Lessons in capacity planning

My tip for you today is don't do what I used to do when it comes to capacity planning.

Don't wait until you're so far past capacity, when you're stressed and stretched soooo thin, before starting your recruiting process.

💥 That's when mistakes happen. That's when you rush the recruiting process and anyone starts looking attractive to you. That's when you hire You'll Do.

💥 That's when your onboarding process looks like dropping them in the deep end and then getting frustrated at the amount of rework you're having to do.

💥 That's when your new hire quits out of frustration because they don't have the tools, the resources and the knowledge to do the job well.

💥 That's when your clients start feeling like you're dropping the ball. Because, let 's face it, you are.

Think about your future capacity and plan sooner rather than later.

I found that it's best to have some capacity up your sleeve when you bring on a new team member so that:

• you can support them in learning the ropes
• you still have time to deal with existing workload (and deliver to a high standard)
• you can still deal with unexpected turns of events

It can be a double-edged sword though, balancing capacity and cashflow, and also balancing capacity vs. demand.

It's one of the many things I help my bookkeeping business clients to make a decision on, and then to support them in finding and onboarding a new team member.

When you get to this point it's crux time.

You can let the fear of what could go wrong stop you from freeing up your time and growing your business, or you can implement strategies to lessen the risks, take the next steps, and transform from bookkeeper to business owner.

Does any of this sound familiar? Hit reply and let me know.

🙂  Stephanie

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