The process of managing Performance and Communicating strategy around the business has historically taken too much time. So, there is a need based around making the process of communicating and deploying Engagement Strategies around the business to optimise cultural engagement, easy. Of course, the start of the cultural engagement can be seen in talent sourcing. Conveying the companies message to people that want to work for you is very important, those that have similar values, are more likely to stay working with you for longer. Some PM models suggest that the employees individual values are not always the same and in these cases, it’s important for HR Leaders and Business Professionals, to link the individual values to the businesses. For example, if and employees top value is Social interaction with people, and the business’s top value is honest and integrity, then the challenge is how do you link them together. By communicating and showing this person how you understand and demonstrate, that the company firstly, recognises this and then secondly, delivers incentives based on this top value. E.g. Putting this person in charge of the social club. Or, earning additional time off (Social - Holidays) by receiving feedback about how they have demonstrated the top business value which is honest and integrity. The link is made.

Now, each year, or each 6 months, a strategic direction can / may change. It may be something in the economy that changes or an acquisition that is made. Based on this, the management team may meet to discuss what needs to occur withing the business for the new strategy to become successful. Each of the managers has input and the discussion is based around what the measurements are to track the success of the strategy. One thing is for sure, the people of the business are integral to the success of the strategy. These measures need to be communicated and demonstrated, and the people that do demonstrate, need to be recognised and rewarded. How do you know if the employee is working towards the good of the business. You must provide the employee the opportunity to 1. Understand whats expected and 2. Give them the ability to show you. The communication of the Skills, Values and Behaviors that are required and the Job Descriptions that outlines this, needs to be quickly distributed around the business. Now, if the business have 1,000 people, this is a big Job. Enter the next generation of Talent Management Solutions. The communication of these details can be distributed instantly, once the defined. They can be checked, authorised and then sent to all employees. The measures that are put in place can also be define and linked to the communication. Each Person can have a different measurement (Performance Measure / Form) if required. Each Job can have one. Think about this, if you knew what each individuals values were (based on the 7 areas of life: Career, Social, Financial, Spiritual, Relationship etc), and you linked the measurement of performance to these value, which ultimately promote the businesses core values, imagine what the impact on profitability and productivity would be. Imagine how much less Employee churn there would be? Unless you have the Tech capability to automate these processes, the task is almost impossible. You may get to the point of putting the detail in place theoretically, but how to you put this into action. Using a system that allow for engagement messages to be create and measured quickly. Real-Time recognition and feedback, linking to reviews that occur weekly, monthly, bi-annually or annually. The detail is up to you.

Action plans that occur in real-time are key to engagement. People that aren’t challenged and developed in the right way, will become bored, and probably leave. So, how do you up-skill people using Talent Management Software and Performance Management Software. The answer is in engaging and connecting humans in business so they can pass knowledge between one another, or search from information together and then collaborate. Real-Time action plans, also know as Organise, Supervise and Deputise model, are key to reducing IP costs and engaging people. One of the best feelings for people, is knowing that they have helped someone. So, organise is about identifying what the learning is. This identifying can also come from a review. So we have identified a Skill that needs focus. Let’s call it Accounting 101. The next stage is Supervise. How is the manager going to help pass knowledge. Is it one-the-job interaction like mentoring, or is it a video, or book. So the supervise action is set-up with completion target date. At the target date for completion the Deputise stage is realised. So, based on the process of learning, is this new employee going to be Deputise for the skill of Accounting 101. If yes, the Skills record is updated. They can then become a mentor. They can also use the Knowledge base to feed important information into, so the next person learning this skills can access it by searching the Knowledge base or searching based on Skill and Mentor.

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