A Blueprint for Challenging Times

I find it interesting that many companies react to this turbulent market much like a child reacts to a thunderstorm. The company hides it head under the pillows, waits the storm out hoping that it ends quickly and that there is no real damage. I have spoken to many Human Resource Professionals and asked them if their challenges for 2008-2009 have changed because of the poor economic conditions or other external conditions. The majority feel that their challenges have not changed and there is no need to do anything differently. It sure is dark under that pillow!

In SuccessFactor’s whitepaper titled “Winning Through Talent”, they report that the four strategies that successful companies use when faced with decreasing revenues, shrinking budgets, and disengaged employees amid these uncertain times are:

1. Rapidly align your workforce with changing economic conditions
2. Optimize your workforce
3. Identify and invest in your best employees and
4. Dramatically improve communication across the company

In my terms, those four recommendations translate to:

1. Implement a Strategic Development Process in which all employees feel they play a part and understand the direction the company is moving in.
   
2. Improve Productivity and Performance Through Training and Development using proven methods with defined outcomes
   
3. Identify the Strengths of Your Employees and Maximize Their Development in relation to the direction of the organization and its future needs.
   
4. Learn to Understand How We can Communicate Better with our managers, our peers, and our subordinates to gain clarity in direction and desired outcome.

We all agree that we must maximize employee performance and be more productive in this highly competitive global market. We also agree that we must continue to be results-oriented so that we provide our customer with superior services or products. Isn’t it time that our people development professionals step forward and change the environment by being proactive and not just reactive? We need to develop the strengths of all of our people focusing on the most talented and while integrating your people development plan with the strategic planning process of the company. People development plus process-oriented effectiveness equals productivity.

So, isn’t the blueprint for success the synergistic effect produced by focusing on people development and process orientation, and then monitoring how the implementation process affects the result?

Have you started your people development process? If so, any recommendations, and if not, what is holding you back?