Mid-Year Talent Audit: Build the Right Team Strategy for H2 

As Q2 wraps up, IT leaders have a valuable opportunity to reassess team capacity, rebalance workloads, and prepare for what’s ahead. Whether you’re ramping up for a new project, heading into a seasonal surge, or simply trying to prevent burnout, a mid-year workforce review can set the tone for a successful second half. 

This blog outlines how to conduct a focused mid-year talent audit—ensuring your IT team is sized, structured, and supported for what’s next. 

Why a Mid-Year Talent Audit Matters

Waiting until Q4 to course-correct is too late. Conducting a workforce review now allows you to: 

• Anticipate and prepare for upcoming workload surges 

• Fix resourcing issues before they affect project delivery 

• Reduce burnout and improve retention 

• Reallocate budget before fiscal flexibility tightens 

Step-by-Step: Conducting a Mid-Year Talent Efficiency Audit

1. Schedule a Focused Team Review 
Meet with department heads, HR, and team leads to evaluate team capacity and upcoming needs. Use this time to: 

• Assess workloads and bottlenecks 

• Identify skill gaps or overutilization 

• Map out known upcoming demands (e.g., tech rollouts, end-of-year projects) 

2. Assess Talent Metrics + Upcoming Pressure Points 
Use both current metrics and future planning inputs. Examples: 

• Ticket resolution time and open backlog 

• Employee availability (PTO, leaves, vacancies) 

• Upcoming hardware or system rollouts 

• Historical peaks (e.g., back-to-school, retail holidays) 

3. Identify Where Reinforcements May Be Needed 
Focus on areas such as: 

• Project-Based Support: Major hardware refreshes, software migrations, or technology upgrades often strain internal bandwidth. Strategic staffing can keep timelines intact without pulling staff off critical day-to-day work. 

• Seasonal or Volume Spikes: Whether it’s back-to-school, Q4 retail, or fiscal year-end, seasonal patterns often increase support ticket volume. Reinforcing helpdesk or field support keeps service levels steady. 

• Backfilling Absences: Don’t let PTO or unexpected turnover slow your team. Short-term help can maintain momentum and protect SLAs. 

• Role Misalignment or Burnout: If senior engineers are still handling password resets, it’s time to rebalance. Reallocating lower-level tasks to junior techs frees up high-value time. 

4. Build a Practical, People-First Plan 
For each pressure point, build a clear action plan that includes: 

• Goal – e.g., reduce support backlog by 30% before rollout 

• Owner – the team lead or function head 

• Milestones – key checkpoints, like onboarding support staff by a set date 

• Support Needed – temp staffing, cross-training, budget reallocation, etc. 

Sample H2 Talent Plan Snapshot 

Final Word: Build a Smarter Talent Strategy Now 

Talent bottlenecks don’t just slow delivery—they create risk across your entire IT operation. Use this mid-year moment to proactively shape your H2 plan around real people, real workloads, and real business needs. 

Need Help Scaling? 

MCPC’s Talent Solutions team delivers flexible, vetted IT professionals—from helpdesk and desktop support to senior field techs—so you can: 

• Execute project-based work without overstretching 

• Maintain service quality during seasonal peaks 

• Reduce burnout with predictable, right-fit support 

• Let’s build the right team for what’s next. 

Let’s build the right team for what’s next.

Mid-Year Talent Optimization & Workforce Planning Checklist >

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