Development - PeopleStance Consultancy

You want

your business to succeed

so bolster your current people practices to take them to the next level.

Talent Management

Spotting and investing in future stars, as well as having robust continuity plans, becomes all the more important as your company grows.

SPOT TALENT

Performance Management

How well does your current appraisal process reflect your company culture and values? And what approaches do you have in place to stretch and challenge some of your top performers?

LEARN MORE

Training and Development

Whether it’s mandatory training to ensure compliance, personal effectiveness to help unlock potential or a training needs analysis for a department, PeopleStance can drive this area forward for you.

DEVELOP HERE

frequently asked questions

Here’s a sample of some FAQs that you’ve told us can keep you awake at night.

We’re starting to look at succession planning as a few of our investors have been asking about our approach. There’s so much information out there – I’m not quite sure where best to start.

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.

We’ve noticed that we have high number of leavers within the first six months of them joining us. What can we do to stop this?

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.

How can we become an employer of choice as it’s a very competitive market? We’re really struggling to recruit and find talented people to join our company.

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.

I’m aware that one of my team members isn’t performing as they should be but they have specialist skills that we need. I’m worried they will leave if I have to have a difficult performance conversation with them. What should I do?

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.