Thursday January 5, 2017
January is the prime time to reflect on the past year and set personal goals for the year ahead. And, whilst in the business world, goal setting can happen at any time, the new year presents a great opportunity to re-evaluate business goals to ensure they reflect the overall vision for the organisation, team and individual. As we enter 2017, now is the time to review your people strategy to ensure it can act as a powerful catalyst for business growth. Here are 10 killer resolutions which can help your organisation thrive…
- Embed your values – to today’s employee who seeks meaning from work, it’s important that your values are clearly articulated so your people know what your organisation stands for, and how you go about your day-to-day business. Make sure your values are visible, incorporated across all you do, and most importantly, that your leaders really are living them every day.
- Digitise what you can – the world has gone digital, and it’s critical that HR, doesn’t fall behind. Acting now will create competitive advantage, so it’s time to embrace technology, and if you don’t have the skills to implement and drive it, then source them from an expert HR tech provider. While there may be the temptation to opt for a big name provider offering a standardised system with all the bells and whistles, it’s definitely worth shopping around and selecting bespoke and innovative tech providers who will tailor a solution to suit to your specific business requirements.
- Enhance internal communication – this is vital to business success and something that can always be improved. Keep communication open, two-way and as clear and simple as possible e.g. for clarity talk and write in bullet points. Stay on top of what’s going on by using tools such as pulse surveys and regular manager/employee catch ups to enhance internal communications. Read our 10 step guide for further guidance.
- Create a wellbeing culture – any organisation that wants to be a great place to work needs to embrace health and wellbeing wholeheartedly. Beyond the physical, this now encompasses emotional, financial and social health so an integrated approach is key. Ensure top leadership understands the value in this and buys into it. Find out how people rate you as a business in this area, including what people would improve. Start by actioning the manageable quick wins, then look at what can be achieved later. Remember though, for some change you will need to be culturally ready - think through the broader implications.
- Employer brand – this is just as important as your consumer brand, as it communicates why people would want to work for your organisation and what they should expect. It’s the marketing strategy for the people stuff. It’s important to put effort into both employer and consumer brands, and link them.
- Ongoing performance management and career dialogue – ensuring this is ongoing creates an opportunity to engage people, improve team performance, give positive feedback, harness ideas and discuss development. Ensure that this is a constructive experience for both individual and organisation and that the process is digitized so it can be led by the employee rather than driven by his or her line manager (or HR).
- Grow your own leaders – define and articulate how leadership works within your business. Assess existing and aspiring leaders against these leadership principles, developing current leaders against them as well as growing your leadership pipeline by developing your workforce. At Purple Cubed we believe leadership is about creating leaders at all levels; developing traits in all of our people to foster an enabled, collaborative and self-sufficient team with the tools, skills, support and enthusiasm to grow the business.
- Measure Employee Engagement – engaged employees will be more productive, and contribute to enhancing your employer brand, business performance and ultimately the bottom-line. A simple way of measuring engagement is to ask people how invested they feel in the business, either in person or via an online tool looking at areas such as satisfaction, staying power and advocacy. Remember that whilst HR technology can help streamline this approach and facilitate analysis, you do have to be prepared and able to act on the outcomes (that’s the tricky bit!). Our own Talent Toolbox™ is designed to do exactly this (and more), creating a unique way to bring communication and talent management together
- Succession planning – this is something that needs a clear plan, as people want to have their own aspirations met. Support people by giving them access to ways of driving their own progress, knowing where and what the opportunities could be.
- The art of mentoring – a largely untapped resource for development and support, it’s important to figure out how mentoring will work in your organisation. Be sure to equip your people, future or otherwise, with the skills they need to become good mentors and mentees in order to develop. You may be interested in Jane Sunley’s book It’s Never Okay to Kiss The Interviewer for guidance on the art of mentoring