A successful HR department will bring in new hires full of ideas, enthusiasm, and energy buzzing to make a difference. Then months down the road, we see that same employee sluggishly timing in and timing out with little care about what to contribute outside their new comfort zone. This is an example of how new employees hired with the intentions of helping boost a company’s energy or diversity fails. The great news is that there are seven key factors your company can use so that you can turn those intentions into reality.
Without the right people taking the lead, even the best of intentions can go wrong. If the HR department has hired optimistic individuals with upbeat dispositions but is led by an unhappy and overly negative manager, things can quickly shift in the wrong direction. Make sure you have the right leaders in place.
2. Creating a Shared Need
Like-minded people that share goals work better together. While a shared need is often recognized through the mutual dissatisfaction of a process or program, leaders can help reframe the circumstance and encourage innovation. Change the narrative by promoting collaboration and welcome ideas that may lead to improvements and better opportunities.
Different perspectives can lead to misconceptions or even the wrong idea. An idea that has taken shape in your mind may not be so easy to understand by others. That is why it is vital that what the company has envisioned for its future is communicated as clearly as possible to all stakeholders and employees. This may require having mock models of a new facility being added, charts, or even a short presentation to better help employees visualize the future project.
Engaged employees are more productive and innovative because they know their voices are heard and respected. Engage your employees and create programs that will encourage them to engage with their peers. Involve them in decision-making and brainstorming. Check in with employees regularly to identify gaps and weaknesses in processes.
Factors such as decision-making are where great leaders start. Allow your employees to be a part of the planning; this helps prepare them for when it is their turn to make more significant decisions for their department.
Institutionalizing the intent embeds the way of doing things or behaviors into the company, allowing the change to be transformed into the company’s culture. It may not be an overnight achievement, but it is one step towards the desired reality.
7. Monitoring and Learning
Monitoring and learning lessen mistakes and allow leaders to mentor others and pass on their techniques and work ethics. This will enable managers to see which employees have the potential of taking on more significant responsibilities.
Turning intentions into reality demands as much action as it does having a firm belief that your goals are realistic and achievable. If it seems overwhelming, take a step back and assess your resources and capabilities.
Are you looking into turning intentions into reality? Let’s talk about it. Email me at firstname.lastname@example.org.