Having an overall workforce plan, not matter how big or small you are, that fits into the purpose of what your business is about and the aims of the business plan is vital.  Without a long term plan, you can end up with a mismatch between the business plan and the workforce.

Review your current staff … are many of them older with no younger colleagues?  If so, does this make planning for promotion or replacing retiring/resigning staff more difficult?  Have many of them been with you for a long time and are just coasting?  How can you challenge them to get the most out of them?  Can any of them take on the role of the newly resigned person?

Are you too operationally heavy without enough strategic people?  Or vice versa which may lead to conflicting visions and ultimately nothing getting done so no growth.

You may need to think about reconfiguring your workforce to have different skills or be organised in different ways.  When someone leaves your Company, avoid the knee jerk reaction to recruit an identikit person!  Take a step back.  Think about your needs.  Can the job be split between other employees that will allow you to recruit someone who brings a different dimension to your business?  Can any of the elements of that job be automated to save on recruitment costs?  Would it be more cost effective to source a Consultant to work in peak times?

Your workforce plan is critical and if you would like a fresh pair of eyes to review your current staffing, please do give us a shout!