If forecast is provided by the client - this is usually on a 60-day locked-on scheme, which means forecast for the next 60 days are already locked along with a 90-day guidance. How can WFM justify that additional class is needed if forecast is delayed?
Focus on business reasons and justifications, such as meeting deliverable and reducing turnover. Offer clear solutions. State why hiring a specific role will help you tackle an existing problem.Limit the use of emotions. Yes, your team might be understandably upset and frustrated, but you want to turn that into a business case. So, switch to something such as noting that hiring can improve morale and increase existing team member’s efficiency.
Make the final ask as clear as possible. State how many people you would like to hire, what skills you’re gaining, and where they fit within your team and organization.
Delayed forecasts might lead to unexpected spikes in demand that the current workforce can’t handle efficiently. We need to emphasize the importance of accurate forecasts in resource planning. A delayed forecast might mean that the current plan is based on outdated or incomplete information, which can lead to suboptimal staffing decisions. This can introduce uncertainty, and having additional resources acts as a risk mitigation strategy. It ensures that the business is better prepared for unexpected changes in demand. Justifying additional resources when the forecast is delayed involves demonstrating the potential risks and negative impacts on service quality, employee morale, and the company’s overall performance. By presenting a well-reasoned argument that addresses these aspects, WFM can make a strong case for the necessity of additional staffing to meet the changing demand.