People mismatches and how to avoid them Who owns the people process?....or do you even have a people process Does your Organisation chart really match how the people in the business are managed? Is there accountability for this? Who monitors new starters? How are performance reviews structured? Is there a clear induction process with steps that need to be achieved? Do your employment contracts clearly outline legal implications, such as probation, arbitration, appeals, etc. Who reviews long serving members? KPI’s? Do they include agreed behavioural ones? JD’s? Are they clear and followed by appraisals? Is there a culture that governs what is acceptable or is there a charter? Are staff held accountable? Is mentoring available? Who is accountable for addressing ‘people’ issues? Is the hiring manager fully involved in the entire process? There is a huge range of areas around people that need a robust and clear plan, documentation, and support, to ensure you can identify and remove any mismatches as soon as possible. After years in business I can confidently say that it is much better to act sooner on this key issue, rather than later. What You Need to Do Determine the cause of the mismatch. Is this a mismatch or simply a miscommunication? Develop a plan for corrective action. This plan should be developed in consultation with the employee. Address the performance problem not the problem of the “person.” Document and communicate the plan with the employee in writing Execute the plan Evaluate progress Problem Solved, or Is it time for termination or reassignment. Review your existing Recruitment and Retention process to update or fill in any gaps that were discovered while evaluating the cause of the mismatch. Make sure that you have clauses in your contract that allow for a probationary period which will make it easier to terminate if a mismatch is found during the start of the employment period. It's not just a great recruitment plan that helps you be able to prevent, or quickly recognise a mismatch in your business. There are 2 other critical steps you must be in control of, and have a robust structure around- On Boarding and Probation. Subscribe for free to the entire season of Engaging Your People for Success Subscribe Most businesses and leaders need help to really see this key area with ‘fresh eyes’. If you have reached this point do contact me directly at [email protected] for a free no obligation discussion of just where you are and how we may be able to help. Tags; strategy and culture, aligning culture and strategy, strategy implementation, strategy vs culture, culture and strategy, business strategy, strategic planning, strategy software, humantelligence alignment, organizational culture, cultural change, strategy cascade, strategy, culture, align team goals, objectives, technology, people, training, continuous improvement