Adapting To Change – 8 Human Capital Management Strategies To Consider

Adapting To Change – 8 Human Capital Management Strategies To Consider

By Matthew Kent | October 11, 2018

People are key to your success as an agile company. The business world is ever-changing, especially in this time of accelerated technological innovation. Your employees may be the only constant in your company – as long as they’re able to deal with change, and even thrive in it.

According to a Gallup’s “The Real Future of Work” report, employees who view their company as “agile” are more likely to feel their company is ahead of the competition, more confident in the company’s financial future and more likely to believe their company puts customers first.

These human capital management strategies will help you be adaptable in a changing market – and successful as an agile business.

Focus On The Vision

In a company that is truly adaptable, the vision is what everyone in the company should be working toward. They must understand their purpose as it relates to achieving the organization’s overarching goals. That desire to see the vision through is what will encourage employee innovation. First, be sure your purpose and vision are clear – and your employees are constantly reminded of them. Regularly survey employees to ensure they’re on the same page.

Build A Healthy Pipeline

Strategic workforce planning will ensure you have a stream of candidates ready as your company’s needs shift. A pipeline full of high-quality candidates from a variety of fields and backgrounds will allow you acquire talent more efficiently when necessary. Engaging your candidate pool regularly and updating them on your organization’s exciting innovations will ensure they welcome your outreach when the time comes.

Value Performance

In a culture where innovation is valued, consider setting up a reward system for new discoveries. Incentives for employees performing at the level you expect will ensure everyone rises to the occasion. It may put a little pressure on employees to perform but you’re interested in people who thrive in this type of environment. High achievers welcome!

Be Transparent

 If you want employees to buy in – and dive in – being forthcoming with information is of utmost importance. If you’re secretive about projects coming down the pipeline or acquisitions on the horizon, your employees are going to be skeptical about what else you’re holding from them. Honesty is best for making them feel secure. And, frankly, it’ll also ensure they’re working toward the company’s common goal.

Implement A Workforce Learning And Development Program

Be sure there are multiple methods your employees can continually hone skills and gain new ones. Remember, you’re expecting them to come up with product improvements, process efficiencies and market-changing ideas – so give them to tools to do this kind of thinking. A learning management system (LMS) may be a worthwhile investment, with modules employees can access as they see fit.

Forgive Mistakes

One of the ideas behind being agile is allowing experimentation. And if we agree to this, we must be open to risk and expect failure – at least, some of the time. Of course, managers shouldn’t grossly neglect the bottom line or safety of employees but having an acceptable failure rate is necessary for innovation. Flexible resource allocation can help mitigate defective ideas.

Encourage Employees To Be Customer-Centric

This will inform innovations and help employees prioritize what deserves their attention. If you create a culture that intently listens to customers, it acts an insurance against failure. Think about it: Deliver what the customer wants, and you’ll forever have a customer. Be sure employees, even those who are not customer-facing, understand the importance of satisfying customers. Let their desires guide your developments. Coupled with action-oriented decision-making, you’ll be leading the market.

Deploy Servant Leadership

You want to empower employees – and the only way they’re going to feel empowered is if their manager sets them up for success. Servant leadership puts employees first by making sure they have the tools, resources, guidance, access and support to reach their goals – both personal and organizational.

 

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About the Author
Matthew Kent

Matthew is Associate Director of the New York office, overseeing all daily operations.

His influence within the Technology sector has placed hundreds of professionals in development, project services, business intelligence and data analytics, and cloud positions.

Matthew spearheaded projects alongside leading technology teams within one of the world’s top STEM specialist recruitment firms, earning awards for his tenacious style of talent acquisition and imparting those skillsets onto his GQR team.

He has skillfully impacted Australia’s talent acquisition market at one of the country’s top-rated headhunting firms, placing technology professionals for elite financial institutions.

Matthew graduated from the University of the West of England with a degree in law.

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