Welcome to our new blog series, featuring essential takeaways from Resource Revolution – The Resource Management Podcast, hosted by Christine Robinson, Strategic Advisor to Dayshape.
In this blog, we share insights from Season 2, Episode 3, Why evolving your RMO matters: From executive engagement to employee impact with guest Gary Ward, Director of Global Staffing at Guidewire Software and Resource Management Institute advisory board member. This episode examines the critical need to evolve your Resource Management Office (RMO), offers strategies for securing executive buy-in, and explores its influence on employee experience.
Here are Christine and Gary’s top takeaways:
1. Why your RMO needs to evolve
Christine and Gary highlight the critical need for a well-designed and adaptable RMO in today’s rapidly changing and competitive landscape. While an effective RMO starts with a solid foundation, it cannot remain static. To stay relevant and valuable, it must continuously adapt to shifting priorities, organizational changes, and evolving workforce needs.
A static RMO risks losing its impact on both the leadership it supports and the workforce it serves. Resource leaders not only shape these processes—often driving the creation of new RMO functions—but also carry the responsibility of ensuring they continue to adapt and evolve.
“If a company is complex enough to need resource management, then the resource management process must evolve too—it can’t stay stagnant.”
“You can build your Resource Management Office (RMO) perfectly, but it’s a car that needs to be driven; you can’t just coast. As businesses change, your RMO needs to keep pace. It’s adapt or die.”
2. Strategies for earning executive engagement
Another key takeaway was the crucial role of executive engagement in helping resource managers shape strategic processes and elevate the resource management function. Christine and Gary highlight a critical point: resource management cannot deliver value unless it understands the business, and resource managers need opportunities to gain this perspective. However, to earn those opportunities, resource managers must first secure executive support.
To achieve this, Christine and Gary advise the following strategies:
- Tailor your message to each stakeholder, addressing their unique priorities and challenges to craft a compelling, individualized business case for resource management. Focus on delivering clear value in every conversation.
- Leverage the power of data storytelling—a recurring theme throughout the podcast—to effectively demonstrate resource management’s value and its direct impact on business outcomes. Follow the golden rule: never send data without analysis. Clearly articulate the story behind the data and craft impactful headlines to drive your message home.
- Identify and communicate clear resource management key performance indicators (KPIs), incorporating both qualitative and quantitative metrics. This creates alignment with organizational objectives, enables effective performance reporting, and reinforces the strategic importance of resource management, solidifying its value to the business.
“Resource management cannot succeed without a deep understanding of the business, and resource managers cannot thrive unless they’re given opportunities to gain that perspective. It’s essential for them to have a voice and a seat at the table, connecting their work to the broader business landscape.“
“Elevating resource management to a strategic level can only happen through effective communication and a clear articulation of its business impact and value.
To demonstrate the value of resource management, start by understanding the key value points for different stakeholders. Each executive has unique priorities—for example, a CFO, CEO, and COO will focus on different aspects of the business. So tailor your message to address them directly.”
“Storytelling with data is a critical skill—it’s not just about presenting numbers but humanizing them by providing context and meaning. Educate yourself on data analysis; this is what sets leaders apart.
It’s about extrapolating the story behind the data, identifying the headline, and clearly articulating, ‘This is what you’re looking at, and this is what it means.’ Remember, not everyone interprets data the same way, so it’s your job to guide them. Adopt the golden rule: never send data without analysis.”
3. The employee impact: Shaping talent supply and experience
Christine and Gary explore resource management’s role in shaping employee experience, engagement, and career growth, highlighting its impact on retention and the balance between talent supply and demand. They stress the importance of fair resourcing decisions that prioritize employee well-being and elevate the overall employee experience. Resource allocation should go beyond immediate staffing needs to consider the bigger picture of employee experience, taking into account employees’ current skills, future career aspirations, and how these choices influence their job satisfaction, professional growth, and long-term retention.
The key takeaway: strategic resource management that nurtures and develops today’s talent potential is essential for building and strengthening the future talent pipeline.
“There is a need to analyze metrics like utilization holistically, as utilization data alone does not provide a complete picture. Without factoring in time entries and workload distribution across the team, it becomes difficult to identify imbalances or overutilization, which can ultimately contribute to burnout and attrition.”
“Staffing decisions shouldn’t be made in a vacuum—they directly impact employee experience, engagement, development, and retention, and must consider both where employees’ careers are today and where they’re heading. Resource management that taps into and builds on talent potential can shape and strengthen the talent supply pipeline.”
So, why does evolving your RMO matter? It’s essential for elevating resource management within your organization. No longer just an operational function, the RMO has the potential to become a strategic driver—guiding leadership decisions, enhancing employee engagement, addressing business challenges, and shaping the future of talent.
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