Achieving strategic goals and objectives requires more than just setting targets and objectives. While having a clear strategy is crucial, success often hinges on having the right people in place and ensuring that your team is operating at its maximum potential. Here are some actionable ways to get the most out of your workforce to achieve strategic business goals.
Importance of Having the Right People
Having the right people in place is the cornerstone of any successful strategy. No matter how well-designed your strategic plan is, it won’t be effective without a capable team to execute it. Here’s why having the right people is so important:
Expertise and Skills:
Every nonprofit has unique needs, and having a team with the right expertise and skills is essential for success. Whether it’s technical knowledge, creative abilities, or leadership skills, having the right people in place ensures that your team can effectively tackle any challenges that arise. This begins with having a streamlined recruitment strategy that showcases your brand and creates a candidate experience that attracts the right people for your nonprofit’s needs.
Alignment with Mission, Vision and Values:
Beyond just skills and expertise, it’s essential that your team members align with your nonprofit’s values and culture. When employees share the same values and vision as the organization, they are more motivated, energized, and likely to work towards common goals.
Adaptability and Innovation:
Adaptability and innovation are critical for success. Having a team that is flexible, creative, and willing to embrace change can give you a competitive edge and help you achieve your strategic objectives more effectively.
Hiring for Success
Building a successful team starts with hiring the right people. The right team can propel your business forward, while the wrong team can hold it back. Here are some techniques to help you hire the right people for your team:
Define the Role Clearly:
Before you start the hiring process, make sure you have a clear understanding of the role you are trying to fill. Clearly define the responsibilities, required skills, and qualifications for the role.
Create a Detailed Job Description & Job Posting:
Next steps include drafting a job description and a job posting. The job description is an internal document used by human resources teams, hiring managers, and employees as an overview of a role. It should state specifics about the role, the skills required, the day-to-day responsibilities and the marker of success for that position. Take the time to assess whether the compensation offered for the position is competitive within the market. The job posting is an external document used as a marketing tool to get people interested in your company and your open role. It’s usually a more brief summary of the job description.
Use Multiple Channels for Recruitment:
Don’t rely on just one channel to find candidates. Use a variety of channels, including job boards, social media, networking events, and employee referrals. There are affordable pay-as-you-go Applicant Tracking Systems (ATS) available to assist with job posting and candidate tracking. The one posting on an ATS platform will syndicate to free job boards, paid job boards, and popular social media channels.
Screen Resumes Carefully:
Take the time to carefully review each resume you receive. Look for candidates who have the skills and experience you are looking for, as well as those who are a good cultural fit for your team.
Conduct Structured Interviews:
A structured interview process ensures that you are asking each candidate the same questions and evaluating them consistently. Using a scorecard in a job interview can help you objectively evaluate candidates based on specific criteria. Ask behavioral interview questions to elicit information about how candidates behaved in the past which can help predict how they will behave in the future.
Check References:
Always check the references of your top candidates. This can help you verify the information they have provided and get a sense of how they have performed in previous roles.
Consider Cultural Fit:
In addition to skills and experience, consider whether candidates will be a good cultural fit for your team. Look for candidates who share your values and are likely to work well with your existing team members.
Trust Your Instincts:
Finally, trust your instincts. If something doesn’t feel right about a candidate, it’s probably best to keep looking.
Getting the Most Out of Your Team
Once you have the right people in place, the next step is to ensure that you are getting the most out of your team – we call that unleashing people energy™. Here are some strategies to help you maximize the potential of your workforce:
Clear Communication:
Effective communication ensures everyone on your team understands their roles, responsibilities, and the nonprofit’s strategic objectives. Regular team meetings, one-on-one check-ins, and open-door policies can help facilitate a communication-rich and collaborative culture.
Empowerment and Trust:
Empowering your team members and trusting them to make decisions can go a long way in boosting morale and productivity. Trust and empowerment are integral components of successful retention strategies. When employees feel trusted and valued, they are more likely to take ownership of their work and go the extra mile to achieve success.
Continuous Learning and Development:
People like to learn and develop. If your team lacks opportunities for development, they can feel stagnant and disengaged. Investing in the ongoing learning and development of your team members is essential for both their personal growth and the success of your organization. For example, many team members who are promoted to managerial positions often struggle to effectively fulfill their new roles because they don’t have the training and coaching support to learn these new skills. Whether it’s through training programs, mentorship opportunities, or access to resources, providing employees with the tools they need to grow and develop their skills is essential for achieving strategic goals.
Recognize and Reward:
Don’t underestimate the power of recognition and rewards in motivating your team. Whether it’s a simple thank you, a bonus, or a promotion, recognizing and rewarding employees for their hard work and contributions can help boost morale, increase job satisfaction, and drive performance.
Overhaul Policies and Processes:
Clear and current policies ensure that your team understands exactly what is expected of them, reducing confusion and increasing productivity. By streamlining processes, employees can work more efficiently, allowing them to focus their time and energy on activities that directly contribute to the organization’s mission.
Implementing flexible work policies, such as remote work options or flexible hours, can help employees achieve a better work-life balance. This leads to increased job satisfaction and productivity. For another example, when applying diversity and inclusion policies, you ensure that the organization benefits from a wide range of perspectives and ideas, which leads to better decision-making and problem-solving.
Achieving strategic business goals requires more than just a well-thought-out plan. It requires having the right people in place and getting the most out of your team. By ensuring that you have a capable and motivated workforce, and by implementing strategies to maximize their potential, you can position your organization for long-term success and achieve your strategic objectives more effectively.
Do you feel like there might be a missing piece in your organization’s HR strategy or structure? Performentor provides fractional HR services tailored to propel organizations toward their business goals. We are the HR partner who can provide the expertise (both tactical and strategic) you need — exactly when you need it.
We support many nonprofits across the United States on their journey and provide that HR
solution in the absence of an internal function or as additional expertise to supplement what the internal team lacks. Want to learn more? Schedule a call with us soon!
Written by Mollie Hod (Director of Business Development and Partnerships)