Continuing with our topic for the month, we take a look at the areas of business optimisation underpinned by the human element in our business
How does the human element impact our business? How do we ensure that we remain compliant, play by the rules and have all the paperwork in order? How do we enhance productivity and commitment? And what does the culture say about our organisation?
As the saying goes: ‘hindsight is 20/20 vision’ and it is amazing how you can pinpoint when and where things went wrong when you look back. But the luxury of hindsight may also be costly.
When partnering with businesses to improve and optimise operations, a big chunk of time is spent dealing with the people stuff. The sooner you get the people stuff right the stronger your community will be in the business and it will show in the bottom line.
When referring to our team we often only think about the emotional and human element. But, when it comes to the people in our business, we need to understand there are both transactional and emotional factors at play. I separate this into the following sections:
- Let’s not start a Riot – the people stuff
It is necessary to have specific and updated policies and procedures in place to ensure clear direction and to avoid misunderstandings, favouritism and other factors that can negatively impact the business. Human resources systems to keep track of contracts, leave and other HR related matters will save time, money and ensure compliance.
If you are a small business chances are you do not have a dedicated fulltime, inhouse HR person. Outsourcing this role will help but you need to first have your house in order and have a clear understanding on what you are outsourcing and how you are measuring performance.
- From Good to Great – human performance
We tend to underestimate what a powerful resource a properly trained, committed and engaged employee can be. Gone are the days where employees were only interested in getting a salary. Research has indicated that employees value growth, development, security and organisational culture above money.
Millions are spent annually in improving performance, upskilling and development of valued employees. Why, you may ask. Because it shows on the bottom line.
- The Yardstick – measuring performance
Your employees may know what to do, they may even for the most part know how to do it, but do they know why they have to do it? Do they know the part or the impact of their specific contribution in the bigger picture? ‘Monkey see, monkey does’ and ‘because that’s how it’s always been done’ in many instances is the enemy of performance and certainly the death of innovation.
In order to get the most from our people coupled with getting it right the first time, every time we need to make sure that there are clear instructions and expectations.
How do we recognise performance and are we available to our team? People do the best with what they’ve got, so make sure you set clear expectations, have frequent touchpoints to discuss performance and recognise performance regularly.
For more on business optimisation, have a look at my previous articles on the 8 key areas of business optimisation and foundational business optimisation.
