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Workforce insights — Which measures increase our planning security for Q1 2026?
This analysis shows where action is needed in the short term to secure personnel planning for Q1 2026. It makes visible which departments, roles and contract constellations pose an increased risk of capacity bottlenecks or operational instability.
Based on current workforce data, it helps to derive prioritized measures and use resources in a targeted manner where they have the greatest influence on operational planning security.
What does the analysis of planning security for Q1 2026 mean in concrete terms?
The analysis helps to:
- Identify departments with an increased risk of fluctuation or retention at an early stage
- Prioritize targeted measures to stabilize critical teams
- Plan expiring contracts in good time and ensure handovers
- Realistically take into account capacity bottlenecks due to vacation and absences
- Operationally secure dependencies on external employees
Based on the analysis of your current workforce data, I can 5 key measures recommend that increase your planning security for Q1 2026 the most:
🎯 Priority measures for Q1 2026
1. Retention focus on software development
The Software Development Department has 17% fluctuation rate (Q4 2025), the highest rate in the company and a low average membership of just 4.5 years.
measures:
- Retention talks with high performers
- Create career development plans
- Conduct salary benchmarking
2nd Stabilization of young departments
Product marketing (3.0 years), Business Development (3.0 years) and digital marketing (3.2 years) have the shortest average membership.
measures:
- Establish mentoring programs
- Optimize onboarding processes
- Intensify team building measures
3rd Succession planning for expiring contracts
6 employees have fixed-term contracts that end in Q1 2026 (3 in January, 3 in February).
measures:
- Make immediate takeover decisions
- In case of non-takeover: Build a recruiting pipeline
- Ensuring knowledge transfer
4th Actively manage vacation planning for Q1
33 employees We still have over 10 vacation days left for 2025, particularly in Management (5), Quality Assurance (4) and Software Development (3).
measures:
- Prioritize vacation cuts by the end of the year
- Q1 capacity planning taking into account remaining vacation
- Sensitize managers
5th Securing an external workforce
43 external employees (10% of the workforce) means potential flexibility, but also risk.
measures:
- Check contract terms and extend them if necessary
- Identify critical roles
- Develop backup plans for key positions
📊 Additional recommendation
They need special attention Tech Support Staff (48 people = largest group). An analysis of satisfaction and fluctuation in this position should be carried out, as failures here would have a direct impact on operations.
Which of these measures would you like to prioritize or should I provide you with more detailed analyses of an area?
