Addressing Workforce Challenges With Your Executive Committee

Across the globe, businesses face a post-pandemic workforce crisis after millions of people left the workforce and haven’t returned. But the starting point to addressing it is within reach.

The BTN was recently delighted to partner with Allegis Global Solutions (AGS), the global leader in workforce solutions, for an exclusive roundtable event. The open and interactive session around ‘Addressing workforce challenges with your Executive Committee was hosted by Simon Bradberry (Vice President), Cat Halliwell (Executive Director, Service Excellence) and Ewan Greig (Workforce Solutions Consultant) which looked at how a new framework, some internal realignment of workforce responsibilities and a shift in HR structure can drive real transformation in how work gets done. Importantly, the ExCo plays a pivotal role in prompting needed change. This session brought about the following takeaways: 


Learning how to adopt agility is key with your executive committee

For companies to act faster, more resiliently and more successfully in an increasingly complicated world, different ways of thinking, management models and methods are undoubtedly required. Executives need to be agile to sustain their careers and survive changes in strategy, organisational restructuring and other organisational efforts to remain viable and relevant.

One of the many challenges that companies face is ensuring that hiring managers and leaders understand their employees. This in turn will allow them to open up so that their talent belongs to the company and not just themselves. To get to this point, regardless of the tool, good leadership is essential in ensuring employees are engaged and keen to learn. Understanding the sustainability of talent and helping your organisation’s talent become sustainable itself, whilst transforming, is vital. Leaders talk about needing to get a 'talent marketplace', however, the reality is that they need to identify exactly who has access to that talent first. It comes down to looking into the future, identifying the aim and working backwards to determine the gaps. 


Silos need to be broken down to create an agile organisation

The point was made that taxonomy is only a starting point when it comes to removing silos. Organisations must ensure that they understand what infrastructure around the workforce needs to be built on before breaking down any barriers. If firms have the right infrastructure in place then it is easy to shift. Building a skills taxonomy means that leaders can reskill and remove barriers around headcount and many other factors. Once organisations can identify what these are and put them in, it is much easier to embed agility throughout.

Allegis Global Solution’s outcome-first framework challenges legacy, predetermined approaches with a process that deconstructs the work so that you can assess workforce options objectively. Applying a workforce planning model that breaks down siloed resource channels, employees contingent workers, services providers and automation can create an agile organisation that is fit to thrive in the new world of work. 


Learning how to budget efficiently can help build a stronger workforce

Many organisations struggle to find the right talent because current models for accessing talent are flawed. Firms end up overspending on contractors based on limited data and in return budgets, timing and quality suffer. Despite this, firms are now starting to realise the importance of focusing on the work itself before they begin talking about workers, roles and vacancies. If leaders and managers can shift their focus and start with the outcome, then everything will change and fall into place. 

Leaders within organisations should create budgets to manage the expenses of recruitment, training, hiring, benefits and salaries, which will help prevent any challenges that may arise which would then act as a barrier to building a stronger workforce. Organisations must ensure that they are planning their processes properly as it can reduce labour costs in favour of workforce deployment and flexibility. Workforce planning also comes down to the importance of collaboration through culture. If leaders can create communities within their organisations and look at the outputs of what they would like to achieve, then they would be able to identify what they can do differently to their standard employment. 

Leaders must be able to ask themselves how they can create a relationship where there is that flexibility. 


About Allegis Global Solutions

The world of work has changed. As the leading provider of workforce solutions, Allegis Global Solutions (AGS) guides companies through a transformative journey to redesign the way work gets done. We know what it takes to attract the best talent while simultaneously building and executing strategies that align workforce capabilities with the agility required to stay ahead of what’s next. With decades of experience, continuous investment in innovation, and a robust portfolio of workforce analytics and insights capabilities, we’re equipped to help companies better navigate uncertainty and complexity by empowering their ability to run, grow and transform in a way that dramatically improves business outcomes while enhancing the work experience for all.