The strategy focuses on improving the welfare, development, and growth of Post Fiji employees. It incorporates a comprehensive wellness program, which aims to address employees' physical and mental health through activities like fitness programs, mental health support, and wellness check-ups. For example, conducting a wellness survey can help identify specific needs, allowing for tailored initiatives.
Another component enhances professional development opportunities. By offering structured training, mentorship programs, and tuition support for courses, employees can grow their skills and advance in their careers. This can be achieved through workshops and an e-learning platform to encourage continuous learning and skill enhancement.
Additionally, establishing a robust performance and feedback system ensures that employees have clear performance goals and receive regular feedback. Managers are trained to provide effective feedback, and career progression frameworks are defined to support growth pathways. Recognizing and rewarding high performers while ensuring transparent performance tracking facilitates a constructive developmental environment.
The strategies
⛳️ Strategy 1: Implement a comprehensive employee wellness program
- Conduct an employee wellness survey to identify needs and preferences
- Establish a dedicated wellness team to design and oversee wellness initiatives
- Offer regular health screenings and wellness check-ups
- Provide mental health support through counselling services
- Organise fitness and recreational activities
- Introduce flexible working arrangements to support work-life balance
- Develop a wellness resource portal for employees
- Arrange regular stress management workshops
- Encourage participation in local sports events
- Regularly evaluate and adjust the wellness program based on employee feedback
⛳️ Strategy 2: Enhance professional development opportunities
- Conduct a skills gap analysis to identify training needs
- Develop a structured training and development program
- Offer regular workshops and seminars on relevant topics
- Provide tuition support for professional courses and certifications
- Create a mentorship program pairing employees with experienced leaders
- Introduce cross-departmental training sessions for broader skill development
- Set up an e-learning platform for continuous learning
- Organise quarterly knowledge-sharing sessions among employees
- Encourage attendance at industry conferences and networking events
- Monitor and report on the success rates of development programs
⛳️ Strategy 3: Establish a robust performance and feedback system
- Define clear performance metrics and goals for all roles
- Ensure regular one-on-one check-ins between employees and managers
- Introduce bi-annual performance review cycles
- Develop a peer feedback mechanism to provide additional perspectives
- Train managers on effective feedback and coaching techniques
- Recognise and reward high performance and improvement
- Create a career progression framework with clear pathways
- Use employee input to inform adjustments to performance criteria
- Utilise technology for transparent performance tracking
- Regularly review and refine the feedback system to ensure effectiveness
Bringing accountability to your strategy
It's one thing to have a plan, it's another to stick to it. We hope that the examples above will help you get started with your own strategy, but we also know that it's easy to get lost in the day-to-day effort.
That's why we built Tability: to help you track your progress, keep your team aligned, and make sure you're always moving in the right direction.
Give it a try and see how it can help you bring accountability to your strategy.
