HR Strategy

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to support the next stages of your company growth.

Organisational Design

By instilling an increased purpose and focus through good organisational design, more workplace innovation can emerge due to greater diversity within the team and more empowerment.

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Engagement

Do you really know how employees feel about working for your company? What conversations take place in the break-out area after the meeting has ended?

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Reward and Recognition

A review of reward and recognition practices together with some new approaches being introduced may be what your company needs.

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frequently asked questions

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

We seem to be working in silos and not pulling together as one company anymore, and worryingly, there seems to be an ever-increasing blame culture. What can we do?

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.

Why does no-one remember our company vision, mission and values?

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.

How do I know if I am paying the fair market rate for my employees?

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.

We’ve recently acquired a smaller company and we’re now starting to integrate the employees into our business. Do you have any handy hints or tips?

The section on acquisitive growth includes some tips and pointers you may wish to consider.

We’re growing very fast just now and many of our ways don’t work for us anymore.
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.