What does it take for an employer to survive and thrive in today’s employee-driven market?
We’ve all felt an inherent and increasingly pervasive challenge in the workplace, leading through constant change while honoring a consistent mission and vision. Maybe our actions and decisions are driven by a desire to avoid consequences at both ends of the spectrum such as the “flavor-of-the month” and “we’ve always done it this way” perceptions we hear about from many employees.
When is the last time you assessed your approach to achieving your personal goals? And more importantly, how do you define flexibility? As is the case for our employees, there’s a path forward as long as our mission is defined but our approach is adaptable to changing circumstances. Here are some questions every small business should be asking themselves:
- What’s your competitive advantage in this new economic climate? Are you competing in your industry on price or quality, and where specifically do you see growth potential in that market?
- Do you need high-caliber people to achieve your mission, either through a relentless focus on efficiency and effectiveness, or a novel approach to innovative, high quality products/services?
- Do you know what motivates performance for these in-demand candidates and employees? Does your business strategy align with their needs as well as the demands of your customer base?
Leadership is the road that guides change toward achieving an organization’s vision. This road has its bumps, and widens or narrows at times, but it leads somewhere meaningful and unique. Driven people want to get on board to achieve something important to them and for the group as a whole.
If you know what flexibility looks like to you, do you know the answer your people would give? Should some aspects of your strategic workforce plans and decision-making processes be adaptive, while others remain steadfast?
Defining your approach to flexibility is the first step toward creating an army of brand ambassadors. You need a team that leverages change to help you articulate and achieve a shared vision. Your company doesn’t need to have a big HR department in order to evaluate and implement effective and innovative human resources strategies and tactics. If you need help achieving your organization’s mission, the next step is discussing your goals and HR needs with a quality HR consulting firm.