Why must organizations embrace this change?
Human resource (HR) departments have traditionally been responsible for managing employee-related tasks such as hiring, payroll, and benefits administration. However, in recent years, there has been a shift towards a more holistic approach to managing and developing employees, known as people and culture.
The focus of people and culture is on creating a positive and supportive work environment that engages and develops employees. This involves not only managing traditional HR tasks, but also implementing strategies to attract and retain top talent, foster a positive work culture, and support the overall development and well-being of employees.
The shift towards people and culture reflects a recognition that employees are a valuable asset to any organization, and that investing in their development and well-being can lead to increased productivity and business success. It also acknowledges that the modern workforce is more diverse and dynamic and that traditional HR practices may not be sufficient to meet the needs of today’s employees.
In order to effectively implement a people and culture strategy, organizations must prioritize the development and well-being of their employees, and be willing to change traditional HR practices. This may involve reorganizing HR departments, implementing new programs and initiatives, and redefining HR roles and responsibilities.
The shift towards people and culture requires a long-term commitment and a willingness to adapt and evolve as the needs of the organization and its employee’s change. However, the benefits of this shift are clear: a positive and supportive work environment leads to increased employee satisfaction and retention, and ultimately, to a stronger and more successful organization implementing a people and culture strategy within an organization can have a significant impact on employee satisfaction, productivity, and overall business success. A strong people and culture strategy should align with the organization’s mission, values, and business goals, and should be designed to attract, retain, and develop talented employees.
There are several steps that organizations can take to implement a successful people and culture strategy:
- Ensure the buy-in of the Leadership of the organization or corporate. You don’t want your strategy to be put aside in a forgotten drawer. Buy-in is essential at this stage.
- Inform and involve people in this change by preparing a well-drafted communication plan, and working on Training and Coaching programs for them. After all, this change is about them.
- Carefully start to shift into Agility, by educating people on how agile frameworks work.
- To foster a positive work culture, Organizations can foster a positive work culture by promoting open communication, encouraging teamwork and collaboration, and recognizing and rewarding employee contributions.
- Evaluate and adjust the strategy, constantly! And remember, the strategy should be operationalized, not implemented.
Implementing a people and culture strategy can be a complex and ongoing process, but now is the time to move towards a more holistic and people-centric approach, not strictly following a policy-based approach.
Mona Makkawi
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