Yet, companies often see the same indicators when they’re stretched to their limits and need more staff. Here are six to watch out for:

1.      Your best employees are missing deadlines.

When you notice top performers who tend to provide consistently excellent job performance start turning in assignments late or regularly asking for extensions with projects, it’s a major red flag. Expectations that were acceptable a year ago may no longer be realistic given current workloads.

2.      There’s a rise in complaints.

Your group was previously known for being friendly and efficient, but now there are growing complaints from other departments, clients and vendors about service. For instance, you might hear that invoices are being processed too slowly or your employees are curt when answering questions on the phone.

3.      You dread the news of additional clients or expansion.

The vice president of sales announces that your firm has secured a major new client – one that will bring substantial new business and a notable rise in demands placed on your group. However, rather than being pleased at what this means for your company, you’re filled with concern about how your accounting team will handle the additional work as a result of this account. News that your organization is planning to expand into another market or country may also create similar worries.

4.      Overtime is the norm.

You’re no longer shocked when you have an e-mail in your in-box from an employee that is time-stamped at 10:00 pm. In fact, you may have been working at your computer yourself when that e-mail arrived. While some overtime can be expected, take notice if it’s becoming a regular occurrence.

5.      You turn down additional projects for your group.

A representative from the information technology (IT) department meets with you to share the good news that there is now sufficient budget to upgrade your financial systems. Yet, rather than scheduling a time to begin the process immediately, you ask for a postponement because you just don’t have the staff to take on any additional work right now.

6.      You’ve become a jack-of-all-trades.

When just one or two employees are off due to vacation or illness, you’re left to cover for them because other staff are tapped out. It’s not uncommon for you to be juggling strategic management projects while also answering calls about account discrepancies and finishing someone else’s financial report. You may also find that rather than focusing on supervisory duties, you’ve become the go-to person when new office supplies need to be ordered or the copy machine is broken. You’re starting to feel more like an entry-level employee than a leader in the organization.

What Next?
If one or more of the above situations sounds familiar, then you need to consider your options for adding staff. Today, this is often easier said than done because of budget limitations.       

Many companies are stretching their personnel dollars by bringing in temporary or project accounting professionals who can provide them with staffing flexibility: These firms can gain immediate relief for their core teams while limiting full-time hires to positions they are more confident will require ongoing support. This strategic mix of full-time and interim employees allows organizations to cost-effectively and quickly adjust personnel levels and limit or eliminate layoffs should economic conditions again change. Existing full-time employees gain the help they need with increased workloads or special projects, which can minimize the chance for burnout and keep productivity high. This arrangement is ideal when you’re unsure of the business outlook or demands and find it difficult to anticipate personnel needs.

When a steady increase in the expectations placed upon your group warrants adding full-time employees, don’t just fill old positions that were vacated during the downturn. Stop to consider how your needs may have changed since then and may also be affected by strong potential growth ahead. Carefully evaluate what skills and expertise might benefit your team most today and in the foreseeable future. With unemployment levels still high, you may be able to attract top financial professionals you couldn’t in the past and greatly expand your team’s capabilities.

By paying attention to signs that it’s time to hire, you can ensure you’re bringing in additional employees at just the right time. This will help you continue meeting business goals while at the same time boosting staff motivation. Remember, as the job market improves, so will the potential career opportunities for your employees. If they feel overworked, they may consider leaving for a firm that better manages its staffing resources.

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