People are the heart and soul of any organization. To attract and retain talents, an organization needs an overall people strategy. People strategies are also needed for managing your workforce for organizational health and growth, and for individual employee development and career growth.
A people strategy is distinct from a human resources (“HR”) strategy, though the two intersect. An HR strategy tends to focus on managing departmental budgeting, compensation, benefits, legal compliance, and the like.
A people strategy, by contrast, focuses on employee engagement, career development, and workplace culture. A people strategy reflects the organization’s philosophy about the employer-employee relationship.
A people strategy sets the organization’s vision for its workforce:
An engaged workforce is innovative and will go the extra mile to help the organization succeed. Engagement is central to a good people strategy. A workforce achieves high engagement when these are in place:
Transparency: An organization can build trust and mutual respect by being as transparent as possible about its plans and goals. An informed workforce best supports an organization.
Autonomy: Autonomy leads to motivation, which translates into better performance. People can be more creative and innovative when they have the freedom to make decisions about how they work. They feel trusted and valued, rather than stressed and passive under micromanagement.
Recognition: Regularly celebrating exceptional performance and success is an effective way to demonstrate that the organization values its people. Recognition creates incentives for better performance, and can also be cost effective.
These are only some of the ways organizations can foster greater engagement.
Employee learning and development is another pillar of an effective people strategy. By taking care of individual career growth, an organization can increase retention and better meet its business goals. Here are a few suggestions:
Focus on learning and development. Provide regular learning opportunities, both within and outside an employee’s current job duties. These can include in-house, online, and outside courses, micro-learning exercises, internal mentoring, and cross-functional assignments.
Create career paths. Develop milestones for employee career paths, so employees know where their efforts will lead. For particular individuals who show leadership potentials, an organization can also create individual leadership development plans.
Develop and support managers. Managers implement the organization’s policies and play a great role in fostering organizational culture. A good people strategy needs to enhance people, their operational skills, and soft skills for both experienced and first-time managers.
An organization needs to have a mechanism for listening to its employees. An effective people strategy will include methods to obtain regular feedback about employee needs, wants, concerns, and suggestions. These can include surveys, team meetings, focus groups, and similar efforts. Only by checking in regularly with the workforce can the organization know whether its policies are on track.
Share feedback and action plans. Listening is just the first step. When employee feedback indicates the need for a change, the organization must act, hold itself accountable by sharing the survey results and its action plans for change.
Your people strategy is not static – it evolves to meet changing needs and priorities, and should be able to adapt to changed circumstances. An organization needs to adjust and recalibrate nimbly and timely.
The above are just some of the elements to consider when creating a people strategy for your organization. Each organization’s unique business needs and strategic goals will determine the specific details of its people strategy for people development. The broad focus should be on creating a workplace culture that provides everyone with the opportunities to thrive.
TEP.Global brings a people centered approach and 100 years of combined experience to help your organization bring out the best in its team members. We are uniquely qualified to find the “good buttons” that will let your people soar.
Please contact us for more information, or schedule an appointment for your specific needs.