It’s 2025, and while we focus on today’s challenges and opportunities, it’s crucial to look ahead. 2026 may seem distant, but the reality is that implementing an effective workforce strategy is a process that requires time, care, and planning. In today’s rapidly changing environment, it’s essential to be proactive and take action now to reap the benefits in 2026.
Why start now?
The labour market is constantly evolving. Technological advances, demographic shifts, and changing employee expectations demand a flexible and forward-thinking approach to talent management. Adapting and implementing a new strategy is not a quick fix. After all, it’s not just about solving today’s problems, but especially about being able to face the challenges of the future. It requires thorough analysis, planning, and implementation.
The principles of strategy formation and change management
A successful talent management strategy is based on proven principles of strategy formation and change management.
Analysis
- Begin with a thorough analysis of the current composition of your workforce (permanent and all forms of flexible), including strengths, weaknesses, and future needs.
- Research market trends and technological developments that may affect the labour market.
- Analyse the business strategy and its impact on your future personnel needs. Adjust your talent management strategy accordingly.
Vision and Objectives
- Define a clear vision of the desired workforce in the coming years, taking into account changing needs, but also the changing supply in the labour market. Where and when is inflow, through-flow, and outflow desired?
- Also develop a clear vision of employer branding: what is your employer profile, what do you have to offer your employees and candidates, how do you retain available talent for the organisation, and how do you ensure sufficient inflow of new talent?
- Establish measurable objectives to monitor progress and evaluate success.
Planning
- Develop a detailed action plan with clear responsibilities and realistic timelines.
- If the purchasing of external services must take place: take sufficient time for a careful purchasing, contracting and implementation process.
- Identify potential risks and obstacles and develop strategies to overcome them.
Communication
- Communicate the vision and objectives clearly and transparently to all stakeholders.
- Involve employees in the change process in a timely and sufficiently comprehensive manner to create support and engagement.
Implementation
- Implement the new strategy carefully, with attention to the impact on employees and the organisation.
- Provide training and support to help employees adapt to the changes.
Evaluation and Adjustment
- Regularly evaluate the progress of the implementation and the results of the new strategy.
- Adjust the strategy based on the evaluation and changing circumstances.
Of course, there is a difference in all this between, for example, making minor adjustments and a fundamental change of course. We see that many projects quickly have a lead time of 9 to 18 months to be able to carry out the above steps carefully.
Taking action now for a successful 2026
If your organisation plans to adjust its workforce strategy, now is the time to act. By starting today, you can ensure that your organisation is ready for the future in 2026
