(2) Involving employees in decision-making binds them to what you are trying to achieveTaking your people on the journey with you is an essential part of achieving commercial goals. Not telling and selling, but truly involving them in the evolution of the business plan, the direction of the organisation as a whole, and any decisions that directly impact them. And transparency is key. From financials to the challenges a business is facing, the more information employees have the more connected they will feel to successes, or the need for resolutions. Communication channels should be in place to enable employees to feedback on what is, and more importantly, what isnt working. This will work best if a collaborative, non-hierarchical culture is encouraged; that way, from entry level to the executive, from business support services to front line teams, employees can collectively reflect on how the business performance is connected to its purpose. We use the potential power of employee voice to great effect through our annual internal events. Cross-functional teams are brought together in “megaswarms” to tackle key strategic challenges, with employees self-selecting what they work on based upon knowledge, passion and interest. The experience we create is intentionally immersive, helped by an app-based digital platform that via interactive functionality and gamification features makes it all the more engaging. Not only do we end up with creative and tangible ideas to feed into the next phase of our strategic planning, but it embeds desired company-wide behaviours and the motivational impact is lasting.
(3) Individual empowerment drives successWhilst a collective sense of empowerment and growth is the sign of a strong business, remembering the need to reach, inspire and motivate each and every individual in the business is as important especially when employees come from a diverse range of backgrounds. A team can only be as strong as the players within it, so recognising individual aspirations and personalising career development paths is part of any good business model. And it’s as much about supporting the leader in everyone as acknowledging that development can be sideways into new functions as well as upwards. Continued learning whether in the form of e-learning, coaching and leadership schemes or in role development opportunities give people the opportunity to develop and grow at their own speed. It must be open to all and should be measured to ensure equity by job role, age and gender. Investing in people in this way pays dividends in terms of upskilling and retaining existing talent, and reducing recruitment costs. Unleashing the talents of 250 unique individuals has been a powerful driver for success in our business.
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