business plan template for adding staff

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Celarity Blog • Updated Apr 21, 2023

Build Your Case: Increasing Headcount on Your Team

How can you justify and build a business case for additional staff ? This question is easily one of the most frustrating things for hiring managers. You feel your team is understaffed and overworked. Even worse, you’re starting to worry about employee morale and the quality of work being pushed out the door.

So, what are some of the reasons it’s so hard to advocate for more staff? And more importantly, how can you overcome the common objections raised by the decision-makers when it comes to hiring more employees?

Why it’s so tough to convince decision-makers:

• Costs – People are a large expense for companies. Eliminating employees increases equity for owners and decreases costs associated with benefits, salaries, equipment, training, etc.
• Productivity – Companies sometimes downsize to increase productivity. Counterintuitive? Maybe. But, some companies think they can increase individual worker output while keeping production constant.  A company might also downsize to increase productivity by replacing workers with technology.
• Value – Downsizing generally signals restructuring or change. If shareholders/investors think these changes will increase profitability, it will increase the value of company stock. This can result in more investors coming on board or current investors increasing their contributions. In either case, downsizing can increase the company’s perceived value.
• Failed Evaluation – Some managers fail to critically evaluate their needs and the type of help required.
• Outsourcing – Some companies overextend the number/types of services they offer which leads to the elimination of products/services or outsourcing certain activities. In turn, this often leads to a decrease in employees.

How To Build Your Case for Additional Staff:

Follow the steps in this guide to help you build a solid business case to justify an increase in headcount for your team.

Step 1: Identify your needs

Identify your needs by asking yourself some simple questions:

• Do you need help during specific times of the year?
• Are you seeing a higher volume of work right now? Do you expect that volume of work to continue?
• Do you have specific gaps on your team? Do the gaps frequently change?
• Is your business growing?
• Do your team members seem more emotional and/or sensitive than usual?
• Is the quality of work on your team decreasing?
• Are you experiencing a higher turnover than normal?
• Are employees working early mornings, evenings, on weekends and missing family or social engagements to work?

If you answer yes to any of these questions, it’s time to identify the type of help you need…

Step 2: Be specific about what you’ll be asking for in a new hire

Not being specific with your requests is a critical mistake to avoid! When you’re asking for an increase in staff, focus on:

• Skills/knowledge
• Industry experience
• Specific backgrounds
• Personalities

In addition, think about how many employees you need to hire and what kind (full-time, part-time, temporary, freelance, etc.). No need to start from scratch – check out these job description templates that include responsibilities, key role metrics, competitive salary information, and more!

Step 3: Collect the right data

You’ll want to collect the data that will help you frame your argument for why you need more staff, exactly how many new employees, what kind , and why.

Use real-life scenarios to illustrate the negative impact of being understaffed and how an increase in headcount can help your team meet its goals. The best data you can collect on your own to help you make your case include things that will show:

• Impact on company goals
• Indisputable facts that highlight a need for action
• How the business has been/will be negatively impacted by not hiring

Examples of data you can collect to showcase trends (some may currently be tracked by your team, and some may not):

• An increase in the number of projects being assigned to the team but with the same number of resources (or less) assigned to complete the tasks
• Working hours of current staff, which show everyone is consistently working extended hours. You can use data like this to calculate a specific deficit in your needs. For example, 6 months of tracking shows a 2-head deficit relative to capacity (ask salaried employees to track their hours in a spreadsheet)
• An overall decrease in employee satisfaction, work quality, and customer service

If you don’t already have a Headcount Planning Strategy, consider creating one, so you can show how you can maximize efficiency and help justify your need for hiring when necessary.

Step 4: Show your current state and the consequences of not hiring

There can be serious consequences for not hiring if the customers, team, and business are suffering. This phenomenon is often referred to as the opportunity cost, which represents the lost benefits that would have been achieved if the new hire had been made.

Point out some of these consequences to the decision-makers:

• Increased attrition/turnover
• Decrease in qualified marketing and sales leads
• Decrease in sales revenue
• Missed growth opportunities
• Competitive disadvantages
• Delayed projects and initiatives
• Other enormous impacts on the overall goals of the company

Step 5: Exhibit the positive impacts of hiring (for the customers, employees, and business)

Compare the current state to the future desired state. Focus on the impact. When you outline your plan, include how these things positively impact customers, employees, and business. For example:

• Improved marketing efforts can positively impact the customer experience from a consumer perspective
• Time to pursue career development opportunities can positively impact the morale and stability of a team
• Generating higher-quality leads can positively impact big company goals, such as increasing sales revenue

Step 6: Know when and where to discuss this topic with decision-makers

When and where you should bring up adding more headcount to your team is crucial and wildly depends on your company and situation. So, follow these tips:

• Pay attention to timing. It’s best to plead your case when your company has the money, when you can identify where to save alternative dollars and spend, or when your team recently had huge accomplishments
• Ask yourself if it’s best to broach this topic during budget planning at the beginning or the end of the fiscal year; be smart about it and base it on your company structure
• Always schedule an in-person, one-on-one meeting with the decision-makers; avoid getting ignored or shot down by email or phone

Step 7: Consider alternatives to full-time employees

If executives are hesitant to add full-time employees, you can explore other options, such as freelancers or contractors . The key is to show how these temporary workers can fill skill gaps, provide flexible staffing solutions, and allow for a trial period before committing to a full-time employee. This is also a great opportunity to show the need for more full-time staff in the future.

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How to Write a Proposal on Additional Staff Required

by Ruth Mayhew

Published on 25 Oct 2018

Human resource planning begins with determining workforce needs: the levels, positions and numbers of people the organization needs to carry out its mission and objectives. This type of planning generally occurs before the company opens its doors for business. Factors such as company growth, increased revenue, expansion into new markets and employee attrition also can require additional staff. When you're sitting at the table with executive leadership, it's wise to have a written proposal that justifies your request for additional manpower.

1. Start With the Essentials

Depending on the size of your organization and the complexity of your staffing plan, your request for additional staff proposal should have at least four basic sections:

• Executive Summary
• Needs Assessment
• Methodology

Some proposals may require additional sections, such as Project Evaluation and Communication Strategy, but a human resources planning proposal may not need more than the basic four. The proposal requires input from your entire human resources team because staffing involves recruiting, employee training and development, and compensation.

2. Write an Executive Summary

State the purpose of your proposal and identify who provided input. Summarize the contents and provide information about how you intend to carry out the plan for additional staffing. Readers with access only to the executive summary should fully understand the underlying reasons for the request for additional staffing. Also make clear how you arrived at the conclusion that you need more employees and how the budget will cover the costs to recruit, train, onboard and pay them.

The ABC Company Human Resource Manager, [insert name], submits this proposal, dated [insert date] to justify the addition of five additional staff across two departments: Corporate Sales and Accounting. The HR team researched the company's needs, assessed the current labor market and estimated the overall cost for the additional employees. The details are set forth in this proposal approval by the ABC Company executive leadership team.

3. Describe Your Additional Manpower Proposal

Describe the reasons why the company needs additional staff and explain the methodology you used to determine how many staff are required to sustain the organization's operations. The needs assessment is likely to include a review of the company's current staffing plan and when it was implemented. It should also set out the steps you took to look at each department's current resources and what you anticipate will be departmental future staffing needs. For example, your needs assessment might include descriptions of average employee tenure, succession planning, employee training and development, and attrition and turnover.

4. Describe Your Methodology

This is the process used to conclude that the organization or department needs additional staff. For each one of the components of your needs assessment, describe the sources for your information and how you used that information. For example, averaging employee tenure is a simple calculation:

•  Review employee personnel files for hire dates
•  Calculate the number of years employed
•  Total the years worked
•  Divide the total by the number of employees 

For some departments, you might want to examine individual employee tenure to estimate attrition numbers. The methodology should also include the availability of workers, because there's no sense in petitioning for additional staff if the labor market is such that you don't stand a chance in attracting qualified applicants. Labor market availability determines whether you have access to human resources, such as nearby schools that produce graduates or a general labor market within commuting range. You might also include in this methodology what could happen if the company is unable to hire qualified additional staff. For example, increased overtime for current employees, loss of productivity or sales, or low employee morale because the current workforce is carrying the burden of excessive workloads could result.

5. Propose a Budget

The budget for additional staff is more than just what employees earn. Compensation for each employee includes annual wages or salaries, plus the cost of benefits. As of December 2017, the U.S. Department of Labor's Bureau of Labor Statistics indicated the cost for private sector employee compensation was 31.7 percent of wages. For example, the cost to employ someone who earns $50,000 a year is approximately $15,850, making the total cost for that employee $65,850 year. Benefits include paid time off, insurance and retirement savings contributions. There are also costs to recruit, train and onboard employees, which depend on the time and wages of human resources team members engaged in the hiring process. Many organizations base hiring decisions on cost, so your proposal's budget section should describe the costs and the basis for your projections.

6. Sum It All Up

The conclusion of your proposal for additional staff should indicate the timeline, based on when you receive approval, because you can't usually pinpoint the exact date when you can actually bring people on board. Contingencies, such as background checks and candidates who need additional time for providing notice to current employers may cause delays. Don't rush the time frame within which you can bring on additional staff.

How to develop a staffing plan

Lucid Content

Reading time: about 8 min

Your employees are one of your greatest assets. However, too often, organizations struggle to manage their human resources and plan for the future. In fact, according to a survey from the Society for Human Resource Management, 43% of HR professionals say human capital is the largest "investment challenge" for employers. 

Plagued by turnover, skills gaps, over-employment, low productivity, and ever-changing business landscapes, it’s no wonder that businesses are struggling to keep up. But these issues can be mitigated with a strategic staffing plan. 

Use the following tips to learn how to develop a staffing plan that puts the right people in the right place at the right time. 

What is a staffing plan?

A staffing plan answers the questions: 

• What work needs to be done?
• How many people do we need to employ?
• What skills and experience are necessary to do this work?
• What skills gaps need to be filled (and are there any areas of redundancies)?

Staffing plans can encompass the entire company or apply to smaller teams or departments and even individual projects. 

For example, if your company’s business goals focus on expanding its salesforce in the coming year, a staffing plan can help prepare the sales department for that growth—so that the right people with the right skills are brought on board at the right times. 

Additionally, a staffing plan helps your business to:

• Reduce labor costs and maximize productivity.
• Eliminate skills gaps.
• Increase employee engagement.
• Increase employee retention and reduce turnover.
• Improve customer experience.
• Streamline business growth.

Having a clear staffing plan helps prevent issues that could delay growth or hinder the quality of your products and services that could result in unhappy customers and lost business opportunities. 

Not only do staffing plans help companies effectively recruit, hire, and develop employees, but they also help guide budgeting and financial decisions within the organization. 

How to calculate staffing needs

A staffing plan involves three main steps:

• Determining current staffing levels 
• Forecasting future staffing needs
• Identifying the gaps between the two

Once you’ve assessed your staffing needs, you can outline recommendations for how to address those needs, which might include recruiting and hiring new talent, promoting internally, focusing on training and employee development, or adding contractors to your staff. These forecasts and recommendations will help you develop your overall human resources plan for the organization.

Use the following steps to learn how to calculate staffing needs and make a plan for the future.

1. Identify the business goals

Before you dive into staffing plans and changes, you need to know what the overarching goals are for the business. These goals are typically outlined in a strategic business plan. Use this plan to clarify the company’s objectives and align the staffing plan accordingly.

What you do with your staff will affect business outcomes (for better or for worse), so you want to make sure the two plans align.

For instance, if the business plans to open a new location, you may need to move current staff around or hire new employees to fill those roles. The business plan will help inform those staffing decisions.

2. Determine your current staffing situation

To develop a staffing plan, you must first understand your current staffing environment.

If you have a robust HR database, this step could be reasonably straightforward. However, if you host personnel information on multiple sources, you will first need to consolidate that data into one source of truth. Work with business leaders and managers to help you ensure accurate and complete data on your human resources.

Once you have your staffing data in one place, you can assess the current staffing environment and begin to pull actionable insights from the data.

Pay particular attention to:

• The number of people on staff
• Staff distribution (team size and who works where)
• Skills and competencies within the workforce
• High performers and potential leaders 
• Low performers or “flight risks” who could indicate turnover
• Staff age and tenure (to anticipate retirement numbers)

Pulling out these data will help you better understand the current staffing landscape and more accurately identify staffing needs and opportunities down the road. 

Lucidchart can help you assess your current staff to glean new insights. Import employee data directly into Lucidchart to build an org chart or group employees in Smart Containers by role, competencies, performance, etc. Visualizing your workforce can help you identify important relationships, correlations, or gaps in the staffing.

3. Forecast future staffing needs 

After you assess your current staffing landscape, it’s time to make some predictions about your future staffing needs. 

As you conduct your staffing needs assessment, you will want to consider the factors that can affect staffing decisions and opportunities, including: 

• Business goals 
• Turnover rates and projections
• Expected mergers or acquisitions
• New product launches
• Business investments (e.g., new technology) 
• Changes in the economy
• Competitors attracting key talent 
• Industry labor costs
• Unemployment rate 

All of these internal and external factors can influence the workforce and your staffing needs. 

While forecasting will always involve some guesswork, you can make confident, educated, (and more accurate) predictions using the following methods.

Trend analysis

Trend analysis works well for established businesses with several years under their belt. Trend analysis uses historical data (i.e., past experience) to inform future needs. 

To perform a trend analysis, start by gathering historical data. Focus on gathering information for at least the past five years—but you may want to go back as far as 10 years. (Keep in mind that the larger the sample size, the more accurate the results.)  

Collect data on the following: 

• Hiring and retirement patterns
• Transfers and promotions
• Employee turnover
• Years of service
• Employee demographics
• Skills and qualifications
• Past work experience

Once you have collected the data, you can analyze it to understand turnover rates over time as well as to discover trends or patterns between the data sets.

Ratio analysis

A ratio analysis is a dual-purpose forecasting method that both predicts staffing demand and compares forecasting results against an industry standard. 

The beauty of the ratio analysis is that it doesn’t rely on historical data to predict future demand. This is an advantage for younger companies who don’t have the benefit of years of historical data to provide insight into future trends. 

Here’s how it works.

A ratio establishes a relationship between two things. A business can calculate ratios between business factors like future sales revenue predictions and staffing requirements. 

For example, let’s say your business plans to expand its sales in the coming year and predicts sales revenue at $500,000. You’ll need to estimate how many sales employees you will need to support that growth. 

To calculate this, you need to determine the ratio between sales revenue and staff. To do this, divide current sales revenue by the current number of sales employees. If the ratio is 50:1 (with 50 representing $50,000 in sales), that means a sales revenue of $500,000 would require 10 employees. 

Once you have that ratio, you can then identify gaps in your staffing. For instance, if you plan to increase your sales revenue to $500,000 but currently have only five employees, you know you will need to hire five more people to support that goal. 

4. Do a gap analysis

With your current and future staffing assessments complete, you can compare the two reports for gaps. In other words, look at where your staff is now and where it needs to be. What discrepancies are there? Do you need more staff? Are there skills missing from your current workforce that you will need in the future to meet your business goals?

Note any gaps between the two assessments.

As you go through this process, our skills supply and demand chart can help you determine how many current employees and job candidates have the skills you need and whether you should hire or train to gain those competencies.

Make sure that your workforce has the skills and experience required to meet company goals. Learn how to conduct a skills gap analysis.

5. Make a staffing plan

With your staffing needs analysis completed, you can now make a plan. 

Your staffing plan might include recommendations to implement a corporate training program to address skills gaps or to develop succession policies to streamline handoffs following retirements or promotions. 

During this process, work with the business’s leaders to create a strategic action plan to address staffing needs that aligns with the organization’s goals, culture, and mission. 

Learn how Lucidchart can help your organization plan for the future and hire employees with the right skills.

Lucidchart, a cloud-based intelligent diagramming application, is a core component of Lucid Software's Visual Collaboration Suite. This intuitive, cloud-based solution empowers teams to collaborate in real-time to build flowcharts, mockups, UML diagrams, customer journey maps, and more. Lucidchart propels teams forward to build the future faster. Lucid is proud to serve top businesses around the world, including customers such as Google, GE, and NBC Universal, and 99% of the Fortune 500. Lucid partners with industry leaders, including Google, Atlassian, and Microsoft. Since its founding, Lucid has received numerous awards for its products, business, and workplace culture. For more information, visit lucidchart.com.

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How to Write a Business Plan: Step-by-Step Guide + Examples

Noah Parsons

24 min. read

Updated April 17, 2024

Writing a business plan doesn’t have to be complicated. 

In this step-by-step guide, you’ll learn how to write a business plan that’s detailed enough to impress bankers and potential investors, while giving you the tools to start, run, and grow a successful business.

• The basics of business planning

If you’re reading this guide, then you already know why you need a business plan . 

You understand that planning helps you: 

• Raise money
• Grow strategically
• Keep your business on the right track 

As you start to write your plan, it’s useful to zoom out and remember what a business plan is .

At its core, a business plan is an overview of the products and services you sell, and the customers that you sell to. It explains your business strategy: how you’re going to build and grow your business, what your marketing strategy is, and who your competitors are.

Most business plans also include financial forecasts for the future. These set sales goals, budget for expenses, and predict profits and cash flow. 

A good business plan is much more than just a document that you write once and forget about. It’s also a guide that helps you outline and achieve your goals. 

After completing your plan, you can use it as a management tool to track your progress toward your goals. Updating and adjusting your forecasts and budgets as you go is one of the most important steps you can take to run a healthier, smarter business. 

We’ll dive into how to use your plan later in this article.

There are many different types of plans , but we’ll go over the most common type here, which includes everything you need for an investor-ready plan. However, if you’re just starting out and are looking for something simpler—I recommend starting with a one-page business plan . It’s faster and easier to create. 

It’s also the perfect place to start if you’re just figuring out your idea, or need a simple strategic plan to use inside your business.

Dig deeper : How to write a one-page business plan

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• What to include in your business plan

Executive summary

The executive summary is an overview of your business and your plans. It comes first in your plan and is ideally just one to two pages. Most people write it last because it’s a summary of the complete business plan.

Ideally, the executive summary can act as a stand-alone document that covers the highlights of your detailed plan. 

In fact, it’s common for investors to ask only for the executive summary when evaluating your business. If they like what they see in the executive summary, they’ll often follow up with a request for a complete plan, a pitch presentation , or more in-depth financial forecasts .

Your executive summary should include:

• A summary of the problem you are solving
• A description of your product or service
• An overview of your target market
• A brief description of your team
• A summary of your financials
• Your funding requirements (if you are raising money)

Dig Deeper: How to write an effective executive summary

Products and services description

This is where you describe exactly what you’re selling, and how it solves a problem for your target market. The best way to organize this part of your plan is to start by describing the problem that exists for your customers. After that, you can describe how you plan to solve that problem with your product or service. 

This is usually called a problem and solution statement .

To truly showcase the value of your products and services, you need to craft a compelling narrative around your offerings. How will your product or service transform your customers’ lives or jobs? A strong narrative will draw in your readers.

This is also the part of the business plan to discuss any competitive advantages you may have, like specific intellectual property or patents that protect your product. If you have any initial sales, contracts, or other evidence that your product or service is likely to sell, include that information as well. It will show that your idea has traction , which can help convince readers that your plan has a high chance of success.

Market analysis

Your target market is a description of the type of people that you plan to sell to. You might even have multiple target markets, depending on your business. 

A market analysis is the part of your plan where you bring together all of the information you know about your target market. Basically, it’s a thorough description of who your customers are and why they need what you’re selling. You’ll also include information about the growth of your market and your industry .

Try to be as specific as possible when you describe your market. 

Include information such as age, income level, and location—these are what’s called “demographics.” If you can, also describe your market’s interests and habits as they relate to your business—these are “psychographics.” 

Related: Target market examples

Essentially, you want to include any knowledge you have about your customers that is relevant to how your product or service is right for them. With a solid target market, it will be easier to create a sales and marketing plan that will reach your customers. That’s because you know who they are, what they like to do, and the best ways to reach them.

Next, provide any additional information you have about your market. 

What is the size of your market ? Is the market growing or shrinking? Ideally, you’ll want to demonstrate that your market is growing over time, and also explain how your business is positioned to take advantage of any expected changes in your industry.

Dig Deeper: Learn how to write a market analysis

Competitive analysis

Part of defining your business opportunity is determining what your competitive advantage is. To do this effectively, you need to know as much about your competitors as your target customers. 

Every business has some form of competition. If you don’t think you have competitors, then explore what alternatives there are in the market for your product or service. 

For example: In the early years of cars, their main competition was horses. For social media, the early competition was reading books, watching TV, and talking on the phone.

A good competitive analysis fully lays out the competitive landscape and then explains how your business is different. Maybe your products are better made, or cheaper, or your customer service is superior. Maybe your competitive advantage is your location – a wide variety of factors can ultimately give you an advantage.

Dig Deeper: How to write a competitive analysis for your business plan

Marketing and sales plan

The marketing and sales plan covers how you will position your product or service in the market, the marketing channels and messaging you will use, and your sales tactics. 

The best place to start with a marketing plan is with a positioning statement . 

This explains how your business fits into the overall market, and how you will explain the advantages of your product or service to customers. You’ll use the information from your competitive analysis to help you with your positioning. 

For example: You might position your company as the premium, most expensive but the highest quality option in the market. Or your positioning might focus on being locally owned and that shoppers support the local economy by buying your products.

Once you understand your positioning, you’ll bring this together with the information about your target market to create your marketing strategy . 

This is how you plan to communicate your message to potential customers. Depending on who your customers are and how they purchase products like yours, you might use many different strategies, from social media advertising to creating a podcast. Your marketing plan is all about how your customers discover who you are and why they should consider your products and services. 

While your marketing plan is about reaching your customers—your sales plan will describe the actual sales process once a customer has decided that they’re interested in what you have to offer. 

If your business requires salespeople and a long sales process, describe that in this section. If your customers can “self-serve” and just make purchases quickly on your website, describe that process. 

A good sales plan picks up where your marketing plan leaves off. The marketing plan brings customers in the door and the sales plan is how you close the deal.

Together, these specific plans paint a picture of how you will connect with your target audience, and how you will turn them into paying customers.

Dig deeper: What to include in your sales and marketing plan

Business operations

The operations section describes the necessary requirements for your business to run smoothly. It’s where you talk about how your business works and what day-to-day operations look like. 

Depending on how your business is structured, your operations plan may include elements of the business like:

• Supply chain management
• Manufacturing processes
• Equipment and technology
• Distribution

Some businesses distribute their products and reach their customers through large retailers like Amazon.com, Walmart, Target, and grocery store chains. 

These businesses should review how this part of their business works. The plan should discuss the logistics and costs of getting products onto store shelves and any potential hurdles the business may have to overcome.

If your business is much simpler than this, that’s OK. This section of your business plan can be either extremely short or more detailed, depending on the type of business you are building.

For businesses selling services, such as physical therapy or online software, you can use this section to describe the technology you’ll leverage, what goes into your service, and who you will partner with to deliver your services.

Dig Deeper: Learn how to write the operations chapter of your plan

Key milestones and metrics

Although it’s not required to complete your business plan, mapping out key business milestones and the metrics can be incredibly useful for measuring your success.

Good milestones clearly lay out the parameters of the task and set expectations for their execution. You’ll want to include:

• A description of each task
• The proposed due date
• Who is responsible for each task

If you have a budget, you can include projected costs to hit each milestone. You don’t need extensive project planning in this section—just list key milestones you want to hit and when you plan to hit them. This is your overall business roadmap. 

Possible milestones might be:

• Website launch date
• Store or office opening date
• First significant sales
• Break even date
• Business licenses and approvals

You should also discuss the key numbers you will track to determine your success. Some common metrics worth tracking include:

• Conversion rates
• Customer acquisition costs
• Profit per customer
• Repeat purchases

It’s perfectly fine to start with just a few metrics and grow the number you are tracking over time. You also may find that some metrics simply aren’t relevant to your business and can narrow down what you’re tracking.

Dig Deeper: How to use milestones in your business plan

Organization and management team

Investors don’t just look for great ideas—they want to find great teams. Use this chapter to describe your current team and who you need to hire . You should also provide a quick overview of your location and history if you’re already up and running.

Briefly highlight the relevant experiences of each key team member in the company. It’s important to make the case for why yours is the right team to turn an idea into a reality. 

Do they have the right industry experience and background? Have members of the team had entrepreneurial successes before? 

If you still need to hire key team members, that’s OK. Just note those gaps in this section.

Your company overview should also include a summary of your company’s current business structure . The most common business structures include:

• Sole proprietor
• Partnership

Be sure to provide an overview of how the business is owned as well. Does each business partner own an equal portion of the business? How is ownership divided? 

Potential lenders and investors will want to know the structure of the business before they will consider a loan or investment.

Dig Deeper: How to write about your company structure and team

Financial plan

Last, but certainly not least, is your financial plan chapter. 

Entrepreneurs often find this section the most daunting. But, business financials for most startups are less complicated than you think, and a business degree is certainly not required to build a solid financial forecast. 

A typical financial forecast in a business plan includes the following:

• Sales forecast : An estimate of the sales expected over a given period. You’ll break down your forecast into the key revenue streams that you expect to have.
• Expense budget : Your planned spending such as personnel costs , marketing expenses, and taxes.
• Profit & Loss : Brings together your sales and expenses and helps you calculate planned profits.
• Cash Flow : Shows how cash moves into and out of your business. It can predict how much cash you’ll have on hand at any given point in the future.
• Balance Sheet : A list of the assets, liabilities, and equity in your company. In short, it provides an overview of the financial health of your business. 

A strong business plan will include a description of assumptions about the future, and potential risks that could impact the financial plan. Including those will be especially important if you’re writing a business plan to pursue a loan or other investment.

Dig Deeper: How to create financial forecasts and budgets

This is the place for additional data, charts, or other information that supports your plan.

Including an appendix can significantly enhance the credibility of your plan by showing readers that you’ve thoroughly considered the details of your business idea, and are backing your ideas up with solid data.

Just remember that the information in the appendix is meant to be supplementary. Your business plan should stand on its own, even if the reader skips this section.

Dig Deeper : What to include in your business plan appendix

Optional: Business plan cover page

Adding a business plan cover page can make your plan, and by extension your business, seem more professional in the eyes of potential investors, lenders, and partners. It serves as the introduction to your document and provides necessary contact information for stakeholders to reference.

Your cover page should be simple and include:

• Company logo
• Business name
• Value proposition (optional)
• Business plan title
• Completion and/or update date
• Address and contact information
• Confidentiality statement

Just remember, the cover page is optional. If you decide to include it, keep it very simple and only spend a short amount of time putting it together.

Dig Deeper: How to create a business plan cover page

How to use AI to help write your business plan

Generative AI tools such as ChatGPT can speed up the business plan writing process and help you think through concepts like market segmentation and competition. These tools are especially useful for taking ideas that you provide and converting them into polished text for your business plan.

The best way to use AI for your business plan is to leverage it as a collaborator , not a replacement for human creative thinking and ingenuity. 

AI can come up with lots of ideas and act as a brainstorming partner. It’s up to you to filter through those ideas and figure out which ones are realistic enough to resonate with your customers. 

There are pros and cons of using AI to help with your business plan . So, spend some time understanding how it can be most helpful before just outsourcing the job to AI.

Learn more: 10 AI prompts you need to write a business plan

• Writing tips and strategies

To help streamline the business plan writing process, here are a few tips and key questions to answer to make sure you get the most out of your plan and avoid common mistakes .  

Determine why you are writing a business plan

Knowing why you are writing a business plan will determine your approach to your planning project. 

For example: If you are writing a business plan for yourself, or just to use inside your own business , you can probably skip the section about your team and organizational structure. 

If you’re raising money, you’ll want to spend more time explaining why you’re looking to raise the funds and exactly how you will use them.

Regardless of how you intend to use your business plan , think about why you are writing and what you’re trying to get out of the process before you begin.

Keep things concise

Probably the most important tip is to keep your business plan short and simple. There are no prizes for long business plans . The longer your plan is, the less likely people are to read it. 

So focus on trimming things down to the essentials your readers need to know. Skip the extended, wordy descriptions and instead focus on creating a plan that is easy to read —using bullets and short sentences whenever possible.

Have someone review your business plan

Writing a business plan in a vacuum is never a good idea. Sometimes it’s helpful to zoom out and check if your plan makes sense to someone else. You also want to make sure that it’s easy to read and understand.

Don’t wait until your plan is “done” to get a second look. Start sharing your plan early, and find out from readers what questions your plan leaves unanswered. This early review cycle will help you spot shortcomings in your plan and address them quickly, rather than finding out about them right before you present your plan to a lender or investor.

If you need a more detailed review, you may want to explore hiring a professional plan writer to thoroughly examine it.

Use a free business plan template and business plan examples to get started

Knowing what information to include in a business plan is sometimes not quite enough. If you’re struggling to get started or need additional guidance, it may be worth using a business plan template. 

There are plenty of great options available (we’ve rounded up our 8 favorites to streamline your search).

But, if you’re looking for a free downloadable business plan template , you can get one right now; download the template used by more than 1 million businesses. 

Or, if you just want to see what a completed business plan looks like, check out our library of over 550 free business plan examples . 

We even have a growing list of industry business planning guides with tips for what to focus on depending on your business type.

Common pitfalls and how to avoid them

It’s easy to make mistakes when you’re writing your business plan. Some entrepreneurs get sucked into the writing and research process, and don’t focus enough on actually getting their business started. 

Here are a few common mistakes and how to avoid them:

Not talking to your customers : This is one of the most common mistakes. It’s easy to assume that your product or service is something that people want. Before you invest too much in your business and too much in the planning process, make sure you talk to your prospective customers and have a good understanding of their needs.

• Overly optimistic sales and profit forecasts: By nature, entrepreneurs are optimistic about the future. But it’s good to temper that optimism a little when you’re planning, and make sure your forecasts are grounded in reality. 
• Spending too much time planning: Yes, planning is crucial. But you also need to get out and talk to customers, build prototypes of your product and figure out if there’s a market for your idea. Make sure to balance planning with building.
• Not revising the plan: Planning is useful, but nothing ever goes exactly as planned. As you learn more about what’s working and what’s not—revise your plan, your budgets, and your revenue forecast. Doing so will provide a more realistic picture of where your business is going, and what your financial needs will be moving forward.
• Not using the plan to manage your business: A good business plan is a management tool. Don’t just write it and put it on the shelf to collect dust – use it to track your progress and help you reach your goals.
• Presenting your business plan

The planning process forces you to think through every aspect of your business and answer questions that you may not have thought of. That’s the real benefit of writing a business plan – the knowledge you gain about your business that you may not have been able to discover otherwise.

With all of this knowledge, you’re well prepared to convert your business plan into a pitch presentation to present your ideas. 

A pitch presentation is a summary of your plan, just hitting the highlights and key points. It’s the best way to present your business plan to investors and team members.

Dig Deeper: Learn what key slides should be included in your pitch deck

Use your business plan to manage your business

One of the biggest benefits of planning is that it gives you a tool to manage your business better. With a revenue forecast, expense budget, and projected cash flow, you know your targets and where you are headed.

And yet, nothing ever goes exactly as planned – it’s the nature of business.

That’s where using your plan as a management tool comes in. The key to leveraging it for your business is to review it periodically and compare your forecasts and projections to your actual results.

Start by setting up a regular time to review the plan – a monthly review is a good starting point. During this review, answer questions like:

• Did you meet your sales goals?
• Is spending following your budget?
• Has anything gone differently than what you expected?

Now that you see whether you’re meeting your goals or are off track, you can make adjustments and set new targets. 

Maybe you’re exceeding your sales goals and should set new, more aggressive goals. In that case, maybe you should also explore more spending or hiring more employees. 

Or maybe expenses are rising faster than you projected. If that’s the case, you would need to look at where you can cut costs.

A plan, and a method for comparing your plan to your actual results , is the tool you need to steer your business toward success.

Learn More: How to run a regular plan review

Free business plan templates and examples

Kickstart your business plan writing with one of our free business plan templates or recommended tools.

Free business plan template

Download a free SBA-approved business plan template built for small businesses and startups.

Download Template

One-page plan template

Download a free one-page plan template to write a useful business plan in as little as 30-minutes.

Sample business plan library

Explore over 500 real-world business plan examples from a wide variety of industries.

View Sample Plans

How to write a business plan FAQ

What is a business plan?

A document that describes your business , the products and services you sell, and the customers that you sell to. It explains your business strategy, how you’re going to build and grow your business, what your marketing strategy is, and who your competitors are.

What are the benefits of a business plan?

A business plan helps you understand where you want to go with your business and what it will take to get there. It reduces your overall risk, helps you uncover your business’s potential, attracts investors, and identifies areas for growth.

Having a business plan ultimately makes you more confident as a business owner and more likely to succeed for a longer period of time.

What are the 7 steps of a business plan?

The seven steps to writing a business plan include:

• Write a brief executive summary
• Describe your products and services.
• Conduct market research and compile data into a cohesive market analysis.
• Describe your marketing and sales strategy.
• Outline your organizational structure and management team.
• Develop financial projections for sales, revenue, and cash flow.
• Add any additional documents to your appendix.

What are the 5 most common business plan mistakes?

There are plenty of mistakes that can be made when writing a business plan. However, these are the 5 most common that you should do your best to avoid:

• 1. Not taking the planning process seriously.
• Having unrealistic financial projections or incomplete financial information.
• Inconsistent information or simple mistakes.
• Failing to establish a sound business model.
• Not having a defined purpose for your business plan.

What questions should be answered in a business plan?

Writing a business plan is all about asking yourself questions about your business and being able to answer them through the planning process. You’ll likely be asking dozens and dozens of questions for each section of your plan.

However, these are the key questions you should ask and answer with your business plan:

• How will your business make money?
• Is there a need for your product or service?
• Who are your customers?
• How are you different from the competition?
• How will you reach your customers?
• How will you measure success?

How long should a business plan be?

The length of your business plan fully depends on what you intend to do with it. From the SBA and traditional lender point of view, a business plan needs to be whatever length necessary to fully explain your business. This means that you prove the viability of your business, show that you understand the market, and have a detailed strategy in place.

If you intend to use your business plan for internal management purposes, you don’t necessarily need a full 25-50 page business plan. Instead, you can start with a one-page plan to get all of the necessary information in place.

What are the different types of business plans?

While all business plans cover similar categories, the style and function fully depend on how you intend to use your plan. Here are a few common business plan types worth considering.

Traditional business plan: The tried-and-true traditional business plan is a formal document meant to be used when applying for funding or pitching to investors. This type of business plan follows the outline above and can be anywhere from 10-50 pages depending on the amount of detail included, the complexity of your business, and what you include in your appendix.

Business model canvas: The business model canvas is a one-page template designed to demystify the business planning process. It removes the need for a traditional, copy-heavy business plan, in favor of a single-page outline that can help you and outside parties better explore your business idea.

One-page business plan: This format is a simplified version of the traditional plan that focuses on the core aspects of your business. You’ll typically stick with bullet points and single sentences. It’s most useful for those exploring ideas, needing to validate their business model, or who need an internal plan to help them run and manage their business.

Lean Plan: The Lean Plan is less of a specific document type and more of a methodology. It takes the simplicity and styling of the one-page business plan and turns it into a process for you to continuously plan, test, review, refine, and take action based on performance. It’s faster, keeps your plan concise, and ensures that your plan is always up-to-date.

What’s the difference between a business plan and a strategic plan?

A business plan covers the “who” and “what” of your business. It explains what your business is doing right now and how it functions. The strategic plan explores long-term goals and explains “how” the business will get there. It encourages you to look more intently toward the future and how you will achieve your vision.

However, when approached correctly, your business plan can actually function as a strategic plan as well. If kept lean, you can define your business, outline strategic steps, and track ongoing operations all with a single plan.

See why 1.2 million entrepreneurs have written their business plans with LivePlan

Noah is the COO at Palo Alto Software, makers of the online business plan app LivePlan. He started his career at Yahoo! and then helped start the user review site Epinions.com. From there he started a software distribution business in the UK before coming to Palo Alto Software to run the marketing and product teams.

Table of Contents

• Use AI to help write your plan
• Common planning mistakes
• Manage with your business plan
• Templates and examples

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• Strategic planning |
• Business plan

Business plan template

If you’re looking for a way to start your business off on the right foot, a business plan template can help you establish the foundation for your strategy. Get started in a few clicks with Asana’s free business plan template.

Sign up to use this template.

INTEGRATED FEATURES

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You’re pumped—you just thought of the greatest business idea ever. You want to get started, but you don’t have a plan laid out. You need a loan to get your idea off the ground, and the bank wants to see an in-depth business plan. We’re here to help.

What is a business plan template?

A business plan template is a framework that helps you solidify your ideas in an organized format. Our free business plan template walks you through how to create a new business from scratch, or re-imagine your existing business in a new market.

What components are included in a business plan template?

Our business plan template covers what an organization wants to achieve within three to five years. By using our template, you’ll have a place to capture all of the major information you need in order to complete your business plan. That includes:

Company description : Information like your executive summary , your company’s mission statement and vision, and your founder’s bio. 

Product and services: A high-level overview of what your company provides, including core products or services. This may also include how your product is developed, any potential screenshots or prototypes of your product, and pricing plans.

Marketing plan: How you plan to bring your product into market at a high level. You can add information like a SWOT analysis , target market research, and brand positioning in this section.

Financial plan: Important financial information such as balance sheets, a break-even analysis, and your cash flow projections. 

Management and organization information: Information on your company’s founders, executive team, and the board of directors.

How to use our free business plan template

Using Asana’s free business plan template is simple. Start by creating a new project with our free template. From there, add relevant information for your specific business plan in the sections provided in our template. If there’s more information you want to include in your business plan, you’re free to add sections, custom fields, or additional tasks to make this template fit your needs.

Integrated features

Goals . Goals in Asana directly connect to the work you’re doing to hit them, making it easy for team members to see what they’re working towards. More often than not, our goals live separate from the work that goes into achieving them. By connecting your team and company goals to the work that supports them, team members have real-time insight and clarity into how their work directly contributes to your team—and company—success. As a result, team members can make better decisions. If necessary, they can identify the projects that support the company’s strategy and prioritize work that delivers measurable results. 

Reporting . Reporting in Asana translates project data into visual charts and digestible graphs. By reporting on work where work lives, you can reduce duplicative work and cut down on unnecessary app switching. And, because all of your team’s work is already in Asana, you can pull data from any project or team to get an accurate picture of what’s happening in one place.

Milestones . Milestones represent important project checkpoints. By setting milestones throughout your project, you can let your team members and project stakeholders know how you’re pacing towards your goal. Use milestones as a chance to celebrate the little wins on the path towards the big project goal. 

Project Overview . Project Overview is your one-stop-shop for all important project context. Give your team a bird’s-eye view of the what, why, and how of your project work. Add a project description to set the tone for how you’ll work together in Asana. Then, share any important resources and context—like meeting details, communication channels, and project briefs—in one place.

Microsoft Teams . With the Microsoft Teams + Asana integration, you can search for and share the information you need without leaving Teams. Easily connect your Teams conversations to actionable items in Asana. Plus, create, assign, and view tasks during a Teams Meeting without needing to switch to your browser.

Slack . Turn ideas, work requests, and action items from Slack into trackable tasks and comments in Asana. Go from quick questions and action items to tasks with assignees and due dates. Easily capture work so requests and to-dos don’t get lost in Slack. 

Google Workplace . Attach files directly to tasks in Asana with the Google Workplace file chooser, which is built into the Asana task pane. Easily attach any My Drive file with just a few clicks.

Gmail . With the Asana for Gmail integration, you can create Asana tasks directly from your Gmail inbox. Any tasks you create from Gmail will automatically include the context from your email, so you never miss a beat. Need to refer to an Asana task while composing an email? Instead of opening Asana, use the Asana for Gmail add-on to simply search for that task directly from your Gmail inbox. 

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Instead of taking the time to create a business plan from scratch, start the process off with Asana’s free template.To further customize your template, add evergreen information about your specific business, such as your business model, company name, address, mission statement, value proposition, or target audience. Adding these details to your template lets you avoid documenting this information from scratch every time you create a new business plan.

What components should I include in a business plan template?

Business plan templates typically contain five main sections: a company description, products and services, a marketing plan, basic management and organization information, and your current financial plan.

How long should my business plan be?

Short answer—as long as you need it to be. The long answer is that your business plan should have the answers to specific questions on how your business is run, from the perspective of an investor. The goal of a business plan is to highlight your business strategy for the next three to five years. This means any important operational, financial, and strategic information should be included. 

Related templates

Action plan template

Taking action has never been easier. Learn how to create a reusable action plan template in Asana to take the guesswork out of strategic planning.

Marketing strategy

A marketing strategy template is a useful tool that helps your marketing team achieve their goals. Learn how to create your marketing strategy with Asana.

PEST analysis

A PEST analysis template helps compile info on the external environment affecting your business. Learn how to prevent risk with a PEST analysis template.

Objectives and key results (OKR) template

Learn how to create an OKR template in Asana so you can standardize the goal-setting process for everyone.

Cost benefit analysis template

Digital cost benefit analysis templates are a useful framework to see if a new project or idea is viable. Learn how to create your own in a few simple steps, with Asana.

Nonprofit business plan template

Success doesn’t just happen—it’s planned. Stay focused on your most crucial work with a custom nonprofit business plan template.

Contingency plan

Using a contingency plan template will help you create well-developed strategies to help you protect your business from potential risk. Learn how Asana can help.

Requirements traceability matrix

A requirements traceability matrix template is a tool to help organize project requirements in a concise manner. Learn how to create one for your team.

Creating a digital punch list template can help streamline the final bits of a project for your team. Here’s how to create one.

Go-to-market strategy template

Simplify your GTM strategy with a go-to-market strategy template that aligns teams and keeps work on track. Learn how in Asana.

Project closure template

Endings are important. Create a project closure template to help your team tie up loose ends and finish their projects with confidence.

Project reporting

Stay on top of your project’s performance. Keep everyone on the same page about what’s been completed and where your project is headed.

Product roadmap

What if you could create, share, and update your product roadmap in one place? Everyone could see you’re tackling the right priorities. Start planning your product roadmap with this template.

Program roadmap

Create a program roadmap template and know the exact structure of each program, how they operate, and their future plans—company-wide.

Operational plan template

Learn how Asana’s operations team uses standardized processes to streamline strategic planning—no matter how many stakeholders are involved.

Strategic planning template

When you’re launching a new product, team, or even a new business, strategic planning templates keep you laser-focused and on task.

Annual planning template

Set clear goals and streamline your planning process—so every level of your company is aligned on what’s important.

Competitive analysis template

The more you know about your competitors, the better your strategy will be. Competitive analysis templates use a data-driven approach to see exactly how your business, products, and features compare to your competition.

Crisis management plan

Does your team know what to do during a crisis? Using a crisis management plan template can help keep all your employees on the same page.

SIPOC template

Use your SIPOC template to ensure that the processes outlined in your SIPOC diagrams are consistent and up to your standards.

Small business, big goals

Coming up with your business strategy can be daunting, but Asana helps businesses of all sizes track and hit their goals. See how with a free trial.

• HR Articles

Give your managers the one tool they need to Justify Additional Staff

IN THIS ARTICLE

• Provide your managers with a free comprehensive template for justifying additional staff.  It'll create a mini business case and increase their business acumen & critical thinking when justifying additional staff.  
• Find out why it's important, and why small business doesn't do it well.
• Get prepared for the resistance you'll encounter from your managers.

Bottom Line

Bottom line, there are only 3 ways for justifying additional staff in a small business:

• Reduce other expenses
• Increase productivity or efficiencies
• Increase revenue.

No magic formula or hocus pocus. It’s really that straightforward. 

The Position Justification Form

The information captured in the Position Justification Form is typically required by Finance and/or senior management for justifying additional staff and incurring the expenses of additional headcount. It’s used by managers to:

• Create a business case for opening a new position that does not currently exist – or was not included in the current year’s budget
• Justify additional staff for the next fiscal period, during budget reviews

A good Position Justification Form includes exploration of each of the 3 justification options we discuss above.  It provides the framework so you know exactly what questions to ask.  The end result will be a mini business case that will defend the decision for adding a new employee. It's very likely that you'll never see the ones that don't! 

Sample Justification Form to hire new employee

• Take a peak at a good  Position Justification Form  with an accompanying instructions document for your managers.  Both can be previewed, downloaded and edited using Microsoft Word.  It gives you all the tools you need to ensure your managers put their business hats on when contemplating adding headcount.
• Customize the documents to include your company's due diligence requirements when adding additional headcount.  
• If you're looking for other documents to support opening a new position, check out the  Opening & Advertising a Position  kit, or other related kits for the  Hiring Process . 
• Also available is a full solution for Setting up a Department of Human Resources using editable documents. 

Why Justify a New Employee?

Think about the last time a new position was approved in your small business.  How much time was spent on the justification to hire a new employee?  Did you ask for a business case to validate a reoccurring expense of $100,000 per year? 

Small business owners and CEOs often don't have the time or know what questions to ask to ensure that proper position due diligence is done up front before the recruitment process begins. Here are a few reasons why you’ll want to implement a Position Justification Form soon:

• Ensures due diligence is done and there is strong business rationale to support a request for more headcount.
• Provides food for thought for the manager to look at alternatives to opening a new full time position. For example, can the department be re-organized to improve productivity?  Can the use of technology improve efficiencies?  Does the position have to be full time?  Does it have to be filled by an employee?  Can the additional headcount be a temporary expense?
• Ensures that the process around incurring additional staffing costs are just as rigorous as incurring any significant capital expense.
• Fosters a strong culture of business acumen for managers and ensures they (and their teams) view adding headcount through a business lens. 

Here are 2 common consequences of not having a rigorous process for justifying adding a new employee:

•  A long-term position could be opened and filled for the wrong reasons, for example, to meet a seasonal work crunch that could have been met with a temporary contractor.
• The costs associated with an unnecessary hire go well beyond the salary of the new hire--they include recruiting costs, learning curve, and staff time to interview and train. Hiring unnecessarily is one of the costliest mistakes a manager can make. 

Justifying Additional Staff - an example close to home

Let’s say my family and I decide to hire someone to help with housekeeping.  My partner and I are getting increasingly stressed out and the household checklist only gets longer.  Stuff is falling through the cracks. We find ourselves getting to bed later each night to get things done and it just doesn't seem doable anymore. 

Q:   Are those good enough reasons to bring in the help?     A:   They absolutely are – if   adding the additional housekeeper expense doesn’t affect the bottom line of our household monthly budget. 

Let’s consider the options:

• Reduce other discretionary expenses:   I could eliminate the Starbucks and the lunch expenses.  Reduce the number of times we eat out.  Ditch the monthly salon expense and use hairdresser-in-a-box to dye my roots. Bonjour Loreal Paris?  Decrease the number of empty wine bottles that end up in the recycling bin. Hunt for coupons.
• Increase productivity or efficiencies: I could reduce the amount of time spent on Netflix, or Facebook.  Get a Roomba to do my vacuuming.  Ask my kids to get a part time job or learn to take the bus or carpool.  I could maximize efficiency by re-jigging family member responsibilities to leverage everyone's skill sets. 
• Increase revenue. I could ask for a raise. Get promoted.  Upgrade my skills to make myself more marketable. Change jobs.  Draw on my home equity line of credit. Clean out the garage and sell stuff on Craigslist. Buy lottery tickets. 

The take away is that there are some tough decisions and sacrifices to be made because my monthly household budget has a bottom line.  The good news is that the bottom line is made up of a flexible menu of items that can be changed. Both the revenue and expense line can be modified,  (10-3) = 7.  (8-1) = 7, as long as the end result is 7.  

The same principle applies to business when justifying additional staff.  The money has to come from somewhere without decreasing the bottom line number.  An exception to this is when it can be shown that there's a high probability of future return on investment in human capital.   

The engine for this analysis is called a business case.

Resistance to New Hire Justification

• Be prepared. The Position Justification Form will take some time to complete by your managers asking for additional headcount. It requires some calculations and work up front, but is well worth the effort. You will encounter fierce resistance and push back from managers when asked to justify a new position and do the homework, particularly if your small business managers aren't accustomed to robust hiring processes or controls . 
• Managers may even threaten to quit! You may hear words like, ‘bureaucratic’, ‘unnecessary’, or ‘HR make-work project’.   And you'll definitely hear, ‘I’m too busy to fill out this form’! Be friendly but firm. Follow through with your request and insist that this be done. Managers are paid to manage, plan, and justify resources. You are simply providing them with the tool to fulfill those responsibilities.

Use your ‘red tape chips’ wisely when requesting staff to complete time-intensive processes. It is highly recommended that you insist your managers follow  this process.

And if you’re really bold

• Ask a stakeholder with a healthy respect for the bottom line (for example, an investor) to vet all requests for new hires outside of the budgeting process.  A face to face interview is conducted with the hiring manager to present his business case.  This scenario transfers the 'bad cop' label to an external entity. 
• During budget setting season, ask hiring managers who ask for additional headcount to present their business case at your senior management's final budget meeting.

Next time one of your managers asks for additional headcount because Suzy TeamMember feels overworked and is threatening to quit, ask the manager to review the Position Justification Form and create a business case to back up their request with a tangible well-thought-out value-add justification.  If they threaten to quit or stomp their feet, perhaps ask them how they would handle their significant other insisting on <insert: hiring a housekeeper, buying a new boat, getting plastic surgery>.   You could also send them this article!    

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How to Develop a Staffing Plan

This how-to guide is designed to help an HR professional answer the question, "What staff support will my HR department need in the next year, and how will we meet those requirements?" (Generally, the time period is a year, but it could be shorter or longer.) The staffing plan should be used to identify not only head count additions and reductions but also the different skills and knowledge that might be needed. Staffing plans may encompass employees, contractors, consultants or other experts. In essence, the steps used in developing a staffing plan help HR professionals ask the right questions to come to a clear understanding of the current state, the desired future state of the function and how to get there.

Staffing plans are often used during budget cycles to help plan and allocate costs. However, staffing plans can be used any time there will be a major adjustment to a workforce.

While the steps given below and the sample staffing plan are specifically for a human resource department, they can be applied to any function within an organization. HR professionals can also use the steps and staffing plan on a larger scale for a division or entire company. For best results, each step should be completed in order rather than jumping ahead.

Staffing plans can be one component of a strategic workforce plan. The differences between the two and how they intersect will be discussed at the end of this how-to guide.

For a demonstration of how each step would work, see a sample rationale for decisions made at the end of each step, and a sample staffing plan based on those decisions.

Steps to Complete a Staffing Plan

Step 1: evaluate goals.

The first step in developing a staffing plan is to evaluate the needed goals to achieve. By recognizing the targets employees will be working toward, human resource professionals can identify the amount and type of support needed to meet those expectations.

Ensuring a clear understanding of expectations helps HR professionals in a number of ways. Departmental goals should align and support organizational goals. Thus, this exercise is a perfect opportunity to reach out to other leaders to understand their expectations of the department in the upcoming year, including support for major projects, new strategic initiatives or other changes that will require adjusting staff.

In addition, during this step, HR should identify any major goals within the function. Perhaps a reorganization or realignment is needed to increase customer service or develop specific expertise.

Questions to ask when evaluating goals include:

• What are the organization's major strategic and tactical goals for the upcoming year?
• How will the HR function support those goals?
• What goals do I need to set for my function to ensure I'm aligned with the company's goals?
• What support are other functions/departments expecting from my department this year?
• What internal goals would this function like to achieve this year?

Step 2: Identify Influencers

In this step, HR professionals determine the factors that might affect the staffing plan. Influencers can be internal or external to the organization. They can be positive or negative and are defined as anything that might indirectly affect the plan but that the organization has little control over. By evaluating influencers on the staffing plan, HR professionals survey the landscape to identify and understand forces that will affect the talent supply. Examples of such influencers are a tight labor market, changing regulations and evolution of a function.

To complete this step, HR professionals should start with a brainstorming session to identify everything that might impact their workforce. Once they generate the list, they can then group like influencers. For example, if the brainstorm list includes "low unemployment" and "competitor ABC Company is hiring 50,000 local workers in the next year," the two could be consolidated under the influencer "external workforce availability."

Sources that provide labor market data include:

• U.S. Bureau of Labor Statistics.
• State and municipal labor statistics.
• State unemployment data.

Questions to help identify influencers include:

• What is the talent availability in our market?
• What trends are affecting skill development? These could be social impacts such as managing social media requirements, learning new skills as part of process evolution or the need to learn new technology.
• Will technology changes influence our labor supply or demand? These changes could be new technology that will require additional staffing or training time or technology that improves efficiencies, thereby eliminating jobs.
• Will changes to regulations affect our workforce?
• Do we have competitors that will affect the supply of labor? Perhaps competitors are growing their workforce, or they are laying off people, thereby growing the labor supply.
• Will economic or financial factors affect our staffing plans? These may include anticipated changes to the local economy, tightening of financing available to the organization or an influx of venture capital funding.
• Do we need to account for constraints or impacts from facilities or infrastructure? These include office size, location and commuting implications.
• Are potential "game changers" affecting our industry? Called "disrupter companies," examples include Uber and its impact on the taxi industry. Other game changers include technology improvements such as driverless cars that may affect the transportation industry.

Step 3: Analyze the Current State of the Function

As with any plan, it is critical to know the starting point. In this step, HR professionals compile information on the current state of the function or create an inventory of the important components of the skill set currently in play.

Compiling information on the current state of the HR function involves listing all current resources, including staff, contingency workers or other people who regularly support function goals. In addition, the current-state analysis should determine competencies, skill set or expertise to fully understand the tools presently available to meet expected plans.

As part of the activities in this step, HR professionals need to decide which systems to use to obtain the analysis data. Small departments can simply count positions on an organizational chart. However, data for larger staffing plans may need to be pulled from the human resource information system (HRIS) or payroll, talent management or scheduling systems. If the staffing plan is for head count purposes, payroll or HRIS data will suffice. But for competency planning, a learning or talent management system may provide the most accurate data.

In this step HR should also evaluate factors that may change the makeup of the department, such as flight risks, potential departures and current open positions actively being recruited.

This step does not include identifying gaps; that activity happens in Step 5.

Questions to ask while analyzing the current state include:

• What systems should I review for data on the current state?
• Who are my current staff members? What positions affect how we get things done (e.g., what responsibilities require an HR manager versus an HR administrator)?
• What expertise do staff members bring to their role?
• Do other employees outside of my function regularly influence achieving HR team goals (e.g., perhaps the employee in payroll who reports to the chief financial officer)? This question is especially relevant in matrixed organizations.
• Do vendors, contractors or others outside my organization regularly contribute to achieving team goals?
• What are the competencies my current staff have?
• Do I have any employees who are flight risks or who have personal issues that may affect their longevity with the organization?

Step 4: Envision Needs

In Step 4, HR professionals envision what will be needed to accomplish the goals set out in Step 1. Keys to this step are to start fresh and not be overly influenced by the current state. This step identifies both end-state staffing and interim needs. It should be assessed at both a head count and skills level.

To complete this step, HR professionals should review the goals outlined in Step 1 and imagine what will be needed to accomplish those goals. It is best to envision needs as if building the department from scratch. Taking this approach will help articulate requirements without being hampered by the current state.

The envisioning step may be approached from a head count perspective. However, envisioning needs from a skill set, competency or expertise perspective helps overcome biases that may exist in the current state.

Questions to ask while envisioning needs include:

• What expertise does the HR function need to accomplish our goals for next year?
• How many people will we need to meet our goals, and where should they be located? Sources for this figure may include current span-of-control numbers, staff ratio recommendations, historical rule of thumb within the organization or statistical regression analysis.
• Does staffing change throughout the year? What will it look like in six months? In 12 months?
• What is the ideal mix of staff, contractors or outside expertise needed to meet our goals? Generally outside experts are costly specialists such as lawyers or consultants whom HR may want on only a very limited basis but whose input is critical to the success of the plan. Contractors should be hired to fill short-term needs.
• What budget will we need to meet our goals?

Step 5: Conduct a Gap Analysis

Step 5 identifies what is missing between the end state outlined in Step 4 and the current state identified in Step 3. Gaps may include inadequate staffing, lack of expertise or simply the wrong people in the wrong place. Information derived from a gap analysis will identify deficiencies in the current state of the function that HR will need to address to achieve the outlined goals. HR professionals should not view these gaps as weaknesses of the current department but rather as opportunities to evolve the function into an ideal state to achieve organizational goals.

Questions to ask when doing a gap analysis include:

• If I compare the end state to the current state, in what areas are we currently unable to support outlined goals?
• Where will we need to adjust current staffing? Will factors such as current performance or mobility affect the current staffing?
• Do we lack staff with the right expertise in functional areas?
• Do we have geographical gaps in which we need to hire staff?
• Will cross-functional collaboration be needed? If so, how can we strengthen that partnership?

Step 6: Develop a Solution Plan

Having conducted the analysis above, HR professionals can now put together a plan to achieve the stated goals for the upcoming year. The plan should include both end-state staffing and any interim staffing needed. Step 6 often encompasses determining timing (i.e., when to hire or promote specific staff) and assigning costs if the staffing plan is being done in conjunction with a budget cycle.

The plan itself should outline the staff needed, at what time and location. It should differentiate full time versus contingent staff and identify every role needed in the function from entry level to executive. The plan may also detail the timing for when specific, outside expertise is needed.

Staffing plans may be created as tables, charts, PowerPoint presentations or other visuals. The important thing is to present the information in a format that provides the amount and type of information required in an easily consumable format.

Questions to ask while developing the solution plan include:

• Given all the information above, how do I use it to achieve the goals outlined in Step 1?
• At the end of the year, what should my staff composition consist of?
• When and where will we need to adjust staffing levels to support organizational goals?
• What level of expertise do I require in which roles?
• How am I accommodating for the influencers identified in Step 2?
• How am I addressing the gaps outlined in Step 5? Outside of hiring, would training or other methods help cover these gaps? Can we fill some of these gaps with technology?
• Finally, how often do I need to revisit this plan to ensure it continues to meet organizational needs?

As detailed above, completing a staffing plan comprises six main steps:

• Evaluate goals: What does this function need to accomplish?
• Identify influencers: What factors might affect the staffing plan?
• Identify the current state: What is the starting point?
• Envision needs: What is really needed (end state)?
• Conduct a gap analysis: What differences exist between the current state and the end state?
• Develop a solution plan: What types of staff are needed? When and where?

The above outline is designed to complete a staffing plan for a specific function. Staffing plans can also be created for entire divisions or organizations. To complete staffing plans with a bigger scope, organizations can break down the plan into manageable pieces. For example, a division might complete individual staffing plans for the sales, finance, HR, IT, marketing and production functions and then combine them into one overall plan. HR professionals responsible for this type of planning must closely collaborate with the leaders of each individual group to understand goals, needs and expertise required. Conducting such an exercise can help leaders refine their understanding of how each function interlocks to support overall organizational goals.

As noted in the introduction, staffing plans may be one component of workforce planning. The table below provides a summary of the difference between staffing plans and workforce planning as defined by a study on strategic workforce planning conducted by The Conference Board in 2012.

Staffing plans can be the first step in evolving the organization toward adoption of workforce planning. As leaders become more comfortable with the iterative exercise of planning for head count, additional complexities in terms of criteria, time frames or scenarios may be added to help address long-term strategic plans.

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Service Business Plan Template

Over the past 20+ years, we have helped over 10,000 entrepreneurs and business owners create business plans to start and grow their service businesses. On this page, we will first give you some background information with regards to the importance of business planning. We will then go through a service business plan template step-by-step so you can create your plan today.

Before we get into how to write a service business plan, here are links to several service business plan templates:

• Beauty Salon Business Plan
• Car Detailing Business Plan
• Car Wash Business Plan
• Catering Business Plan
• Cell Phone Repair Business Plan
• Child Care Business Plan
• Cleaning Services Business Plan
• Computer Repair Business Plan Template
• Construction Business Plan
• Consulting Business Plan
• Day Care Business Plan
• Dog Daycare Business Plan
• Dog Grooming Business Plan
• Financial Advisor Business Plan
• Hair Salon Business Plan
• Indoor Playground Business Plan
• Insurance Business Plan
• Janitorial Business Plan
• Landscaping Business Plan
• Massage Therapy Business Plan
• Nail Salon Business Plan
• Photography Business Plan
• Plumbing Business Plan
• Salon Business Plan
• Spa Business Plan
• Staffing Agency Business Plan
• Tutor Business Plan

Download our Ultimate Business Plan Template here >

What Is a Service Business Plan?

A service business plan provides a snapshot of your service company as it stands today, and lays out your growth plan for the next five years. It explains your goals and your business strategy for reaching them. It also includes market research to support your company plans.

Why You Need a Business Plan

If you’re looking to start a service business or grow your existing business you need a good business plan. A business plan helps you attract investors to satisfy your funding requirements, and plan out the growth of your entire business in order to improve your chances of success. Your service business plan is a living document that should be updated annually as your company grows and changes.

How to Secure Funding for a Services Business

With regards to funding, the main source of funding for a services business are personal savings, credit cards, bank loans, and angel investors. 

With regards to bank loans, banks will want to review your service business plan and gain confidence that you will be able to repay your loan and interest. To acquire this confidence, the loan officer will not only want to confirm that your financials are reasonable, but they will want to see a professionally written plan. Such a plan will give them the confidence that you can successfully and professionally operate a business.

Angel investors are wealthy individuals who will write you a check. They will either take equity in return for their funding or, like a bank, they will give you a loan.

Finish Your Business Plan Today!

How to write a business plan for a service business.

The traditional service business plan format includes these 10 key elements:

Executive Summary

Your executive summary provides an introduction to your business plan in 1 – 2 pages, but it is normally the last section you write because it provides a summary of each key section of your plan.

The goal of your executive summary is to quickly engage the reader. Explain to them the type of services business you are operating and the status. For example, are you a startup, do you have a services business that you would like to grow, or are you operating a chain of services businesses?

Next, provide an overview of each of the subsequent sections of your plan. For example, give a brief overview of the service industry trends. Discuss the type of service business you are operating. Detail your direct competitors and your competitive advantage. Give an overview of your ideal customers. Provide a snapshot of your marketing plan. Identify the key members of your team, and offer an overview of your financial plan.

Company Overview

In your company description, you will detail the type of service business you are operating.

In addition to explaining the type of service business you operate, the company analysis section of your service business plan needs to provide background on the business.

Include answers to questions such as:

• When and why did you start the business?
• What milestones have you achieved to date? Milestones could include sales goals you’ve reached, new store openings, etc.
• Your legal structure. Are you incorporated as an S-Corp? An LLC? A sole proprietorship? Explain your legal structure here.

Industry Analysis

In your industry analysis, you need to provide an overview of the service business.

While this may seem unnecessary, it serves multiple purposes.

First, researching your specific niche of the service market educates you. It helps you gain insights and understand the market in which you are operating. 

Secondly, market research can improve your strategy particularly if your research identifies market trends. For example, if there was a trend towards more eco-friendly services, your company might want to emphasize its environmentally friendly initiatives.

The third reason for market research is to prove to readers that you are an expert in your industry. By conducting the research and presenting it in your plan, you achieve just that.

The following questions should be answered in the industry analysis section of your service business plan:

• How big is the service business (in dollars)?
• Is the market declining or increasing?
• Who are the key competitors in the market? What is your market share?
• Who are the key suppliers in the market?
• What trends are affecting the industry?
• What is the industry’s growth forecast over the next 5 – 10 years?
• What is the relevant market size? That is, how big is the potential market for your service business. You can extrapolate such a figure by assessing the size of the market in the entire country and then applying that figure to your local population.

Customer Analysis

The customer analysis section of your service business plan must detail the target market you serve and/or expect to serve.

The following are examples of customer segments in the service industry:

• Businesses in need of a specific service, such as computer repair or consulting
• People who have a need for a service that is not currently being met
• People who are price conscious and are looking for the best deal on a service
• People who want to support businesses with social responsibility values

As you can imagine, the customer segment(s) you choose will greatly depend on the type of service business you operate. Some of your clients may want different pricing and product options and would respond to different marketing promotions compared to other target customer segments.

Try to break out your target market in terms of their demographic and psychographic profiles. With regards to demographics, including a discussion of the ages, genders, locations, and income levels of the customers you seek to serve. Because most service businesses primarily serve customers living in the same city or town, such demographic information is easy to find on government websites.

Psychographic profiles explain the wants and needs of your target customers. The more you can understand and define these needs, the better you will do in attracting and retaining your existing clients.

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Competitive Analysis

Your competitive analysis should identify the indirect and direct competitors your business faces and then focus on the latter.

Direct competitors are other businesses that provide similar services.

Indirect competitors are other options that customers have to purchase from that aren’t direct competitors. This includes businesses that provide an alternative solution to the services that you provide, but not the exact service. Think do-it-yourself and public options for similar services. You need to mention such competition to show you understand that not everyone who needs the specific services will engage your service business.

With regards to direct competition, you want to detail the other service businesses with which you compete. Most likely, your direct competitors will be service businesses located very close to your location. 

For each such competitor, provide an overview of their businesses and document their strengths and weaknesses. Unless you once worked at your competitors’ businesses, it will be impossible to know everything about them. But you should be able to find out key things about them such as:

• What types of customers do they serve?
• What products and services do they offer?
• What is their pricing (premium, low, etc.)?
• What are they good at?
• What are their weaknesses?

With regards to the last two questions, think about your answers from the customers’ perspective. And don’t be afraid to stand outside your competitors’ locations and ask customers as they leave what they like most and least about them.

The final part of your competitive analysis section is to document your competitive advantages. For example:

• Will you provide superior services?
• Will you provide services that your competitors don’t offer?
• Will you make it easier or faster for customers to book your services?
• Will you provide better customer service?
• Will you offer better pricing?

Think about ways you will outperform your competition and document them in this section of your plan.

Marketing Plan

Traditionally, a marketing plan includes the four P’s: Product, Price, Place, and Promotion. For a service business plan, your marketing plan should include the following:

Product : in the product section, you should reiterate the type of service business that you documented in your Company Analysis. Then, detail the specific services you will be offering. For example, in addition to a lawn care business, you may offer to trim trees, bushes, and hedges.

Price : Document your business’s pricing strategy including the prices you will offer and how they compare to your competitors. Essentially in the product and price sub-sections of your marketing plan, you are presenting the services you offer and their prices.

Place : Place refers to the location of your service business. Document your location and mention how the location will impact your success. Discuss how your location might provide a steady stream of customers. 

Promotions : the final part of your service business marketing strategy is the promotions section. Here you will document how you will drive new customers to your location(s). The following are some promotional methods and marketing materials you might consider:

• Advertising in local papers and magazines
• Reaching out to local bloggers and websites 
• Social media advertising
• Local radio advertising
• Pay per click advertising
• Banner ads at local venues

Client Retention

Your service business plan should discuss not just how you will find clients, but how you’ll hold on to them and discourage them from switching to one of your competitors. After all, it should be much less expensive to keep a client than to market and sell services to a new one. Some methods of retaining customers involve creating the perception of switching costs; that is, that they will lose money and time when switching to a new service company. Others involve fine-tuning your customer service skills into a system designed around retention.

Loyalty Program

Creating a loyalty program is a positive way to retain customers. This could involve a punch card system where customers receive a free service after a certain number of visits, or it could involve a points system where customers accumulate points that can be redeemed for discounts or free services. Other loyalty programs offer exclusive deals and privileges to members, such as special access to new services before they are made available to the general public.

Premium Customer Levels

Another related retention strategy is to reward the frequency and/or the amount of money that customers spend with your service business. This is often done by creating different customer levels and providing perks to customers who reach a certain level. The higher the customer level, the more exclusive the perks. Common perks include discounts on services, express service, access to unique services or products, and early notice of promotional deals.

Referral Program

A referral program is a great way to keep customers happy and encourage them to refer their friends and family members. This could involve rewarding customers with a discount or free service for every new customer they refer, or it could involve giving customers a set amount of credit for each referral. Either way, the referral program should be designed to be as simple as possible for customers to participate in.

Customer Testimonials

Finally, customer testimonials can be a powerful retention tool. As potential customers research your service business, they will likely come across your website and online profiles. Seeing positive customer testimonials on your website and across the internet will help convince them that you provide outstanding customer service. You can create a separate page on your website that is dedicated to client testimonials, or you could set up a separate social media profile that features client testimonials and allows customers to provide feedback through a special email address.

Tracking Retention

Simply tracking the numbers and percentages involved in your customer retention can yield valuable information about what you’re doing right or wrong and how successful new initiatives are over time. Statistics to track may include client complaints, the average speed of complaint resolution, the percentage of customers in a given month who were using your services last month, 3 months ago, 6 months ago, a year ago, etc, and so on. When your staff is aware of these statistics and is given targets to work towards, the message that customer service and retention is a priority is heard loud and clear.

Operations Plan

While the earlier sections of your service business plan explained your goals, your operations plan describes how you will meet them. Your plan should have two distinct sections as follows.

Everyday short-term processes include all of the tasks involved in running your service business such as serving customers, procuring supplies, etc.

Long-term goals are the milestones you hope to achieve. These could include the dates when you expect to serve your 100th client, or when you hope to reach $X in sales. It could also be when you expect to hire your Xth employee or launch in a new city.

Management Team

To demonstrate your service business’s ability to succeed as a business, a strong management team is essential. Highlight your key players’ backgrounds, emphasizing those skills and experiences that prove their ability to grow a company. 

Ideally, you and/or your team members have direct experience in the service business. If so, highlight this experience and expertise, but also highlight any experience that you think will help your business succeed.

If your team is lacking, consider assembling an advisory board. An advisory board would include 2 to 8 individuals who would act as mentors to your business. They would help answer questions and provide strategic guidance. If needed, look for advisory board members with experience in a service business and/or successfully running small businesses.

Financial Plan

Your plan should include your 5-year financial statement broken out both monthly or quarterly for the first year and then annually. Your financial statements include your income statement, balance sheet, and cash flow statements.

Income Statement : an income statement is more commonly called a Profit and Loss statement or P&L. It shows your revenues and then subtracts your costs to show whether you turned a profit or not.

In developing your income statement, you need to devise assumptions. For example, will you serve 20 customers per week or 50? And will sales grow by 2% or 10% per year? As you can imagine, your choice of assumptions will greatly impact the financial forecasts for your business. As much as possible, conduct research to try to root your assumptions in reality.

Balance Sheets : While balance sheets include much information, to simplify them to the key items you need to know about, balance sheets show your assets and liabilities. For instance, if you spend $50,000 on building out your service business, that will not give you immediate profits. Rather it is an asset that will hopefully help you generate profits for years to come. Likewise, if a bank writes you a check for $50.000, you don’t need to pay it back immediately. Rather, that is a liability you will pay back over time.

Cash Flow Statement : Your cash flow statement will help determine how much money you need to start or grow your business, and make sure you never run out of money. What most entrepreneurs and business owners don’t realize is that you can turn a profit but run out of money and go bankrupt. For example, let’s say a company approached you with a massive $100,000 damage restoration contract that would cost you $50,000 to fulfill. Well, in most cases, you would have to pay that $50,000 now for supplies, equipment rentals, employee salaries, etc. But let’s say the company didn’t pay you for 180 days. During that 180 day period, you could run out of money.

In developing your Income Statement and Balance Sheets be sure to include several of the key costs needed in starting or growing a service business:

• Cost of equipment to perform the service
• Cost of maintaining an adequate amount of supplies
• Payroll or salaries paid to staff
• Business insurance
• Taxes and permits
• Legal expenses

Attach your full financial projections in the appendix of your plan along with any supporting documents that make your plan more compelling. For example, you might include any insurance company affiliations or remediation licenses.

Service Business Plan Summary

Writing a business plan for your service business is a worthwhile endeavor. If you follow the template above, by the time you are done, you will truly be an expert. You will really understand the service business, your competition, and your potential customers. You will have developed a marketing plan and will really understand what it takes to launch and grow a successful cleaning services business.  

Service Business Plan FAQs

What is the easiest way to complete my service business plan.

Growthink's Ultimate Business Plan Template allows you to quickly and easily complete your Service Business Plan.

What is the Goal of a Business Plan's Executive Summary?

The goal of your Executive Summary is to quickly engage the reader. Explain to them the type of service you are providing and the status; for example, are you a startup, do you have a service that you would like to grow, or are you operating a chain of service locations?

Don’t you wish there was a faster, easier way to finish your Service business plan?

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Since 1999, Growthink has developed business plans for thousands of companies who have gone on to achieve tremendous success.   Click here to see how our professional business plan consultants can create your business plan for you.

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Staffing Agency Business Plan

As the job market becomes increasingly competitive, businesses are looking for innovative ways to attract and retain top talent. It is where your staffing agency will become profitable.

Are you looking to start writing a business plan for your staffing company? Creating a business plan is essential to starting, growing, and securing funding for your business. We have prepared a staffing agency business plan template for you to help in start writing yours.

Free Staffing Agency Business Plan Template

Download our free business plan template now and pave the way to success. Let’s turn your vision into an actionable strategy!

• Fill in the blanks – Outline
• Financial Tables

How To Write A Staffing Agency Business Plan?

Writing a staffing agency business plan is a crucial step toward the success of your business. Here are the key steps to consider when writing a business plan:

1. Executive Summary

An executive summary is the first section of the business plan intended to provide an overview of the whole business plan. Generally, it is written after the whole business plan is ready. Here are some components to add to your summary:

Start with a brief introduction:

Market opportunity:, mention your services:, management team:, financial highlights:, call to action:.

Ensure you keep your executive summary concise and clear, use simple language, and avoid jargon..

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2. Business Overview

Depending on what details of your business are important, you’ll need different elements in your business overview, But there are some foundational elements like business name, legal structure, location, history, and mission statement that every business overview should include:

About the business:

Provide all the basic information about your business in this section like:

• The name of the staffing agency and the type of agency you want for example are you writing it for a nurse staffing agency, medical staffing agency or any direct hiring firm.
• Company structure of your staffing agency whether it is LLC, partnership firm, or some other.
• Location of your staffing company and the reason why you selected that place.

Mission statement:

Business history:, future goals:.

This section should provide an in-depth understanding of your recruitment business. Also, the business overview section should be engaging and precise.

3. Market Analysis

Market analysis provides a clear understanding of the market in which your business will run along with the target market, competitors, and growth opportunities. Your market analysis should contain the following essential components:

Target market:

Market size and growth potential:, competitive analysis:, market trends:, regulatory environment:.

Some additional tips for writing the market analysis section of your Recruitment agency business plan:

• Use a variety of sources to gather data, including industry reports, market research studies, and surveys.
• Be specific and provide detailed information wherever possible.
• Include charts and graphs to help illustrate your key points.
• Keep your target audience in mind while writing the business plan

4. Products And Services

The product and services section of a staffing company business plan should describe the specific services and products that will be offered to customers. To write this section should include the following:

List the services:

• Create a list of the services that your staffing agency will offer, which may include all the services for example, will the agency offer temporary staffing, temp-to-perm staffing, direct hire placement, or a combination of these services?
• Describe each service: For each service, provide a detailed description of what it entails, the time required, and the qualifications of the professionals who will provide the service. For instance, do you need a full-time HR or some other personnel specific for interviews?

Screening and Placement Process:

Overall, the product and services section of a recruitment firm business plan should be detailed, informative, and customer-focused. By providing a clear and compelling description of your offerings, you can help potential investors and readers understand the value of your business.

5. Sales And Marketing Strategies

Writing the sales and marketing strategies section means a list of strategies you will use to attract and retain your clients. Here are some key points to include in your marketing plan:

The partnership is a blessing:

Have a competitive fee structure:, marketing strategies:, customer retention:.

Overall, the sales and marketing strategies section of your business plan should outline your plans to attract and retain customers and generate revenue. Be specific, realistic, and data-driven in your approach, and be prepared to adjust your strategies based on feedback and results.

6. Operations Plan

When writing the operations plan section, it’s important to consider the various aspects of your business operations. Here are the components to include in an operations plan:

Hiring plan:

Operational process:, client management:.

By including these key elements in your operations plan section, you can create a comprehensive plan that outlines how you will run your staffing business.

7. Management Team

The management team section provides an overview of the individuals responsible for running the staffing agency. This section should provide a detailed description of the experience and qualifications of each manager, as well as their responsibilities and roles.

Key managers:

Organizational structure:, compensation plan:, board of advisors:.

Describe the key personnel of your company and highlight why your business has the fittest team.

8. Financial Plan

When writing the financial plan section of a business plan , it’s important to provide a comprehensive overview of your financial projections for the first few years of your business.

Profit & loss statement:

Cash flow statement:, balance sheet:, break-even point:, financing needs:.

Remember to be realistic with your financial projections, and to provide supporting evidence for all of your estimates.

9. Appendix

When writing the appendix section, you should include any additional information that supports the main content of your plan. This may include financial statements, market research data, legal documents, and other relevant information.

• Include a table of contents for the appendix section to make it easy for readers to find specific information.
• Include financial statements such as income statements, balance sheets, and cash flow statements. These should be up-to-date and show your financial projections for at least the first three years of your business.
• Provide market research data, such as statistics on the size of the staffing industry, consumer demographics, and trends in the industry.
• Include any legal documents such as permits, licenses, and contracts.
• Provide any additional documentation related to your business plans, such as marketing materials, product brochures, and operational procedures.
• Use clear headings and labels for each section of the appendix so that readers can easily find the information they need.

Remember, the appendix section of your employment agency business should only include relevant and important information that supports the main content of your plan.

Download a sample staffing agency business plan

Need help writing your business plan from scratch? Here you go; download our free staffing agency business plan pdf to start.

It’s a modern business plan template specifically designed for your staffing agency business. Use the example business plan as a guide for writing your own.

The Quickest Way to turn a Business Idea into a Business Plan

Fill-in-the-blanks and automatic financials make it easy.

This staffing agency business plan sample will provide an idea for writing a successful staffing agency business plan, including all the essential components of your business.

After this, if you are still confused about how to write an investment-ready staffing business plan to impress your audience, then download our staffing agency business plan pdf.

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Frequently asked questions, why do you need a staffing agency business plan.

A business plan is an essential tool for anyone looking to start or run a successful recruitment business. It helps to get clarity in your business, secures funding, and identifies potential challenges while starting and growing your staffing agency.

Overall, a well-written plan can help you make informed decisions, which can contribute to the long-term success of your agency.

How to get funding for your staffing agency business plan?

There are several ways to get funding for your staffing business, but one of the most efficient and speedy funding options is self-funding. Other options for funding are

• Bank loan – You may apply for a loan in government or private banks.
• Small Business Administration (SBA) loan – SBA loans and schemes are available at affordable interest rates, so check the eligibility criteria first before you can apply for it.
• Crowdfunding – The process of supporting a project or business by getting a lot of people to invest in your staffing agency, usually online.
• Angel investors – Getting funds from angel investors is one of the most sought options for startups.
• Venture capital – Venture capitalists will invest in your business in exchange for a percentage of shares, so this funding option is also viable.

Apart from all these options, there are small business grants available, check for the same in your location and you can apply for it.

Where to find business plan writers for your staffing agency business?

There are many business plan writers available, but no one knows your business and idea better than you, so we recommend you write your employment agency business plan and outline your vision as you have in your mind

What is the easiest way to write your staffing agency business plan?

A lot of research is necessary for writing a business plan, but you can write your plan most efficiently with the help of any staffing agency business example and edit it as per your need. You can also quickly finish your plan in just a few hours or less with the help of our business plan software.

About the Author

Upmetrics Team

Upmetrics is the #1 business planning software that helps entrepreneurs and business owners create investment-ready business plans using AI. We regularly share business planning insights on our blog. Check out the Upmetrics blog for such interesting reads. Read more

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Business Plan Template for Payroll Staff

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Running a small business or startup comes with its fair share of challenges, especially when it comes to managing payroll staff. But fear not, because ClickUp has the perfect solution for you! Our Business Plan Template for Payroll Staff is designed to help you create an organized and comprehensive plan for managing your payroll team.

With this template, you'll be able to outline your staffing needs, define roles and responsibilities, set a budget, develop recruitment strategies, and create training plans. By having all this information in one place, you can ensure smooth and accurate payroll operations for your business.

Don't let the complexities of managing payroll staff overwhelm you. Try ClickUp's Business Plan Template for Payroll Staff today and take control of your payroll operations like a pro!

Business Plan Template for Payroll Staff Benefits

When it comes to managing payroll staff, having a solid business plan is essential. With a business plan template for payroll staff, you can:

• Clearly define the roles and responsibilities of your payroll team, ensuring everyone is on the same page
• Create a budget for payroll operations, helping you allocate resources effectively and avoid financial pitfalls
• Develop recruitment strategies to attract top talent, ensuring you have the right team in place
• Outline training plans to equip your payroll staff with the necessary skills and knowledge
• Streamline payroll operations, reducing errors and ensuring accurate and timely payments
• Plan for future growth and expansion, taking into account your staffing needs as your business evolves.

Main Elements of Payroll Staff Business Plan Template

ClickUp’s Business Plan Template for Payroll Staff provides a structured approach to streamline your payroll operations:

• Custom Statuses: Track the progress of different sections with statuses like Complete, In Progress, Needs Revision, and To Do, ensuring that each aspect of your payroll plan is accounted for and easily monitored.
• Custom Fields: Utilize custom fields like Reference, Approved, and Section to add specific details to your business plan, such as referencing external documents, indicating approval status, and categorizing different sections for easy organization.
• Custom Views: Access various views such as Topics, Status, Timeline, Business Plan, and Getting Started Guide, allowing you to visualize your payroll plan from different angles, track progress, and navigate through your plan effortlessly.
• Collaboration Tools: Enhance collaboration within your payroll staff by utilizing task assignments, comments, and notifications, ensuring everyone is on the same page and can contribute to the plan effectively.
• Integrations: Seamlessly integrate with other tools such as time tracking software, document management systems, and HR platforms to streamline your payroll operations and increase efficiency.

How To Use Business Plan Template for Payroll Staff

Creating a business plan for your payroll staff is essential to ensure smooth operations and effective management. Follow these five steps to effectively use the Business Plan Template for Payroll Staff in ClickUp:

1. Define your payroll objectives

Start by clearly outlining the objectives you want to achieve with your payroll staff. Do you want to improve payroll accuracy, streamline processes, or enhance employee satisfaction? Identifying your goals will help you focus your efforts and create a plan that aligns with your business needs.

Use the Goals feature in ClickUp to define and track your payroll objectives.

2. Assess your current payroll processes

Evaluate your existing payroll processes to identify areas for improvement. Review your payroll software, data management systems, and communication channels. Determine if any manual processes can be automated and if there are any bottlenecks or inefficiencies that need to be addressed.

Create tasks in ClickUp to document your findings and track areas for improvement.

3. Develop a payroll strategy

Based on your objectives and assessment, develop a comprehensive payroll strategy. Outline the steps you will take to achieve your objectives, including implementing new software, training staff, and establishing clear communication channels. Consider incorporating best practices and industry standards to optimize your payroll operations.

Use the Board view in ClickUp to visually organize your payroll strategy and track progress.

4. Assign responsibilities and set deadlines

Delegate responsibilities to your payroll staff and set clear deadlines for each task. Assign team members to specific payroll processes, such as data entry, tax calculations, and benefits administration. This will ensure that everyone is aware of their roles and accountabilities, promoting accountability and efficiency.

Utilize the Workload view in ClickUp to balance workloads and ensure equitable distribution of tasks.

5. Monitor, review, and adapt

Regularly monitor the progress of your payroll plan and review its effectiveness. Keep track of key metrics, such as payroll accuracy, timeliness, and employee satisfaction. Use this data to identify areas that require further improvement and make necessary adjustments to your plan.

Create recurring tasks in ClickUp to periodically review and adapt your payroll plan based on the results and feedback received.

By following these steps and utilizing the Business Plan Template for Payroll Staff in ClickUp, you can optimize your payroll processes, improve accuracy, and ensure the smooth functioning of your payroll staff.

Get Started with ClickUp’s Business Plan Template for Payroll Staff

Small businesses or startups in need of an organized and comprehensive plan for managing payroll staff can use the Business Plan Template for Payroll Staff in ClickUp.

First, hit “Add Template” to sign up for ClickUp and add the template to your Workspace. Make sure you designate which Space or location in your Workspace you’d like this template applied.

Next, invite relevant members or guests to your Workspace to start collaborating.

Now you can take advantage of the full potential of this template to create an effective business plan for your payroll staff:

• Use the Topics View to outline the different sections of your business plan, such as roles and responsibilities, budgeting, recruitment strategies, and training plans
• The Status View will help you track the progress of each section, with statuses like Complete, In Progress, Needs Revision, and To Do
• The Timeline View allows you to set deadlines and visualize the timeline for completing each section of the business plan
• Use the Business Plan View to get an overview of the entire plan and easily navigate between different sections
• The Getting Started Guide View provides step-by-step instructions on how to use the template and customize it to fit your specific needs
• Add custom fields like Reference, Approved, and Section to provide additional information and categorize different aspects of your business plan
• Monitor and analyze the progress of each section to ensure that your business plan is on track and ready for implementation.
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Staffing Agency Business Plan Template

Written by Dave Lavinsky

Business Plan Outline

• Staffing Agency Business Plan Home
• 1. Executive Summary
• 2. Company Overview
• 3. Industry Analysis
• 4. Customer Analysis
• 5. Competitive Analysis
• 6. Marketing Plan
• 7. Operations Plan
• 8. Management Team
• 9. Financial Plan

Start Your Staffing Agency Plan Here

You’ve come to the right place to create your staffing agency business plan.

We have helped over 100,000 entrepreneurs and business owners create business plans and many have used them to start or grow their staffing agencies.

Below are links to each section of your staffing agency business plan template:

Next Section: Executive Summary >

Staffing Agency Business Plan FAQs

What is a staffing agency business plan.

A staffing agency business plan is a plan to start and/or grow your staffing agency business. Among other things, it outlines your business concept, identifies your target customers, presents your marketing plan and details your financial projections.

You can  easily complete your staffing agency business plan using our Staffing Agency Business Plan Template here .

What Are the Main Types of Staffing Agency Companies?

There are many types of staffing agency companies. Some staffing agencies will focus on a particular industry, such as clerical jobs. Other staffing agencies focus on executive job placement, while others will offer a wide range of services across all industries. Some even offer human resource functions, such as payroll, benefits administration and risk management.

What Are the Main Sources of Revenue and Expenses for a Staffing Agency Business?

The primary source of revenue for staffing agencies are the fees it charges clients to place them in a job and the revenue it receives from businesses that hire them to find and recruit suitable staff for their business.

The key expenses for a staffing agency business are the costs to market the business, as well as payroll for the support staff. Other expenses will be the rent, utilities, and overhead costs for the physical office space.

How Do You Get Funding for Your Staffing Agency Business Plan?

Staffing agency businesses are most likely to receive funding from banks. Typically you will find a local bank and present your business plan to them. Angel investors and other types of capital-raising such as crowdfunding are other common funding sources. This is true for an employment agency business plan and specialities like a healthcare staffing agency business plan.

What are the Steps To Start a Staffing Agency Business?

Starting a staffing agency business can be an exciting endeavor. Having a clear roadmap of the steps to start a business will help you stay focused on your goals and get started faster.

1. Develop A Staffing Agency Business Plan - The first step in starting a business is to create a detailed staffing agency business plan that outlines all aspects of the venture. This should include potential market size and target customers, the services or products you will offer, pricing strategies and a detailed financial forecast.  

2. Choose Your Legal Structure - It's important to select an appropriate legal entity for your staffing agency business. This could be a limited liability company (LLC), corporation, partnership, or sole proprietorship. Each type has its own benefits and drawbacks so it’s important to do research and choose wisely so that your staffing agency business is in compliance with local laws.

3. Register Your Staffing Agency Business - Once you have chosen a legal structure, the next step is to register your staffing agency business with the government or state where you’re operating from. This includes obtaining licenses and permits as required by federal, state, and local laws. 

4. Identify Financing Options - It’s likely that you’ll need some capital to start your staffing agency business, so take some time to identify what financing options are available such as bank loans, investor funding, grants, or crowdfunding platforms. 

5. Choose a Location - Whether you plan on operating out of a physical location or not, you should always have an idea of where you’ll be based should it become necessary in the future as well as what kind of space would be suitable for your operations. 

6. Hire Employees - There are several ways to find qualified employees including job boards like LinkedIn or Indeed as well as hiring agencies if needed – depending on what type of employees you need it might also be more effective to reach out directly through networking events. 

7. Acquire Necessary Staffing Agency Equipment & Supplies - In order to start your staffing agency business, you'll need to purchase all of the necessary equipment and supplies to run a successful operation. 

8. Market & Promote Your Business - Once you have all the necessary pieces in place, it’s time to start promoting and marketing your staffing agency business. This includes creating a website, utilizing social media platforms like Facebook or Twitter, and having an effective Search Engine Optimization (SEO) strategy. You should also consider traditional marketing techniques such as radio or print advertising. 

Learn more about how to start a successful staffing agency business:

• How to Start a Staffing Agency Business
• How to Open a Staffing Agency Business

Where Can I Get a Staffing Agency Business Plan PDF?

You can download our staffing agency business plan  PDF template here . This is a business plan template you can use in PDF format.

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On the View tab, select   View Settings . 

Select Accounts > Signatures .

Select    New signature , then give it a distinct name.

In the editing box below the new name, type your signature, then format it with the font, color, and styles to get the appearance you want.

Select Save when you're done.

With your new signature selected from the list above the editing box, go to  Select default signatures and choose whether to apply the signature to new messages and to replies and forwards.

Select Save again.

Note:  If you have a Microsoft account, and you use Outlook and Outlook on the web or Outlook on the web for business, you need to create a signature in both products.

Create your signature and choose when Outlook adds a signature to your messages

If you want to watch how it's done, you can go directly to  the video below .

Open a new email message.

Under Select signature to edit , choose New , and in the New Signature dialog box, type a name for the signature.

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You can also add social media icons and links in your signature or customize one of our pre-designed temlates. For more information, see Create a signature from a template .

To add images to your signature, see Add a logo or image to your signature .

Under Choose default signature , set the following options. 

In the E-mail account drop-down box, choose an email account to associate with the signature. You can have different signatures for each email account.

You can have a signature automatically added to all new messages. Go to in the New messages drop-down box and select one of your signatures. If you don't want to automatically add a signature to new messages, choose (none). This option does not add a signature to any messages you reply to or forward. 

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Choose OK to save your new signature and return to your message. Outlook doesn't add your new signature to the message you opened in Step 1, even if you chose to apply the signature to all new messages. You'll have to add the signature manually to this one message. All future messages will have the signature added automatically. To add the signature manually, select Signature from the Message menu and then pick the signature you just created.

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Select Settings   at the top of the page.

Select Mail >  Compose and reply .

Under Email signature , type your signature and use the available formatting options to change its appearance.

Select the default signature for new messages and replies.

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