Reimagining Your People Strategy

In a world where work is constantly evolving, the traditional people strategy, often buried in a shared drive, dense with priorities and metrics can feel more like a burden than a beacon. It’s time to transform this blueprint into something more agile, more human, and more inspiring.

A human-centred approach to people strategy enhances leadership and supports a thriving workplace culture

What if your people strategy focused on just four pivotal questions?

1.What Experience Are We Creating?

Before diving into processes, consider the emotional journey you want for your team. Should they feel empowered, valued, and part of a community? Once this vision is clear, every decision from policies to communication should reinforce it. Take a cue from HubSpot, whose mantra “Your best work starts here” is more than words; it’s embodied through benefits like unlimited leave and remote work options, all detailed in their Culture Code.

2.How Do We Attract and Retain Talent?

A strong employment brand that aligns with your core values is crucial. This clarity encourages trust and sets you apart. Identify the skills essential for future success and plan how to cultivate them, whether through training, hiring, or partnerships. Address the challenge of adapting legacy talent with honesty, as ignoring it only stalls progress. Embrace new work models, including automation and the gig economy, to stay ahead in a rapidly changing landscape.

3.Are We Empowering Our People?

People strategies often falter by focusing too much on structure and not enough on enabling excellence. Evaluate how much effort is spent on supporting versus hindering performance. Create a nurturing environment by:

• Equipping leaders with tools for effective coaching and communication.
• Designing flexible work arrangements that cater to individual strengths.
• Providing resources for personal and professional growth, encouraging innovation.
• Encourage a culture of trust and autonomy.

While performance can’t be mandated, the right conditions can significantly enhance it.

4.How Do We Define Our Role?

Rethink the role of the HR function. Are we mere process managers, or are we architects of exceptional workplace experiences? This shift requires:

• Trusting employees to make informed decisions and eliminating unnecessary rules.
• Customising services to meet actual needs rather than following outdated norms.
• Crafting experiences that reflect real human interactions and work styles.

The goal isn’t to do more but to do what truly matters, enhancing the work environment beyond mere compliance.

A Strategy to Inspire

Move beyond the exhaustive slide decks and rigid roadmaps. A successful people strategy is a narrative of clear, strategic choices, driven by the belief that HR can elevate the workplace. Embrace change by discarding ineffective practices and exploring new methodologies. Use insights from marketing to create strategies that not only inform but also inspire, leveraging data and storytelling.

If your strategy articulates the experience you aim to support, the talent acquisition methods you’ll employ, the ways you’ll support your team in achieving their best, and the values you’ll embody as a department, then you have a strategy that truly makes a difference.