Your timeline plays a critical role when laying out plans for resilient global workforce management. Each project or task includes the time it would reasonably take to complete, whether the goal involves one step or many. Adaptive planning strategies that take into account the scope of time are essential.

Some plans are long-term, such as opening up a new market or increasing customer lifetime value. Some plans are short-term, like scheduling a meeting. Those that lie in the period in between are mid-term goals and may include plans like building a new team in your global workforce or implementing a marketing campaign.

The different periods are called planning horizons. When approaching strategy-building for global workforce management, it’s important to fully understand the different planning horizons and how to organize your plans based on the time they will take.

Long-Term Planning

Long-term planning involves plans that will take anywhere from two years to an infinite number of years. These can include long projects, large-scale objectives, and indefinite goals that may never be finished. A long-term goal might involve a project that takes a significant amount of time or an objective that requires constant maintenance even after achieving it.

Long-term plans typically include multiple steps and phases, which you can break down into short-term and mid-term goals within the overall long-term objective. Progress is measured in months rather than hours, and milestones represent significant progress.

Examples of Long-Term Goals

Business / Professional

• Implementing a training program
• Designing a new product
• Conducting a research survey
• Improving a specific KPI metric

What Is Short-Term Planning?

Short-term planning involves goals that you can implement and complete almost immediately. The period may require only a few moments to a single month. Short-term planning involves goals such as completing a task, delivering a report, or scheduling and holding a meeting. Most long-term and mid-term tasks can be broken up into many short-term tasks, as each short-term plan is something you can implement without delay – or with minimum delay.

Short-term planning also has the benefit of being immediately actionable. You can assign tasks and see them started on the same day, and completed soon after. However, short-term plans also come with challenges, such as too many plans stacking up and difficulty prioritizing which short-term goals to pursue first. For resilient global workforce management, it is often beneficial to group short-term plans into mid-term objectives broken up into ordered steps to achieve organized and coordinated progress.

Many people also use personal planners, agendas, and time-management software to help neatly incorporate short-term plans into daily life and work.

Examples of Short-Term Plans

• Personal
  • Start exercising on lunch breaks
  • Stop by the bank on the way home
  • Send an email
• Professional / Business
  • Schedule a meeting
  • Collaborate teamwork
  • Fix a jammed printer
  • Compile data into a report

Comparing the Planning Type Differences

Understanding how the three panning horizons relate to each other is essential in building a useful planning strategy for your global workforce management. Long-term plans are made up of mid-term plans which can be used as milestones. Mid-term plans can be broken up into actionable short-term goals.

Mid-term plans are also the essential link between long-term objectives and short-term task lists. Both ends of the spectrum might seem overwhelming until you view each planning horizon from a longer or shorter-term perspective.

By seeing long-term plans as a sequence of mid-term plans, seemingly distant objectives become reachable step by step. From the other direction, an overwhelming task list of short-term goals can be grouped into mid-term plans to be completed in chunks and through shared teamwork.

How to Set Long-Term Goals in 7 Steps

It only takes seven steps to build a long-term business strategy for your global workforce management.

Step 1: Define Clear Objectives and Priorities

Start by defining your vision in terms of objectives and priorities. Define what success will look like when you reach your long-term goal and the priorities you want to adhere to as you forge your path to that objective.

Step 2: Evaluate Resources and Potential Obstacles

Consider what resources you have available to facilitate your long-term goal and any obstacles that might stand in your way. Organize resources such as skilled teams, aligned vendors, and market opportunities. Then, array obstacles as hurdles to overcome with planning and strategy.

Step 3: Create a Timeline With Specific Milestones

Break up your long-term goal into a timeline of specific and achievable milestones. Apply the SMART goals criteria (specific, measurable, achievable, relevant, and time-bound) to each milestone and define the steps it will take to reach each one.

Step 4: Identify Key Performance Indicators (KPIs)

How will you measure your successful progress toward your long-term goal? Measurable metrics can be identified as Key Performance Indicators (KPIs). Determine somewhere between three and ten KPIs that will provide perspective on your progress and adherence to your priorities along the way.

Step 5: Communicate and Align Long-Term Goals With Team Members or Stakeholders

Now that your plan is ready to implement, it’s time to bring in the team. Communicate the goal and the tasks required to reach it to team members and stakeholders who will be involved in the project.

Step 6: Monitor Progress and Make Necessary Adjustments

Use your KPIs and milestones to monitor progress. If you see delays, unforeseen obstacles, or off-course progress, make adjustments to your strategy as needed.

Step 7: Continuously Review and Adapt as Needed

Lastly, continuously review your progress and whether your objectives may have reasonably changed since the outset. Adapt as needed to achieve the best possible outcomes.

Implementing a Mixed Planning Approach

No matter your starting point, the best way to implement your plans for resilient global workforce management is with a mixed planning approach. Understanding how the different planning horizons relate to each other can help you make any tasks more actionable, measurable, and well-organized.

Among the best strategies for smoothly combining long-term, mid-term, and short-term plans is the use of strategy planning and implementation software. Through flow charts and visual scheduling, you can translate long-term objectives into mid-term goals, and mid-term goals into actionable short-term task lists. You can also assign tasks, track KPI metrics, and see your progress displayed on a visual dashboard that combines data from many possible sources.

Managing diverse planning cycles is also rooted in knowing how to break up and combine goals into the most achievable configurations for your team to complete.

Empowering Your Global Workforce Management Plans

Planning plays a critical role in resilient global workforce management. Mastering your planning strategy can help you align the efforts of your global team members to achieve efficiency, unity, and future-ready adaptability. Contact us today to explore further global business strategies with an experienced Employer of Record (EOR) and assemble your global team.

Business / Professional

• Implementing a training program
• Designing a new product
• Conducting a research survey
• Improving a specific KPI metric

What Is Short-Term Planning?

Short-term planning involves goals that you can implement and complete almost immediately. The period may require only a few moments to a single month. Short-term planning involves goals such as completing a task, delivering a report, or scheduling and holding a meeting. Most long-term and mid-term tasks can be broken up into many short-term tasks, as each short-term plan is something you can implement without delay – or with minimum delay.

Short-term planning also has the benefit of being immediately actionable. You can assign tasks and see them started on the same day, and completed soon after. However, short-term plans also come with challenges, such as too many plans stacking up and difficulty prioritizing which short-term goals to pursue first. For resilient global workforce management, it is often beneficial to group short-term plans into mid-term objectives broken up into ordered steps to achieve organized and coordinated progress.

Many people also use personal planners, agendas, and time-management software to help neatly incorporate short-term plans into daily life and work.

Examples of Short-Term Plans

• Personal
  • Start exercising on lunch breaks
  • Stop by the bank on the way home
  • Send an email
• Professional / Business
  • Schedule a meeting
  • Collaborate teamwork
  • Fix a jammed printer
  • Compile data into a report

Comparing the Planning Type Differences

Understanding how the three panning horizons relate to each other is essential in building a useful planning strategy for your global workforce management. Long-term plans are made up of mid-term plans which can be used as milestones. Mid-term plans can be broken up into actionable short-term goals.

Mid-term plans are also the essential link between long-term objectives and short-term task lists. Both ends of the spectrum might seem overwhelming until you view each planning horizon from a longer or shorter-term perspective.

By seeing long-term plans as a sequence of mid-term plans, seemingly distant objectives become reachable step by step. From the other direction, an overwhelming task list of short-term goals can be grouped into mid-term plans to be completed in chunks and through shared teamwork.

How to Set Long-Term Goals in 7 Steps

It only takes seven steps to build a long-term business strategy for your global workforce management.

Step 1: Define Clear Objectives and Priorities

Start by defining your vision in terms of objectives and priorities. Define what success will look like when you reach your long-term goal and the priorities you want to adhere to as you forge your path to that objective.

Step 2: Evaluate Resources and Potential Obstacles

Consider what resources you have available to facilitate your long-term goal and any obstacles that might stand in your way. Organize resources such as skilled teams, aligned vendors, and market opportunities. Then, array obstacles as hurdles to overcome with planning and strategy.

Step 3: Create a Timeline With Specific Milestones

Break up your long-term goal into a timeline of specific and achievable milestones. Apply the SMART goals criteria (specific, measurable, achievable, relevant, and time-bound) to each milestone and define the steps it will take to reach each one.

Step 4: Identify Key Performance Indicators (KPIs)

How will you measure your successful progress toward your long-term goal? Measurable metrics can be identified as Key Performance Indicators (KPIs). Determine somewhere between three and ten KPIs that will provide perspective on your progress and adherence to your priorities along the way.

Step 5: Communicate and Align Long-Term Goals With Team Members or Stakeholders

Now that your plan is ready to implement, it’s time to bring in the team. Communicate the goal and the tasks required to reach it to team members and stakeholders who will be involved in the project.

Step 6: Monitor Progress and Make Necessary Adjustments

Use your KPIs and milestones to monitor progress. If you see delays, unforeseen obstacles, or off-course progress, make adjustments to your strategy as needed.

Step 7: Continuously Review and Adapt as Needed

Lastly, continuously review your progress and whether your objectives may have reasonably changed since the outset. Adapt as needed to achieve the best possible outcomes.

Implementing a Mixed Planning Approach

No matter your starting point, the best way to implement your plans for resilient global workforce management is with a mixed planning approach. Understanding how the different planning horizons relate to each other can help you make any tasks more actionable, measurable, and well-organized.

Among the best strategies for smoothly combining long-term, mid-term, and short-term plans is the use of strategy planning and implementation software. Through flow charts and visual scheduling, you can translate long-term objectives into mid-term goals, and mid-term goals into actionable short-term task lists. You can also assign tasks, track KPI metrics, and see your progress displayed on a visual dashboard that combines data from many possible sources.

Managing diverse planning cycles is also rooted in knowing how to break up and combine goals into the most achievable configurations for your team to complete.

Empowering Your Global Workforce Management Plans

Planning plays a critical role in resilient global workforce management. Mastering your planning strategy can help you align the efforts of your global team members to achieve efficiency, unity, and future-ready adaptability. Contact us today to explore further global business strategies with an experienced Employer of Record (EOR) and assemble your global team.

• Personal
  • Taking a class
  • Reading a long book
  • Starting a savings habit
  • Completing an art project
• Business / Professional
  • Implementing a training program
  • Designing a new product
  • Conducting a research survey
  • Improving a specific KPI metric

What Is Short-Term Planning?

Short-term planning involves goals that you can implement and complete almost immediately. The period may require only a few moments to a single month. Short-term planning involves goals such as completing a task, delivering a report, or scheduling and holding a meeting. Most long-term and mid-term tasks can be broken up into many short-term tasks, as each short-term plan is something you can implement without delay – or with minimum delay.

Short-term planning also has the benefit of being immediately actionable. You can assign tasks and see them started on the same day, and completed soon after. However, short-term plans also come with challenges, such as too many plans stacking up and difficulty prioritizing which short-term goals to pursue first. For resilient global workforce management, it is often beneficial to group short-term plans into mid-term objectives broken up into ordered steps to achieve organized and coordinated progress.

Many people also use personal planners, agendas, and time-management software to help neatly incorporate short-term plans into daily life and work.

Examples of Short-Term Plans

• Personal
  • Start exercising on lunch breaks
  • Stop by the bank on the way home
  • Send an email
• Professional / Business
  • Schedule a meeting
  • Collaborate teamwork
  • Fix a jammed printer
  • Compile data into a report

Comparing the Planning Type Differences

Understanding how the three panning horizons relate to each other is essential in building a useful planning strategy for your global workforce management. Long-term plans are made up of mid-term plans which can be used as milestones. Mid-term plans can be broken up into actionable short-term goals.

Mid-term plans are also the essential link between long-term objectives and short-term task lists. Both ends of the spectrum might seem overwhelming until you view each planning horizon from a longer or shorter-term perspective.

By seeing long-term plans as a sequence of mid-term plans, seemingly distant objectives become reachable step by step. From the other direction, an overwhelming task list of short-term goals can be grouped into mid-term plans to be completed in chunks and through shared teamwork.

How to Set Long-Term Goals in 7 Steps

It only takes seven steps to build a long-term business strategy for your global workforce management.

Step 1: Define Clear Objectives and Priorities

Start by defining your vision in terms of objectives and priorities. Define what success will look like when you reach your long-term goal and the priorities you want to adhere to as you forge your path to that objective.

Step 2: Evaluate Resources and Potential Obstacles

Consider what resources you have available to facilitate your long-term goal and any obstacles that might stand in your way. Organize resources such as skilled teams, aligned vendors, and market opportunities. Then, array obstacles as hurdles to overcome with planning and strategy.

Step 3: Create a Timeline With Specific Milestones

Break up your long-term goal into a timeline of specific and achievable milestones. Apply the SMART goals criteria (specific, measurable, achievable, relevant, and time-bound) to each milestone and define the steps it will take to reach each one.

Step 4: Identify Key Performance Indicators (KPIs)

How will you measure your successful progress toward your long-term goal? Measurable metrics can be identified as Key Performance Indicators (KPIs). Determine somewhere between three and ten KPIs that will provide perspective on your progress and adherence to your priorities along the way.

Step 5: Communicate and Align Long-Term Goals With Team Members or Stakeholders

Now that your plan is ready to implement, it’s time to bring in the team. Communicate the goal and the tasks required to reach it to team members and stakeholders who will be involved in the project.

Step 6: Monitor Progress and Make Necessary Adjustments

Use your KPIs and milestones to monitor progress. If you see delays, unforeseen obstacles, or off-course progress, make adjustments to your strategy as needed.

Step 7: Continuously Review and Adapt as Needed

Lastly, continuously review your progress and whether your objectives may have reasonably changed since the outset. Adapt as needed to achieve the best possible outcomes.

Implementing a Mixed Planning Approach

No matter your starting point, the best way to implement your plans for resilient global workforce management is with a mixed planning approach. Understanding how the different planning horizons relate to each other can help you make any tasks more actionable, measurable, and well-organized.

Among the best strategies for smoothly combining long-term, mid-term, and short-term plans is the use of strategy planning and implementation software. Through flow charts and visual scheduling, you can translate long-term objectives into mid-term goals, and mid-term goals into actionable short-term task lists. You can also assign tasks, track KPI metrics, and see your progress displayed on a visual dashboard that combines data from many possible sources.

Managing diverse planning cycles is also rooted in knowing how to break up and combine goals into the most achievable configurations for your team to complete.

Empowering Your Global Workforce Management Plans

Planning plays a critical role in resilient global workforce management. Mastering your planning strategy can help you align the efforts of your global team members to achieve efficiency, unity, and future-ready adaptability. Contact us today to explore further global business strategies with an experienced Employer of Record (EOR) and assemble your global team.

Indefinite

• Maintaining good health
• Being the best in the industry
• Maintaining sustainable operations

Mid-Term Planning

Mid-term planning or medium-term planning for resilient global workforce management can be implemented within a few weeks or months. It typically includes plans you can begin almost immediately but may take some time to complete. The vast majority of what we see as planning falls into the medium-term range, in which we can begin to take action now and will see results in less than a year.

It’s also only natural that mid-term planning bridges the gap between short-term and long-term goals. You can often break the phases of a long-term goal into medium-term objectives and short-term implementation steps. For example, a company’s long-term goal is to achieve an operational certification. Mid-term plans may involve training sessions, audits, and equipment upgrades to achieve the new standard. While the cert may take two or three years to attain, each mid-term plan gets the company closer to its goal.

Examples of Mid-Term Plans

• Personal
  • Taking a class
  • Reading a long book
  • Starting a savings habit
  • Completing an art project
• Business / Professional
  • Implementing a training program
  • Designing a new product
  • Conducting a research survey
  • Improving a specific KPI metric

What Is Short-Term Planning?

Short-term planning involves goals that you can implement and complete almost immediately. The period may require only a few moments to a single month. Short-term planning involves goals such as completing a task, delivering a report, or scheduling and holding a meeting. Most long-term and mid-term tasks can be broken up into many short-term tasks, as each short-term plan is something you can implement without delay – or with minimum delay.

Short-term planning also has the benefit of being immediately actionable. You can assign tasks and see them started on the same day, and completed soon after. However, short-term plans also come with challenges, such as too many plans stacking up and difficulty prioritizing which short-term goals to pursue first. For resilient global workforce management, it is often beneficial to group short-term plans into mid-term objectives broken up into ordered steps to achieve organized and coordinated progress.

Many people also use personal planners, agendas, and time-management software to help neatly incorporate short-term plans into daily life and work.

Examples of Short-Term Plans

• Personal
  • Start exercising on lunch breaks
  • Stop by the bank on the way home
  • Send an email
• Professional / Business
  • Schedule a meeting
  • Collaborate teamwork
  • Fix a jammed printer
  • Compile data into a report

Comparing the Planning Type Differences

Understanding how the three panning horizons relate to each other is essential in building a useful planning strategy for your global workforce management. Long-term plans are made up of mid-term plans which can be used as milestones. Mid-term plans can be broken up into actionable short-term goals.

Mid-term plans are also the essential link between long-term objectives and short-term task lists. Both ends of the spectrum might seem overwhelming until you view each planning horizon from a longer or shorter-term perspective.

By seeing long-term plans as a sequence of mid-term plans, seemingly distant objectives become reachable step by step. From the other direction, an overwhelming task list of short-term goals can be grouped into mid-term plans to be completed in chunks and through shared teamwork.

How to Set Long-Term Goals in 7 Steps

It only takes seven steps to build a long-term business strategy for your global workforce management.

Step 1: Define Clear Objectives and Priorities

Start by defining your vision in terms of objectives and priorities. Define what success will look like when you reach your long-term goal and the priorities you want to adhere to as you forge your path to that objective.

Step 2: Evaluate Resources and Potential Obstacles

Consider what resources you have available to facilitate your long-term goal and any obstacles that might stand in your way. Organize resources such as skilled teams, aligned vendors, and market opportunities. Then, array obstacles as hurdles to overcome with planning and strategy.

Step 3: Create a Timeline With Specific Milestones

Break up your long-term goal into a timeline of specific and achievable milestones. Apply the SMART goals criteria (specific, measurable, achievable, relevant, and time-bound) to each milestone and define the steps it will take to reach each one.

Step 4: Identify Key Performance Indicators (KPIs)

How will you measure your successful progress toward your long-term goal? Measurable metrics can be identified as Key Performance Indicators (KPIs). Determine somewhere between three and ten KPIs that will provide perspective on your progress and adherence to your priorities along the way.

Step 5: Communicate and Align Long-Term Goals With Team Members or Stakeholders

Now that your plan is ready to implement, it’s time to bring in the team. Communicate the goal and the tasks required to reach it to team members and stakeholders who will be involved in the project.

Step 6: Monitor Progress and Make Necessary Adjustments

Use your KPIs and milestones to monitor progress. If you see delays, unforeseen obstacles, or off-course progress, make adjustments to your strategy as needed.

Step 7: Continuously Review and Adapt as Needed

Lastly, continuously review your progress and whether your objectives may have reasonably changed since the outset. Adapt as needed to achieve the best possible outcomes.

Implementing a Mixed Planning Approach

No matter your starting point, the best way to implement your plans for resilient global workforce management is with a mixed planning approach. Understanding how the different planning horizons relate to each other can help you make any tasks more actionable, measurable, and well-organized.

Among the best strategies for smoothly combining long-term, mid-term, and short-term plans is the use of strategy planning and implementation software. Through flow charts and visual scheduling, you can translate long-term objectives into mid-term goals, and mid-term goals into actionable short-term task lists. You can also assign tasks, track KPI metrics, and see your progress displayed on a visual dashboard that combines data from many possible sources.

Managing diverse planning cycles is also rooted in knowing how to break up and combine goals into the most achievable configurations for your team to complete.

Empowering Your Global Workforce Management Plans

Planning plays a critical role in resilient global workforce management. Mastering your planning strategy can help you align the efforts of your global team members to achieve efficiency, unity, and future-ready adaptability. Contact us today to explore further global business strategies with an experienced Employer of Record (EOR) and assemble your global team.

Indefinite

• Maintaining good health
• Being the best in the industry
• Maintaining sustainable operations

Mid-Term Planning

Mid-term planning or medium-term planning for resilient global workforce management can be implemented within a few weeks or months. It typically includes plans you can begin almost immediately but may take some time to complete. The vast majority of what we see as planning falls into the medium-term range, in which we can begin to take action now and will see results in less than a year.

It’s also only natural that mid-term planning bridges the gap between short-term and long-term goals. You can often break the phases of a long-term goal into medium-term objectives and short-term implementation steps. For example, a company’s long-term goal is to achieve an operational certification. Mid-term plans may involve training sessions, audits, and equipment upgrades to achieve the new standard. While the cert may take two or three years to attain, each mid-term plan gets the company closer to its goal.

Examples of Mid-Term Plans

• Personal
  • Taking a class
  • Reading a long book
  • Starting a savings habit
  • Completing an art project
• Business / Professional
  • Implementing a training program
  • Designing a new product
  • Conducting a research survey
  • Improving a specific KPI metric

What Is Short-Term Planning?

Short-term planning involves goals that you can implement and complete almost immediately. The period may require only a few moments to a single month. Short-term planning involves goals such as completing a task, delivering a report, or scheduling and holding a meeting. Most long-term and mid-term tasks can be broken up into many short-term tasks, as each short-term plan is something you can implement without delay – or with minimum delay.

Short-term planning also has the benefit of being immediately actionable. You can assign tasks and see them started on the same day, and completed soon after. However, short-term plans also come with challenges, such as too many plans stacking up and difficulty prioritizing which short-term goals to pursue first. For resilient global workforce management, it is often beneficial to group short-term plans into mid-term objectives broken up into ordered steps to achieve organized and coordinated progress.

Many people also use personal planners, agendas, and time-management software to help neatly incorporate short-term plans into daily life and work.

Examples of Short-Term Plans

• Personal
  • Start exercising on lunch breaks
  • Stop by the bank on the way home
  • Send an email
• Professional / Business
  • Schedule a meeting
  • Collaborate teamwork
  • Fix a jammed printer
  • Compile data into a report

Comparing the Planning Type Differences

Understanding how the three panning horizons relate to each other is essential in building a useful planning strategy for your global workforce management. Long-term plans are made up of mid-term plans which can be used as milestones. Mid-term plans can be broken up into actionable short-term goals.

Mid-term plans are also the essential link between long-term objectives and short-term task lists. Both ends of the spectrum might seem overwhelming until you view each planning horizon from a longer or shorter-term perspective.

By seeing long-term plans as a sequence of mid-term plans, seemingly distant objectives become reachable step by step. From the other direction, an overwhelming task list of short-term goals can be grouped into mid-term plans to be completed in chunks and through shared teamwork.

How to Set Long-Term Goals in 7 Steps

It only takes seven steps to build a long-term business strategy for your global workforce management.

Step 1: Define Clear Objectives and Priorities

Start by defining your vision in terms of objectives and priorities. Define what success will look like when you reach your long-term goal and the priorities you want to adhere to as you forge your path to that objective.

Step 2: Evaluate Resources and Potential Obstacles

Consider what resources you have available to facilitate your long-term goal and any obstacles that might stand in your way. Organize resources such as skilled teams, aligned vendors, and market opportunities. Then, array obstacles as hurdles to overcome with planning and strategy.

Step 3: Create a Timeline With Specific Milestones

Break up your long-term goal into a timeline of specific and achievable milestones. Apply the SMART goals criteria (specific, measurable, achievable, relevant, and time-bound) to each milestone and define the steps it will take to reach each one.

Step 4: Identify Key Performance Indicators (KPIs)

How will you measure your successful progress toward your long-term goal? Measurable metrics can be identified as Key Performance Indicators (KPIs). Determine somewhere between three and ten KPIs that will provide perspective on your progress and adherence to your priorities along the way.

Step 5: Communicate and Align Long-Term Goals With Team Members or Stakeholders

Now that your plan is ready to implement, it’s time to bring in the team. Communicate the goal and the tasks required to reach it to team members and stakeholders who will be involved in the project.

Step 6: Monitor Progress and Make Necessary Adjustments

Use your KPIs and milestones to monitor progress. If you see delays, unforeseen obstacles, or off-course progress, make adjustments to your strategy as needed.

Step 7: Continuously Review and Adapt as Needed

Lastly, continuously review your progress and whether your objectives may have reasonably changed since the outset. Adapt as needed to achieve the best possible outcomes.

Implementing a Mixed Planning Approach

No matter your starting point, the best way to implement your plans for resilient global workforce management is with a mixed planning approach. Understanding how the different planning horizons relate to each other can help you make any tasks more actionable, measurable, and well-organized.

Among the best strategies for smoothly combining long-term, mid-term, and short-term plans is the use of strategy planning and implementation software. Through flow charts and visual scheduling, you can translate long-term objectives into mid-term goals, and mid-term goals into actionable short-term task lists. You can also assign tasks, track KPI metrics, and see your progress displayed on a visual dashboard that combines data from many possible sources.

Managing diverse planning cycles is also rooted in knowing how to break up and combine goals into the most achievable configurations for your team to complete.

Empowering Your Global Workforce Management Plans

Planning plays a critical role in resilient global workforce management. Mastering your planning strategy can help you align the efforts of your global team members to achieve efficiency, unity, and future-ready adaptability. Contact us today to explore further global business strategies with an experienced Employer of Record (EOR) and assemble your global team.

• Personal
  • Saving for retirement
  • Mastering a craft or musical instrument
  • Completing your travel bucket list
  • Becoming a millionaire
• Professional / Business
  • Entering an international market
  • Developing a new line of products
  • Achieving Net-Zero Energy facilities
• Indefinite
  • Maintaining good health
  • Being the best in the industry
  • Maintaining sustainable operations

Mid-Term Planning

Mid-term planning or medium-term planning for resilient global workforce management can be implemented within a few weeks or months. It typically includes plans you can begin almost immediately but may take some time to complete. The vast majority of what we see as planning falls into the medium-term range, in which we can begin to take action now and will see results in less than a year.

It’s also only natural that mid-term planning bridges the gap between short-term and long-term goals. You can often break the phases of a long-term goal into medium-term objectives and short-term implementation steps. For example, a company’s long-term goal is to achieve an operational certification. Mid-term plans may involve training sessions, audits, and equipment upgrades to achieve the new standard. While the cert may take two or three years to attain, each mid-term plan gets the company closer to its goal.

Examples of Mid-Term Plans

• Personal
  • Taking a class
  • Reading a long book
  • Starting a savings habit
  • Completing an art project
• Business / Professional
  • Implementing a training program
  • Designing a new product
  • Conducting a research survey
  • Improving a specific KPI metric

What Is Short-Term Planning?

Short-term planning involves goals that you can implement and complete almost immediately. The period may require only a few moments to a single month. Short-term planning involves goals such as completing a task, delivering a report, or scheduling and holding a meeting. Most long-term and mid-term tasks can be broken up into many short-term tasks, as each short-term plan is something you can implement without delay – or with minimum delay.

Short-term planning also has the benefit of being immediately actionable. You can assign tasks and see them started on the same day, and completed soon after. However, short-term plans also come with challenges, such as too many plans stacking up and difficulty prioritizing which short-term goals to pursue first. For resilient global workforce management, it is often beneficial to group short-term plans into mid-term objectives broken up into ordered steps to achieve organized and coordinated progress.

Many people also use personal planners, agendas, and time-management software to help neatly incorporate short-term plans into daily life and work.

Examples of Short-Term Plans

• Personal
  • Start exercising on lunch breaks
  • Stop by the bank on the way home
  • Send an email
• Professional / Business
  • Schedule a meeting
  • Collaborate teamwork
  • Fix a jammed printer
  • Compile data into a report

Comparing the Planning Type Differences

Understanding how the three panning horizons relate to each other is essential in building a useful planning strategy for your global workforce management. Long-term plans are made up of mid-term plans which can be used as milestones. Mid-term plans can be broken up into actionable short-term goals.

Mid-term plans are also the essential link between long-term objectives and short-term task lists. Both ends of the spectrum might seem overwhelming until you view each planning horizon from a longer or shorter-term perspective.

By seeing long-term plans as a sequence of mid-term plans, seemingly distant objectives become reachable step by step. From the other direction, an overwhelming task list of short-term goals can be grouped into mid-term plans to be completed in chunks and through shared teamwork.

How to Set Long-Term Goals in 7 Steps

It only takes seven steps to build a long-term business strategy for your global workforce management.

Step 1: Define Clear Objectives and Priorities

Start by defining your vision in terms of objectives and priorities. Define what success will look like when you reach your long-term goal and the priorities you want to adhere to as you forge your path to that objective.

Step 2: Evaluate Resources and Potential Obstacles

Consider what resources you have available to facilitate your long-term goal and any obstacles that might stand in your way. Organize resources such as skilled teams, aligned vendors, and market opportunities. Then, array obstacles as hurdles to overcome with planning and strategy.

Step 3: Create a Timeline With Specific Milestones

Break up your long-term goal into a timeline of specific and achievable milestones. Apply the SMART goals criteria (specific, measurable, achievable, relevant, and time-bound) to each milestone and define the steps it will take to reach each one.

Step 4: Identify Key Performance Indicators (KPIs)

How will you measure your successful progress toward your long-term goal? Measurable metrics can be identified as Key Performance Indicators (KPIs). Determine somewhere between three and ten KPIs that will provide perspective on your progress and adherence to your priorities along the way.

Step 5: Communicate and Align Long-Term Goals With Team Members or Stakeholders

Now that your plan is ready to implement, it’s time to bring in the team. Communicate the goal and the tasks required to reach it to team members and stakeholders who will be involved in the project.

Step 6: Monitor Progress and Make Necessary Adjustments

Use your KPIs and milestones to monitor progress. If you see delays, unforeseen obstacles, or off-course progress, make adjustments to your strategy as needed.

Step 7: Continuously Review and Adapt as Needed

Lastly, continuously review your progress and whether your objectives may have reasonably changed since the outset. Adapt as needed to achieve the best possible outcomes.

Implementing a Mixed Planning Approach

No matter your starting point, the best way to implement your plans for resilient global workforce management is with a mixed planning approach. Understanding how the different planning horizons relate to each other can help you make any tasks more actionable, measurable, and well-organized.

Among the best strategies for smoothly combining long-term, mid-term, and short-term plans is the use of strategy planning and implementation software. Through flow charts and visual scheduling, you can translate long-term objectives into mid-term goals, and mid-term goals into actionable short-term task lists. You can also assign tasks, track KPI metrics, and see your progress displayed on a visual dashboard that combines data from many possible sources.

Managing diverse planning cycles is also rooted in knowing how to break up and combine goals into the most achievable configurations for your team to complete.

Empowering Your Global Workforce Management Plans

Planning plays a critical role in resilient global workforce management. Mastering your planning strategy can help you align the efforts of your global team members to achieve efficiency, unity, and future-ready adaptability. Contact us today to explore further global business strategies with an experienced Employer of Record (EOR) and assemble your global team.