BUILDING FOR GROWTH: THE CASE FOR A PEOPLE STRATEGY

In today’s ever-evolving business landscape, the need for a well-crafted people strategy has never been more critical. At APSCo Asia, part of the Association of Professional Staffing Companies (Global) group (APSCo), we recognise the importance of this strategy as was underlined in our recent report. It is evident that a robust people strategy isn’t just a buzzword – it’s a vital component for business success.

By Ann Swain, Global CEO, APSCo Chief Operating Officer

Understanding People Strategy

At its core, a people strategy is a comprehensive roadmap that outlines how an organisation will attract, develop, engage, and retain talent. It aligns a business’ broader business goals with the human resources practices needed to achieve them. In the realm of recruitment and other service-led industries, people are the lifeblood of a company and a dedicated people strategy serves multiple purposes.

In a world where remote work is becoming the norm, the talent pool is now global. This offers incredible opportunities, but it also intensifies competition and demands a nuanced understanding of diverse cultural contexts. In today’s landscape, candidates look beyond just compensation; work-life balance, opportunities for continuous learning, and a sense of purpose have taken centre stage.

To thrive in this environment, aligning business goals with employee aspirations is essential. Employees who see their personal and professional growth intertwine with the company’s success are more motivated and committed. A people strategy ensures that this shared vision is articulated and consistently reinforced.

Creating a people strategy

Creating a robust people strategy requires a balance of forward-looking fulfilment measures (the ‘offence’) and retention tactics (the ‘defence’). These tactics ensure that recruitment businesses attract top-tier talent and create an environment that encourages growth and long-term commitment.

Fulfilment Tactics: Leadership Presence and Impact sets the culture tone. A visible, approachable, and empathetic leadership team creates an environment of trust. Effective use of employee value proposition (EVP) lays out the unique benefits employees can expect to receive in return for their skills and expertise. Promoting the EVP ensures that potential candidates receive a compelling narrative about your firm’s value.

A streamlined recruitment process signals to potential employees that you value their time and effort. Emphasis on continuous learning and development showcases your commitment to your employees’ professional growth by offering tailored development opportunities. Using culture documents transparently records company norms and expectations, ensuring consistency in approach.

Retention Tactics: Psychological well-being and safety are critical to innovation. Employees should feel secure in voicing opinions, taking calculated risks, and potentially making mistakes without fear of retribution. Trust in teammates is essential. Promoting a culture where promises are kept and tasks are completed diligently, teams function more cohesively.

Ambiguity can lead to confusion and redundancy. Clear job descriptions and expectations ensure each team member knows their roles and responsibilities. Beyond daily tasks, employees seek a deeper connection to their work. By aligning individual roles with the broader company mission, you can ensure your employees find purpose in their contributions. Regular acknowledgement and appreciation of an employee’s contributions reinforce their value to your business, bolstering morale and commitment.

The synergy between these offensive and defensive tactics is crucial to a strong people strategy. When combined, they form a blueprint that attracts talent and provides a nurturing workplace.

Delivering on Learning and Development

For a thriving business, continuous growth relies on the commitment to cultivating talent. Approaching training in a structured way ensures consistent skill development. Rather than sporadic and ad-hoc training sessions, adopting a structured approach could range from onboarding training for newcomers to advanced modules for seasoned professionals. Have frequent career conversations instead of relying on an annual appraisal. Instead, more frequent career discussions can offer real-time feedback, address concerns, and chart growth trajectories.

Arrange mentoring programs and similar ones. Mentoring is more than just a one-size-fits-all proposition. Traditional senior-to-junior mentoring is invaluable, but peer mentoring, reciprocal mentoring, and even reverse mentoring can offer fresh perspectives. Foster a culture of self-development. While structured training is vital, promoting a culture where employees take charge of their development can be transformative. Provide clear and achievable career paths. Ambiguity can be a growth deterrent. When employees can visualise a clear and achievable career trajectory, they’re more motivated to upskill and take on new challenges.

Building a Positive Company Culture

Fostering a positive company culture is more than just an aspiration; it’s a strategic imperative. You need to set clear business values and direction. Define values that act as a compass, guiding strategic decisions and daily interactions. Foster inclusivity for greater team efficiency. In today’s diverse workplace, inclusivity is a moral and a business imperative. Provide transparent and motivating reward structures. Rewards and recognitions play a crucial role in reinforcing positive behaviours and outcomes. Collect and implement employee feedback. No company culture can remain static; it must evolve with the times and the people that form it.

Three Practical Steps to Initiate Your People Strategy

Initiating a people strategy might seem daunting, but breaking it down into practical steps can make the process smoother and more effective. Firstly, conduct a people strategy audit to assess your current company culture, learning and development programs, reward schemes, employee turnover, and feedback mechanisms. Secondly, arrange a cross-functional workshop involving various departments and levels to ensure diverse inputs. Finally, design a pilot program to test, measure success, and refine based on feedback.

A well-defined people strategy is not just a necessity; it’s a catalyst for growth and success in an ever-evolving marketplace. By following these steps you can navigate the changing landscape and build a thriving, people-centric business that attracts and retains top talent. Commitment to people is the key to sustained and sustainable success.

Next Steps

To explore how APSCo can further support your people strategy, contact asia@apsco.org