Strategies and tactics for scaling through Organisational Optimisation
The strategy detailed in the JSON titled "Scaling through Organisational Optimisation" aims to address organisational challenges to support growth and scalability. It consists of multiple strategies, each with specific action items to achieve the overall objective.
The first strategy focuses on revising and standardising job descriptions. This involves a comprehensive review, consultation with departmental heads, and developing a repository of updated job descriptions for easy access. Examples include training managers on the revised job descriptions and updating the recruitment process accordingly.
The second strategy enhances performance reviews and accountability. This includes revamping the performance review process, incorporating 360-degree feedback mechanisms, and developing accountability frameworks. An example is organizing workshops for managers on conducting constructive performance reviews.
The third strategy establishes a robust recruitment and retention pipeline. Key actions are partnering with educational institutions and job boards, launching targeted marketing campaigns, and offering mentorship opportunities. Implementing diversity training and revising policies for a more inclusive environment are also included.
"Instil the 'Marathon Way' in organisational culture" is the fourth strategy. It involves articulating core values, integrating these principles into onboarding, and providing regular workshops. Examples include recognizing and rewarding employees who exemplify these values and gathering feedback to assess understanding.
Lastly, cultivating an optimal work environment involves conducting employee satisfaction surveys, offering wellness programmes, and encouraging work-life balance. Implementing recognition programmes and updating HR policies regularly are also action items.
The strategies
⛳️ Strategy 1: Revise and standardise job descriptions
- Conduct a comprehensive review of all existing job descriptions across the organisation
- Consult with departmental heads to gather input on necessary updates for each role
- Identify the essential hard and soft skills required for each position
- Standardise the format and terminology for all job descriptions
- Implement a review and approval process for updated job descriptions
- Communicate the updated job descriptions to all employees
- Develop a repository of all updated job descriptions for easy access
- Train managers on how to use and interpret the revised job descriptions
- Update the recruitment and onboarding process to reflect new job descriptions
- Regularly review and revise job descriptions to ensure they remain relevant
⛳️ Strategy 2: Enhance performance reviews and accountability
- Revamp the existing performance review process for better clarity and effectiveness
- Introduce workshops to train managers on conducting constructive performance reviews
- Incorporate a 360-degree feedback mechanism for more rounded evaluations
- Set clear KPIs and benchmarks for performance reviews
- Ensure there is a formal way to document and track feedback
- Create a regular feedback loop with scheduled check-ins between managers and employees
- Develop accountability frameworks to clarify responsibilities at the managerial level
- Encourage a culture of continuous feedback and mentorship within the organisation
- Evaluate the performance review system periodically and make necessary adjustments
- Offer tools and resources to help managers provide better support and guidance
⛳️ Strategy 3: Establish a robust recruitment and retention pipeline
- Partner with educational institutions and job boards to attract top talent
- Launch targeted marketing campaigns to attract diverse candidates
- Streamline the recruitment process for efficiency and candidate experience
- Introduce diversity training and awareness programmes for the recruitment team
- Develop a robust onboarding programme that immerses new hires into the 'Marathon Way'
- Create mentorship opportunities to help integrate new employees into the organisation
- Assess and adjust the workplace environment to be more inclusive and supportive
- Establish a feedback mechanism to understand employee satisfaction and areas for improvement
- Introduce career development programmes tailored to employee aspirations
- Regularly review and update diversity and inclusion policies to ensure alignment with best practices
⛳️ Strategy 4: Instil the 'Marathon Way' in organisational culture
- Clearly articulate the core values and principles of the 'Marathon Way'
- Develop training modules to educate employees on the 'Marathon Way'
- Integrate 'Marathon Way' principles into the onboarding process for new employees
- Encourage leaders to model and promote the 'Marathon Way' in their daily interactions
- Provide regular workshops and refreshers on the 'Marathon Way' for all employees
- Create internal communications that reinforce 'Marathon Way' values
- Recognise and reward employees who exemplify the 'Marathon Way'
- Establish mentorship programmes to support the adoption of the 'Marathon Way'
- Regularly gather feedback to assess understanding and adherence to 'Marathon Way' principles
- Offer continuous learning opportunities to deepen knowledge of the 'Marathon Way'
⛳️ Strategy 5: Cultivate an optimal work environment
- Conduct an employee satisfaction survey to identify areas for improvement
- Introduce ergonomic assessments and enhancements to workspaces
- Offer wellness programmes that focus on physical, mental, and emotional health
- Encourage work-life balance with flexible working hours and remote work options
- Provide regular opportunities for team-building and social interaction
- Develop a clear career progression framework that aligns with business goals
- Create an open-door policy to foster transparent communication and feedback
- Implement regular recognition and rewards programmes to boost morale
- Establish support systems such as employee assistance programmes
- Regularly review and update HR policies to adapt to changing employee needs
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.
