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Be transparent with them. Being overworked and feeling like there is no end in sight is brutal. Tell them what the plan is and how you are working to fix this. Anyone else having an issue with not being able to fill openings? I know certain positions can be tough to fill.
I’ve found the real risk in prolonged shortages isn’t just being short-staffed, it’s quietly exhausting your most capable people. They step up because they care, and then they burn out first.
In situations like this, I’ve had to be very intentional about protecting the strongest performers — rotating the pressure, simplifying expectations where possible, and being clear about what won’t get done until staffing stabilizes.
Transparency matters, but so does visibly sharing the load. When teams see leaders adjusting priorities and getting into the work with them, it builds trust and buys time without breaking people.
From my experience working on the phones at Northumbrian Water, staffing levels are very low. The additional billing work from the Essex & Suffolk Water contract has put significant pressure on frontline advisors. “Incident mode” has been used as a reason to cut 1-2-1s, team meetings and development time. It feels like call after call with very little support or appreciation from management.
We've had no problem finding staff. We actually have the opposite issue where we've had to cut hours now that the holidays are over and our hours are back to normal. The fact your posting has been up for 2 months without getting anyone tells me you're most likely underpaying. There is no shortage of workers out there right now.
Rising Star
That’s a tough one. You usually lean on your strongest employees in this time. I always approach staffing in a way that won’t overload any one person. If they need your support, give it to them. For me, I don’t mind getting in there with my team to get it done. It’s always good that they feel supported and heard in this time.
Staffing issues are very different depending on the part of the country where you are. I worked in Seattle and in the wealthy towns trying to get workers for hourly positions is very difficult as no rich kids want to or need to work. We would offer as much as $20 per hour plus tips and it still didn't matter. I am very thankful that I am retired now as running a restaurant short is a challenge and impedes your ability to be successful.
You have to be open and honest with your team. Also seek feedback from them on solutions. A small increase for some of the ones who are really taking on the bulk could go a long way, but will only carry you so long. Although you get alot of people applying through job sights and only a few may be viable candidates, some is better than none. You have to be aggressive with the applications that come through to review and contact them immediately, this also keeps you from having alot of them piling up and you could miss a viable candidate. Maybe a referral bonus for your current teammembers to bring you possible hires.