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Issue No. 27 - February/March
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Human Resources
Question: It's the beginning of another year for our department and an important activity is the development of our strategic and operational plans for the next two years. A staff survey completed a few months ago indicated that we have not communicated our vision, future directions and strategy in a way that staff understand. Qualitative feedback also suggests that consultation with staff about our future directions is lacking and we suspect that this may be impacting on staff commitment and motivation to our core purpose.
Our department has four business units and 150 staff. How can we involve and engage our staff in our planning process and improve the quality of our communication around our future directions and strategic intent?
Response provided by Chris Clark – The Learning Revolution
Developing the strategic and operational plans for an organisation is an excellent time to communicate future directions, consult and involve staff, no matter how many people you have in your organisation.
Communication and engagement is critical for staff to feel part of and involved in the success of the organisation. It doesn't mean that everyone has to be at planning workshops; but it is important that staff have the opportunity to provide their ideas and concerns into the process, that these ideas and concerns are taken seriously by the management team and that all outcomes are communicated to the whole team for their continuing input.
Communicate your vision and future directions for the organisation. Communicate face-to-face and in small groups. Seek feedback, questions and input. Staff want to know where the organisation is heading and why and want the opportunity to discussing it with the management team.
Ask staff to consider ...
