Having a good people strategy is key
Having a good people strategy is key,
how hard can it be?
In all companies, people are the assets of the business. Without employees the company doesn’t run – things actually stop. You can definitely give me examples where I am wrong, however as a general rule it’s true. So we agree people are important – right.
It’s easy right …
• You want good people that are proactive
• That like working for your company
• That stay around
• You want clarity on roles & responsibilities so people know how to be successful
• You want to encourage people to stay with perks they care about
So why do so many companies get it wrong?
When having an amazing way of managing people is critical, it needs to be one of the most important things businesses focuses on. If you do a recipe to represent this:
Funnel – good people hired
• Good employee experience so people stay
• Training and development
• Understanding of roles & responsibilities (how to be successful)
• Org design changes explained, and people engaged
• Continue to give good employee experience
• Equals strong engaged workforce with low turnover
3 Key Considerations When Building Your People Strategy
1. Everyone is different
You can’t build a one sizes fits all strategy; you must allow discretion at the individual level. Everyone is different, what they want from work and how they live to be rewarded and recognised is different. Ask them. Make your policies and people strategies unique and let people pick what they want.
Some employees want more flexibility and time off and others want to earn as much money as they possibly can. What employees want will change over time as well so understanding this and providing flexibility in your policies and program is important.
2. Ensure your people are set up for success
It’s imperative to ensure that your people are set up for success this includes but not limited to:
• Good induction
• Good training program
• Clear role description
• Clear role goals
• Clear understanding of process
• Clear view on how to create a difference (continuous improvement)
• Changes in org design are supported by changes in process and roles clarity
By and large, people want to be successful in their job. Sometime companies don’t set employees up for success and therefore people get despondent.
3. Spend money on your current employees
It costs a lot when people leave, you need to recruit, you need to train and then give them time to get up to speed and if they work out you are back to where you were in 3 months+. So invest in your current staff, get them to stay, reduce your employee turnover but investing in your current staff.
I’m a person, you are a person, everything about makes sense, right? So why do we make it so hard?
It’s not that hard, it’s a differentiator and it will make a difference to your business result. It’s a no brainer.
At Whiteark we have great HR capability & partner with world class leaders in this field, to assist you with engaging with your staff, building the right culture and making your organisation a great place to work.
Reach out for a no obligation chat to Jo Hands on 0459826221, or jo.hands@whiteark.com.au
Article by Jo Hands, Whiteark Founder
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