Commit to one concrete way you will improve the next headcount review conversation.
Your next headcount review, quarterly business review, or workforce planning meeting with a business leader. I will open the conversation by naming the business demand, the current workforce supply, and two or three options to close the gap instead of jumping straight to yes or no on headcount. In my next quarterly headcount review with Finance and a business leader, I will show demand, supply, and gap before discussing approvals. In the staffing review for a product launch, I will present commit-now roles, trigger-later roles, and roles we should not open yet. In my next attrition-risk review with an executive…
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