We would all agree that 2020 has been unexpected, turbulent and challenging for many organisations who have had to adapt swiftly to the COVID-19 environment.
As 2020 comes to a close, now is a good time to reflect on your objectives for 2021 and schedule in a planning session for early 2021 as everyone returns for a new year.
Below are 7 steps you should take to help prepare your organisation for 2021:
Take the time to reflect on your organisational objectives for the new year and prioritise the key initiatives
The key factor here is to begin with the end in mind. Picture your organisation at the end of 2021 and document where you would like to be:
- What are your financial objectives?
- Do you have a maintenance or growth strategy?
- What does your customer/client base look like?
- What products or services does your business offer?
Then work backwards, by breaking down each of your answers further. So for example, if your financial objective is to grow sales revenue by 15% – what are you going to do to achieve that? What new products/services are you going to offer? How are you going to leverage existing products services.
This information then becomes your organisational plan, with specific timeframes put in place around each of the initiatives and accountabilities assigned.
Communicate your vision for the year to your team
Every single person in your organisation should be able to articulate the vision for the organisation and know what the objectives for the organisation are for the next 12 months. By understanding this, your team will be able to work with their manager to ensure their role is contributing to the overall success of the business. You may wish to have department objectives and individual key performance indicators which are linked to the overall business objectives.
Once you have a clear understanding of the business’s objectives and priorities for the year, you should ensure you have the appropriate resourcing to deliver on these objectives. To do this, you should Identify any additional positions that the business may require or any changes to existing positions. Having a clear workforce plan by identifying your headcount and approved labour cost budget throughout the year can support you in ensuring you are making well informed decisions from a recruitment and organisational structure perspective.
Agree on your timeframes for employee feedback and ensure employees understand how often this will occur. Many organisations are moving away from the annual review process and instead embedding in regular feedback conversations (at least on a quarterly basis) with their team to openly discuss how the employee is going in their role, feedback on objectives and any support they require. These regular touch points will also allow managers to identify what is important to each employee in their role and what initiatives they can put in place to drive their engagement.
You should review all employee’s remuneration at least annually. Many organisations undertake this process in June each year, effective from 1 July in line with the Fair Work Commission annual wage increase and new financial year.
Setting your remuneration review timeframes and communicating this to employees will ensure they know that their remuneration will be reviewed, which can support with retention. It also allows you to plan from a budgeting perspective.
Develop an employee experience calendar
Creating a culture that focuses on employee experience and engagement takes time. A great starting point is to plan monthly or quarterly employee experience activities. This does not need to be expensive company parties; it could simply be opportunities to bring the team together and to recognise/celebrate success. In a fast-paced environment this is often forgotten. Ensure these experiences reflect your teams interests and what is important to them at work.
Develop your HR plan
Like all other areas of the business you should have a clear HR strategy for the year, outlining the key objectives for HR and the actions that will be taken to deliver on these objectives. Essentially this will be a roadmap that will outline the initiatives that will support your broader organisational objectives.
For more information on the above, please contact us on 1300 887 458 and speak with one of our HR Consultants. If you are interested in learning more about our HR services, including HR Outsourcing, HR Consulting, HR Advisory Services, contact us at email@example.com.