Step 7: Go The Extra Inch People Development Systems

step 7: Go The Extra Inch People Development Systems

As promised, over the next 8 weeks, we’ll be sharing one small idea every week on small steps you can take, that don’t cost much and will result in a significant benefit to you, your business and your job.

Step 7 is: ‘Go the extra inch people development systems’

I wanted to title this ‘Go the extra inch people improvement systems’, but, on reviewing it, I felt this sounded a bit mechanical and impersonal.

But that’s exactly what you want: you want continuous improvement (in all your people and all they do).

To put it bluntly: there’s no point in ‘developing’ people if their outputs don’t change for the better.

So, of course you want to ‘develop’ your people … but you also want to improve their outputs and ensure you all get more and more remarkable, step by step.

And this means having systems that hold them accountable. (Which is an area that I find many businesses are curiously reticent about, because they’re scared of HR and legislation).

Instead, I’d say: if you don’t hold people accountable, rigorously and continually, you’re subconsciously accepting substandard work as standard. All you need to do is to put in HR systems that are designed by operations people to get continually improving results and not by HR people designed to pussyfoot around.

I’m sure you already have many ‘people development’ systems and routines n place, but here are a few pointers to help you develop them and keep working towards being remarkable.

  • Identify the key goals for each person and job: both for the job to be done and for the holistic development of the person.
  • Filter all these through your ‘Customer Focused Mission’ and the ‘Customers REAL Needs’
  • Put structured plans in place using ‘Win/win agreements’ (You want them to ‘win’ by feeling energised and empowered, and you want to win by seeing continual improvement, development and engagement).
    • For a link to some guidance on ‘win/win agreements’ please see below.
  • Work on these in agreed and fixed timescales
    • Weekly ‘Go the extra inch’ sessions
    • Monthly 1:1 reviews
    • Quarterly progress assessments and goal planning
    • Annual structures systemic review

(Remember: Many ‘HR’ processes are naff at best and destructive at worst: instead you can develop something remarkable that develops and motivates your people so well that they’d unhesitatingly recommend their job to their friends).

And next week, we’ll bring all the above 7 steps together with step 8, that rounds everything off and keeps you sharp for the future.

As promised, here’s a link to a short instructional paper on ‘win/win agreements’

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