We have worked with hundreds of businesses and not-for-profit organizations over the last decade to improve individual and company performance. Here are some of the common concerns that we hear across industries along with some recommended next steps and solutions.
- How do I build a “People Plan?” Companies have marketing strategies, M&A strategies, IT strategies, but few focus on planning for their most critical asset – their people.
- How do I know I am hiring the right people who fit the job, the team and our culture?
- How do I know that my employees are working at their maximum productivity level to service our clients? What is the “people risk” at my company? Are my employees engaged?
- How do I improve the way my team works together?
- How do I hold my leaders accountable for continued growth? When should I consider hiring an executive coach?
How do I build a “People Plan?” Companies have marketing strategies, M&A strategies, IT strategies, but few focus on planning for their most critical asset – their people.
- Create a staffing plan for the next 2-3 years based on forecasted turnover, retirements and additions to staff based on the company’s business strategy. This is your demand for talent.
- Identify current key positions which have a disproportionate impact on results.
- Identify top performers, those employees that are performing exceptionally in their current role.
- How many key positions are occupied by top performers? Filling the gap should be a key focus for your Human Resources development activities.
- Identify high potential employees, those that have the potential to “move up” at least two levels within the organization. Implement a focused development strategy to grow high potential employees.
- Create a succession plan for leaders and key positions, which identifies internal replacements.
- Require a semi-annual report on progress made on the People Plan to ensure accountability and a focus on building your “bench.”
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How do I know I am hiring the right people who fit the job, the team and our culture?
- What is my turnover? Have I lost any key talent or high potential employees in the last few months? Start to measure the effectiveness of your hiring process.
- Define a hiring strategy for each open position to reach “out of market” talent.
- Hire for potential and “fit” for THIS position, not necessarily based on prior accomplishments.
- Implement a structured sourcing and selection process using defined competencies and values that are key to success
- Use valid and reliable behavioral-based assessments such as the WorkPlace Big Five to profile your top performers and the hiring manager. Use this “benchmark” as a guide for desired personality and behavioral traits and competencies. Create initial screening questions for applicants.
- Assess your top 3-5 applicants for desired traits and to understand what lies “beneath the surface.”
- Use behavioral interview questions based on the assessment results to better understand a candidate’s strengths, potential derailers and gaps. Conduct at least two rounds of interviews.
- Conduct in-depth reference questions based on assessment results. You will gain tremendous insight as you have customized questions that forecast performance on your desired competencies.
- Negotiate the offer so there are no surprises. Manage the candidate’s expectations throughout the hiring process.
- Approximately 30 days after hire, facilitate the critical conversation between the hiring manager and the new employee to surface any issues, identify potential conflict and to quicken the “learning curve”.
- Search for talent 365 days a year!
How do I know that my employees are working at their maximum productivity level to service our clients? What is the “people risk” at my company? Are my employees engaged?
- Engaged employees are committed and loyal to your mission. They “go above and beyond” and advocate for your company. Companies with an engaged workforce produce exceptional financial returns and excel at customer service and retention.
- Define the values or personality of your organization. What are the acceptable behaviors that lead to the company’s success?
- Diagnose and measure employee engagement. This should be a critical performance metric for any company.
- Drive organizational alignment while tapping into self-interest and motivation of employees.
- Enable managers to take control of their own engagement while assessing and supporting their teams.
- Help managers build coaching relationships that satisfy employees’ needs and critical business imperatives.
- Equip leaders at all levels to excite employees at all levels to extraordinary performance and business results.
- Equip leaders at all levels to inspire employee commitment to organizational goals.
How do I improve the way my team works together?
The best teams identify clear goals, demonstrate a high level of trust, productively deal with conflict, communicate effectively, show strong personal commitment and hold each other accountable for results.
- Assess the effectiveness of your team.
- Develop your team through teambuilding activities and blended learning programs based on high performing competencies like communication, trust, accountability, empathy and more.
- Equip leaders at all levels to excite teams to extraordinary performance and business results.
- Reassess your team after each development practice and create a team charter to ensure accountability.
How do I hold my leaders accountable for continued growth? When should I consider hiring an executive coach?
- Identify required leadership competencies for your company based on your business strategy.
- Conduct a leadership assessment using behavioral-based assessments and a 360° leadership feedback process. Identify strengths, potential derailers and leadership gaps.
- Help managers build development plans and hold them accountable for results. Coach your employees to achieve success.
- If an external coach is preferable, hire someone who has a demonstrated track record working with different styles in both turnaround and positive growth situations. (link to coaching or Helping Others Succeed)
- Equip leaders at all levels to excite teams to extraordinary performance and business results.
Performance Management Partners, Inc. | 6400 Main Street, Suite 150 | Williamsville, NY 14221 | 716.204.2590