A people plan is a strategic document that outlines the organisation’s goals for its workforce, as well as the strategies, tactics and who or which team department is accountable for the deliverables to achieve those goals. Tell us what your organisation is doing with People Strategy by taking this short quiz (<2 minutes to complete; your answers are confidential), and you will receive some hints and tips on where to improve and/or affirmation from Stephanie by email that you are are already on the best path to success.

BluZinc People Strategy
People Strategy Diagram

How can a robust people plan support exponential growth?

A robust people plan can help overcome challenges such as attracting and retaining the talent needed to achieve their growth goals. It is also essential to link the people plan to the corporate strategy, ensuring that your people (your most important asset) can support the growth.

A people plan is a strategic document that outlines the organisation’s goals for its workforce, as well as the strategies for achieving those goals. It should include the following elements:

  • A workforce analysis: This should identify the organisation’s current workforce, including its skills, knowledge, and experience. It should also identify any gaps in the workforce that need to be filled.
  • A talent acquisition strategy: This should outline the organisation’s plans for attracting and recruiting top talent.
  • A talent development strategy: This should outline the organisation’s plans for developing the skills and knowledge of its workforce. It should include a variety of training and development opportunities, such as management and leadership development, on-the-job training, and coaching and mentoring.
  • A compensation and benefits strategy: This should outline the organisation’s plans for compensating and rewarding its workforce. It should include a competitive salary and benefits package, as well as opportunities for advancement.
  • A performance management strategy: This should outline the organisation’s plans for evaluating the performance of its workforce. It should include clear performance goals and expectations, as well as regular feedback and coaching.

The risks of not having a people plan in place are:

  •  Difficulty attracting and retaining top talent: Without a clear plan for attracting and retaining talent, SMBs may find it difficult to compete with larger organisations that can offer more attractive compensation and benefits packages.
  •  Low employee productivity: When employees are not happy or engaged, they are less productive. This can lead to lost productivity and revenue.
  •  High turnover costs: The cost of replacing an employee can be significant, particularly for a small business, including the cost of recruiting, hiring, and training a new employee.
  •  Lack of innovation: A workforce that is not diverse and creative may lack the ability to innovate. This can hinder the organisation’s ability to compete in the marketplace.

In summary, if you want to achieve growth and scale up goals you need to have a robust people plan in place.  A well-designed people plan can help to attract and retain top talent, improve employee productivity, reduce costs, and increase innovation.