Business Success: The Human Factor (Part 5 of 6)
Our Employer of Choice series starts with a look at the various human resource management issues consistently found in the SME sector that worry business owners, and then covers Effective Staff Selection, Induction, Performance Management, and Employee Exit Procedures.
Subsequent articles discuss Effective Communication, Meetings, and Goal Setting and Feedback; then Rewards and Recognition; and Selling the Value to Employees.
Staff Engagement = Motivation = Performance = Productivity = Profitability
Building Leadership and Succession into Your Business
Knowledge, Skills and Attribute Development – Set your people up for success
Stage 1 – Build success in your team in their current roles
- Understand and establish role criteria – What defines success for each role in your business?
- Knowledge – What are the knowledge requirements for each role within your organisation?
- Skills – What are the skill requirements for each role within your organisation?
- Attributes – What are the key attributes, qualities or values required for each role within your organisation?
Define and document each role in the organisation clearly and thoroughly to provide a blueprint for success.
- Assess your team against their roles – How well do they meet the criteria for their respective roles in your organisation?
Assessments often reveal human weaknesses in your organisation which may require difficult decisions to be made. For example, there may be a need for an organisational restructure.
- Take ACTION
Human Resource Case Study: Assessment of suitability of employees for their role
For an SME that Gibsons Business Consulting recently provided human resource management consulting services, using the above process it was found that 14 out of 26 key people employed in the business were deemed not suitable for their roles.
- Some staff moved on,
- Some staff changed roles, and
- Some staff stepped up and met their role criteria.
The bottom line is that all of the employees of this business now meet the criteria set for their role, and business performance has improved measurably as a result.
For those employees who stepped up with the aim to meeting their role criteria, the following human resources management approach was undertaken:
- Train staff where their knowledge or skills do not meet the criteria for their role.
- Mentor staff where their attributes are inconsistent with the criteria for the role.
- Revise or change role definition while the development process takes place to allow time for staff to transition effectively into their new role.
- Regularly review staff against the criteria set for their role and provide feedback supported by action and support.
The above human resources management approach should be followed for every role in your organisation to ensure every member of your team meets her or his role criteria. This is the blueprint for individual, team and ultimately, business success.
Stage 2 – Build succession in your team in their future roles – become a learning organisation
These assessments become the blueprints for future leaders. Rising stars become obvious through this process as does their development into their next career move. Actions can be taken well in advance to train and mentor people into their next career move before it happens. Intentional leadership development and succession planning as part of your human resource management and business planning sets the business and staff up for ongoing future success and development.
Your employees will thank you for it and you will not only build a strong team, you will create the basis for true succession in your business by developing your future leaders in a dynamic and pro-active way.
Sound simple? Yet in the current business environment where sourcing and retaining the right people is so difficult, managers and supervisors all too often don’t apply these basic human resource management principles.
It is never too late to act.
You’ll be amazed at the results if you do apply these basic principles. And if you need a hand with any people management issues or human resource management initiatives, talk to an experienced business consultant.
The next blog and final blog in this series is ‘Employer of Choice – Becoming a Learning Organisation‘.