filled and properly resourced. Use this information to help you strategically build the 2022 staffing plan.

2. Take Into Consideration COVID-19

We all know how much COVID-19 has disrupted workforce planning efforts. Events such as layoffs, furloughs, shifts to remote work, and downsizing have materially altered how work is performed. How has this affected performance, the number of employees you need, and the types of roles you need to fill in your company?

In addition to looking back to assess the effects of COVID-19 on your staffing needs, you should also look ahead to whether your company expects to achieve a form of normalcy in 2022. This will contribute to addressing workforce needs and managing your people moving forward.

3. Talk to Management

One of the best ways to gauge whether your workforce needs will change in 2022 is to talk to executive leaders! Ask questions, gather insights, and have discussions about what direction the company is heading. Then, you can match your staffing plan to the needs of the company.

For example, is management considering opening a new office to increase headcount … or consolidating offices to reduce headcount? The answer to this question would significantly impact your planning efforts!

4. Formulate Your Staffing Plan

After performing your review and gathering as much input as possible, you will want to form your staffing plan. The plan should include:

  • The positions or roles that need to be filled
  • The budget allotted to each position
  • Specific skills and experience you are looking for in each position
  • The timeline for when you need to fill each position
  • How you plan to fill each position (e.g., hire or temporary staffing?)
  • Other important information that pertains to the nature of your business

This plan should include some room for flexibility in the event that there is a significant change during the year that could affect your hiring plans.

5. Communicate Your Staffing Plan

Once you have formulated your staffing plan, you will want to communicate the plan throughout the company.

  • Communicate to management how you plan to find talent to support the business need.
  • Communicate to managers that you will be actively seeking talent to fill roles in their departments.
  • Communicate to individual contributors on a need-to-know basis about hiring plans.


Communication should be targeted to each level of the company so that the right people understand the right information. Then, everyone can move forward with an understanding of how the company plans to address staffing needs.

6. Fill Your Positions

Now it’s time to execute your staffing plan! This is where we offer assistance. At Allegiance Staffing, we can come alongside your team to identify opportunities to address talent needs and optimize your workforce.

We can support your plan by providing high-quality talent vetted and prepared for success in your industry. We can even design a specific temporary staffing plan to help your company realize cost savings, reduce the amount of time required to fill positions, and increase productivity so that you start seeing results.

7. Review the Results

After executing the staffing plan, you should also periodically review the results of your plan. Make sure you are seeing desired results filling staffing needs and increasing productivity while keeping costs down.

We can support this step. Once we’ve supplied your company with skilled employees, we follow through by tracking their performance and measuring their impact compared to projected improvements. We share these results with you during periodic business reviews, and these results can then be fed back into your plan to support continuous improvement!

Talk to Allegiance Staffing About a Labor Solution

There are several key steps involved in creating a robust staffing plan that will support the needs of your business. We would appreciate the opportunity to participate in the development of your plan and then help fill talent needs through our temporary staffing solution.

Working together, we can help you achieve the results that your company is looking for through a highly-productive and effective workforce! Let us come alongside you to ensure success in 2022!

Contact Allegiance Staffing today to discuss or develop a staffing plan for your company. We’re here to help!