Finding and keeping reliable employees can be one of the toughest parts of running a business. Staffing gaps often show up as positions that stay open longer than expected, employees covering more responsibilities than usual, shortened business hours, or work starting to fall behind, and that kind of pressure can quickly affect both customer service and day-to-day operations. Fortunately, Eau Claire has several workforce support organizations that can help you navigate hiring challenges. The sections below walk through practical steps you can take to stabilize your team and start rebuilding your staffing capacity.
Disclaimer: The guidance published here on the City of Eau Claire Economic Development Division website is meant to be a helpful starting point as you navigate business support in our community. It’s not the final word on what’s best for your unique situation. We always recommend checking in with financial, legal, or other professionals for advice tailored to your business.
When your team is short-staffed, the effects can show up almost immediately. Schedules get tighter, workloads feel heavier, and you may find yourself jumping in more often just to keep things running. In that moment, it’s tempting to rush straight into hiring, but instead, take a short pause. The next 48 hours are about taking stock of where the biggest gaps exist and thinking through what kind of role would actually help your business most.
🎯 Goal: To keep things running smoothly in the short term and get clear about where extra help is needed most.
Next Steps
1. Start by identifying where the biggest gaps are.
Take a look at your schedule, workload, and day-to-day operations. Which tasks are starting to fall behind? Which shifts are the hardest to cover? Understanding where the pressure is building will help you focus on the areas that need support first.
2. Check in with your team.
Your employees often notice staffing strain before anyone else does. Ask how workloads are feeling, what tasks are taking the most time, and where an extra set of hands would make the biggest difference.
3. Look at your schedule with fresh eyes.
Review how shifts, roles, and responsibilities are currently structured. Sometimes small adjustments—like shifting hours, redistributing tasks, or temporarily adjusting schedules—can ease some of the immediate pressure.
4. Focus on what absolutely needs to get done.
Not every task carries the same level of urgency. Decide which responsibilities need to be covered right now and which ones could temporarily be delayed, simplified, or handled differently until staffing improves.
5. Get clear about the role you actually need.
Before posting a job opening, take a few minutes to write down what help would truly make the biggest impact. What tasks would this person handle? What hours would they work? Is the need full-time, part-time, or temporary?
6. Try not to rush hiring decisions.
When you’re short-staffed, it’s natural to want to fill a position quickly, but bringing in the wrong fit can create more disruption later. Taking a little time now to clarify the role and expectations can lead to a much better hire.
Now that you’ve taken a step back and stabilized things in the short term, the next couple of weeks are about strengthening your staffing plan. You don’t need to fill every position overnight or overhaul your entire hiring process right away. This stage is about making steady progress—improving how you recruit, clarifying the roles you need, and creating conditions that make it easier to attract and retain employees.
🎯 Goal: To make steady progress toward rebuilding your team without overwhelming your business or your staff.
Next Steps
1. Turn your role outline into a clear job posting.
Take the notes you made about the help you need and turn them into a simple, clear job description. Focus on the most important responsibilities, expected hours, and what kind of experience would help someone succeed in the role.
2. Look for ways to make the role more appealing.
If applications are slow to come in, take another look at the position itself. Small changes—like more flexible hours, clearer scheduling, or competitive pay—can make a job much more attractive to potential applicants.
3. Share the opportunity in a few strategic places.
Post your opening where job seekers are most likely to see it, such as online job boards, local workforce organizations, social media, or your business’s website. Sometimes even a simple “Now Hiring” sign can bring in strong local applicants.
4. Reach out through your existing network.
Let your employees, customers, and local contacts know you’re hiring. Many small businesses find great employees through word-of-mouth referrals from people who already know and trust the business.
5. Simplify your hiring process.
Make it easy for someone to apply and hear back from you. Long or complicated application processes can discourage candidates, especially when many businesses are hiring at the same time.
6. Start having conversations with potential candidates.
Even informal conversations can help you learn what applicants are looking for and whether they’d be a good fit for your business. Sometimes the right person is interested but just needs a little encouragement to apply.
7. Keep supporting the team you already have.
While you work on hiring, check in regularly with your current staff. A little flexibility and temporary adjustments to workloads can help prevent burnout while you rebuild your team.
The past few weeks have been about filling immediate gaps and getting your team back on stable footing. Over the next few months though, your focus should shift to making sure staffing challenges don’t keep catching you off guard. Hiring and retention shouldn’t feel like something you only think about when someone leaves. This is your opportunity to put a few simple systems in place so finding and keeping good employees becomes more predictable and less stressful.
🎯 Goal: To build a stronger, more stable staffing approach that helps your business attract and retain the right people over time.
Next Steps
1. Think about the kind of team your business needs.
Consider where your business is headed over the next year or two. Will you need more employees? Different skills? A shift in responsibilities? Having a general sense of the team you want to build makes future hiring decisions easier.
2. Document roles and responsibilities.
Write down what each role in your business is responsible for. Clear expectations make it easier for new employees to step in, help current staff stay focused, and reduce confusion about who handles what.
3. Build a simple hiring routine.
Instead of scrambling when someone leaves, create a basic process for hiring that outlines where you post jobs, how you review applications, and how you interview candidates. Having a repeatable approach can make the next hire much smoother.
4. Stay connected to local workforce resources.
Workforce programs, job centers, schools, and training providers can help connect you with potential employees and hiring support. Building those relationships ahead of time makes it easier to find help when you need it.
5. Strengthen your onboarding process.
The first few weeks of a new job often determine whether someone stays long-term. Take time to walk new employees through expectations, training, and how things work at your business so they feel confident and supported.
6. Look for ways to keep good employees.
Retention is often just as important as hiring. Regular check-ins, clear communication, flexible scheduling, or small benefits can go a long way toward helping employees feel valued.
7. Keep an eye on staffing trends in your industry.
Pay attention to wage expectations, scheduling preferences, and what competitors are offering. Staying aware of those trends can help you remain competitive when attracting and keeping employees.
Many staffing challenges can be worked through by adjusting hiring efforts and giving those changes time to take effect, but in some situations, it helps to bring in outside guidance sooner rather than later.
You may want to reach out to one of the support organizations listed below now if you’re starting to notice things like:
Experiencing one or more of these situations doesn’t mean your business can’t recover, but it can be a sign that outside support could help. Workforce advisors and business support organizations can help you rethink your hiring strategy, connect with job seekers, and identify practical steps to stabilize your staffing situation. Reaching out early can also open more options than waiting until the pressure becomes harder to manage.
Find local organizations and experts that can help with staffing gaps.
Workforce Resource, Inc. is the regional workforce development organization serving employers and job seekers across west central Wisconsin. They help businesses address staffing challenges by connecting employers with job seekers, sharing job postings, coordinating hiring events, and helping companies access workforce programs that support recruiting and training new employees.
🔗 workforceresource.org
Job Center of Wisconsin is the state’s official online employment platform that connects employers with job seekers across Wisconsin. Businesses can post job openings, search candidate résumés, participate in hiring events, and reach individuals who are actively looking for work or participating in workforce programs.
🔗 jobcenterofwisconsin.com
Chippewa Valley Technical College provides workforce training and education programs that prepare students for careers in technical and skilled professions. Their Career Services team helps employers connect with students and graduates through job postings, career fairs, internships, and apprenticeship opportunities that can help businesses build their workforce pipeline.
🔗 cvtc.edu
The UW–Eau Claire Advising, Retention + Career Center supports students and alumni as they transition into the workforce. Employers can work with the center to promote job openings, recruit interns or recent graduates, participate in campus career fairs, and connect with candidates from a wide range of academic programs.
🔗 uwec.edu
The Eau Claire Area Chamber of Commerce is a regional business organization that supports economic growth and workforce development across the community. Their team helps employers connect with potential employees through job boards, hiring events, and partnerships with schools and workforce organizations focused on strengthening the local talent pipeline.
🔗 eauclairechamber.org
West Central Works, run by the West Central Wisconsin Workforce Development Board, is the regional organization that oversees workforce programs across west central Wisconsin. They help employers address staffing gaps by connecting businesses with workforce training programs, job seekers participating in employment initiatives, and funding programs that support employee training and workforce entry.
🔗 wcwwdb.org
The Wisconsin Department of Workforce Development is the state agency responsible for employment services, workforce training programs, and labor market resources. They support businesses experiencing staffing gaps by providing access to job-matching services, apprenticeship programs, workforce training initiatives, and tools that help employers recruit and retain workers.
🔗 dwd.wisconsin.gov
A staffing agency specializes in connecting employers with qualified candidates for open positions. They can help businesses experiencing staffing gaps by sourcing applicants, screening candidates, and quickly identifying individuals who may be a good fit for temporary, contract, or permanent roles.
🔗 Find a Staffing Agency
A human resources consultant is a professional who helps businesses develop hiring practices, workplace policies, and employee management strategies. They can assist businesses experiencing staffing gaps by improving job descriptions, refining hiring processes, strengthening employee retention practices, and ensuring workplace policies support a stable workforce.
🔗 Find a Human Resources Consultant
A business consultant works with companies to analyze operations, staffing structure, and internal processes. When staffing shortages create operational strain, they can help business owners identify inefficiencies, adjust workflows, redesign roles, and develop strategies to maintain productivity with a smaller team.
🔗 Find a Business Consultant
A payroll and HR service provider helps businesses manage employee administration such as payroll processing, benefits administration, compliance, and onboarding systems. For businesses that are short on time or administrative capacity, these services can simplify employee management and allow owners to focus more energy on recruiting and running the business.
🔗 Find a Payroll or HR Service Provider
An employment or business attorney helps businesses understand labor laws, employment regulations, and workplace policies. They can assist businesses navigating staffing challenges by advising on employee classifications, workplace policies, contracts, and legal considerations related to hiring, scheduling, or restructuring roles.
🔗 Find an Employment Attorney
A workforce training or leadership coach helps businesses strengthen management practices, team communication, and workplace culture. In situations where staffing gaps are creating internal strain, they can help managers improve leadership skills, develop stronger teams, and reduce employee turnover.
🔗 Find a Workforce Training or Leadership Coach
Get in touch with the City of Eau Claire Economic Development Division for connections to confidential business support from local partners.