Are your “People Strategies” aligned to “People First” work culture?

In earlier days, organizations have laid their major focus on Business, Clients, Sales, Growth, and revenue strategies. There is a huge drift in conventional thinking. HR strategy meets often highlight on formulation and implementation of People Strategies. Design thinking on People Strategies has gained significant attention, very much because people are the building blocks of any organizational strategy created.?

Defining strategies for any given segment requires a logical and practical approach. Building culture comes with a contradictory approach which is to invest in emotional efforts substantiated by relevant actions. Drafting People Strategies requires harmony between logic and emotions.?

To create effective people strategies, let’s wear all our thinking hats and comprehend the success factors.

1.?????Draft people strategies with culture as your foundation

Culture is the key driver for employee engagement and is a composite of behaviours, emotions, perceptions, and values. Crafting strategies with people-centred design brings in a great value proposition. The success of an organization truly depends on how strongly we balance culture and strategy and their deep impacts.

2.?????Involve stakeholders while drafting people strategies

We can only create a strategy when we know the goal which we want to achieve. Brainstorm with the stakeholders on their understanding and expectations of people strategies and areas of focus. Involving stakeholders brings in diverse perspectives and invites collaborative efforts.

3.?????Endorsement by influential leaders

While the success of any people strategy totally depends on individual and team contributions, efforts get glorified when we have endorsement by senior leaders within the organization. An influential leader not only promotes people strategies but also brings in the motivational factor required to drive the initiatives.?

4.?????Educate people on rewards and consequences

Once we have people strategies planned, we should educate people on rewards and benefits associated with the implementation/execution. Every individual should be made aware of the benefits they get from successful implementation and what is in it for them and the organization. On the other end, it is equally important for people to also know what could be the possible consequences on the individual and company when the planned strategies don’t receive adequate support.?

A future-proof people strategy is the need of the hour. As HR Leaders, let’s transform our organization with strong and cohesive people strategies which are fostered by people culture.?

-By Shilpa Kunchurkar