What do the words “people strategy” call to mind?

A long, boring document compiled by an “HR Person” perhaps…

Too often, people strategies are put together by individuals possessing only a vague understanding of your business. Instead of helping you develop and grow your business, ineffective people strategies merely languish, unread.

Now, while we aren’t suggesting you dismiss people strategies entirely, there’s no point in having a people strategy which doesn’t further your business aims and ambitions, it’s critical to understand people’s value

A well thought out people strategy remains an invaluable business development tool.


Well, think about it this way. Ask yourself: “When was the last time I felt really stressed and frustrated at work?”

It’s highly likely that your stresses and frustrations had something to do with the people you work with.

Take a look at these common, workplace-related “people problems”:

  • Recruiting someone who isn’t right for the job
  • Someone isn’t performing and you can’t figure out why
  • An employee has done something that is potentially really damaging to your business and you don’t know how to handle it
  • Your staff are fed up and complaining that they don’t earn enough money

People problems can grow into serious issues if there isn’t a structure in place which connects your staff members to the overall objectives of your business.

Creating a powerful people strategy

  1. Resource planning

It’s important to identify how many staff you’ll require early on, who will do what, and why. You should also think about how and where you will find the right people for your business.

Remember, having a clear idea of your resource needs will save you countless hours and expense when it comes to hiring, so make a plan and stick to it.

  1. Performance planning

In the context of your business, what does “good” actually mean? Consider the different ways in which staff performance can be measured – and how your staff members’ input ought to bring you closer to achieving your business objectives. Poor performance costs businesses a great deal of money each year, so you need to implement the sorts of strategies which will allow you to monitor and reward your team.

  1. Risk planning

Solid contracts of employment and employment policies will protect and guide you should something untoward happen.

Are you aware of the statutory processes and employment legislation which is currently in place? If not, you’re putting your business at risk.

  1. Pay and benefits planning

Are your staff being properly rewarded for their efforts? Are they being paid the going rate? Will you be able to attract the best talent to your business with the pay and benefits you currently have in place?  

Further to this, is there a clear process for awarding pay rises and bonuses? Most importantly, do these processes serve to further your overall business goals?

Once you have a plan, you can start to shift some of those monkeys from your back, delegate responsibility to others, and focus on what it is you do best – running your business safe in the knowledge that everyone is working towards the same goals.

Get in touch

We love working with a variety of businesses and business owners – whether new on your business journey or well established. We are HR experts who love nothing more than helping you get the people stuff right – whether supporting an existing HR team or working on a project  by project basis.

Give us a call on: 01243 717693 or message us directly