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How to Handle a Globally Distributed Workforce

How to Handle a Globally Distributed Workforce


Organizations risk their own bottom line as well as the productivity and wellbeing of their employees by failing to have the correct mix of team members. Instead of relying on antiquated procedures and well-intended intentions, companies must innovate and invest in fresh approaches to address these issues. Planning for the workforce and headcount traditionally used is being replaced. Organizations are employing data analytics to streamline workforce optimization, a strategy that combines personnel management with considerations for company performance. Organizations may progress their hiring strategies, promote innovation, and support the success of their workers by taking a holistic approach to people, skills, and needs.

The Challenges with a Permanent Hiring Plan

It's not surprising that the pandemic's impact on workplace norms was followed by a wave of widespread resignations. The skills gap, which continues to burden HR departments, exacerbates the problem. In fact, 87% of firms claim to be dealing with talent gaps or anticipate doing so in the near future.


It is reasonable for HR departments to worry about growing an organization's talent pool. Staffing difficult-to-fill positions and luring candidates who will work long hours and promote innovation are challenging tasks. Many HR executives might think that hiring contingent staff will help cover the gap. However, it's not always the case. You must determine the ideal build-buy-borrow balance for you.


The traditional methods of overcoming hiring difficulties, such as disruptive structural changes (such as outsourcing or moving operations abroad), or costly and time-consuming technology deployments, are no longer effective. It's time to move forward and pinpoint potential areas for optimization. You need to start by diving into data analytics and workforce optimization to find the ideal combination of people that works for your company.


Three Techniques for Using Data to Optimize Workforce

The best way to optimise your staff is not a one-size-fits-all approach. You require data analytics and practical knowledge that is tailored to your company's culture and business strategy. You may assist your firm in achieving the following important goals by sifting through data and finding improvement opportunities:


1. Select the ideal mix of personnel

You can gain the insights you need to choose wisely when you combine hiring data with internal movement, tenure, and skills data. With this knowledge, you can make decisions on how to encourage staff to work long hours and promote innovation. These insights can help you target the ideal candidates for your long-term hiring plan while placing contractors in positions that are challenging to fill. You must be clear about how to balance hiring for companies with hourly workers so as to maximise production and aid in controlling overtime. Analyze your productivity, overtime, and shift statistics to find the appropriate balance. With this knowledge, you may decide how to utilise full-time employees most effectively to reduce overtime or create a bench of part-time employees to help offset its necessity.


2. Increase team output.

Your team's members should have a variety of abilities and experience levels to boost enthusiasm and maximise productivity. Start by identifying and keeping an eye on top-performing teams. Then, apply the same methodology to underperforming teams. Track the emergence of new talents among junior team members to determine whether exposure alone promotes skill development or whether more active coaching from senior team members is required. This information can help you identify areas for growth and the best ways to organise your staff to maximise efficiency.


3. Prepare your company for the future.

You can find any upskilling and coaching possibilities by taking the time to examine the productivity data for your company. By giving junior team members the opportunity to engage with more senior team members who can help teach and mentor them, a data-driven strategy helps future-proof your firm. This is an essential step to take if your industry is experiencing a wave of retirements so that your teams can continue to function in the event of a resignation. The longevity and success of your organisation can be increased by investing in upskilling and reskilling programmes. Considering that 45% of workers said they would be more likely to stay with their current employer if they were offered skills training, doing so can also help attract and retain top talent.

Whatever your business, data analytics can give you the information you need to increase the productivity and resilience of your staff in the face of a talent shortage. Relying on out-of-date solutions is a waste of time. Invest in your hiring strategy by selecting the proper mix of workers, and streamline workforce optimization.


A data-driven strategy can help you increase productivity, promote upskilling, enhance recruitment and retention, and provide your most valuable resource—your people—the freedom to perform their best work.