Saturday, December 7, 2019

The Multi-Stage People Management

 It’s critical to take a multi-stage of people management for increasing productivity, amplifying creativity, accelerating performance, unlocking potential, and improving organizational maturity.

Organizations are operated by people for the people, this is particularly true for running a people-centric digital business. In fact, people are always the weakest link, but the most critical asset and human capital to invest in the business. The digital workforce today are divergent in many ways, share a natural affinity for new perspectives, innovativeness, and collective wisdom.

Driven by strategic necessity, digital technologies, and cultural progress, the part of the digital transformation journey is to prepare people for the emerging trend, hybrid organizational structures and to recognize this is a crucial step. Here is the multi-stage integral people management to shape a high mature digital organization.

Involve: Today's digital workforce is a technology savvy new breed, it’s hyperdiverse and super-connected with the characteristics of multi-generation, multicultural, and multi-devicing. With rapid change, the exponential growth of information, business interdependence, and continuous disruptions, There seems to be so much uncertainty in a digital working environment today, but also have many alternative ways to do things. Digital people management needs to reflect such a paradigm shift and involve dynamic change proactively.

It’s important to involve digital leaders getting more comfortable on information-based people management solutions and integrate strategy management, change management, people management, and performance management into a holistic digital management discipline. A structural people management approach needs to play an important role in understanding their people in an objective and holistic way. It comes with a set of practices of identifying, acquiring, developing, deploying, and retaining well-qualified people throughout an organization and managing & refining business culture.

Engage: People are often the very purpose but the weakest link in business change and digital transformation. The best digital practices for people management include a better understanding of people through empathy and better empowerment. Organizations should focus on building people-centric business by leveraging the latest technologies and the emergent digital pipelines for recruiting and applying enterprise platforms to enforce cross-functional communication and collaboration. How you engage people will directly impact on how their remuneration and performance management systems reinforce the organizational strategy.

There are different recruitment methods, greater transparency, more engagement and retention initiatives, training, and development at every level. The logical scenario to manage a healthy workforce is to attract the right people with a growth mindset, the right aptitude, and attitude, with autonomy and changeability, bring positive energy to the workplace. It’s also important to engage people with recognition and intellectual challenges. When people are filled with inspiration supported by better understanding, they can better adapt to changes and unleash their full potential effortlessly.

Emerge and evolve: The digital paradigm arises out of new knowledge and the emerging trends to reinforce the digital characteristics of the business such as enlightenment and people-centricity. The integration of cross-training and knowledge-sharing opportunities, having a plan for succession, and keeping up with technological advances, etc, are all major factors of the new business norm.

Thus, digital leaders have to keep evolving and gaining fresh and broader views of people management, inspire changes and align the individual’s professional goals with the strategic goal of the business, to improve business performance and unlock collective potential.

In practice, it’s not easy to bring all talented people and mold them into an effective team. It's time to re-imagine the digital workforce and workplace. Don’t make rules or structures too restrictive, leave the room for management innovation, and build a flexible and innovative work environment to improve workforce management effectiveness and maturity.

Evaluate: People Management is an important process that underpins the organization’s collective human capability to achieve high performance. It's important to make an objective assessment of employee engagement, communication effectiveness, collaboration coherence, innovativeness, and production to ensure the organization is in great shape for maximizing the collective human potential.

Assess responsibilities and competencies required to achieve strategic goals, define who you need to have those responsibilities and talent, forecast the skills and roles you need to navigate the changes driven by digital trends and ensure seamless strategy management. The desired outcome is to assess the employee's contribution and ability to fulfill tasks and objectives in line with the organizational goals both at the strategic and operational level qualitatively and quantitatively.

Embrace changes: There have been changes all along, although the pace of disruption is very high this time around. Besides supporting the existing working environment, businesses need to focus on what changes/technologies need to be adopted and what needs to just be bypassed. It’s important to create a positive, hybrid, and dynamic working environment where talent can embrace changes, develop and learn more rapidly and unleash employees’ potential to accelerate business growth and digital transformation.

The organization has to explore digital in all directions, grow the company as a living thing, and perceive the people management through the multidimensional lenses such as the lenses of sociology, psychology, the economics of education, the anthropology of cultures, organizational and communication sciences, poetical and so on.. 

It’s the importance of taking a structural approach to holistic people management solution by integrating talent management, performance management, change management, culture management, and knowledge management, etc. At the strategic level, adaptation is the approach to foresee the business dynamic and prepare the best scenario to embrace changes and improve the overall people management maturity.

The digital world moves into a hyper-connected and interdependent digital relationship under “VUCA” business new normal. People are always the most important asset and capital investment in any organization before, today, and in the future. Part of the digital transformation journey is to prepare people for getting digital ready psychologically and intellectually. It’s critical to take a multi-stage of people management for increasing productivity, amplifying creativity, accelerating performance, unlocking potential, and improving organizational maturity


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