What are the best strategies for creating a sustainable people management plan?

In my experience, I like to obtain open and 100% honest feedback - whether positive or negative. Requesting reviews of my own performance helps me better reflect on how can I become the best leader for my team. Never be afraid of criticism, as it’s the only way to recognize your faults and weaknesses. Then you can assess, evaluate, make changes, and create and implement a successful plan.

You need not manage people. It’s the emotions and the values that needs to be looked upon. Putting it in the phrase to say people management, the terminology needs a change. What we are dealing with is their emotions. Right thinking right coaching and thinking alike will give a different dimension to people management. Ofcourse there are many tools that will give you ways to deal with, however how closely are you connected with the people will help you understand them better and results be unexpected.

In my perspective, any survey and feedback will be authentic when people do not have fear of any consequences, therefore it’s important to enrol leaders and people in purpose. collaborative approach and creating enough background for the actions are crucial.

Creating a sustainable people management plan involves: Align with Business Goals: Ensure your plan supports long-term organizational objectives and adapts to changing needs. Invest in Development: Prioritize continuous learning and career growth for employees to enhance engagement and retention. Foster a Positive Culture: Build an inclusive, supportive environment that values diverse perspectives and promotes well-being. Implement Data-Driven Decisions: Use analytics to track performance, predict trends, and make informed decisions. Encourage Feedback: Regularly solicit and act on employee feedback to continuously refine and improve the plan. These strategies create a resilient and adaptive management plan that drives long-term success.

1 . Entenda do Negócio - Saiba profundamente sobre a visão e estratégias de curto, médio e longo prazo do Negócio da sua empresa, quais os maiores problemas enfrentados e Desafios. Participe de reuniões com quem decide (Diretor, CEO, Gerentes, etc) e capte o máximo de informações. 2. Correlacione os Problemas e desafios da empresa com possíveis causas raízes originadas ou que podem ser alavancada por pessoas. Treinamento, Coaching, estruturação de processos, melhorar a atração, desenvolver traços diferentes de cultura, implantação de sistemas, entre outros. 3. Ouça as Pessoas. Se você não tem uma pesquisa de engajamento ou Pulse estruturada, faça rodas de conversa estruturadas e representativas das funções da empresa.

According to my experience, defining goals and vision involves aligning organizational objectives with individual aspirations. Establish clear, measurable goals that resonate with both the company's mission and employees' professional growth. This alignment fosters a sense of purpose, boosting engagement and commitment. Additionally, I used to regularly revisit and communicate the vision to ensure continued relevance and adaptation to evolving company dynamics, fostering a resilient and sustainable people management framework.

In my experience, having a defined vision for your team helps them understand how the goals and initiatives tie into the bigger picture and correlate with the overall strategy of the business. This also helps cultivate the mentality that their individual productivity, and their team work, is building towards that vision and reinforces sense of accomplishment.

I'd probably have a stronger connection to the business strategy - it would be my start point. It should make it clear what kind of HR function you need: systems based, agile, partner focused, lean and efficient, experience led, leader led, etc (most likely a mix of a few of these). Then you need to understand your gaps - not with what you do in HR, but with the business and how it delivers on it's people approach as compared to what the strategy needs, reflecting the broader macro environment and future assumptions (which you can't do on your own, you need to involve non-HR colleagues as well). Only at that point can you start to work out what you need and yes - define your goals and vision.

The real value lies in setting clear, strategic goals that benefit both the business and its employees. The emphasis on alignment with the company's core values and the overall business strategy is particularly noteworthy.

The starting point for me is defining a very clear strategy, breaking that down into actionable goals and effectively communicating the same throughout the organization. This will be followed by measurable KPIs to ensure that we stay on course to meet the strategic objectives or goals. The challenge though is getting everyone in the organization aligned to the strategic goals.

One of the best tools to increase chances of success is involving all stakeholders. Employees are your number one brand ambassadors. Once you involve them not only in implementation but also in preparation you increase your chances!

Hits the nail on the head regarding sustainable people management. It's crucial to understand that such plans cannot be top-down impositions but rather collaborative efforts. The emphasis on soliciting ideas, encouraging participation in decision-making, and recognizing contributions is a testament to a holistic approach to management.

Be thoughtful before engaging employees about whether their perspectives will influence the outcome. Sometimes, leaders do not agree with employee input. Leaders then have to choose between adopting an approach they do not want or breaking trust by ignoring the feedback. Only ask if you will take action!

The involvement of your employees is crucial for success, whether short or long term. THEY are your specialists, best consultants and boldest bridge to your customers. So how to manage to get your team on board, in a truthful and authentic way (not because it sounds ‚management-like‘)? By passing on the fire of enthusiasm that (hopefully) burns within you as an entrepreneur - and inspiring your team with it. Because at its core, it’s about emotions and the human need to be part of a community that - in whatever form - does something meaningful. A team at eye level. „If you want to build a ship, don’t drum up the men to gather wood, divide the work, and give orders. Instead, teach them to yearn for the vast and endless sea.“ - Saint-Exûpéry

La importancia de involucrar a los empleados en la creación e implementación de un plan de gestión de personas sostenible resalta la necesidad de considerar sus perspectivas y aportes. Este enfoque no solo reconoce el valor individual de cada empleado, sino que también fomenta un sentido de pertenencia y respeto mutuo. Al solicitar ideas y comentarios, permitir la participación en la toma de decisiones, empoderarlos para asumir responsabilidades e incluso reconocer sus contribuciones, se establece un vínculo más fuerte entre los empleados y el negocio. Este aumento en el compromiso, satisfacción y lealtad no solo beneficia a los empleados, sino que también fortalece la efectividad general del plan de gestión de personas.

I agree with the statement that providing employees with training and development opportunities is a crucial aspect of a sustainable people management plan. However, I would like to add an additional consideration from an HR leadership perspective. It is essential to align training and development initiatives with the organization’s strategic goals and objectives. By identifying the skills and competencies that are critical for achieving those goals, leaders can ensure that the training programs offered are directly relevant and impactful. This alignment not only enhances employee growth but also contributes to the overall success of the organization.

Une chose que j’ai trouvé très efficace est la définition de Plan Individuel de Développement. Cela permet de se projeter dans le temps, de préparer la relève et surtout de donner du sens et de la motivation

In my opinion, the most important thing is to work hand in hand with the teams in relation to their aspirations, and together create an action plan that considers their strengths and opportunities as a key point, and at the same time supports the development of the main skills for the employee's development.

Aligning the sustainable people plan with a prior assessment and analysis of the skills and knowledge of the people who make up the organization is crucial. Involve them in the co-creation of their professional careers by listening to what training tools they may be interested in developing that may be good for their personal growth and valuable for the future and growth of the company. In this process, we achieve a greater motivation and sense of belonging of the people, developing an evolution of their professional careers that impacts on the execution of the strategic principles of the company.

Prioritize continuous learning and growth opportunities. Establish training programs, mentorship initiatives, and career paths to nurture skill development and career progression.

Cultivating a positive organizational culture demands a strategic focus on trust, respect, diversity, inclusion, and collaboration. Prioritizing employee well-being involves not only addressing conflicts but also establishing an open environment for voicing concerns. Promoting a healthy work-life balance and offering flexible arrangements are imperative for sustained productivity. Social interaction and the infusion of recreational elements contribute to a vibrant and motivated workforce. In essence, fostering a positive culture not only enhances employee satisfaction but also establishes the groundwork for a resilient and harmonious professional ecosystem.

Creating a sustainable people management plan involves several key strategies ones on top of the list are clear communication and leading by example. Establishing transparent communication channels to ensure employees understand the company's values, goals, and expectations as well as leaders embodying the company's values and culture, serving as role models for employees will surely help the plan.

This is where knowledge and practice of psychological safety will come in handy. Employees will provide better open feedback when they feel a psychological safe space at work. To create this safe space, you will need to among others, promote respect and inclusion where ideas can be shared and feedback given without fear of consequences. Also, recognizing that some employees may prefer 1:1 conversations in order to provide feedback on your people management plan will help.

Colaboradores felices hacen clientes felices y clientes felices hacen accionistas felices Es indispensable invertir en crear un clima y una cultura que den prioridad a este concepto

Start with ensuring your job descriptions accurately reflect the expected work AND required skills to reach those goals. Then ensure you evaluate each and every employee against the skills required in your job descriptions and create a mechanism to inventory and track who clearly demonstrates those skills. Ensure every colleague is receiving honest, frequent and consistent feedback. Make giving and receiving feedback a cultural "norm" so people understand exactly where they are at all times. Then create a succession plan for each role by using the skills inventory you created. When you find gaps where you don't have colleagues who can meet the requirements identify those that can be coached to get there and look externally.

The emphasis on regular reviews and adjustments based on real data and feedback is particularly insightful. Celebrating successes and openly acknowledging challenges not only boosts morale but also fosters a culture of transparency and continuous improvement. Learning and adapting from experiences ensures that the management plan remains effective and relevant.

A sustainable people management plan must adapt to the characteristics and needs of new generations like Gen Z and Millennials. It is an ongoing process that requires regular review, data analysis, and feedback collection. Celebrating successes and acknowledging challenges are important for continuous improvement. Learning from past experiences helps in making necessary adaptations to align with the expectations of these generations. In summary, a dynamic people management plan that addresses the unique traits of Gen Z and Millennials is essential for long-term success.

A lot of great comments on this thread... I'd reiterate the need to listen/understand individual and team needs. Recognise that individuals are not always able or willing to share rationale for their choices/preferences. Encourage trust and collaboration through acceptance and empathy.

Cualquier plan se debe cambiar si el resultado que se espera no es el adecuado el no cambiarlo es la cultura del jefe dictatorial o su ego superior el que no permite o escucha otras opiniones que deben ser atendidas para evitar el fracaso

You must set up regular intervals for evaluating the effectiveness of your people management plan. This includes key performance indicators (KPIs) related to employee satisfaction, retention rates, and skill development. Then be prepared to adapt your plan based on changing organizational needs, industry trends, and feedback from employees. Evaluate every decision you make and give another strategy to try and test the result. You will know what is the right strategy for your organization for better and better result.

1. Define the “As Is” state. 2. Understand the organisational roadmap in terms of goal & objectives. 3. Skills/ Competency Assessment should be done. 4. Define the “to be” state. 5. Identify the gaps to achieve the “to be” state. 6. Define the overall employee experience parameters. 7. Define the target hiring/ retention strategy and chalk out the plan. 8. Establish a robust performance management framework. 9. Define the L&D roadmap & plan. 10. Develop a CDP for hi-pots and successors for key roles. 11. Leverage tech & data analytics for data-driven decisions. 12. Ensure percolation of a positive culture through appropriate engagement, transparency in communication, and feedback mechanisms. 13. Have a risk mitigation plan in place.

To make a sustainable people management plan is not only a necessity but also a reflection of your company. This helps you in employee retention because of a welcoming and inclusive environment. Foster a culture of effective communication, transparency, accountability and employee engagement. Soliciting feedback, crafting strategies for employee retention, devising training plans based on the individual needs is crucial. My employee retention rate was over 98% due to the fact that my team enjoyed working in a welcoming environment. As the owner of the company, it’s your responsibility to look after the wellbeing of your employees. Look after them and they will look after your business.

Measure, measure and measure… Your baseline to start with and your progress over time. You need to know your starting point.

In addition to the practical aspects of creating a sustainable people management plan, it is also imperative to delve into the HR philosophy or underlying ethos that props up the organization culture. While it is understood that business has to deliver on its promises to all stakeholder groups, in its journey to achieve the same, does the organization look at its "people" as integrated human "beings" or as an amalgamation of skillsets used as a "tool" to deliver business objectives? Whichever philosophy the organization holds, it is palpable to one and all, and this becomes a key determinant in unleashing discretionary effort from people in times of need - building sustainable organizations with a sustainable HR Plan.

1. Do not simply allow bad leadership, no matter the level it stems from. Speak up. 2. Build and develop your leadership from within the company whenever possible (from week one, start building the next generation of your companies leaders). 3. Punish in Private, Praise in Public- of course. 4. Reward, award, and build a great ROI plan... not for only your business line, but for your employees. 5. Remember where you started. Remember why you started. Always finish.