Workforce Planning
Building the future workforce today
With the nature of work changing so fast, transforming your workforce is essential. Forget out-of-the-box software. Our strategy-led, data-driven approach to workforce planning services is tailored to the needs of your organization and puts an emphasis on building capacity. You get workforce solutions you can act on quickly and a straightforward process that keeps planning agile. So both the business and the people who make it run are prepared for the future of work.
What is workforce planning?
Workforce planning aligns the workforce with the needs and priorities of the business to meet organizational objectives. It helps organizations adapt for the future by getting the right people in the right roles at the right time to move the business forward. And the value of our workforce solution is clear to organizations—in both immediate outcomes and future preparedness.
Integrated strategies that align the workforce and the business
Risk mitigation that identifies and diffuses workforce risks much earlier
Data-driven decisions that are informed by enhanced forecasting and analysis
Streamlined processes that drive organizational efficiencies
Continual rightsizing so the organization anticipates and adapts to change
It takes strategic workforce planning to align your workforce to deliver on your business strategy—both now and in the future.
Planning the future workforce today Transcript
Federal workforce planning
For federal agencies, delivering your mission in a rapidly changing future requires having the right people in the right roles at the right time. Learn how our approach to federal workforce planning is helping agencies build tomorrow’s workforce today.
Why does planning for the future of work matter more than ever?
The talent landscape has been dynamic in recent years. Trends like the impact of an aging workforce and baby boomer retirements, and the many ways that technology has changed the work that people do and how they do it, have been at play across industries. But now we are in difficult and uncharted waters.
In the COVID-19 crisis, organizations are finding themselves in unfamiliar terrain. Those that take a systematic approach to workforce recovery starting now—rightsizing, allocating budgets, and understanding how to fill talent, role, and skills gaps—will emerge stronger and be better positioned for success in the new normal.
BURNOUT IS WIDESPREAD
AND RISING
Nearly 60 percent of US workers report burnout, up from 45 percent in the early days of the pandemic. Workload is the leading cause.
Source: Eagle Hill Consulting
LABOR MARKETS
ARE IN CRISIS
COVID-19 could cost 47 million jobs in the United States this quarter alone, pushing unemployment to 32 percent.
Source: Forbes
THE WORKFORCE
IS ON EDGE
The vast majority (81 percent) of US workers think COVID-19 will have a negative impact on their workplace.
Source: Gallup
What makes our workforce planning approach different?
Made-for-me approaches
Every organization is different. That’s why we co-create workforce solutions with organizations that reflect where they are and what they need—and are flexible as they evolve.
Proven tool for speed and scale
Our Workforce Optimizer Tool models different scenarios quickly to forecast and view potential impacts on workforce capacity in real time.
Designed for action and outcomes
Organizations need action, not theory. We make our planning outputs easy to understand so decision makers can act quickly with confidence.
Bringing it to the people
We help employees understand the process, building their capacity through training and one-on-one support and embedding the process through the organization.
Connected to culture—always
Everything we do in workforce planning is aligned with what the organization values, its culture, and what it strives to achieve for the business and its people.
Workforce planning insights
Our latest research & thinking
Keep your finger on the pulse of the trends impacting your business and your industry with actionable insights and best practices based on our proprietary research.
Blog
Getting tired of fighting attrition? Try rethinking internal mobility
Report
Improving internal mobility programs: How to win the talent war through internal recruitment
Research from Eagle Hill reveals employees believe they have better job opportunities inside their current organizations. But this potential is untapped. Learn practices for improving internal mobility programs and help employees learn, grow—and stay.
Report
Running on empty: Why burnout at work is surging among government employees—and what to do about it
Burnout at work is surging for government employees. We share three reasons why and four ways to help employers turn down the heat.
Blog
How life sciences companies can reduce employee burnout and turnover
By Jonathan Gove
Life science companies can reduce worker burnout and turnover through fully examining their employee experience.
Blog
Strengthen your onboarding to keep new hires
By Stephanie Mount
As the Great Resignation continues, organizations need to strengthen their onboarding to retain sought-after new hires. Discover three ways you can improve the onboarding experience and set your new hires up for success.
Infographic
Worker shortage fuels employee burnout as Great Resignation lingers
Labor shortages are contributing to employee burnout at a time when employers continue to struggle filling positions and retaining talent. Employers must examine their employee experience to understand their pain points and collaborate on solutions.
Report
Hybrid work models should consider employee burnout
As companies shift to hybrid work, how can they help employees navigate another change—and address work burnout and reentry anxiety? Our new research shows how to alleviate work exhaustion while helping teams feel connected and engaged.
Report
The employee turnover tsunami is here
Earlier this year, we predicted that many industries could anticipate a tsunami of employee turnover when the pandemic eases. That time is now. New strategies are needed to ride the turnover wave.
Blog
2022: The Great Re‑Evaluation
By Melissa Jezior
In 2021, organizations continued to face extraordinary change and disruption. Business leaders can accelerate this change in 2022 through a Great Re-evaluation. Read about 4 areas that are a starting point to make your team stronger and more resilient.
Report
The employee turnover tsunami is coming
An employee turnover tsunami is expected once the pandemic ends, where new workforce planning strategies are needed to support revised business models.
Workforce planning case studies
Unconventional consulting leads to unbelievable results
Here are a few examples of how we provide impact for our clients. From developing workforce strategy to predicting and building future workforce capabilities, our years of creative and strategic experience have helped clients across industries reach their potential.
Federal government: Impact Statement
Enabling future decision-making through capacity planning and workload analytics
We helped a government agency create a transparent resource capacity planning function and advance workforce analytics to inform future decision-making.
Health & life sciences: Infographic
Empowering a biotech to transform its future workforce
For this global biotech company, hiring top talent is vital to deliver innovative treatments to patients around the world. Our end-to-end workforce planning solution helped diagnose how to build its future workforce, today.
Health & life sciences: Narrative
Strengthening workforce planning with predictive analytics
A global drug manufacturer was growing rapidly and needed a workforce planning partner that could keep up. We developed a flexible approach that could predict position needs without losing valuable momentum as plans changed.
Federal government: Interview
Developing competency models and workforce planning
We helped one highly specialized agency prepare their workforce for the future by implementing their forward-looking Human Capital Strategic Plan. Eagle Hill’s Mary Dalrymple, Director of Services and Innovation, explains how.
Federal government: Narrative
Building a next-generation workforce
A federal agency came to us with a vision for becoming a Best Place to Work with a flexible, innovative workforce. We helped define 5 goals, 20 initiatives, and a detailed operational plan, all reflecting its culture and people.
Federal government: Impact Statement
Addressing human capital strategy and workforce requirements
We helped one agency create their first-ever 5 year strategic plan to find new ways to attract, retain, and develop a motivated workforce—creating a winning, repeatable process for workforce planning.
Related capabilities
The realities of business are constantly changing. Our capabilities can help you meet today’s challenges while laying the foundation for a sustainable and flexible future.
Organizational design
Designing organizations to thrive
With a human-centered approach to organizational design, we go beyond rearranging the boxes and lines on the org chart so your organization is set up to deliver the outcomes you want.
Leadership launch
Leadership transition that gets you up to speed and off the ground.
Our leadership transition solution, Leadership Launch, prepares clients to manage the adjustments of a change in leadership so their organizations can soar.
Team based change
Are your teams driving change?
From our unconventional philosophy to our innovative practices, Eagle Hill brings needed shifts to traditional change management through Team Based Change Management.
