What strategies
Depending on your knowledge and previous experiences about motivation, culture and HR strategies, you may already know what support and guidance you need and you are simply looking for an expert to help implement them. If so, just contact us and we’ll happily scope out how best to work together.
On the other hand, you may have less experience in the area of HR. Perhaps you see it as a necessary evil once you get to a certain size, or find it too “pink and fluffy” and try to avoid it. So to help you explore the range of our HR solutions, we have a straightforward approach to look at our offerings.
Firstly, we have three themed areas to help you explore what PeopleStance can deliver into your organisation depending on your current stage of growth or focus area:
- HR Strategy – Organisational Design, Engagement, Reward & Recognition
- Growth – Recruitment, Mergers & Acquisitions (M&As)/Integration, Coaching for Growth & Results
- Development – Talent Management, Performance Management, Training & Development
Secondly, we’ve asked some business leaders what keeps them awake at night and pulled together a Frequently Asked Questions listing. Look at the full list, or simply click on the area that jumps out as an area of interest to you, and see which questions (and answers!) resonate with you.
And of course, if your people related question isn’t covered in the list above or the FAQs, just give us a shout using the Contact Details of your choice.
frequently asked questions
The internet will turn up masses of information on succession planning, but the art is finding an approach that works for your culture and your company. Ideally, the succession planning approach should be integrated into the whole talent piece, but since that takes time, it can just as easily be implemented as a stand-alone exercise that is refreshed regularly.
Find out more information about your next move by reading more about Talent Management.
Check out the section on coaching for results – this can apply to the Executive Team as well as senior managers. And of course, we’d love to work with other HR professionals too. We know only all too well that there can be growing pains within companies, where a little extra support is needed. There can also be the situation where the company needs additional skills within the HR arena, to help move the HR services from a transactional offering to a transformational integrated solution and that’s exactly where PeopleStance can assist.
Contact PeopleStance to chat through what the personal and business growth options could look like for you and your company.
One way to find out what is going on when you have high attrition and low retention is to introduce the practice of exit interviews as standard, regardless of the length of service. This is invaluable in getting first-hand information from the person who is leaving. However, you only get that data once the person has resigned which is usually too late – most resignations turn into leavers unless you choose to buy them back and are successful. We also need to look at some of the other HR practices to find out what’s really happening.
Assuming your recruitment strategy is effective with slick and effective processes, it could be such that your induction process needs refining. Have a quick look at the Training and Development section for more information on this area.
Start your more focussed approach to recruitment by contacting us; but if you need some more information and case studies first, check out Recruitment Solutions.
Depending on where you are on your journey, you may need to take a step back in the process and look at your Employee Value Proposition first. Once that is clear and identified, then your recruitment proposition becomes much easier.
There could be a range of different initiatives to reduce the silo-mentality. But since every company is different, and what you are seeing happening in your own company will be unique to your business stage, size and specific challenges you are facing, it is critical to explore what’s actually going on. This requires effective diagnosis. This could be through face-to-face interviews or a short survey with the management team and some employees – how the data is gathered would depend on how you wish to approach this as a company.
Perhaps a RACI exercise may help get increased relationship clarity to reduce or even eliminate the blame culture. Or, maybe the company values need a refresh. Or it could be such that a different structure of a “network of teams” could work better – check out the section on Organisational Design for a bit more information.
It may sound obvious, but how do you currently share, communicate and live it day by day? By stepping through the employee lifecycle and the regular communications channels and HR practices, a quick assessment could be completed to see what further opportunities could be found to help make this more memorable.
It could also be such that the company has outgrown them, so time for a refresh.
For a bit more information, check out the Engagement pages.
The Reward and Recognition section has some ideas and links that may give you initial food for thought. But to get expert help in this area, contact us today.
The short ideal answer is that their performance should be managed, as well as all other employees within the company. It’s just as important to hold performance reviews with high-performing employees. This will ultimately increase productivity and save the company money.
For all employees, clear expectations should be set – this would typically involve a number of SMART objectives and may reference a job description. It may also like into the company values, so it’s not just what you do, but how you do it.
Some simple tool kits can be introduced to your company. Visit the Performance Management page to get some more detail.
If you ultimately introduce Succession Planning as part of your Talent Management practices, you can cast the net wider within your company. You could for example look at roles with specialist skills and single point dependencies, so you are proactively seeking out how best to prepare your company for growth and reduce any risks. Like many of these types of practices, the key to success is the on-going action that flows out of the exercise. By having an integrated approach, this will make it easier to become business-as-usual.
The section on acquisitive growth includes some tips and pointers you may wish to consider.
PeopleStance can work with you on your company policies, or pull this together to create your employee handbook. A suite of letters, templates and forms can also be provided to ensure you have the material you need to keep things simple and protect your business.
Contact us to find out more.
We also sense that morale within the company is starting to decrease but we don’t have any way of measuring this. We don’t really have time to change our ways of working. Is there a quick fix?
It’s likely that some quick fixes may work for a short time, but if your company growth is so fast, it’s probable that a wider review of all HR practices should be completed to allow you to able to scale successfully and for the long-term.
For example, it would be quick and easy to conduct an employee opinion survey – a wide range of options exist. This could give you data that you could start working with.
By all means, check out the different HR solutions and activities that PeopleStance is offering. An initial free consultation meeting may be a better way forward to start discussing the current state and desired future state. That would help scope out the focus areas and what types of assignment could be taken. Simply complete the contact form.
