Rapid changes in technology, globalization, and changing workforce demographics, coupled with economic and political uncertainties are demanding that organizations operate in radically new ways. It requires flexibility and adaptability for employees to take advantage of emerging business opportunities and to respond to customer needs. Here are some strategies to be building now in order to create a more responsive, productive and resilient workforce within your organization:
Rebuild internal focus and cohesiveness at the top.Your organization cannot be at its peak of competitiveness when there is a lack of common focus among the decision – makers. Companies who know this have supported their leadership team in their development to gain self-knowledge and clarity about their goals, understanding each other’s challenges, and knowing the impact that the functions have on one another. This breaks down functional “silos” and creates trusting relationships within the executive team so that they can support each other’s, and ultimately the company’s success.
Have the right employees in the right roles, playing to their strengths.People need to be in the right positions with the best suitability for what they are doing. When this occurs, they will be both more productive and more satisfied a win-win for the company and the employee. Those who are not in a role that allows them to do what they are best at may simply stay only for the paycheck and become complacent. Others, perhaps the valuable players that you want to keep within the company, may become frustrated and seek a better job fit and satisfaction elsewhere.
Address performance issues of those not adequately contributing. Organizations weaken themselves by keeping people on board who are not working to the required standards. While we need to be kind and respectful to all employees, even the nicest people are not entitled to a paycheck if they are not pulling their weight. If lesser-contributing employees are re-assigned within the organization, be sure they are a good fit there, and not just a “place-holder.” Otherwise let them go, which will be better for both of you in the long run.
Cross train and have a succession plan in place.This will allow for organizational flexibility when needed. Smart leaders will also prepare for the personal (disability, family leave) and professional reasons (promotion, lateral move, career change) that would leave the business vulnerable from a position vacancy. Planning for future turnover is critically important. Equally important is protecting your exposure from having pockets in the organization where one individual is the sole source of certain technical, business or operational knowledge. Know where these weaknesses reside in your company and document or cross-train to keep that critical knowledge accessible.
Develop a culture where change, flexibility and adaptability are the norm.This will allow people to respond swiftly when required to serve customer needs or respond quickly to market or business conditions. Companies who are bogged down with too many outdated or unnecessary internal rules, regulations and procedures will prevent the empowerment that employees need to be agile and responsive. If your working environment and culture need adjusting, as most do, take the time to ask your employees for their ideas. They know exactly where bureaucracy prevents them from being as effective or productive as they know they can be.
