Ensure Your People Strategy Supports High Growth

People strategy supports high growth

Ensure Your People Strategy Supports High Growth
If you are one of the lucky businesses set up for high growth in the coming months or a business that aspires to grow rapidly, be sure your people strategy supports high growth plans.  Our organizational alignment research found talent accounts for 29% of the difference between high and low performing companies.

Avoid the People Pitfalls of High Growth
Too many companies suffer serious employee burnout, disengagement or turnover as they move up the growth curve. If you want to ensure your people strategy supports high growth, don’t let your organization be among them.

Five Ways to Drive Engagement During High Growth
Here are five ways you can prepare for keeping your people engaged even while the company is expanding by leaps and bounds. Essentially, it’s all about looking to the future and making sure your people strategy supports high growth in terms of systems, processes and practices.

1.  Keep Senior Leaders Front and Center
One of the common complaints of employees in high growth organizations is that they feel disconnected from leadership. When the company was small, everyone knew the folks in charge; as the company grew, the leaders were more and more invisible.

Especially during times of high growth, make sure your leaders are “out on the floor” regularly. They need to talk with employees and listen to what they’re thinking. In other words, increase the frequency of contact and decrease the distance between leaders and employees.

2.  Communicate Regularly about Current and Future Changes
High growth increases the rate of organizational change…and thus the level of anxiety among employees. Make sure your managers are well versed on how to manage change effectively. Leaders need to encourage regular, open dialogue so that employees feel some control over their own future and the future of the company.

Welcome and carefully consider input from employees at all stages.

3.  Update Your Rewards and Recognition Plan
It may have been fine when you were small to have recognition come through weekly meetings and rewards to be paid through discretionary bonuses. Now, however, you need to build rewards and recognition into your overall talent management strategy. Think through how you can effectively reward and recognize superior effort and success – a key to creating a high performance environment.

4.  Prepare for a More Competitive Compensation Program
As your employee population grows, your compensation plans will become more important and more complex. You may have increased job categories or need more highly skilled employees. To grow, you need a compensation program that is competitive, consistent and fair…and one that can be easily understood and administered.

5.  Provide Career Development Opportunities
Now that you’re playing on the “grown-up” field, you need to offer your employees opportunities to develop in their careers. Your managers need to be able to have career development conversations with each of their team members. Employees who can visualize a clear path forward are more engaged and less likely to look for greener pastures elsewhere.

The Bottom Line
The good news is that you are growing rapidly. The better news is that you are prepared with a people strategy that supports high growth.

To learn more about taking your people strategy to the next level, download Why Talent is Surprisingly Only 1/3rd of the Recipe for Success

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LSA helped us design and deliver a blended learning solution for our leaders to help drive our growth plans in a way that aligned with our specific culture and values. LSA understood our business, had deep expertise in the content areas, tailored the programs to fit our specific needs, and delivered great results. They constantly strive to deliver business impact and align their solutions with our business initiates, culture, and performance management systems. I highly recommend them to anyone looking to take their leaders to the next level.”

Beth A. Taylor
Vice President of Human Resources

Thoratec

We have been able to utilize LSA’s extensive network of top-notch resources to leverage our investment in employee development. The result has been the cost effective and highly efficient delivery of quality educational and management training programs.

Steve Feller
Vice President, Human Resources

LSA exceeded all my expectations. We interviewed 7 potential training and consulting partners and selected LSA due to their expertise, flexibility, and breadth and depth of solutions. We were able to construct a management training course from the modules most appropriate to our needs, and are able to provide additional training from their well developed portfolio of experts. Our managers galvanized as a team throughout the session and are better prepared for the rigors of a competitive market.

Mitch Mandich
CEO

Edify

Here’s a token of my appreciation for ALL your efforts. I’m offering my most sincere appreciation, and it extends to all the folks who made our customized management development programs possible.

Susan Anderson
Workforce Planning Bureau

LSA Global’s consultant brought a fresh perspective to our behavioral based interviewing strategy for two key executive positions we needed to fill, and their consultant helped us develop questions that produced a much deeper understanding of candidates’ capabilities. I am confident that the two new executives joining our organization have the right skills to add significant value. Throughout the process LSA was also very responsive in dealing with short lead time requests.

Because of the unique nature of our business, Excel is a core application in our accounting organization. After three attempts to find an Excel consultant who is capable of helping our finance team integrate advanced applications into our work processes we found LSA and Alex. He was not only a “Real” Excel expert but was masterful in helping us identify where to use Excel applications in our processes to increase our group’s efficiency.

SPO Partners & Co
Kim Silva, CFO

We signed up with LSA early on–as their 22nd Member! Since then, our organization’s learning needs have increased and decreased and increased again with the changing times. The beauty of the LSA business model is its flexibility…when we needed to supplement our own internal resources, we used LSA services knowing that we could depend on the outstanding quality of the leadership development and management training programs they provide.

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HR Manager

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Senior Marketing Manager

Samsung

I highly recommend LSA Global to anyone who is looking to improve individual or organizational effectiveness through their top quality programs and broad range of expertise.

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VP of Human Resources

LSA helped to meet the needs of my teams within a very narrow timeframe. My team walked away with highly useful management tools and practices. LSA saved us time in delivering the right solution for our specific needs.

Sandeep Kumar
Director, Software Engineering, EPG

On behalf of Roche and my staff I would like to sincerely thank you for your help with this. The English as a Second Language (ESL) assessment and coaching that you provided for our team was a great success.

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Associate Director

Roche

Our company engaged LSA to do a specialized “train the trainer” program, and the consultant’s performance outdid our exceptionally high standards for such a program. Very crucial to the success of this program was the work done upfront to discuss our needs and to interview key members of our organization so that the program specifically met our goals. Our facilitators continue to comment on the success of the program. Thanks also for the follow-up.

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Chief Financial Officer

What a refreshing change from the half-baked psycho-babble you normally get from training and consulting organizations. LSA gives you the practical and results-oriented assistance you need to define and reach your goal.  They provide a results driven plan – not just a temporary fix. They are great to work with, and even more importantly, they “get it!”

David Fiano
Vice President Human Resources

I’ve partnered with LSA Global at two companies now, and I consider them a valuable and trusted training and consulting resource. They recommended just the right solution to address our management development needs and have wonderful facilitators that match YuMe’s culture and style of our management team. I would highly recommend LSA Global to any company wanting to deliver quality learning solutions with a valuable learning and development partner.

Maya Paul
HR Director

We contacted LSA to help us with customized management development. LSA worked with me to identify a solution that would meet our exact needs. We decided to start at the top and ran the program for our executive team. It was such a great success that we hope to roll it out companywide. We look forward to a long-term partnership with LSA Global and their team of experts.

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Human Resources Manager

We partnered with LSA Global to help us invest in our people in the areas of performance coaching, diversity, and inclusion. They focused on helping us succeed and were very flexible in meeting our specific needs. LSA Global exceeded my expectations from a speed, quality, and value standpoint. I would recommend LSA Global to anyone looking for a true business partner.

Anita Luckinbill
Director, Human Resources

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