How can you turn "what we need to do" to a "how are we going to do this and deliver meaningful results"?
Initially prioritise, which one or two strategic goals will focus? Are we as sure as we can be, these are the right goals? (you can always add to the list when these are flying..)
- "How" are we going to make this work, i.e. is it we want our Managers or Recruiters to implement this - if so they need to be involved in the' how' as they will undoubtedly know how to make this work operationally, and most importantly the barriers.
- Where are we starting form - what's our data point?
- What will success look like, how will we analyse the progress or if we need to make adjustments to the plan, and how frequently will this be reviewed.
- Who is going to make it happen? The most successful strategies I have seen delivered, mean everyone in the business, have some level of involvement.
- How is marketing, HR and finance specifically going to support this initiative? Internal comms, up-skilling, training, marketing strategy?
- Are there things we are doing which we need to stop, or reprioritise to make this happen?
- How are we going to recognise the success of this for individuals - be in their performance reviews, will it be financial incentivised, how do we ensure it becomes part of the Culture, of the norm.
Frequently, and I have experienced this myself, the board are confident and knowledgeable of the strategies they want to employ to make the difference. However, once, you get onto the shop floor, the level of clarity diminishes.
None of us can afford to be vague about the purpose of your businesses and plans for the future, both immediate, mid and long term. The adage, "snooze you lose" in the competitive world of Recruitment is not wrong.
So communicating your goals to the business is paramount, linking them to the 'why' and your business values increases buy-in and likelihood of success!
If you would like a partner to help you on this journey, drop me a line.