Your 2026 Staffing Budget: Four Smart Moves CRE Leaders Should Make in August
- bberrodin
- Aug 7
- 3 min read
August isn’t just the tail end of summer. It’s prime time for Commercial Real Estate (CRE) leaders to get ahead on 2026 staffing plans. Waiting until Q4 to assess talent needs often leads to rushed decisions, overlooked costs, and missed opportunities to optimize resources. By starting now, you can align staffing strategies with market conditions, property performance, and long-term portfolio goals.
Planning Your 2026 Staffing Budget
Here are four smart moves CRE leaders should make in August to set their 2026 staffing budget up for success.
1. Revisit Your Property Performance Metrics
Before allocating dollars, it's important to analyze occupancy rates, leasing velocity, tenant retention, and operational efficiency across your portfolio. Are certain properties underperforming? Are others experiencing growth that will require more onsite staff or specialized expertise?
Why it matters:
Ensure staffing aligns with property-level needs.
Identify where talent investments could boost Net Operating Income (NOI).
Allow for strategic reallocation of resources before budgets are finalized.
Pro Tip: Use this review to spot emerging needs in asset classes, such as industrial parks, mixed-use developments, or life science centers, that may require niche skill sets.
2. Factor in Wage Trends and Talent Market Shifts
CRE staffing isn’t immune to labor market volatility. In 2024–2025, wages for skilled maintenance, leasing, and property management professionals have increased, particularly in competitive metropolitan areas.
Why it matters:
Underestimating wage growth could lead to hiring shortfalls in 2026.
Understanding competitive pay ranges now allows for accurate budget forecasting.
Pro Tip: Consult salary benchmarks by role and region to ensure your 2026 budget reflects reality, not last year’s numbers.
3. Budget for Specialized Expertise & Project-Based Roles
Beyond core staff, many CRE portfolios benefit from short-term or specialized talent, especially for capital improvement projects, tenant buildouts, or technology implementations.
Why it matters:
Flexible staffing can help you adapt quickly to market and tenant demands.
Avoid the high overhead of full-time hires for short-term needs.
Pro Tip: Consider setting aside a portion of your staffing budget for project-based staffing and consulting in fields like maintenance, PropTech, and compliance—areas where demand is rising.
4. Plan for Technology-Driven Roles
As CRE operations become more data-driven, roles tied to asset management software, energy monitoring systems, and AI-driven tenant engagement platforms are gaining traction.
Why it matters:
Forward-looking portfolios stay competitive by leveraging tech talent.
Anticipating these needs now prevents scrambling (and overspending) later.
Pro Tip: If you’re rolling out new systems in 2025, budget for additional training and support roles in 2026 to ensure adoption and ROI.
Planning for Your Bottom Line
August is your window of opportunity to set the tone for a well-prepared, cost-effective 2026 staffing plan. By evaluating performance now, factoring in market realities, and budgeting for both core and specialized talent, you’ll position your portfolio to meet tenant expectations, adapt to market shifts, and maximize ROI.
CRE is a people-driven business, and your staffing budget is more than a line item—it’s an investment in your properties’ success. With BGSF as your strategic staffing partner, you’ll have the insight, flexibility, and talent pipeline to turn your 2026 goals into a reality.
At BGSF, we partner with CRE leaders to assess staffing needs and deliver both full-time and project-based talent. Whether you need a dedicated property team, skilled maintenance professionals, or specialized consultants, we’ll help you build a staffing plan that keeps your portfolio competitive in 2026 and beyond.
Let’s get started today, so you’re ready for tomorrow. Contact BGSF to discuss your 2026 staffing strategy.
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