Which Strategy Works Best…

Last week’s blog on the criteria we use for promoting people generated dialogue on how people will promote for fear of losing a ‘key’ employee, only to pay the consequences later for a variety of reasons. And how sometimes that fear can be because of the wealth of knowledge and experience that a person has …

what's your strategy for employee promotion?

what’s your strategy for employee promotion?

The HR press has been very busy in the last week with commentary on organisational development, lack of skills and what is a necessary qualification plus widespread discussion on engagement. And the more I read, the more it’s clear to me that no one person has the absolute solution, but that all these aspects should be brought together and considered alongside each other.

I’m sure you’ll agree that if just one of these solutions was all that was needed then businesses would have things sorted by now; but clearly that hasn’t happened.

Of course, each business needs to be considered as a separate entity and priority allocated within the strategy. However, at the same time there is benefit to be gained from talking to other businesses – across industry sectors – about what they’ve done, what worked well, what could have been done better, what are the measurable impacts and what softer benefits have transpired.

And the phrase ‘separate entity’ doesn’t mean working internally in isolation. There is much to be gained with engaging customers, suppliers and other business partners; not just for a ‘where are we now’ understanding but also in the map of the future. Engagement will be key with all of these stakeholders in addition to the key engagement with the people in the business.

The engagement with the people in the business is not because their buy-in is needed to implement any changes but because they may have a lot of the solutions. There was a cracking article in HR News this week based on a session given at the annual CIPD HRD conference and this quote from Andy Lancaster, Learning and Development Manager at Hanover Housing Group encapsulates one of the most important reasons why engaging with the people in the business when looking at these strategies is so important:

“Employers should look inside their organisation and find the biggest problem they have as it will present “brilliant talent management opportunities”

Constant and open dialogue where all parties are heard and everything is up for consideration can only make a massive difference in an organisation.

Having said that, the real solution must lie in a mix of all of the suggestions being discussed in the press. Let’s explore that a little further. Why is it that there are constant suggestions of how to fix things? What is it that business owners and leaders – and that goes across the public sector too – are doing or not doing? People are constantly working on the business and the strategies for the business and the people so why isn’t it working?

I’ve alluded before to the fact that massive transformational programmes never seem to be fully implemented before the next big idea comes along. More and more people are making changes in the business and how they do business that are almost a 180° change. That’s because they are recognising that the way we do business simply isn’t working; and so for resilience in the business, the people and sustainability in profits, things have to change. But are they considering a truly long term change or will this be yet another programme that will be partially implemented before the next best thing?

Of course, businesses need to be agile and respond to market forces, economic changes and so on, but what if the strategies were considered alongside those factors? What if the changes to the way people did business came before all of that and was the underlying principle as part of the ‘why’ of the business, which comes before the ‘what’ and the ‘how’? See Simon Sinek’s golden Circle for more information on this.

What difference would that make? These would be truly authentic and values driven businesses. There are already a number of businesses that do this and they are successful; some household names and some small but great businesses. What would the overall impact on the economy and the world be if the strategy for business came from the ‘why’?

If you would like to explore the ‘why’ of your business and strategies that enhance reliance and sustainability then please call me on +44 (0) 1296 681 094 or click here to ping over an email and I’ll get straight back to you. 

Until next time …

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