When you're managing a team and you know it's time to hire more staff, it can be hard to get the green light. For a start, you have to check if the company budget will let you and you will have to get the 'go-ahead' from senior management. If you're in urgent need of more staff and your senior management is resistant to the idea, then here is how to build a business case to hire more staff.

Why is building a business case the best approach?

It's easy for a senior manager to say 'no' when you don't have any evidence to back you up.

Hiring new staff is an additional cost for the company so senior management will always want proof that hiring new employees will be beneficial (and profitable). Having a business case is a supported proposal you can use to persuade your management that hiring new employees is the best solution for you, your team and the company.

What does a business case look like?


Your business case can take many different forms.

You can create a presentation or a multiple page document. It all depends on what your senior management is like. Do they have time to read a detailed report or would they rather have a 10-minute presentation? You don't want to spend hours on your business case if the format will have no impact.

Before you start building your case, speak to your senior management first and tell them you would like to hire more staff. If they say, "yes, that's fine" then you won't need to build a case but if they don't seem keen on the idea, then you will need to book a meeting with them to talk about it.

From your own experience working with your management, you might already know the best format for your business case, otherwise, ask them which they would prefer to see: a presentation, a report, a spreadsheet, etc.

Once you know your format, then it's time to start building your case.


How to build a business case (and what to include)

To help you create a business case quickly and successfully, we've highlighted the key elements you really need to include to state your case and persuade your higher management, your team will benefit from extra help and it will benefit the company too.

Perform an audit of your staff's current work

Doing an audit will help you show how much work your team is doing. Your management will want to see your team's current performance and determine whether they are actually working at full capacity.

You can complete an audit by speaking to your team individually. Ask each of your staff how much time it takes to complete their tasks and responsibilities. Mapping out their weekly tasks on a spreadsheet and highlighting how much time it takes to do each task will help you show each employee is working at their full capacity.

By showing your team is struggling to complete workloads or it's just impossible to take on any more work, it will encourage senior management to hire more staff.

Highlight the negatives of not hiring more staff

Explaining the negatives will help senior management realise there is a detriment to the company if they don't hire. Here are some examples:

  • Projects will not be completed on time
  • Customer satisfaction is declining
  • Work quality is significantly reduced
  • Negative impact on ROI
  • Current employees are suffering from stress and overworking

Make sure you have evidence to support your claims.

For example, if your team is working at full capacity and you've noticed your customer satisfaction has declined, you can show testimonials or responses from customer surveys. Having evidence will have a bigger impact on your senior management rather than repeating what you've heard someone else say.

The financial benefits of new staff

Once you've explained the negatives, explain the benefits of adding new staff to the team. Explain how new employees will benefit the company and benefit how your team works.

Here are some examples:

  • Your team will be able to take on more work because you will have a bigger workforce.
  • Bigger teams mean more support which means your team will have more help when working on time-sensitive projects.
  • You won't have to hire freelance or temporary staff anymore. If you're currently hiring temps or freelance, they will be a major and recurring cost. There are many benefits to having an in-house employee instead.
  • Growing internal teams looks good for clients and customers, from their point of view, a bigger company looks more successful so inspires repeat business.

Explain what type of staff you need

After you've explained the benefits of hiring more staff, you need to explain what type of staff you're looking to hire. It will show your senior management that you've thought this through and you've got a plan prepared.

Describe what type of employee(s) you're looking for:

  • How many people do you want to hire?
  • What would their job title be?
  • How much experience will they need?
  • What skills will they need?
  • What will their main responsibilities be?
  • Who would they work with?
  • What salary would they need? This gives your senior management a clearer indication of how much it will cost.

Having a clear plan of action will likely impress and show your manager that your business plan is clearly planned and organised. It's probable they will rely on you to hire the new employee (which is perfect because you will know exactly the type of person you need for your team).

After you've prepared your case, practice your presentation to friends and/or colleagues. They can help identify anything you've missed. When you're ready, present your business case to hire more staff to your senior management. Good luck!

Your business case was a success... what's next?

Once you've got the green light to go ahead and hire more staff, it's time to create your job advert and start the recruitment process.

Cubiq is geared for people who want to expand their team quickly and find the best talent. We partner you with a specialist consultant within your field who will guarantee to represent you and your business in the most professional way and deliver quick and accurate results.

See how easy and simple it is to recruit with us by calling our team on 0161 214 3842 or email enquiries@cubiqrecruitment.com for a call back.

Published in Blog


Do you feel like some of your employees have an attitude of non-accountability? Do they have a habit of dodging responsibility when projects fail to report positive results? Here is how you can build a culture of accountability in the workplace.

Before we start, why is accountability so important?

Employees feel more responsible for their work when someone is accountable for the outcome of a task. It encourages consistency in how work is carried out and it inspires people to work together as a team.

When employees feel like they are accountable for their actions, they put more thought into their work and this benefits the end result (i.e. sales, profits, leads, etc). More workplaces are creating a culture of accountability to help ensure all projects and tasks are carried out successfully and meet the expected deadline.


One of the main reasons some people avoid accountability is because they're not sure what targets and responsibilities they have in the first place.

When you don't have any particular targets, it's hard to be motivated to excel and it can naturally discourage responsibility. For employees who don't have clear job roles or responsibilities, they may feel like they can't commit to tasks 100%.

By having clearly defined roles and goals, people will feel like they should be more responsible for their actions.

Prepare targets for all members of staff. These goals should not be designed to exhaust employees or push them past their limits but give them a specific goal to aim towards. When they meet their monthly/quarterly targets, they will be proud of their achievements and feel more responsible.


For every department, there should always be a chain of command.

This chain will help clarify who is in charge of certain roles and responsibilities so there is always someone who can be held accountable. It's easy to avoid blame if you're not included. In a working environment, there should always be someone accountable to help ensure everything is running smoothly and rectify problems when they arise.

You can easily create a sense of leadership by providing a diagram which highlights who is responsible for each team. This is useful to have in an office because if someone needs to talk to a more senior employee, they will know exactly who to talk to by looking at the diagram.

You can build a culture of accountability in your workplace by rewarding people who work hard.

When you feel like you're rewarded for your hard work, you naturally want to work even harder and tell people you're the one who is responsible.

Offering rewards encourages employees to be more passionate and invested in the work they do. Rather than doing a 9 to 5 job, they are working towards a specific goal and they know if they surpass expectations, they will be rewarded too. It's also a great way to increase morale in the office.

Be an example, be accountable.

If you want to create a culture of accountability in the workplace, you need to be accountable for your actions too. You cannot expect people to be responsible and own up to mistakes, if you cannot accept responsibility.

During meetings, share your results with the team and be accountable for them. If you think there can be improvements made, talk about them.

You can only create a culture of accountability if you're willing to lead by example.

Preparing to hire new staff? Want to build a business case to hire?

When it's time to hire new employees, you need to build a business case. Check out our guide here


Published in Blog


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