for years I’ve been in the trenches watching people strategies come and go.
Some were brilliant others… not so much.
But recently I stumbled upon a method that’s really resonated with me – a ten-step plan that feels refreshingly practical.
🔥 Tired of watching your people strategy fizzle out? 🔥
This 10-step plan is the real deal. No BS, just actionable steps to build a people strategy that actually sticks.
Want to level up your people strategy and get real results? Click here to check out Deel Engage!
Step 1: Taking Stock – Your Current Situation
🔥 Tired of watching your people strategy fizzle out? 🔥
This 10-step plan is the real deal. No BS, just actionable steps to build a people strategy that actually sticks.
Want to level up your people strategy and get real results? Click here to check out Deel Engage!
This isn’t about rose-colored glasses.
It’s about a brutally honest look at where your people strategy stands even if it’s not formally labeled.
Think of it as a company-wide checkup a thorough assessment of your workforce.
The key here is gathering insights and that means more than just crunching numbers.
Get out there chat with your team from the top dogs to the folks on the front lines.
I find it’s always useful to mix in new hires with those who’ve been around the block a few times.
You’ll get a much richer picture.
Step 2: Spotting the Trouble – Identifying Problems and Desired Outcomes
Once you’ve got that clear picture of your current situation it’s time to zoom in on the trouble spots.
What’s not working now and what do you anticipate causing issues down the road?
Don’t just list problems; frame them as opportunities.
What are the specific outcomes you want to achieve? Think of it like a “before-and-after” scenario for your people strategy.
For example maybe you’re currently struggling with high turnover.
Your desired outcome might be a more engaged workforce with lower turnover rates.
Then map out those pesky problems that are getting in the way: maybe it’s lack of training limited growth opportunities or an outdated performance review process.
Step 3: Clear and Aligned – Defining Objectives
Your people strategy can’t live in a vacuum.
It’s got to be a vital part of the bigger picture the overall mission and values of your organization.
Take a look at the University of Strathclyde’s people strategy framework; it’s a great example: “Together we will create an exceptional values-based work environment where colleagues feel deeply connected with the University’s Vision 2025 and have the skills motivation and reward for delivering it.” See how it directly ties in with their organizational vision?
You need to connect your HR priorities to the broader organization.
Here’s where we get into the nitty-gritty of aligning your HR goals with your overall business goals.
Picture this: Your company aims to increase market share by 20% over the next three years.
One of your people strategy objectives might be to develop a talent pipeline that can support this growth.
See the connection?
Step 4: Building the Foundation – Designing the Framework
Now we’re getting into the fun stuff – the actual framework that’s going to guide your people strategy.
It’s about creating a solid foundation for your entire workforce.
Start by breaking things down into distinct areas like recruitment onboarding development performance and compensation.
You’ll want to create a framework that seamlessly connects these areas reflecting the entire employee lifecycle.
Let’s take employee development as an example:
- Recruitment: You could create a development-focused recruitment process that attracts individuals who are eager to grow and learn.
- Onboarding: A structured onboarding program could include opportunities for new hires to learn about the company’s culture and values as well as their roles and responsibilities.
- Performance: You could implement a performance management system that focuses on development and feedback helping employees identify their strengths and areas for growth.
- Compensation: Consider tying compensation to learning and development rewarding employees for their efforts to enhance their skills.
Step 5: Mapping the Path – Developing a Detailed Implementation Plan
You’ve got your framework now it’s time to get granular.
You need a detailed roadmap outlining every step of the implementation process.
Think of it as your blueprint for success.
- Phase 1: The Launch – Start by clearly defining what needs to happen in the first phase of implementation. Establish specific goals timelines and resources needed.
- Phase 2: Expansion – Once your first phase is a success you’ll move into expanding the strategy to other areas of your organization.
- Phase 3: Optimization and Refinement – As you gather data and feedback you’ll want to regularly optimize and refine your approach.
Step 6: Clear Communication – Involving Stakeholders
Now this is crucial.
No matter how brilliant your strategy is it’s useless if people don’t understand it.
You’ve got to make sure everyone from the top to the bottom is on the same page.
Think about how you’re going to communicate this change effectively.
You want to clearly explain:
- What is the people strategy and why are we doing it?
- What are the key elements of the strategy?
- How will this affect each individual and team?
- What are the benefits for employees?
Think about different communication channels – company-wide emails team meetings presentations town hall meetings even internal blogs or intranet pages.
Don’t forget about those casual conversations in the breakroom or hallway.
Step 7: Trial Run – Conducting a Pilot Test and Gathering Feedback
Before you go all-in it’s smart to run a pilot test.
Choose a small group of individuals or teams and put your strategy into action.
This pilot phase isn’t just about seeing if it works; it’s about gathering valuable feedback.
Talk to the pilot participants ask them how they feel about the new approach.
Is it working? What’s going well? What needs tweaking?
Step 8: Rolling it Out – Implementing the Strategy Company-Wide
Once you’re confident that your strategy is working it’s time to roll it out across the entire organization.
- Communication is key: Make sure everyone is aware of the changes and their roles in the process.
- Training and Support: Provide adequate training and support to help employees adapt to the new strategy.
- Celebrate Successes: Acknowledge and celebrate milestones as you move through implementation.
Step 9: Continuous Improvement – Monitoring and Evaluation
Don’t just set it and forget it.
A successful people strategy needs constant monitoring and evaluation.
- Measure Progress: Track key metrics and KPIs that will help you assess the effectiveness of your strategy.
- Feedback Loops: Create feedback loops with employees at all levels so you can gather insights and make necessary adjustments.
- Stay Agile: Be prepared to adapt your strategy as the business environment changes or as you gather new data and insights.
Step 10: Learning and Growth – Cultivating a Culture of Continuous Learning
Investing in your employees is a long-term play.
It’s not just about acquiring skills; it’s about fostering a culture of continuous learning and development.
- Learning Opportunities: Provide a range of learning opportunities both formal and informal. Think training programs workshops mentorship programs and internal knowledge-sharing platforms.
- Growth Paths: Create clear growth paths for employees within your organization. This could include opportunities for promotions lateral moves or specialized training.
Overcoming the Obstacles
Designing and implementing a people strategy isn’t a walk in the park.
There will be challenges.
Here’s how to handle some common ones:
1. Resistance to Change
People don’t like change.
They get comfortable with the status quo.
But the key is to communicate effectively and address concerns.
Involve employees early in the process listen to their feedback and be transparent about why you’re making changes.
2. Lack of Resources
Implementing a robust people strategy requires resources both financial and personnel.
Develop a strong business case outlining the need for resources and clearly demonstrate the ROI of the new strategy.
3. Data Gap
You need data to make informed decisions.
Make sure you have the necessary data points to track progress and gather feedback.
This could include employee satisfaction surveys performance reviews and engagement metrics.
4. Misalignment with Culture
Make sure your people strategy aligns with your company culture.
Conduct a cultural audit to identify potential misalignments and ensure every element of the strategy is consistent with your values.
5. Communication Gaps
Communication is critical to success.
Use multiple channels to share information encourage feedback and address any concerns or confusion.
6. Lack of Leadership Buy-in
If your leaders aren’t on board your people strategy is doomed.
Empower your leaders to guide their teams through the changes.
When employees see managers embodying the principles of the new strategy it’s much easier for them to get on board.
7. Employee Skepticism
Some employees may need a little more convincing.
Foster transparency share updates regularly and show that you value employee feedback.
Demonstrate that their voices are being heard.
Creating a People-First Culture
Remember a people-first culture isn’t just about perks and benefits.
It’s about creating a workplace where employees feel valued respected and supported.
A robust people strategy can be the foundation for that kind of culture.
And when you get it right it’s not just good for your employees; it’s good for your business.
You’ll see increased engagement better retention and stronger performance.
It’s a win-win situation.
Taking the Next Step
If you’re ready to take the leap and implement a people strategy there are resources available to help you.
There are countless tools and platforms like Deel Engage that can streamline your people processes and provide you with the data you need to make informed decisions.
Don’t be afraid to seek help from experts in the field such as HR consultants or specialists in employee engagement and development.
They can provide invaluable guidance and support.
Remember a successful people strategy is an ongoing journey not a destination.
It’s about continuously evolving and adapting to the changing needs of your workforce and your business.
So stay flexible stay open to feedback and keep on learning.
🔥 Tired of watching your people strategy fizzle out? 🔥
This 10-step plan is the real deal. No BS, just actionable steps to build a people strategy that actually sticks.
Want to level up your people strategy and get real results? Click here to check out Deel Engage!