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Many small and medium sized companies are experiencing commercial challenges brought about by factors such as the changes in NI, the minimum wage and the geo-political situation. Growth is what all companies are striving to attain but it is also a means to help cushion the impact of these challenges.
Growth requires innovative thinking and a culture which is woven throughout the company. And fostering that culture requires a thoughtful and strategic approach to people management. Companies that prioritise the development of their people and align their people strategy with the overall business objectives are better equipped to stay competitive, adapt to change, and drive long-term success.
Aligning people strategy with business goals
Achieving a successful people strategy should begin with a deep dive into existing processes and identifying how these can be adapted or enhanced to support the strategy for growth. Engaging key stakeholders, including senior managers, team leaders and staff helps uncover areas where change is needed.
The work with my client GT Engine Services had focused heavily on implementing an effective people strategy – we have developed policies, tools and approaches that aligned the business strategy with people management and embedded a strong values-based culture.
In my experience, areas to focus on to create a comprehensive people plan generally include:
Embedding a strong business vision and values
Ensuring that every employee understands and connects with the company’s purpose, vison and values. It sometimes means getting this together in one place – ‘Strategy on a Page’ and occasionally filling the gaps when it hasn’t been fully developed. This clarity builds commitment and a sense of belonging which in turn leads to improved productivity – everyone is pulling in the same direction.
Ownership and accountability
For a company to grow, it’s important that individuals at all levels are clear about their responsibilities and feel empowered to deliver them. This helps to foster a sense of ownership which stimulates continuous improvement, innovation and productivity. It also leads to improved effectiveness as it helps to reduce overlaps or gaps.
I’ve found in several growing companies that this is an important area of review on a reasonably frequent basis – roles are evolving and responsibilities get unclear again over time.
Talent attraction, retention and development
Any company needs to be able to attract and keep the right talent. Growth businesses also need to place a significant emphasis on development. Roles will change and the right people need to be able to grow with the company.
Having a good employer brand (culture, purpose and values), is all-important to making sure you attract the right people to your organisation. GT Engine Services has developed and is known for a great culture, developed through its people strategy and commitment from its senior leaders.
Fostering Leadership and Empowering Employees
As companies grow the leadership team also needs to evolve. This includes providing training and development support for mid-level managers, who are key to driving change. It might also mean some tough decisions about who is able to grow at the required pace of the company, can they adapt quickly enough and do they have the potential?
Implementing modular leadership programs that focus on key skills such as communication, people management and performance coaching is vital in helping managers lead teams effectively.
At GT Engine Services we have built on the original leadership development initiatives, rolling out a modular leadership program for line managers. This ongoing program supports mid-level managers in developing the necessary leadership and people management skills.
Supporting Organisational Growth Through Strategic Structure and Change Management
As companies experience rapid growth, it’s highly likely that structural changes will be necessary – new roles, capabilities, departments and locations. Vital to the success of these changes will be a change management plan to ensure minimal disruption to operations. Clear communication, regular updates, and support for employees during the transition are essential to help them understand the changes and how they will be affected – their engagement and enthusiasm is key to success.
Additionally, this will support embedding a strong focus on curiosity and innovation, especially if there is involvement of employees in decision-making and providing feedback. Encouraging employees to embrace new technologies, processes, and tools helps a business to stay ahead of industry trends and maintain its competitive advantage.
Creating an Engaged and Innovative Workforce
Employee engagement is a key indicator of the company’s success in fostering innovation. A highly engaged workforce is more likely to be motivated, productive, and proactive in identifying opportunities for improvement. Regular one-to-ones, feedback sessions, and recognition programs help maintain high levels of engagement and retention, and reinforce the company’s values.
Specifically, celebrating innovation is vital to fostering a culture of recognition – when employees’ efforts are acknowledged publicly, it not only motivates them but also sets a positive example for others. Recognition programs that directly align with the company’s core values help reinforce the behaviours that drive growth and innovation.
In Summary
As businesses navigate growth, change and technological advancements, having the right people strategy in place is essential. This requires a comprehensive, long-term people strategy that integrates with the company’s overall goals. A people-first approach creates an environment where innovation thrives, talent is nurtured, and leadership is strong. By embedding these elements into the company’s culture, businesses can position themselves for long-term success, ensuring they remain competitive and agile in the face of change. The result is a workforce that is not only capable of adapting to new challenges but also actively driving the future growth of the business.
Kathryn Marshall will be presenting alongside Tracey Clark from GT Engine Services in the 1st May at The University of Essex on the theme of ‘Developing an Innovation Culture for Growth’.
Kathryn Marshall, People Director