The unprecedented shift in the workplace perspective brought by the Covid-19 pandemic was followed by the Great Resignation wave that HR professionals worldwide have struggled to tackle. To make things worse, the skills gap is another grave issue caused by massive resignations that managers have to face. The statistics show that 87% of companies are experiencing or expect to face a substantial skills gap in the next two years.
These numbers drive managers to seek new ways to bridge this gap while knowing how tricky it is to find the right candidates for hard-to-fill positions. They are also aware that attracting top talent and turning them into long-term employees is a challenging task.
Many HR managers will solve this problem by outsourcing talent or hiring contingent workers. But this may not be a long-term solution that will help your company go through the crisis.
If you want to tackle these issues permanently you need to reinvent your workforce management strategies that involve outdated solutions and complicated technology and start involving data analytics in your workforce optimization.
This can be an effective way to create a build-buy-borough balance that works for your organization.
How Detailed Workforce Data Drives the Optimization Process
Workforce optimization, a process that combines performance metrics with workforce management, can streamline your business processes and do wonders for your employee engagement and productivity when done right.
This said you need to choose advanced tools, like an employee tracking system and workforce management app that offers tons of insightful and detailed workforce analytics data. By analyzing this invaluable information, you can make the right decision regarding workforce optimization and reach set goals.
Here, you’ll find different data-driven workforce optimization goals that can help your affiliate marketing team increase their productivity and develop their skill sets.
Find the Right Balance Between Permanent and Contingent Workers
Yes, this may seem a challenging goal to achieve. But it’s not if you have accurate and detailed data. If you compare your hiring data with the information on your employees’ internal movement, tenure, and skills you’ll have all you need to motivate your affiliate marketing team members to stay with you long-term and excel in their roles.
By doing this you’ll be able to offer permanent positions to the right people, leaving the hard-to-fill roles for contingent workers.
Furthermore, if you hire paid-per-hour employees, you need to balance out the hiring that increases productivity with overtime hours. You can deploy an employee tracker system to gather data on their productivity, overtime, and shifts. Then figure out how to optimize the performance of your employees to eliminate the need for overtime. Or delegate some of their workloads to part-time employees to deal with this issue.
Optimize Your Affiliate Marketing Team Productivity
One of the major advantages of using data analytics apps like software for employee monitoring is that it gives you a clear picture of your employees’ performance and the effective tools they use to optimize their outcomes.
After monitoring and identifying the best practices of your top-performing teams, try applying these across other teams that may be struggling to deliver wanted results. This practice will lead to the creation of teams with mixed experience and skills that support each other and are more engaged and driven to reach set goals.
To find out whether this practice is efficient monitor the performance of your junior team members. If you determine that they haven’t learned new skills just by watching, motivate senior team members to train them more effectively.
Make Your Affiliate Marketing Team Future Ready
The productivity data gathered from the employee tracking system can help you recognize upskilling and development opportunities. This data-driven approach to workforce optimization will help you identify team members in need of additional training that may unleash their potential.
You can assign them a work buddy to show them how to tackle their tasks efficiently. Or you can create a specific skill training program for those in need. Whichever method you choose you’ll provide your team members a chance to learn and grow professionally.
Also, by offering continuous learning and training opportunities, you’ll ensure that your business won’t suffer once the resignation or retirement wave hits. You’ll have skilled workers ready to step into their former colleagues’ roles without disrupting productivity levels.
45% of employees think they would stay in their current jobs if their companies offered training opportunities. And the World Economic Forum states that an astonishing 1 billion employees need re-skilling by 2030. By offering training and reskilling opportunities to your employees, you’ll not only optimize your workforce but also gain a competitive advantage in the tight market.
Make Your Companies Purpose and Goals Clear
Gallup states that only 60% of employees know what their company’s mission and critical goals are. This means that 40% of them may often feel confused about their roles and responsibilities failing to meet expectations and reach set goals.
If you want to beat these grim statistics and optimize your employees’ performance, create a knowledge database and use a workforce management solution to store and showcase the most significant resources. By doing this you’ll clear out all possible misconceptions your employees may have about your company and their place in the organization. This improved understanding of the company’s goals and vision will lead to a greater awareness of their roles in it and increased productivity.