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The importance of remaining flexible on your roadmap for growth

Things change: markets go up and down and so can supply and demand. Not only that, if key people on your senior team move on, it can cause uncertainty in the business, a change in direction or leave a hole that then needs to be filled. Your business strategy may need to adapt, and if it does, your people plan should change accordingly.

With the right people plan in place, you are in a better position to stay focused on why you exist, how you are going to get there, and take people on the journey with you.

Who owns the plan?
Who in the business will own this people plan and ensure that it is kept in mind when making key decisions? Ideally there should be someone setting and taking responsibility for the people plan in the senior management team to ensure it moves in line with the business strategy.

Ensure whoever owns the plan does not have a clash of interests. If it ends up sitting within the finance team, for example, HR initiatives might only be heard if they can persuade the numbers rather than the vision. And while creating a strong culture and an engaged and happy workforce are all proven to improve profit, it might not have the direct ROI that would persuade a finance director.
People plans and initiatives need to form the basis of HOW the business delivers its goals, and the ownership of the plan should sit with a people expert, along with a CEO who is focused on seeing it succeed.

Growing with the people plan
It’s important to keep the plan alive with regular reviews to keep it up-to-date and fit for purpose. Involving your top team will help embed it – along with reviewing the business strategy at least annually.
People planning for the future is empowering for all involved because it gives certainty to the people who work for you and provides a framework to ensure that you are all working towards a common and tangible goal. As your business grows and you take on more staff, it enables them to see how they contribute to the wider business goals.

The sooner you get these structures in place, the easier it will be to manage and facilitate growth.

If you need any help or advice on any of these areas please do drop us a line on hello@peoplepuzzles.co.uk.

It was a detailed process and I wasn’t allowed to get away with anything- All relevant issues were included and dealt with objectively.

Sue Ford, Director, Bridge Case Management

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