People Strategy

1. People-centric companies prioritize purpose, community, and growth

"What used to be just a paycheck has now also become a community, a sense of purpose, and a place to grow."

Purpose drives engagement. Employees who understand how their work contributes to the company's mission and impacts the world are more likely to find meaning in their roles. This sense of purpose leads to higher engagement, better performance, and increased retention.

Community fosters belonging. A strong workplace community is characterized by high trust, effective communication, respect for differences, and cooperation. When employees feel they belong to a supportive group working towards shared goals, they build real friendships and develop a deeper connection to the organization.

Growth opportunities retain talent. Companies that invest in employee development see longer tenures and higher productivity. This includes:

• Providing clear career paths
• Offering learning and development programs
• Encouraging skill acquisition through challenging assignments
• Supporting both vertical and lateral career moves

2. Strong company values are essential for hiring and culture-building

"If a company only pays lip service to its principles, interviewers will not make them a priority when they talk to job candidates."

Authentic values guide decisions. Company values should be specific, meaningful, and actionable. They serve as a north star for decision-making at all levels of the organization. When developing values:

• Make them unique to your company
• Ensure the opposite could be true for another company
• Involve employees in the process to gain buy-in

Values inform hiring practices. Use company values to:

• Craft job descriptions that attract aligned candidates
• Design interview questions that assess cultural fit
• Involve employees who embody the values in the hiring process

Living values strengthens culture. Regularly reinforce values through:

• Recognition programs tied to value demonstrations
• Leadership communication and storytelling
• Onboarding and training programs

3. Continuous feedback and goal-setting drive performance

"Continuous feedback = No Surprises"

Regular check-ins improve outcomes. Move away from annual performance reviews to a culture of ongoing feedback. This approach:

• Allows for timely course corrections
• Reduces anxiety around formal reviews
• Strengthens manager-employee relationships

Effective goal-setting frameworks. Use either SMART goals or OKRs (Objectives and Key Results) to:

• Align individual work with company objectives
• Provide clear expectations and measurable outcomes
• Increase motivation and focus

Balanced feedback is crucial. Managers should provide both positive reinforcement and constructive criticism. Key practices include:

• Recognizing achievements promptly
• Addressing issues as they arise
• Framing feedback as a collaborative problem-solving exercise

4. Employee engagement surveys inform cultural improvements

"Data can act as a 'smoke signal' to show you where the fire is in your organization."

Regular pulse checks. Conduct engagement surveys 2-4 times per year to:

• Gauge overall employee satisfaction
• Identify areas for improvement
• Track progress on cultural initiatives

Design effective surveys. When creating engagement surveys:

• Focus on actionable insights
• Include both quantitative and qualitative questions
• Ensure anonymity to encourage honest responses

Act on survey results. To make surveys impactful:

• Share results transparently with employees
• Develop action plans to address identified issues
• Follow up with pulse surveys to measure improvement

5. Career pathing and growth frameworks foster employee development

"Career pathing provides that structure – it offers a clear look ahead for employees within a certain role, at a certain level."

Create competency matrices. Develop frameworks that outline:

• Skills and behaviors required for each role
• Progression paths within and across departments
• Clear expectations for each level of seniority

Implement growth plans. Work with employees to:

• Set personal development goals
• Identify skills gaps and learning opportunities
• Create actionable steps for career advancement

Provide diverse learning experiences. Offer a mix of development opportunities:

• On-the-job learning (70%)
• Social learning through mentoring and coaching (20%)
• Formal training programs (10%)

6. Data-driven HR strategies prove People teams' strategic value

"Data is the key to proving that HR is a critical strategic function rather than a cost center that companies feel compelled to have."

Track key HR metrics. Focus on data points that align with business objectives, such as:

• Recruitment efficiency (time-to-hire, cost-per-hire)
• Employee performance and productivity
• Engagement and retention rates
• Learning and development effectiveness
• Diversity, equity, and inclusion progress

Leverage analytics for insights. Use HR data to:

• Identify trends and potential issues
• Make evidence-based decisions
• Demonstrate the impact of People initiatives on business outcomes

Communicate HR's value. Present data-driven insights to leadership to:

• Secure resources for People programs
• Influence strategic decision-making
• Position HR as a key business partner

7. Adapting to challenges strengthens organizational resilience

"I'm a strong believer in the saying 'a smooth sea never built a skilled sailor.'"

Embrace vulnerability in leadership. During challenging times:

• Acknowledge uncertainties and limitations
• Communicate transparently about decision-making processes
• Demonstrate empathy and support for employees

Harness difficulty as an opportunity. Use challenging moments to:

• Reinforce company values and culture
• Develop new skills and capabilities
• Strengthen team bonds and resilience

Focus on fundamentals. When faced with uncertainty:

• Re-center on core company values
• Prioritize employee well-being and engagement
• Maintain a long-term perspective while addressing immediate needs

Last updated: August 9, 2024