If you have a look at some of the biggest companies today, you’ll very quickly spot a trend of a thin band of dynamically moving parts within the internal structures of those businesses. Very little if anything at all is fixed these days, in some instances this includes even the core business. Let’s look at some practical examples; the biggest social networking site essentially generates advertising dollars out of monetising content, yet they don’t produce any of the content themselves.

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The biggest transportation company (Uber), doesn’t own any vehicles to be used as taxis, and the biggest retail store (Amazon) doesn’t own or produce any of the inventory they sell.

Bringing things down to a smaller scale, and perhaps one which you can more closely identify with as a small-to-medium business owner, this dynamism we’re talking about refers to your staff. Just a few years ago, the production processes of any thriving and leading business were driven by a core team of permanent staff members, perhaps complemented by some temps to make up any skills shortfalls. Things are changing very quickly these days however and those companies which are now leading the pack have more liquid staff than permanent, long-term contract based employees. In fact, about the only permanent staff truly dynamic businesses have these days are limited to the founders and perhaps a few management personnel who have some ownership interests invested in the company.

It’s actually becoming a matter of survival than the game-changing approach to human resources it was a few years ago. Because of the very fast pace at which things are developing and changing, it’s virtually impossible to keep up with the dynamic and often fickle demands of the market with a payroll of permanent, specialised employees. Temporary staff members are crucial to the survival of the modern day business and although it may be challenging to make the transition into a more liquid-staff-driven business, it’s very possible and extremely imperative.

Stop Replacing Permanent Staff

The first step to transitioning into a liquid-staff-driven business is by resolving not to fill any more long-term positions with permanent staff members. This step will give you the impetus you need to move away from dealing with permanent staff members and rather move towards getting comfortable with a revolving door of temps. There’s a huge market for this dynamic staffing process anyway, with many millennials preferring their professional lives to have them identified as “gigsters,” temps, and short-term contractors who work on a project-by-project basis.

Implement Automation Structures

Yes, in the beginning it may require you to hire internal staff members that are responsible for training new temps, hired for projects, but eventually you’ll have to implement automated systems to essentially run the human resources conveyor belt. Tasks need to be broken down to their smallest elements and instructions need to be given on that basic level. What would then be left to do is integrate and streamline each of those task elements, bringing them together to create the final output. It won’t be easy and instant, but it has to be done and it’s best if you start now.

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