Complete a Talent Renewal Blueprint
Like any update to a strategic plan, preparing for workplace renewal requires core steps that will help identify readiness, gaps, opportunities and action plans. In addition to simply restarting the economy, it demands a future-state perspective, not a short-term, quick fix. It also requires that you look at organizational capabilities and behaviors that you will need to meet the demands of the future-state. Below are some things to consider as you seek to renew and engage your people.
Evaluate the Current State: It is important to document the state of your business before this change, along with what is needed in the early and later stages as you drive towards your new normal.
- Define the current size of your workforce and what it needs to be to meet planned future business demands.
- Identify the percentage of your workforce that needs to be located on-site versus remote, both now and in the future.
- Clarify which vital functions are required in order to support your current business and future operations.
Manage the Change: Assess and update a clear, outcome-focused vision of what is required to manage effectively in the future.
- Identify role duplication/redundancy you will need to eliminate—operating efficiently will be critical.
- Define what behaviors and capabilities will be essential for success in achieving your future state.
- Identify the minimum size of workforce required by function/role.
- Focus on critical performers that can perform more than one role.
Keep a Focus on the Future: Whether in business recovery or growth, set expectations regarding what actions will be taken to ensure productivity, team collaboration and achievement of business outcomes during this renewal transition.
- Clarify future-state expectations and how they will be measured.
- Define the culture you want to shape and what behaviors are expected.
- Determine the resource requirements to support business renewal including:
- Vital functions needed to support the growth of the business
- Priorities and critical roles for hiring
- Minimum size workforce per role to support productivity and business outcomes
- Capabilities required of leaders to help lead the renewal and shape culture
- Identify how you will assess talent to identify the right people for the right roles in the new workforce.
- Access tools required to hire the right employees quickly.
Create a Strategic Talent Renewal Plan: Achieving desired business outcomes defined in your future-state strategy will depend on an agile organization that identifies, develops, engages, and rewards your talented employees. This includes adapting common talent practices for the current organization to meet the needs of the future state.
- Determine what systems and processes will be required to support renewal in the new workplace.
- Update your talent acquisition strategy as the hiring processes of the past may not work going forward.
- Leverage tools (assessment, etc.) that will assist in filtering through a growing pool of candidates.
- Re-think behaviors, professional and personality traits that you valued in the past. Determine if those still will add value, then assess traits before you decide who can and cannot work remotely or in the new environment.
- Re-engineer your talent supply chain. Set high standards as the talent pipeline will be robust.
- Consider a shift away from the open workspace environment as employees may be skeptical and desire mobility.
- Redefine how you measure productivity and success. Do not confuse activity with results.
- Re-engage leaders in skill-building and leadership development activities to enable them to be effective in the renewal process and efficiently leading into the future.
- Update your talent review process as identifying and developing remote talent, creates different challenges.
It is important to start this planning for workplace renewal now. Don’t wait until the people start returning to the workplace, it will be too late. In Part 3 of our Post-Crisis Workplace Renewal series, we will highlight what the impact of talent planning in times of crisis has on the culture of your organization.