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At BOOST we often work with clients who hope to sell in the next 3-5 years. Many aspire to cash a large check and sail off into the sunset. We know we are in the midst of market uncertainty (seriously, we’ve been on the cusp of a recession for a year now). Can you time […]
Ensuring Workforce Continuity and Success: The Importance of Succession Planning for GovCons Is your GovCon prepared for a disruption within your workforce? Are you taking steps to prepare for the future of your organization? Internal and external factors can have a significant impact on your current and future workforce. Unfortunately, only 1 in 4 companies […]
In the dynamic landscape of Government Contracting (GovCon), change is the only constant. As a responsible and forward-thinking employer, it’s crucial to recognize the importance of updating your employee handbook policies and benefits on an annual basis. This proactive approach allows you to adapt to evolving legal requirements, cater to the needs of your GovCon workforce, and foster a positive and inclusive work environment. Let’s explore why this is a powerful strategy for success.
Well, it’s about that time again, folks! We are rounding the corner and making our way into the second half of the year (crazy how six months can fly by!), which means NOW is a crucial time to assess your progress towards your 2023 goals for govcon recruiting. Now that we have half a year solidly under our belts, it’s important to take a minute to step back, review our targets, track our headway toward our objectives, and realign our processes to make sure we are on point to hit that “holy grail” we are shooting for by the end of the year.
Are You in Proposal Hell? As government contracting organizations mature, their proposal strategy evolves. Let’s face it, in the beginning, a GovCon is just happy to be invited to the dance, even as a sub. So, we’ll bid on blue birds; we’ll stretch our rates, our margins, our past performance and occasionally our credibility. How […]
Is your GovCon prepared for a disruption within your workforce? Are you taking steps to prepare for the future of your organization? Internal and external factors can have a significant impact on your current and future workforce. Unfortunately, only 1 in 4 companies have a comprehensive succession plan in place. Working without a succession plan can lead to disruption, conflict, uncertainty and jeopardize the competitiveness of your organization.
Pipeline planning is essential to grow your business. Most small business GovCons focus on revenue attainment without placing substantial (enough) energy on the terms of the contracts underlying said growth. Depending on your GovCon’s, 1, 3 and 5+ year plan, the type of contracts you compete for, win and operate under are as important as the revenue they bring your organization. Strategic contracting is key!
Proposal season is right around the corner, and we all know what that means! It means we all begin the time-critical endeavor of locating, recruiting, and securing the key personnel that are required to win the wide variety of contracts that are up for competition!
There are many factors involved in the enormous task of talent acquisition in proposal season. On top of that, you only have a very short window to make sure your proposal is solid, competitive, and wins out amongst all the contenders within the GovCon sector.
As you consider your GovCon organization’s high potential employee pipeline for leadership, it’s important to consider the challenges that these leaders will face. An analysis conducted by Harvard Business Review analysis highlights five key challenges that have remained constant over the last 20 years:
Leading at Scale
Driving Business Results
In the aftermath of the pandemic, these challenges have become even more pronounced, and the gaps in skills and capabilities have only grown wider. To address these difficulties and support the growth of your high potential individuals as leaders, it is vital that GovCon companies invest in executive coaching as a development strategy.
One of the biggest benefits of a remote workforce is tapping into talent nationwide that companies would otherwise not be able to reach. Driven by the COVID-19 pandemic, many government contractors (GovCons) adjusted to this new reality of a remote workforce. Remote work can provide flexibility and cost savings, but it also poses unique challenges for GovCon accounting.
Operating in a multijurisdictional environment requires compliance with multiple layers of regulation, including varying laws and regulations at the federal, state, and local levels. To manage compliance effectively in this new reality, GovCons need a practical and tactical approach that considers these unique challenges. So how do you get started?